Demand Planning & Forecasting (PM)

Workforce demand planning identifies current and future people requirements needed to achieve organisational objectives. By analysing business plans, workload forecasts, growth opportunities, and capability gaps, organisations can determine when additional resources are required and whether needs can be met through internal development or external recruitment.

Feasibility, Intent & Budgeting

Workforce feasibility and budgeting ensures proposed hires are justified, affordable, and aligned to organisational priorities. This activity assesses expected workload, productivity requirements, financial implications, and strategic value before resources are approved.

Internal Development Pathways

Internal development pathways provide employees with opportunities to build skills, advance careers, and fill future organisational needs. Developing talent internally reduces recruitment costs while improving engagement, retention, and succession readiness.

Talent Pool

Talent pools maintain relationships with internal and external candidates who may be suitable for future workforce requirements. A proactive talent pipeline shortens recruitment timeframes and improves access to critical skills.

Advertise & Recruit

Recruitment activities attract, assess, and select suitable candidates when workforce requirements cannot be met through internal development or talent pools. Effective recruitment ensures alignment between role requirements and candidate capabilities.

Set Organisational Expectations

Organisational expectations provide employees with a clear understanding of company values, behaviours, policies, and standards. Clear expectations help create a consistent culture and support employee accountability.

Set Role Expectations

Role expectations define responsibilities, performance standards, competencies, and development requirements. Clearly defined expectations help employees understand what success looks like and how they contribute to business outcomes.

Onboard & Train

Effective onboarding helps employees become productive, engaged, and confident in their role. Structured onboarding and training accelerate integration into teams while building capability and organisational understanding.

Performance Review

Performance reviews provide structured opportunities to evaluate achievements, identify development needs, and align future goals. Regular reviews strengthen accountability and support continuous improvement.

Uplift & Advance

Employee advancement focuses on recognising contribution, rewarding performance, and creating growth opportunities. Career development pathways help retain talent and build future organisational capability.

Performance Management

Performance management addresses performance concerns through coaching, support, and corrective action. Early intervention helps employees succeed while maintaining organisational standards.

Offboarding

Offboarding ensures knowledge is retained, organisational obligations are met, and departing employees leave on positive terms. Structured transitions minimise operational disruption and provide valuable workforce insights.

Continuous Feedback

Continuous feedback creates an ongoing dialogue between employees, leaders, and teams to support performance, engagement, and development. Regular check-ins, coaching conversations, recognition, and employee feedback mechanisms help identify issues early, reinforce positive behaviours, and encourage continuous growth throughout the employee lifecycle.

Project Control

Project control ensures workforce resources are effectively allocated, monitored, and adjusted to meet changing business and operational requirements. Through workload management, resource planning, and capability balancing, organisations can optimise team performance while maintaining delivery commitments and employee wellbeing.

People Management Framework

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Effective people management ensures an organisation attracts, develops, engages, and retains the workforce required to achieve strategic and operational objectives. A structured people management lifecycle helps leaders identify workforce requirements, recruit and onboard talent, set clear expectations, support performance, and build capability through continuous development and feedback.

What is People Management?

Strong people management balances business needs with employee growth, creating a high-performing, engaged, and accountable workforce. By proactively managing workforce planning, succession pathways, performance, and employee experience, organisations can improve productivity, reduce turnover risk, and strengthen organisational capability.

Forecast workforce requirements and critical skill needs.
Prioritise internal development and succession opportunities.
Recruit and onboard employees effectively and consistently.
Establish clear role and organisational expectations.
Drive performance through regular feedback and coaching.
Recognise achievement and support career progression.
Manage employee transitions, including offboarding and knowledge transfer.

Demand Planning & Forecasting (AM)

Effective demand planning and forecasting is critical to aligning asset acquisition with operational needs. The procurement of a new asset should always align with the organisations long term strategic plan and should align with operational and financial goals and targets.

Criticality & Risk Assessment

Asset criticality analysis is the process used to assign a criticality rating to assets based on potential risk the business and drives decision making when asset is in service. All new assets should be fit-for-purpose and should be formally risk assessed to ensure it is capable of meeting business objectives safely and efficiently.

Capital Investment Decision Making

Capital investment decision making ensures new assets are delivered in budget, on time, and meet business objectives. OPEX (Operating expenditure) and CAPEX (Capital expenditure) should be determined for new assets to ensure cost effectiveness.

Strategic Sourcing & Contracts (AM)

Strategic sourcing sets the foundation for parts availability and cost control by aligning supplier selection and contract terms with operational needs.

Procurement & Vendor Management (AM)

Effective procurement ensures timely acquisition of goods and services that meet quality, cost, and schedule requirements. Operations and Maintenance provide demand forecasts and specifications, Supply Chain executes purchase orders and manages vendor relationships, while Finance oversees financial controls and payment processes.

Strategy Development

Spare Parts for Assets (AM)

Once the planning for a new asset has been completed, the organisation can proceed with how they will procure the asset (via a tender/contract, or purchase order etc).A critical spares analysis should be carried out to determine risk of extended downtime in the event of an unplanned failure & inventory holdings should be adjusted accordingly.

Asset Master Data

Maintenance activities should be managed within an organisation’s computer system. This ensures historical maintenance data is captured consistently with relevant costs linked to assets. Data captured can be used to analyse performance, allowing decision makers to implement improved maintenance strategies and cost saving initiatives.

Operate

Commissioning an asset once it has been delivered ensures that it is operating as designed. A handover checklist should be completed prior to operations taking ownership of the asset. Training packages should be developed and operators deemed competent before operating any asset. Operators should also know how to properly conduct a "pre-start" on the equipment.

Maintain

Work management defines the process of ensuring maintenance work is identified, prioritised, planned and executed in a safe, efficient and cost-effective manner. Maintenance works should be scheduled in the ERP following a planning and scheduling process.

Overhaul Management

Overhaul management ensures that major repairs or refurbishments are strategically planned, cost-effective, and aligned with the asset’s operational life. Overhaul management involves making informed decisions on replacement versus refurbishment.

Decommission, Repurpose or Write Off

Once an asset is deemed no longer required, the decommissioning and disposal process will commence, bring the asset to the end of its life. An aspect of disposing a tangible asset involves ensuring the computer systems are updated to avoid confusion and data errors.

Continuous Improvement (AM)

Continuous improvement ensures assets, maintenance practices and management systems evolve to maximise reliability, performance, safety and value throughout the asset lifecycle.

Cost Control (AM)

Cost control maximises value from assets by balancing acquisition, maintenance, operating and disposal costs across the entire asset lifecycle.

Analyse Performance (AM)

Asset performance should be analysed through regular KPI and reliability reporting. These insights enable organisations to make informed decisions regarding asset strategies, maintenance investments and lifecycle management.

What are the benefits of effective people management?

Improved workforce capability, stronger employee engagement, increased productivity, reduced turnover, enhanced succession readiness, consistent performance management, improved talent retention, clearer career progression pathways, stronger organisational culture, and alignment between workforce capacity and business objectives.