HR Strategy and Workforce Planning for Security Services
How many people, in which roles, by when — and what they will cost.
What this looks like in security services
The parts of hr strategy and workforce planning that are specific to this sector, rather than general.
Planning Against the Contract Book
Where the plan is contract wins and post counts.
What this coversHide
Planning Against the Contract Book
Where the plan is contract wins and post counts.
What this coversHideSecurity services workforce planning is driven entirely by the contract book. Each contract specifies posts, shifts and relief, and the plan is the sum of them plus a buffer.
- Contract book
- Post and shift requirement
- Relief and leave buffer
- Attrition assumption
- Recruitment plan
- Post and shift requirements per contract, including relief factor
- Pipeline contracts planned before award where possible
- Attrition assumption built in at realistic levels
- Verification and training lead times included in timelines
- Geographic distribution of requirement against sourcing capability
- Buffer pool maintained for absence and sudden vacancy
- Cost per post against contract value
- Scenario planning for contract wins and losses
The relief factor is where plans most often fail. A post requiring round-the-clock coverage needs materially more than three people, and plans built on three run permanently short.
The general method — what hr strategy and workforce planning covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr strategy and workforce planning page. What is above is the part that differs for security services.
Other HR topics for security services
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for security services, or another industry.