This includes a big part of #StrategicWorkforcePlanning (SWP), especially if you remove the Political components. With a number of similarities to organisational and corporate environments it is important to follow and take note.
"We need to shift the focus of our economy away from a reliance on cheap labour from Europe and instead concentrate on investment in technology and automation.
Employers will need to adjust."
The Home Office and the UK Government yesterday published a policy statement and it will have implications for both the UK as a whole and for individual companies (and individuals). Review to see how this impacts your #SWP activities.
Policy statement with SWP implications published 19th Jan 2020
The Government is in this case working as the Executive (in a mature organisation they are supported by the SWP team/process). They set, and communicate, the intention for the organisation (or UK as it is for the Government). The aim is shifting low value activities into automation or full removal with the help of innovation. You may not agree it is the right direction (and concerns are being voiced about how people can't be replaced*) but it does help when considering what to focus on. The Executive have also been both specific and ambitious setting the time for implementation, the deadline.
“From 1 January 2021”
With a set of guidelines or rules the Government (the Executive) is creating a framework for the UK Companies (Divisions/Business Units in your organisation) to work within. The combination of both intention/ambition and a framework makes it much easier (but not necessarily easy) to then focus on what the correct interventions could and should be. In order to shift skills / capabilities towards a more productive (more output with less input/effort) delivery model. This also includes up-skilling of existing people / staff.
The communication (the policy and the press briefings etc) will help those interested in working in the UK (read your company) to take note and change their behaviour. We will see this in the aggregate as less 'lower-skilled' people will seek work visas (express interest/apply to our companies) and the number of 'high-skilled' people applying will increase (or so is the plan of course) - this is a transformation of our workforce. In this case it is even possible to come to the UK without a job offer in some circumstances.
UK will "attract the high-skilled workers we need to contribute to our economy, our communities and our public services. We intend to create a
high wage,
high-skill,
high productivity economy"
So, this change you as an SWP team have little impact on (if you call it Political, Economic, Technical or anything else isn't the important part, it is happening at you and you need to have planned for it whichever headline it is put under), or control over, unless you have an extremely strong lobby group at your fingertips. What you can do is to look at how to adapt and how this is done quickly, unless you have already included this in your Strategic Workforce Plan (a living and ongoing activity by the way, not a once a year document) some time ago.
And in a corporate setting you would make the progress easier by accepting the 'kill the unchosen alternative'** approach and standing behind the decision. This is something less easy in a true Political context of course.
"...top priority to those with the highest skills and the greatest talents: scientists, engineers, academics and other highly-skilled workers." Now the direction (strategy) have been set it is important to continue focusing on the delivery and key in our approach towards mature Strategic Workforce Planning. There are always challenges in the specifics and remaining focused on the end game and the big picture together with collaboration and communication (and some creativity) will help you find solutions.
Prepare yourself for the future by using a comprehensive, yet pragmatic and effective, Strategic Workforce Planning methodology.
* On the BBC Radio 4 Today show this morning one representative from the fishing industry strongly held the argument and the belief they would face staff shortages and have to add cost into the value chain. This was presented with a counter argument that automation and robotisation already exists in fishing trawlers and in filleting the fish etc. You will always have different views and setting the direction with clarity will help organisations focus. And below can help.
** Thank you Mark & Mike at Manager-Tools, this I credit you with: Link to Making Decisions Effective - kill the unchosen alternative
News 2020 Consolidation