connecting hr to the business: transforming the role of hr through workforce planning
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Connecting HR to the Business: Transforming the Role of HR Through Workforce Planning
Stela Lupushor Director, Workforce Analytics, Large Financial Services Firm Dave Weisbeck CSO, Visier September 9, 2015
Analyze Go from data to insight
Align Go from insight to plans
Act Go from plans to outcomes
Maximize your Business Outcomes, Through your People
Source: EIU: What's Next: Future Global Trends Affecting Your Organization; Engaging and Integrating a Global Workforce
Fundamental Demographic Changes
Increasingly social and Reputation = Brand
Customers inform other customers Employees and alumni
form the opinion of
prospec5ve candidates Influencers ma9er
Conclusions? The workforce is…
…Increasingly global, multigenerational, female and on-the-go
… Educated & overqualified, yet unevenly prepared for the jobs of tomorrow
… Increasingly contingent
… Driven more by a bigger mission than loyalty to a company
... In the driver seat, especially those with highly sought after skills
Is HR ready to deal with this complexity?
In 3 words or less, what’s your definition of Workforce Planning?
Type your answer in the Group Chat
Workforce planning starts with understanding the context
Macro
Industry
Organization
Workforce
• Demographic shifts • Geopolitical and economic
environment • Regulatory and Risk context
• Competitive landscape • New norms • Disruptors (technology, business
models, distribution channels)
• Business Strategy • Products and offerings strategy • Market strategy
• Skills and Capabilities • Workforce dynamics trends • Outcomes (productivity,
engagement etc.)
Why Plan? To impact organizational
outcomes
Reduce regrettable attrition
Increase the quality of hires
Reduce “time to productivity” and increase productivity
Improve engagement
Maintain or improve diversity
Utilize the workspace effectively
Reduce risks (leadership succession, employee and labor relations, business continuity, employment brand image)
Reduce waste (first year attrition)
Reduce effort on replacement hires vs. net new hires
The real cost of bad planning
Unhealthy and costly attrition
Employer brand damage
Inability to deliver on business results or execute major initiatives
Poor real estate and space planning
Dilution of culture
Hampered productivity and heightened risk when infrastructure and support functions can’t scale
Planning is about balancing the short and long term needs
Inflows
Outflows
Mobility
Affordability
Skills needs
Development to close gaps
Linkage to Business
Outcomes
Sustainable Business Model
In the short term Managing workforce vitality…
…while planning for the long term Understanding role & skill needs, gaps, & strategies to close the gaps
…to impact the business Linking to business indicators & outcomes
The workforce planning cycle
Budget planning
Headcount Planning
Hiring Skills and
Capabilities Planning
Talent Development
Analytics and good data: The foundation of good
Workforce Planning
Build the foundation
Understand Workforce dynamics
Connect to workforce drivers of business success
Develop a strong
Employer Brand
Technology Data Definitions Visualizations Governance Change management
Workforce datasets: - HRIS - Talent Acquisition - Finance - Space
Business datasets: - Sales - Customer Satisfaction - Productivity - Revenue
Context datasets: - Voice of the workforce - External sentiment - Risks
How many people will I have by year end? How does hiring impact diversity? How does turnover impact the bottom line?
What are top performer characteristics? Which have the highest impact on customer satisfaction? What human capital levers impact profitability?
How does the “voice of the workforce” impact our external brand? How can we amplify the brand through advocates and influencers? How we proactively mitigate the external risks?
How does it all come together?
Analytics for the masses (repeatable, self-service, automated,
controlled)
Talent Science (Deep dives, advanced, experimental)
Governance and Support (Support model, data governance and quality, project management, change management,
consulting, tools admin, inquiry management)
HR Topics and Dashboards
Basic Analysis
Custom Visualizations, Advanced analysis,
New datasets
Data Sources (HR, financial, real estate, procurement, customer relationship management, resource
management, sales, social etc.)
High quality foundational data about workforce and HR processes
New types of data
Where do you start?
Clean data
Customers
Business questions
Work products
Technology
Skills and Alliances
Governance and Standards
Change and Impact
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