tackling talent strategically: winning with workforce planning
TRANSCRIPT
Strategic HR: Winning with Workforce Planning
Ian Cook, Director, Product Management
FALL 2015
Today’s Topics
1. Current state of enterprise workforce planning
2. Aligning workforce plans to business objectives
3. Master workforce costs
4. Better decisions balancing talent and cost
AnalyzeGo from data to insight
AlignGo from insight to plans
ActGo from plans to outcomes
Maximize your Business Outcomes,Through your People
Where are our recruiting bottlenecks?
How can we retain critical employees?
What if the economy gets better / worse?
How close are we to our plan?
How do our total workforce costs breakdown in our plan?
Should I give my team
member a raise?
What are our total workforce costs and how are they changing?
How can we connect Total Rewards to our
bottom line?
How will turnover
impact our future
workforce?
Which workforce scenario will best meet our business goals and budget?
Where should we allocate people to
support growth?
Which key Talent is at risk of resigning?
Who should I promote?
Workforce Analytics
Workforce Planning
Workforce Intelligence
Enabling HR and the business with Visier Workforce Intelligence solutions could be the most impactful action you
take this year.
The workforce planning is not meeting business needs
Poor workforce planning hurts results!!
Source: Tackling Talent Strategically, HBRAS
Changing business cycles
VolatileUncertainComplexAmbiguous
Source: Sierra-Cedar, 17th Annual HR Systems Survey
“… the effect of HR technologies for Top Performers as a competitive advantage has minimized… So we dug deeper…”
Quantified Organizations have a 79% greater Return on Equity (ROE)
“Rent” the Technology
HRIS
ATS
Payroll, Relocation, Succession, Contingent
etc
FINANCEWorkforcePlanning
WorkforceAnalytics
Technology enabled workforce planning
The workforce plan is too static
Modelling and scenario building are critical to success in a VUCA world.
Source: Tackling Talent Strategically, HBRAS
Where are our recruiting bottlenecks?
How can we retain critical employees?
What if the economy gets better / worse?
How close are we to our plan?
How do our total workforce costs breakdown in our plan?
Should I give my team
member a raise?
What are our total workforce costs and how are they changing?
How can we connect Total Rewards to our
bottom line?
How will turnover
impact our future
workforce?
Which workforce scenario will best meet our business goals and budget?
Where should we allocate people to
support growth?
Which key Talent is at risk of resigning?
Who should I promote?
Workforce Analytics
Workforce Planning
Workforce Intelligence
Where are our recruiting bottlenecks?
How can we retain critical employees?
What if the economy gets better / worse?
How close are we to our plan?
How do our total workforce costs breakdown in our plan?
Should I give my team
member a raise?
What are our total workforce costs and how are they changing?
How can we connect Total Rewards to our
bottom line?
How will turnover
impact our future
workforce?
Which workforce scenario will best meet our business goals and budget?
Where should we allocate people to
support growth?
Which key Talent is at risk of resigning?
Who should I promote?
Workforce Analytics
Workforce Planning
Workforce Intelligence
In most organizations Workforce Planning is done based on just half of the full
picture
Scenario planning has been a well documented practice for over 30years.
The whole purpose of scenario planning is to provide alternative plans which make it quicker and easier to adjust to current events
Aligning workforce plans to business objective
Organizations are lacking access to data
Siloed HR data and limited collaboration with finance are negatively impacting planning
Source: Tackling Talent Strategically, HBRAS
Creating a unified view of data
Human Resources Finance Unified Solution
Technology HRIS system ERP system Visier WFP system
Level of detail Employee specific Cost center specific Employee & cost center integrated
Types of data Salary Aggregate salary & fringe bycost centre All workforce costs
GapsBenefit costsCosts for insurance/ TaxesFacilities costs
No detailed view of workforce costs e.g. relocation, facilities at an employee level
N / A
Opportunities Provide full view of all personnel-related costs
Centralize full view of all costs, providing ability to analyze at detailed level
Take both cost & talent implications into account as part of workforce planning
Cost and talent unified
Easily AnalyseCost / TalentImpacts
The value of an HR / Finance partnership
Business Unit A
Expected CostsBufferZone
“If we had known we had $XX million dollars hidden in our workforce plan budget we would have gone ahead and launched the new business line……..Instead we waited 8months and lost a huge advantage.”
- North American Banking Executive
Summary
Poor workforce planning hurts results!!
Source: Tackling Talent Strategically, HBRAS
Where are our recruiting bottlenecks?
How can we retain critical employees?
What if the economy gets better / worse?
How close are we to our plan?
How do our total workforce costs breakdown in our plan?
Should I give my team
member a raise?
What are our total workforce costs and how are they changing?
How can we connect Total Rewards to our
bottom line?
How will turnover
impact our future
workforce?
Which workforce scenario will best meet our business goals and budget?
Where should we allocate people to
support growth?
Which key Talent is at risk of resigning?
Who should I promote?
Workforce Analytics
Workforce Planning
Workforce Intelligence
“Rent” the Technology
HRIS
ATS
Payroll, Relocation, Succession, Contingent
etc
FINANCEWorkforcePlanning
WorkforceAnalytics
“We are able to lower our costs by scheduling more efficiently and bringing in the right resources. If we are able to reduce our overtime by just 5% a year, that would equate to $5m to $10m in savings a year.”
Tim Sasek Conagra Foods
WORKFORCE COSTS
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