How do you build a case for workforce planning? Start by working smart. Take a good, hard look at your business: Is your company always in reaction mode, unable to garner resources in time to make the most of a new market opportunity? Or are
Getting Workforce Planning right requires a smart balance of technology tools, scenario planning, advanced analytics and strategic insight. First and foremost, for Workforce Planning to achieve its purpose, the CHRO/VP of HR either needs to have a seat at the strategy table or be kept
When it comes to Workforce Planning Data, the key is to avoid getting overwhelmed, get what you can get, and use that as a launching point. At the beginning it’s unlikely you’ll have every last piece of data or analytics you need, but use what
When kicking off the workforce planning process, you’ll need to understand the typical types of workforce plans and also the team members needed for buy-in and successful outcomes. There are 2 types of Workforce Plans. 1. Strategic Workforce Plan: aligns to the 3-5 year business
The first item in your workforce planning tool kit should be the method for building the commercial case to get buy in from the CEO and senior leaders. You’ll need to identify a revenue-generating role that is regularly filled and show the financial value of
When is it time for a Workforce Plan, and what is the expected ROI? It’s important to understand that a proper Workforce Plan requires a smart balance of technology tools, scenario planning, advanced analytics and strategic insight. Most organizations are accustomed to recruiting on an
Today tools exist to monitor candidates’ and employees’ job seeking behaviors in real time. These tools give companies a competitive edge in recruiting, retention and workforce planning. Question is, are manufacturing executives willing to use these controversial tools to cure their talent shortage pains? It’s
Just because the economy has rebounded from the Great Recession doesn’t mean that your talent mentality has also rebounded. (1) TALENT, TALENT EVERYWHERE Everyone needs a job, so hiring the best should be fast and easy. Wrong. During the Recession great candidates may have seemed
Your mid-market company is growing fast. HR has scrambled to put in the proper training and benefits programs. Now you’re expanding into a new market or launching that new product. You’ll need 50+ hires quickly. Is it realistic to assume your HR team can pivot
According to the NCMM’s Q4 2014 Indicator Survey, more than half of middle market companies are struggling to fill a skills gap. Plus, when rating their top five business challenges, the “ability to attract, train and retain talent” ranks fifth with 77% of middle market