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Welcome to the Institute for Workforce Planning & Analytics virtual event! Thank you to everyone for your participation and support of this great program We are pleased to present another impressive line-up of speakers and educational webcasts covering hot topics and trends in the Workforce planning and Analytics space. Join David Whitmarsh as he reviews the Institute's accomplishments over the past year and highlights what’s in store for the coming months. During this short, 15-minute session, David will provide an overview of the certification program (have you signed up?) Find out what you have missed, and take a look at what is planned for the rest of 2013. Throughout this session we will: • Introduce you to the Advisory Board • Introduce you to the Institute and the Certification program • Help you become an expert in Workforce Planning & Analytics • Learn why this Institute is important to the Workforce Planning & Analytics community and • Learn how you can contribute to its success. If you are new to the Institute for Workforce Planning & Analytics, this introduction will cover not only our past ac! accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation
When SHRM asked Dick Finnegan to write a book on Stay Interviews, they said HR executives had worn out on exit and engagement surveys because they realized these tools surface problems but not solutions...and SHRM saw Stay Interviews as the key step to fixing engagement and retention. The result is that “The Power of Stay Interview for Engagement and Retention” was SHRM’s top-selling book globally in 2012.
Why are Stay Interviews so compelling? For most companies, the only two times managers must meet with employees is to conduct performance reviews and then later to learn why they are leaving. Nowhere do we ask managers to meet with employees to learn why they stay and what would engage them more. For this we rely on anonymous surveys…or worse, exit surveys…that lead to one-size-fits-all program solutions. No one stays or works harder because of employee appreciation week or better newsletters. They want and need better supervision. In fact, a recent survey disclosed that 65% of employees would choose a better boss over a raise. How many of your employees feel the same way?
This program provides data on the importance of Stay Interviews to drive engagement and retention and specific actions for implementing Stay Interviews in your organization. In addition, seven companies will be profiled that have turned Stay Interviews into lower turnover as well as methods for forecasting future turnover before employees leave. All webinar content will be based on SHRM’s #1-selling book, The Power of Stay Interviews for Engagement and Retention, presented by the author.
Are you going through an organizational transition and all seems like chaos? Are there many meetings but no real decision on what direction to take? How can you as an HR professional have an impact on business model changes? What implications are there for the HR department as the company shifts it business model to meet changing market demands? If these questions are keeping you awake at night, this presentation is for you.
This session is designed to broaden the scope of understanding of different business model changes. Your organization may be outsourcing, merging, acquiring, restructuring, downsizing, startup, expanding to global locations, moving to a shared service model or a combination of these changes. We will cover the challenges and opportunities of each model and implications for HR.
Regardless of the challenges, or how big or small the transition is, this is a golden opportunity for HR to establish a strategy prowess and be instrumental in delivering successful results. We will explore the link between successful business modeling and HR. We will discuss the top HR related thing that can derail a successful transition such as understanding the various business model changes that go beyond the standard downsizing or outsourcing models, to gain a key understanding of why a good workforce plan can make or break the success of a business model change. These items will establish a good business case foundation of why HR should be involved right from the beginning stages and play a crucial role throughout the entire transitional period.
Most importantly when participating in this presentation, you will take away insights on how to establish a strong workforce strategy for any transition.
“Don’t worry about causes … Focus on solutions” is not an uncommon view in some organizations. However, such views often result on many different solutions being implemented in order to improve performance, but many or some of them have little to no effect. The same is of course also possible with workforce planning & analytics. While there are many different actions that could be taken in order to improve the acquisition, development and retention of the needed people and skills, only some of those solutions will have the desired effects.
At its most basic level, “analytics” is looking at performance metrics in order to identify cause & effect relationships that can guide our decisions. This doesn’t necessarily mean complicated and expensive software … instead it means using root cause analysis (RCA) thinking to look for patterns in the data. RCA is unfortunately one of those skills that comes and goes in organizational attention. Organizations learn about and apply it for a while, then as time progresses the understanding and application of this critical thinking skill fades. One of the reasons is that it has not been standardized and built into business operating policies, procedures and processes.
This presentation will provide an example of the use of RCA to look at workforce turnover, and how iterative analysis of the data can help inform our decisions. It will also discuss how HR professionals need to both understand and use RCA, as well as deploy it across the organization as a basic core competency.
Several years ago, I worked with a client who had developed a very detailed plan - for each key position of the company - for what would happen if the person in the key role was hit by a bus. While the company’s crude metaphor “bus” plan was far from a mature Workforce Planning framework, they were still far more prepared than many companies are today.
The workforce Planning challenges facing many organizations today are slower moving than a bus but are nonetheless enormous threats to the success of our organizations. The wave of retiring baby boomers will be exacerbated by the large skill and competency gap between those retiring and those that are next in line. Many will be caught off guard, despite the fact that everyone has known that this demographic bubble was coming. As an ever increasing proportion of an organization’s value is directly tied to Human Capital, a strategic Workforce Plan is absolutely mandatory for an organization to thrive and survive.
Will you be ready?
In this session, we will detail a simple yet effective approach for using talent benchmarks as the foundation for driving Workforce Planning success. The session will cover:
o Defining key process steps for a Strategic Workforce Planning Framework
o Establishing an objective standard of measure
o Identifying the positions critical to the future success of your organization
o Benchmarking your current state
o Benchmarking competency levels across the organization
o What’s Coming Next – understanding your environment
o Gap analysis – headcount vs. competency analysis
o Using benchmarks to drive development initiatives and close gaps
o Creating a structured development path for each level of the organization
o Monitoring & controlling your workforce plan
Over the past 10 years, the HR role, particularly recruiting has gone through a dynamic change. The advent of applicant tracking systems, job boards, and social networking brought recruiting teams more candidates, for better or worse. As late as 2009, the recruiting industry was spending a lot of time discussing new and innovative methodologies for proactive recruiting. A lot of the conversation revolved around effective strategies for keeping the pipeline full, but very few discussed how to focus those efforts so it became an achievable mission.
Additionally, for the past two to three years, organizations have spent a lot of time cleaning up employee data in order to allow for better reporting. And while current state reporting of such standard benchmarks as turnover rates, hiring rates and time-to-fill have become more prevalent and accurate, being able to truly dig down and understand what is affecting areas has remained a challenge.
Today some organizations have begun pulling all of this data together to help them build a more targeted approach to recruiting and talent planning. While there is still a ways to go to perfect these plans, it is a step in the right direction in helping take some of the pressure off recruiting teams that have historically operated in either a highly reactive mode or trying to, basically, ‘boil the ocean’ in their mission to be proactive.
In this session, we’ll discuss methodologies to develop these strategies, avoiding landmines and using key data points to communicate with the hiring managers the challenges and opportunities associated with attracting critical talent. We’ll include some successes and lessons learned from our clients as well.
In this one hour session, you’ll learn:
1. The two methods for identifying the jobs where proactive recruiting and talent planning should be implemented first.
2. The metrics that provide the most insight into the health of those job roles and what is driving the need to boost your talent pipelines.
3. How to share the information gleaned from those metric outcomes with business leaders to gain support for your programs, including the right questions to ask.
Workforce Challenge #1:
Human Resources is about people and making decisions about people. Often those decisions are based on trustworthy, 'loyal' relationships rather than competence or evidence. 'Objective evidence' is defined as "information based on facts that can be proved through analysis, measurement, observation, and other means of research". How do you honour your trusted and strong working relationships while remaining committed to fairness and objectivity in the HiPo identification process to ensure that your workforce remains engaged and productive?
Workforce Challenge #2:
Most organizations don't have the data to quantify if they have the right talent and in the right quantity. Employee selection and development decisions often rely on assumptions, anecdotal information, and subjective judgments that can be flawed and influenced by personal bias. What impact do these types of decisions have on employee engagement, retention and productivity?
This session will introduce a framework for effectively using business and predictive analytics that:
- challenges assumptions and perceptions about what is valuable at various stages of leadership;
- supports the selection and retention of high-performing leaders;
- enables the development of an objective succession planning strategy; builds leadership skills and capacity;
- enables line and senior management to improve productivity through talent optimization; and
- supports the evolution of culture across the organization.
- An understanding of how people analytics can support your organizational planning and talent management processes
- An appreciation of how analytics-based decision making, when aligned with strategic planning and execution, strengthens the performance of the organization and HR's role as a strategic business partner
- A roadmap showing how quickly and easily game-changing intelligence and processes can differentiate your organization for competitive advantage
Join Regan Klein, Principal Consultant Workforce Planning & Analytics at EPI-USE and Mick Collins, Principal Consultant at SuccessFactors, on May 31, 2013 for an upcoming webinar to share key learnings from the 2013 Global Workforce Analytics Visionary Series. This webinar will focus on perceptions of where the discipline of Workforce Analytics is headed over the next 5 years, best practices of successful WFA programs, and areas of opportunity to apply WFA in your organization.
EPI-USE and SuccessFactors recently partnered to conduct a research study of organizations in various industries around the globe with the 2013 Global Workforce Analytics Visionary Series. This research is unique in that the findings will look beyond the current state and best practices to highlight areas of progress over the past 5 years, as well as predictions for how the field will mature in the future.
During this webinar you will learn about the following:
- Key trends and findings related to the HR Function's progress over the past 5 years
- Predictions for how the discipline will advance in the future and what this means for your WFA program
- Best practices of world-class WFA programs
- Areas of opportunity for your WFA program to make an impact on your organization's business results
- The topics that are top-of-mind for Senior Executives where WFA can be applied
- The biggest WFA program challenges and how to overcome them
Regardless of where your organization is at on the Workforce Analytics journey, this webinar will help you better understand the key differentiators of organizations doing world-class workforce analytics and how to apply these principles to advance your organization's program.
With the advent of globalism, the workforce planning function is becoming more critical to enterprises. There are now 193 countries, and companies are quickly expanding around the globe. Jobs are becoming more specialized, and the days of the generalist are past. Mobility of individual employees has increased – as the days of a “career job” are no more. As a result, the task to help with the objective of having the right person, with the right skills in the right role at the right role has become infinitely harder for companies to wrap their arms around.
With the above challenge, the role of workforce planning has started to elevate from a staff position to one that has strategic impact. More investments have been made and the amount and quality of resources available has also increased. While any good workforce planning function will tell you it is far from easy, the workforce planning function has rapidly matured across the HR profession. This webinar is intended to brink participants up to speed on what is occurring.
This webinar will cover a number of elements:
1. What is happening Globally with the workforce
2. Why do workforce planning
3. The Basic Steps of Workforce Planning
4. Resources available to in the industry
5. Software tools to use
6. Barriers to Workforce Planning
So whether you are a HR professional wanting to understand a in depth overview or you are a workforce planning professional that wants to learn more – this webinar will hopefully be productive for you. Additionally, the presentation will provide some humor about being in the HR profession.