Upcoming Webcasts

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 to drive Workforce Planning success.

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.

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.

A lot has been written about the promise of workforce analytics. However, current analytics practices are still basic and spreadsheet based. HR needs to elevate the quality and scope of their workforce analytics to meet and exceed the demands of the business.

In this webinar the experts from Visier will outline the 4 stages that HR needs to work through in order to “step up” and deliver strategic value from workforce analytics. You will learn how to overcome the key challenges relating to workforce analytics and ensure that you drive business results from your workforce analytics program. This session is for anyone who wants to take their workforce analytics to the strategic level.

The Workforce Management space continues to have tremendous financial and operational opportunity for companies. The space has gone through numerous operational, iterative, and technical changes over the past decade. Always remaining a constant business requirement is that every healthcare system, retail chain, manufacturer, casino, and school system with hourly employees uses a, or part of a workforce management suite of software and hardware solutions, to empower employees, budget hours, schedule employee’s time, enforce pay practices and rules, manage leave and attendance, and track their highest controllable cost, their people. The balance they face is to improve customer service and control and reduce labor costs at the same time, while retaining and improving employee satisfaction and retention, not an easy task.

Strategic Talent Sourcing: Finding existing talent is a great skill for a world-class recruiter but it often is reactionary: the enterprise has an active need that needs to be filled today. Most sourcing for talent today draws in ONLY those actively searching or thinking about a career change – this approach ignores a huge addressable market of non low-hanging talent - generally more of the top talent not yet actively seeking you out. This session will highlight an approach to combining a short-term active approach with a longer-term prospective candidate engagement strategy to ensure a robust talent pipeline. Learn how to build talent relationships, for the long term.