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A Guide to Strategic Workforce Planning

Analytics in HR

Workforce planning and HR analytics. Workforce planning and HR analytics. On this platform, we write mostly about people analytics. You may be wondering: what’s the difference between workforce planning and people analytics? People analytics is defined as a data-driven approach to managing people at work (Gal, Jensen & Stein, 2017). Workforce planning shouldn’t be confused with workforce analytics, which is mostly used as a synonym for people analytics.

13 Employee Engagement Trends for 2020

Vantage Circle

HR departments are able to make more informed, analytics-driven and logical decisions. DIVERSITY AND INCLUSION IN THE WORKPLACE: Building a global working environment is the need of the hour. To do so, diversity and inclusion must prevail. Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns that are above the national median for their industry. (EY). One more thing you should take care of is recruitment.


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Why Internal Mobility Is Key To Building the Workforce of the Future

Paddle HR

Imbalances in the market such as income equality and the ratio of capable talent to high-skill jobs have rendered traditional hiring and recruiting practices ineffective. In the past, this realization would have triggered what we call “layoff culture”, where large corporations look at overhauling personnel through layoffs and external recruitment. We’ve established that internal mobility helps build skilled workers with diverse skill sets.

The Gift of Uncertainty for Talent Acquisition


By 2030, 75 million to 375 million workers will change occupation categories while another 400 to 800 million could be displaced by automation and required to find new jobs entirely. Predictive talent acquisition analytics and metrics are necessary to compete in the war for talent. Dashboards are evolving to measure impact of talent long term and D&I recruiting effectiveness. The recruiting skills needed today extend far beyond “being a people person.”

Future Workforce Predictions: What Can HR Do Today to Prepare for Tomorrow?

Slayton Search Partners

Although it’s tempting – and exciting – to dig into predictions for the global workforce of 2030, it often isn’t practical to look that far into the future to determine our actions today. Thus, HR will be responsible for a thorough evaluation of compensation structures, in addition to their recruitment and retention strategies. How will you address diversity? The candidate and employee experience will be equally important in this process.

Putting the Future in Focus


Recruiters and hiring managers try to minimize the risk that they’ll be blamed for a bad hire by requiring all candidates to have a college degree, Rowe said. Imagine that, said Rita Mitjans, chief diversity officer at ADP: a safety feature designed to protect people from dying was causing more deaths. Instead, manufacturers paid a steep price for not having diverse perspectives. ADP Chief Diversity Officer Rita Mitjans kicks off the Women in HR Technology Summit.