5 Essential Workforce Planning Tools for any HR professional

Analytics in HR

Workforce planning tools are an essential part of the HR professional’s toolkit. In this article we’ll go over 5 strategic workforce planning tools, explain their use and give examples and excel templates on how to use them. What are workforce planning tools? Workforce planning tools are instruments that help analyze current capabilities and future needs for the employee population. Strategic workforce planning map.

Replacement Planning: 3 Steps to Develop Your Organization’s Strategy

HR Bartender

If there’s one activity that has more of an impact than succession planning, it’s replacement planning. A replacement plan identifies “backups” for positions. Replacement planning is often mentioned in conjunction with succession planning because it identifies individuals who can assume roles at some point in the future and shows how ready they are for that role. And recruiters will want to have a say in how that plan is developed.

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What is performance management?

Digital HR Tech

or implicitly (“I need to make a planning with Jane because she keeps prioritizing less important tasks”). When done well, performance management is an essential tool that helps employees to realize their full potential, while helping management and HR to get the most out of the workforce. Individual training & coaching. Employees were assessed, trained, and coached on their commercial and digital skills. Performance management is essential for managing people.

10 Best Performance Management Software 2020

Vantage Circle

PDP (Personal Development Plans): The personal development plan governs the plans to achieve the goals and objectives of an individual and also mentions the training and development needs to achieve the same. Features: Benchmarking. Coaching. Development plans.

TalentGuard Announces New Reseller Partnership in Latin America

TalentGuard

Through this partnership, WWT broadens its talent management offering enabling customers to better manage their workforce and deliver cost-effective services to the LATAM region. TalentGuard’s SaaS offering includes a comprehensive suite of applications including competency management, performance management, succession planning, career pathing, 360 degree feedback, development planning, certification tracking and robust analytics.

3 Trends That Will Shape HR in 2018

HR Daily Advisor

Not only are Millennials the largest and most racially diverse generation, according to a 2016 Pew Research study, they are also the largest demographic group in the workforce today. More industries will leverage Net Promoter Scores and industry satisfaction benchmarks to gauge success relative to competitors, evaluate brand strength, and confirm their culture is accurately reflected in the market.

What HR Transformations are on the Horizon?

HRExecutive

The Hackett Group’s benchmarks show the typical HR organization currently devotes half of its staff and budgets to administration and transaction processing.) The concept of self-service will radically change from today’s HR administration-centric model, emphasizing data input and information access to HCM systems, to one featuring direct access to a digital-productivity platform of information, services, tools and analytical insights for the workforce and managers.

Reorganizing for the future: Eight federal workforce perspectives

HR Times

The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. Each agency is required to submit an initial plan to OMB by June 30 with a final plan due on September 30. Federal workforce programs are many times viewed as an “easier means” to cut costs.

HR in a digital workplace

HR Times

But the real opportunity is for HR to take ownership for blending and enabling a workplace mixed with human and digital talent, while leading the organization toward the augmented workforce of the future. According to the 2017 Human Capital Trends Report only 20 percent of surveyed organizations are using robotics as a way to reduce workforce numbers, with the rest retraining employees to work alongside the technology or redeploying displaced resources to higher-value activities.

Reorganizing for the future: Eight federal workforce perspectives

HR Times

The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. Each agency is required to submit an initial plan to OMB by June 30 with a final plan due on September 30. Federal workforce programs are many times viewed as an “easier means” to cut costs.

Overcome Performance Management Challenges in Banking & Finance Sector

Empxtrack

Industry Experts and Analysts mention the following as the pressing tasks for Banking and Finance Industry: Highly Aggressive Sales Targets & Customer Service Benchmarks. Continuous Coaching & Mentoring of Employees. Millennial Workforce and Their Digital Expectations. Workforce Planning for Productivity and Profitability. The manager would easily mark the corrective actions and coaching notes for employees to take action.

HR in a digital workplace

HR Times

But the real opportunity is for HR to take ownership for blending and enabling a workplace mixed with human and digital talent, while leading the organization toward the augmented workforce of the future. According to the 2017 Human Capital Trends Report only 20 percent of surveyed organizations are using robotics as a way to reduce workforce numbers, with the rest retraining employees to work alongside the technology or redeploying displaced resources to higher-value activities.

Q&A on AI and Intelligent Tools with John Sumser

HR Examiner

Succession management, capacity analysis, and detailed workforce planning will become central issues. Find them and develop replacement plans. How can HR professionals successfully integrate machine intelligence with their workforce?

Tools 56

How Digital Tech is Changing HR

HRExecutive

The Hackett Group’s benchmarks show the typical HR organization currently devotes half of its staff and budgets to administration and transaction processing.) The concept of self-service will radically change from today’s HR administration-centric model, emphasizing data input and information access to HCM systems, to one featuring direct access to a digital-productivity platform of information, services, tools and analytical insights for the workforce and managers.

HR TechStack – Performance Tracking

WhoKnows

There is a lot of software & cloud based apps for modern workforce, at WhoKnows we have handpicked 68 most popular, widely used & recognized vendors in the market. ADP Workforce Now. ADP Workforce Now is easy-to-use and complete human capital management solution for companies with more than 50 employees. Plus, Workforce Now integrates simply and securely with other best-of-breed HR and business applications through convenient APIs and the ADP Marketplace.

Simplifying the Hiring Process with Recruitment Automation

AllyO

Workforce management is a demanding job. However, the goal of recruitment automation is to actually promote recruiters, removing the low-value tasks that keep them from essential functions such as strategy and creative workforce planning. Recruiters who automate finding and engaging candidates and keeping stakeholders informed, they can provide more value to the current workforce and future hires. Average time to hire is well-above the benchmark for similar companies.

AI and Intelligent Tools in HR Tech Right Now – Q&A, Reinventing HR

HR Examiner

Succession management, capacity analysis, and detailed workforce planning will become central issues. Find them and develop replacement plans. How can HR professionals successfully integrate machine intelligence with their workforce? These are baseline competencies for a workforce that uses intelligent tools well. Basically, introduce intelligent tools to the workforce with the reminder that the machines are not the human.

Tools 52