Managing Costs through Workforce Planning


With the evolution of workforce planning, this is both unnecessary and unwise. Workforce planning provides a platform by which cost-cutting can be a quantitative precision exercise where outcomes are more certain and the ability of the organization to remain effective can be preserved.

Driving Innovative Business Models through Workforce Planning


Workforce planning is one of the most critical competencies for an HR organization. It is the foundation of the partnership between the business and HR and provides the organization with critical information about how to meet its staffing needs and how to allocate its HR resources to meet business goals. There’s another level to workforce planning, and some businesses are using it to determine potential transformation opportunities or threats to their business model. .

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3 Real-Life Lessons About Workforce Planning


For any organization, thoughtful workforce planning can hold the keys to retaining talent, meeting employee expectations, and reaching important strategic goals. The post 3 Real-Life Lessons About Workforce Planning appeared first on Pingboard.

Workforce Planning Success


Embarking on a workforce planning journey can be overwhelming. Determining what data to collect, what metrics to focus on, how to set up reporting, how to analyze all the outputs, and how to gather various stakeholder requirements are just a few of the initial requirements.

Talking Candidly About Workforce Planning for HR Executives


One thing stood out above the others, and it’s something every HR leader and team member faces: workforce planning. As an HR partner, your role in workforce planning is at the heart of what really matters to your company leaders. Workforce planning support means that you are your team are responsible for the forecasting that allows you to properly plan for your recruitment advertising and marketing spend, requisition workload, and expected deliverables for your team.

Talking Candidly About Workforce Planning for HR Executives


Talking Candidly About Workforce Planning for HR Executives Dec. One thing stood out above the others, and it’s something every HR leader and team member faces: workforce planning. How Workforce Planning Supports Your HR Efforts.

Maximizing Team Performance with Workforce Planning

New to HR

Workforce planning consists of a set of strategies engineered to maximize the use of resources to accomplish goals , estimate and plan for progress and outline the basis of decision-making techniques while anticipating the needs of the business in the future. To create a workforce planning strategy for your business, first define what your overall goals are. The post Maximizing Team Performance with Workforce Planning appeared first on New To HR.

Avoid Holiday Retail Worker Shortfalls with What-If Analyses


In September, Target announced plans to hire 120,000 seasonal workers for the upcoming holiday season, an increase of 20 percent from its 2017 hiring commitment. Staffing Shortfalls: Still Time to Act. Talent Acquisition Workforce Planning

I Need A Nurse, Stat!

The Tim Sackett Project

Join Cathy Henesey, ASHHRA Board member, and Director of Talent Acquisition & Workforce Planning at AMITA Health and myself for a free webinar hosted by CareerBuilder that will outline 10 things you should be doing to fill your nursing openings! Metrics around what recruiting pools will be most effective for you to be fishing in. In the United States, we are facing a major nursing crisis, unlike anything we have ever seen.

Getting Ahead

HRO Today

This leads to more creative and agile collaboration rather than having to follow a strict process and monitoring sub-cycle metrics,” says Hunter. The key to ensuring an optimal agile process is proper workforce planning,” says Shafar.

Build vs. Rent: Don’t Crash on the Do-It-Yourself Iceberg for People Analytics


While the same talent challenges are spurring companies to become more data-driven in workforce decision making, the approaches they are taking fall mainly into two different camps: build or rent. Analysts to determine metric definitions and create reports.

The Value of HR Analytics: Why Every Company Should Be A Quantified Organization


Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. In fact, a consistent finding from the annual Sierra-Cedar HR Systems Survey (which I managed for 16 years) was that “ organizations with workforce analytics outperform.”. Metrics Categories.

Post-Brexit Workforce Challenges: How to Strategically Plan Through Ambiguity


In times of uncertainty, strong people leaders who can rapidly define and shape the workforce required to strategically position the organisation for success offer more than a competitive advantage. Strategic Planning Through Ambiguity: An Opportunity for HR.

How To 290

Prepare Your Questions For #HRTechWorld and #HRTechConf

In Full Bloom HR

Given my already stated plans to wind down my consulting practice, I’ve clearly stepped over the “trying to be ecumenical line” and cast caution to the winds with my answers to some of these questions. If you don’t ask the right questions, you sure as hell won’t get useful answers!

Diagnosing and Preventing Nurse Burnout Using People Analytics


This empowers the business to devise a plan to effectively solve workplace issues. Determine the metrics that will to shed insight into overwork and use them to inform a fatigue policy. Many healthcare organizations have metrics such as overtime compared to straight time worked.

Build vs. Rent: Don’t Crash on the Do-It-Yourself Iceberg for Workforce Intelligence


“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to workforce intelligence? Building your Workforce Intelligence Solution. Recently, I learned about a large software organization’s quest to build a workforce analytics solution.

Increased Transparency of Human Capital Data – an interview with Brian Wilkerson


The standard is a series of 23 metrics in 9 categories that are designed to provide a balanced view of the strength of human capital management within an enterprise. 5) The effectiveness of your workforce planning capabilities.

11 HR Analytics Courses Online

Analytics in HR

Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. You will learn to: Leverage strategic workforce planning to make better decisions. 11: Strategic HR Metrics – AIHR Academy.

How Live Org Charts Streamline Company Directory Management


This is a game-changer for your entire team, but especially when it comes to engaging your dispersed workforce , as remote workers are able to put faces to names and get to know their team members despite any geographic limitations. The company directory, as we used to know it, has changed.

6 Areas Where People Analytics Can Help HR Get Ahead

Career Metis

Recruitment functions can use analytics tools to assess the effectiveness of their current processes against specific metrics. By correlating data relating to your pool of job applicants with these qualitative metrics, it’s possible to see where there may be improvement opportunities.

People Analytics and Driving Growth: Part III : Performance and Organizational Network Analysis


And it took time to analyze all of that data, share it and then implement action plans based on the findings. Sebastien Girard is the VP and Chief Workforce Officer for the company. It’s a complex and challenging time in HR.

2018 Trends to Watch: 6 Trends That Will Impact Employers

HR Daily Advisor

We’re still in the infancy of most of this, but digitization will advance the pace of change in the labor market and workforce in 2018.” Agile and flexible workforce models will expand. Data is evolving beyond metrics like employee engagement and retention rates.

Is your contingent workforce program becoming obsolete?

Bersin with Deloitte

Your organization, like most of those we see, is probably already incorporating contingent workers in your talent mix, and likely seeing year-over-year increases in the number of contingent workers in your workforce. Contingent workforce metrics are being captured and reported.

The Role of Live Org Charts in Business Growth


No matter what stage of growth your company is in, you rely on data and key business metrics to guide your progress and help employees make decisions.

Is your contingent workforce program becoming obsolete?

HR Times

Your organization, like most of those we see, is probably already incorporating contingent workers in your talent mix, and likely seeing year-over-year increases in the number of contingent workers in your workforce. Contingent workforce metrics are being captured and reported.

What is HR Analytics?

Analytics in HR

HR analytics is also referred to as people analytics, workforce analytics, or talent analytics. Case Study 3: How we Determined Optimal Staffing Levels. The strategic HR metrics course. Metrics are a starting point for analytics. The question “what is HR analytics?”

2020 Guide To Recruiting & HR Events, Part 1


With the new year around the corner, it's time to start thinking through your 2020 plan. About: Join talent acquisition leaders to learn how to leverage best practices, metrics, tools and technology to win talent in a candidate-centric market.

Key takeaways from People Analytics World, London 2018 – Part 1

Littal Shemer

People Analytics World is a leading European annual conference on HR Analytics, Workforce Planning and Employee Insight, in which I was privileged to attend on April 2018. Fortunately, the conference organizers offered interactive tools that helped me to plan my agenda in advance.

[VIDEO] The Difference Between People Analytics and HR Analytics

Analytics in HR

Traditionally, people analytics, workforce analytics, talent analytics and HR analytics have been used somewhat interchangeable. Workforce analytics was more often used more by software providers that helped on workforce planning, like Willis Towers Watson.

What 4,000 Talent Leaders Believe About the Industry (and Why They are Wrong)

Linkedin Talent Blog

LinkedIn surveyed more than 4,000 talent leaders from around the world to uncover their challenges, thoughts and future plans. Talent acquisition has been important since long before I entered the workforce almost 50 years ago.

The "Next Big Thing" in Talent Acquisition

Cielo HR Leader

Meanwhile, the market for healthcare talent grows exceedingly difficult: reports abound of hospital staffing ratio concerns linked to patient deaths, as hospitals face shortages of critical staff. Other recent reports point to current shortages of IT staff and an estimated one-third of the nursing workforce hitting retirement over the next 10 to 15 years. The “three Ss” – Sourcing, Screening and Strategic workforce planning – are where RPOs can provide a distinct advantage.

The 71+ Biggest HR Tech Conferences to Attend in 2019

Digital HR Tech

This summit was designed to embrace a fully digital workforce. Key themes include: Meaningful Employee Experiences, Talent Analytics, How to Future-Proof Your Workforce, Advancing the D&I Agenda, and Performance Management for teams and agile environments. January 30 & 31 | Zürich | HR Analytics, Metrics, and Measurement. January 30 – February 1 | Melbourne | HR Analytics, Metrics, and Measurement.

3 Ways Data Shapes the Talent Strategy at Tesla, Chevron, and LinkedIn

Linkedin Talent Blog

The team’s mission is to “support Chevron’s business strategies with better, faster workforce decisions informed by data.” As Head of Talent Analytics at Chevron, RJ sees an industry-wide shift from talent metrics to analytics.

The Business of HR

HRO Today

It’s a higher bar in my view,” says Dave Almeda, vice president and CHRO of Kronos , a human capital management and workforce management solutions provider. Crone says that this results in Paycor’s workforce having a greater understanding and appreciation for the organizational goals of HR.

5 HR Analyst Job Descriptions – A Brief Analysis

Analytics in HR

Your responsibilities will include: Develop standard and ad hoc reports, templates, dashboards, scorecards, and metrics. May assist the HR Connect manager to review service quality, operational metrics, and service levels and recommend changes. staffing, compensation, benefits, learning, employee data); preferably for a large multi-state company as an analyst or coordinator. The job: To manage and analyze workforce data to generate meaningful business insights.