Driving Innovative Business Models through Workforce Planning

hrQ

Workforce planning is one of the most critical competencies for an HR organization. Workforce planning can help a business answer questions ranging from how many people it needs, where they should be located, what jobs they should do, how much they should be paid, and even whether they should be working for your company. This includes both the ability to identify the need for change as well as determining the organization’s capability to change successfully.

The 5 Steps of Analytics-Driven Workforce Planning

Analytics in HR

To determine how to align and sustain these three objectives, HR uses some form of workforce planning. Instead, HR and workforce planners should be looking to people analytics to enable them to make better strategic decisions. Data vizualisation of a workforce plan.

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?

The Role Of HR Analytics In Workforce Planning

Get Hppy

An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. Companies cannot hire fast enough to keep up with their workforce demands.”. The challenge of workforce planning.

HR Leader Perspective: How Finance Should Think about Workforce Planning

Workday

I’m in the workforce business. Yet many organizations, while acknowledging the importance of people to their success, seem to take only a passing interest in the importance of workforce planning , if they think about it at all. I asked him about his expectations for workforce planning at the company. There’s a lot to unpack from that anecdote, but what sticks with me is that, to this executive at least, workforce planning amounted to correctly counting heads.

Innovative HR and Why Technology Innovators Can’t Survive Without It

Visier

Indeed, investing resources into a top-notch HR analytics function–one with the right mix of people, processes, and technology–is key to successful workforce management in 2018 and beyond, no matter what industry you’re in. Develop The Right Mix of Workforce Diversity.

Developing a Talent Analytics Function: Build, Buy, or Borrow

Lighthouse

In addition, building a need for analytics usage is similar to building the business case for strategic workforce planning. If someone walks in with a “strategic workforce plan” in a binder, drops it on your desk, and forgets about it, then they have failed at their goal.

Innovative HR and Why Technology Innovators Can’t Survive Without It

Visier

Indeed, investing resources into a top-notch HR analytics function — one with the right mix of people, processes, and technology — is key to successful workforce management in 2016 and beyond, no matter what industry you’re in. Develop The Right Mix of Workforce Diversity.

How Workforce Analytics Helps Prevent Another Bad Hire

Visier

The consultant created a candidate scoring process that promised to identify which candidates would stay and perform well long-term. What led to improvements was a proper workforce intelligence solution that showed the end-to-end results of the hiring process.

HR’s New Year Resolution: Move Up the Workforce Intelligence Maturity Curve

Visier

While workforce analytics and workforce planning are increasing in priority , most organizations have not progressed to take advantage of the opportunity that workforce data provides. Definitions for core metrics are created.

3 HR Talent Metrics You Should Start Tracking Today

Namely

Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The Quality of Hire metric is a quick index on a new hire’s adjustment, acclimation, and performance since joining the company. To define this metric you’ll need to establish success criteria—this could be how well a new hire fits with your culture, performs, or exhibits the required competencies, for example. The field of human resources is changing.

Research Preview: Unlocking Organizational Agility to Drive Digital Growth

Workday

Here are the five behaviors that are necessary for organizational agility: Enable Continuous Planning. The parts of the business that rely on revenue through digital efforts, in particular, require rapid and continuous planning cycles. The research found that dynamic planning helps organizations react quickly to changing market conditions and potential threats to the business. Upskill the Future Workforce. What do you consider most important to your company’s future?

Workday Podcast: Getting in on the Act with Active Planning

Workday

Making a plan isn’t typically the hard part, but sticking to it is. Today, technology can enable active planning, which is updated continuously and can guide the business. I talked to Kerman Lau, vice president of financial planning and analysis at Adaptive Insights, about active planning: what it is, why it matters, and what successful planning looks like. Listen on SoundCloud: Workday Podcast: Getting in on the Act with Active Planning.

Analyzing Amazon: Was Talent the Tipping Point for HQ2?

Burning Glass Technologies

Since analyzing hiring is a key tactic in workforce development, strategic human resource planning, and corporate competitive intelligence, we thought we’d go into more detail about Amazon’s hiring here.

Big, Bad Data: How Talent Analytics Will Make It Work In HR

TalentCulture

It’s worth noting that driving the need for an improved user interface, access, and speed is the nature of the new talent surging into the workforce: people for whom technology is nearly as much a given as air.

How to (Really) Get to Workplace Satisfaction

AvilarHR

With the rapid acceleration of technology evolution, globalization, and the changing demographics of tomorrow’s workforce, employers must make optimizing their workforce a priority if they want to remain competitive. Workforce Optimization: What is It, Exactly?

Using Data to Link Talent Decisions to Business (Webinar)

TalentCulture

Let’s take a deep dive into a few HR metrics that truly matter to the business (and these are just a handful). Let me also acknowledge that these metrics don’t just magically bubble to the surface. Well that just isn’t the case anymore. Well, kind of.

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Get Onboard the HR Analytics Movement

Brandon Hall

But when asked how they are executing on the analytics priority, 56% of organizations admitted they do not yet have workforce planning and analytics in place, or if they do, they manage it manually via spreadsheets. Metrics versus Analytics.

4 Ways to Build Agile Teams Using People Analytics

Visier

Furthermore, the process that supports allocating people to teams (headcount planning) does not take into consideration important details about team formation, turnover trends, or projected employee movement. More Agile Workforce Planning.

How People Analytics Helps Prevent Another Bad Hire

Visier

The consultant created a candidate scoring process that promised to identify which candidates would stay and perform well long-term. Without workforce analytics, it’s difficult to identify what makes a strong hire. Test Theories and Workforce Planning Scenarios.

People Analytics Conferences Data-Driven HR Leaders Can’t Miss in 2018

Visier

The HR teams that will succeed in 2018 and beyond are those that have a grasp on how the developments of the data age will impact the workforce and their business. We’ll update this page as more people analytics and workforce planning conferences come up.

Top 10 People Analytics Difference Makers to Look For

Visier

Proven and battle tested over 9 years of working with HR leaders, Visier has developed the analytical workflows and key metrics you need to know. Over 900 pre-defined metrics provide more than just a starting point. Travelling to HR Tech next week ?

Top 5 HR Analytics Articles: Fall 2016 Edition

Visier

However, while more and more HR leaders are spearheading the adoption of workforce intelligence at their organizations, they also have this critical question in mind: Once we have an HR analytics function and solution in place, how do we take full advantage of it?

5 Must-Read Talent Acquisition Articles of 2016

Visier

Measure for Measure: The Evolution of Recruiting Metrics. Closing the Loop: Linking Workforce Planning, Analytics, and Hiring. Talent Acquisition has re-invented itself.

How To Reduce Employee Turnover with Workforce Analytics

Visier

With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. Impact on Business Metrics.

Visual Storytelling for HR: Are Infographics or Data Visualizations the Keys to Success?

Visier

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers.

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Power of Pods: Teamwork in the Workplace

DATIS

Well, it’s a lot easier to drive a go-cart than a semi-truck. Example: To address a Recruiting & Retention problem, an organization would likely want to involve team members from Finance and HR that work in Recruiting, Payroll, Talent Management and Workforce Planning.

Talent Acquisition Systems Effect on the Candidate Pipeline

HRchitect

Access to social media outlets, company branding, workforce planning, advanced metrics, easier integrations and more. He joined HRchitect in 2013 as a Regional Sales Manager, and leads the sales efforts in the 15 state central region of the US as well as central Canada.

People Analytics for Employees with Multiple “Jobs”

Visier

There is a fluidity to the workforce, where people move in and out of roles–and organizations–as needed, and technology can be brought in to take over certain rote tasks. And therefore, any analysis we do on our people fail as well.

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

Visier

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.

How to Measure the Value of People Analytics

Reflektive

More than half (52%) of organizations that use people analytics rate themselves as excellent at conducting multi-year workforce planning, while an additional 38% rate themselves as adequate. The progression looks like this: Data collection; people analytics; data-driven decision-making; improvement in employee hiring, development, and engagement; improved workforce productivity; return on investment; competitive advantage. Common People Analytics Metrics.

Taking Data-Driven Action

HRO Today

Human resources has always been a people-focused function—but now it is a numbers-based profession as well. Workforce planning (41 percent). Comparing talent metrics to competitors (31 percent). Reliable—The metrics must dependably assess the correct behavior.

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How To Reduce Employee Turnover with Workforce Analytics

Visier

With voluntary resignations at an all-time high and unemployment rates historically low, employee retention is a key objective for most HR organizations, and employee turnover is the single most prevalent HR metric. The Era of Workforce Analytics. Impact on Business Metrics.

Visual Storytelling for HR: Are Infographics or Data Visualizations the Keys to Success?

Visier

You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers.

Data 270

Why Banking On Your Workforce Boosts Business Results

Visier

Constantly changing regulatory and remuneration policies , as well as post-recession restoration pressures, are making it difficult to attract and retain key people in the financial services industry (FSI). Companies with stronger HR programs, outperform on financial metrics.