These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!
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Workforce Insight And Change Making Comms V4 Aa
1. Presented by Al Adamsen Founder & CEO People-Centered Strategies [email_address] Workforce Insight and Change-Making Communications December, 2010
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4. Moving from Vagueness to Clarity “ In God we trust. All others bring data.” W. Edwards Deming Metrics & Reporting Analysis/Analytics Advanced Analytics
5. Leading Contributors to the Science John Boudreau Mark Huselid Brian Becker Richard Beatty Larry Bossidy Ram Charan Susan Mohrman David Norton Robert Kaplan Gary Loveman Jim Collins Peter Cappelli Wayne Casio Dave Ulrich Norm Smallwood Wayne Brockbank Theresa Welbourne Thomas Davenport Ed Lawler III Jack Wiley Peter Ramstad Jac Fitz-enz Bernd Irmer Tony Rucci Tamara Erickson Scott Brooks Jeffrey Pfeffer Sue Meisinger Peter Drucker Edward Tufte Daniel Pink W. Edwards Deming An Incomplete List of the…
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7. Optimize the Quantity & Quality of Information Quantity of Information Value Optimal Quantity of Information Competitive Advantage (just right) Competitive Disadvantage (too little) Competitive Disadvantage (too much)
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9. Two Distinct, Yet Related Disciplines Compliance & Risk Mitigation People & Organizational Effectiveness HR Talent Management
10. The Decision Sciences of Business Discipline Decision Science Key Activities Accounting Finance Financial Planning & Analysis (FP&A) Sales Marketing Market & Customer Research Operations Supply Chain Mgmt. Operations Research & Process Optimization HR Talent Management Workforce Planning & Analytics (WP&A)
14. Evidenced-Based Decision-Making Emotional Rational Today’s Leading Companies Opportunity Emotional Rational Most Companies Decision Making Emotional Rational Leading Companies of Tomorrow Opportunity “ Opportunities abound to employ simple analytic methods to marginally or substantially increase profitability, especially in large businesses…” Dr. Gary Loveman, Chairman of the Board, President and CEO, Harrah’s Entertainment, Inc.
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16. Aggregating & Analyzing Data Most organizations (nearly all) do not extract a level of value from their HRIT investments commensurate with the money, time, and effort devoted. Workforce Planning/Analytics helps organizations maximize the value derived from HRIT investments (a.k.a. “data assets”). In turn, the insight generated serves as a unique, hard-to-replicate competitive advantage as leaders are able to make more effective decisions. External Data HRMS Applicant Tracking Performance Management Learning Survey “ Decisions are now based on what we know not what we ‘think’ we know.” Aggregating Workforce Insight Planning/ Analytics HR Metrics & Reports context
18. Workforce P&A: Three Work-streams Strategic Operational Technical What we want & when we want it… Staging Data and Performing the Analytics… Understanding & Making Decisions… How the deliverable will be created… Packaging & Communicating… Governance
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20. The Value Proposition: Revisited Reduced Anxiety * individual, team, and organizational Better Performance* Better Decisions Increased Confidence Better Insight Increased Control Better Processes Better Technologies Better Data
21. Presented by Al Adamsen Founder & CEO People-Centered Strategies [email_address] Workforce Insight and Change-Making Communications December, 2010 Thank you!
Notas do Editor
Slide one of Summary
Slide one of Summary
Analytics can siphon out marginally meaningful metrics and help determine the most influential drivers (metrics) of a business’ economic engine…
Slide one of “Why…”
Today’s leading companies: Best Buy, Harrah’s, Men’s Warehouse, Home Depot, WalMart, Cardinal Health, et al. – all employ analytics to inform their human capital strategies…
Most Important Factor When Selecting a Talent Management Suite Vendor: 30% view Integrated data and business processes 40%: ease of use…