A recent Harvard Business Review Analytic Services report found that nearly three-quarters of businesses have missed their objectives because of poor workforce planning. Indeed although C-suite leaders constantly adjust the markets where they compete, the products they offer and the customers they serve, decisions about hiring and developing the talent needed to carry out these plans frequently are unconnected. What role can human resources play in transforming workforce planning from a tactical, once-a-year exercise into a strategic, continuous data-driven process that provides their company with competitive advantage, and is a key enabler of workforce cost optimization? In this webinar, workforce analytics expert Ian Cook will share survey results and discuss HR’s opportunity to “move the needle” for the business via more effective workforce planning. Specifically: The current and future states of enterprise workforce planning. How to align workforce planning with business objectives. How to achieve a collaborative relationship with finance. How to master the complex world of total workforce costs. How to leverage data about talent to enable better workforce decisions. Tips for getting started with data-driven workforce planning. The workforce has become an increasingly core strategic consideration to businesses. Join Workforce intelligence expert Ian Cook as he discusses how HR can play a more critical role in driving business performance than ever before.

1. Strategic HR: Winning with
Workforce Planning
Ian Cook, Director, Product Management
FALL 2015

2. Today’s Topics
1. Current state of enterprise workforce
planning
2. Aligning workforce plans to business
objectives
3. Master workforce costs
4. Better decisions balancing talent and cost

3. Analyze
Go from data to insight
Align
Go from insight to plans
Act
Go from plans to outcomes
Maximize your Business Outcomes,
Through your People

4. Where are our
recruiting
bottlenecks?
How can we
retain critical
employees?
What if the
economy gets
better / worse?
How close are we
to our plan?
How do our total
workforce costs
breakdown in our
plan?
Should I give
my team
member a
raise?
What are our
total workforce
costs and how
are they
changing?
How can we connect
Total Rewards to our
bottom line?
How will
turnover
impact our
future
workforce?
Which
workforce
scenario will
best meet our
business goals
and budget?
Where should we
allocate people to
support growth?
Which key Talent
is at risk of
resigning?
Who should I
promote?
Workforce Analytics
Workforce Planning
Workforce
Intelligence

5. Enabling HR and the business with
Visier Workforce Intelligence solutions
could be the most impactful action you
take this year.

6. The workforce planning is not
meeting business needs

7. Poor workforce planning hurts results!!
Source: Tackling Talent Strategically, HBRAS

8. Changing business cycles
Volatile
Uncertain
Complex
Ambiguous

9. Source: Sierra-Cedar, 17th
Annual HR Systems Survey
“… the effect of HR technologies for Top Performers as a
competitive advantage has minimized … So we dug deeper…”
Quantified
Organizations
have a 79%
greater Return on
Equity (ROE)

10. “Rent” the Technology
HRIS
ATS
Payroll, Relocation,
Succession, Contingent
etc
FINANCE
Workforce
Planning
Workforce
Analytics

11. Technology enabled workforce planning

12. The workforce plan is too static

13. Modelling and
scenario
building are
critical to
success in a
VUCA world.
Source: Tackling Talent Strategically, HBRAS

15. Where are our
recruiting
bottlenecks?
How can we
retain critical
employees?
What if the
economy gets
better / worse?
How close are we
to our plan?
How do our total
workforce costs
breakdown in our
plan?
Should I give
my team
member a
raise?
What are our
total workforce
costs and how
are they
changing?
How can we connect
Total Rewards to our
bottom line?
How will
turnover
impact our
future
workforce?
Which
workforce
scenario will
best meet our
business goals
and budget?
Where should we
allocate people to
support growth?
Which key Talent
is at risk of
resigning?
Who should I
promote?
Workforce Analytics
Workforce Planning
Workforce
Intelligence

16. Where are our
recruiting
bottlenecks?
How can we
retain critical
employees?
What if the
economy gets
better / worse?
How close are we
to our plan?
How do our total
workforce costs
breakdown in our
plan?
Should I give
my team
member a
raise?
What are our
total workforce
costs and how
are they
changing?
How can we connect
Total Rewards to our
bottom line?
How will
turnover
impact our
future
workforce?
Which
workforce
scenario will
best meet our
business goals
and budget?
Where should we
allocate people to
support growth?
Which key Talent
is at risk of
resigning?
Who should I
promote?
Workforce Analytics
Workforce Planning
Workforce
Intelligence
In most organizations
Workforce Planning is done
based on just half of the full
picture

17. Scenario planning has been
a well documented practice
for over 30years.
The whole purpose of
scenario planning is to
provide alternative plans
which make it quicker and
easier to adjust to current
events

19. Aligning workforce plans to
business objective

20. Organizations are lacking access to data
Siloed HR
data and
limited
collaboration
with finance
are negatively
impacting
planning
Source: Tackling Talent Strategically, HBRAS

21. Creating a unified view of data
Human
Resources
Finance Unified Solution
Technology HRIS system ERP system Visier WFP system
Level of detail Employee specific Cost center specific
Employee & cost center
integrated
Types of data Salary
Aggregate salary & fringe by
cost centre
All workforce costs
Gaps
Benefit costs
Costs for insurance/ Taxes
Facilities costs
No detailed view of workforce
costs e.g. relocation, facilities at
an employee level
N / A
Opportunities
Provide full view of all
personnel-­related costs
Centralize full view of all costs,
providing ability to analyze at
detailed level
Take both cost & talent
implications into account as
part of workforce planning

23. Cost and talent unified
Easily Analyse
Cost / Talent
Impacts

24. The value of an HR / Finance partnership
Business
Unit A
Expected Costs
Buffer
Zone
“If we had known we had $XX million dollars hidden in
our workforce plan budget we would have gone ahead
and launched the new business line……..Instead we
waited 8months and lost a huge advantage.”
-­ North American Banking Executive

25. Summary

26. Poor workforce planning hurts results!!
Source: Tackling Talent Strategically, HBRAS

28. Where are our
recruiting
bottlenecks?
How can we
retain critical
employees?
What if the
economy gets
better / worse?
How close are we
to our plan?
How do our total
workforce costs
breakdown in our
plan?
Should I give
my team
member a
raise?
What are our
total workforce
costs and how
are they
changing?
How can we connect
Total Rewards to our
bottom line?
How will
turnover
impact our
future
workforce?
Which
workforce
scenario will
best meet our
business goals
and budget?
Where should we
allocate people to
support growth?
Which key Talent
is at risk of
resigning?
Who should I
promote?
Workforce Analytics
Workforce Planning
Workforce
Intelligence

29. “Rent” the Technology
HRIS
ATS
Payroll, Relocation,
Succession, Contingent
etc
FINANCE
Workforce
Planning
Workforce
Analytics

30. “We are able to lower our costs by
scheduling more efficiently and
bringing in the right resources. If
we are able to reduce our
overtime by just 5% a year, that
would equate to $5m to $10m in
savings a year.”
Tim Sasek
Conagra Foods
WORKFORCE COSTS

31. Resources available at www.visier.com
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