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Structuring your workforce for success Agenda • • • • • • Importance of structure What is Organisational Planning? Challenges Our Organisational Planning Process Example Customers Q&A Copyright © HumanConcepts, 2012 . Top Pressures Facing HR Leaders Copyright © HumanConcepts, 2012 . Evolving structure Day to day changes Changing strategy Setting objectives Reacting to changing conditions Acquiring or merging Restructuring Declining performance Copyright © HumanConcepts, 2012 . The Importance of Structure? On average, people account for 70% of cost Significant investment in top talent development but it’s only half the equation. People / position alignment – Are employees aligned with most pressing goals? – Are employees aligned with each other? Organisations with most integrated approach to Talent Management: 50% lower staff turnover rate What’s the approach for managing structure? Copyright © HumanConcepts, 2012 . What is Organisational Planning? Discipline to create and adjust the organisational structure to meet business goals … then deploy people – – – – – Strategy Target structure Current structure / Gap analysis Plan to get from point A to point B Capitalise on investment in people Copyright © HumanConcepts, 2012 . Challenges Prevent loss of key talent and skills wastage Streamline structure and roles to improve efficiency Targeting under-utilisation and duplication Analyse impact Implement change quickly with minimum disruption Communicate effectively, ensure business continuity Copyright © HumanConcepts, 2012 . Keys to success for Organisational Planning? • Executive leadership’s active support • Developing a systematic planning methodology • Operations and HR experts working and learning together • Comprehensive workforce data and analysis, across the whole organisation • Defining metrics to track success – eg average vacancy time; % internal appointments; cost per recruit; redundancy costs/total pay costs Copyright © HumanConcepts, 2012 . Organisational Planning Process What is the current state of our organisation? What’s our ideal future organisation? What is the talent we already have? What are the talent gaps? Who and what skills do we need to acquire? Copyright © HumanConcepts, 2012 . How our solution can help? EXAMPLE USE CASE: Achieve 80% Growth in 5 years by expansion Benefits from addressing • Promote and find internal talent – reduce churn • Reduce external hiring by XX FTE’s @ 40% for 5 years • Leverage investment in existing HR systems Gap Analysis identified • No Visualization of HR data from existing systems • No visibility into impact of Organizational changes • “Hidden’ Talent” causing excessive external hiring costs Specific HumanConcepts Capabilities • Hierarchical Visualization of HR data – Consolidated view • Organizational modeling with impact analysis – ‘what if?’ • Talent data mining to find internal candidates Copyright © HumanConcepts, 2012 . How our solution can help? How our solution can help? How our solution can help? EXAMPLE USE CASE: Reduce natural churn and retain key talent by 50% over next 2 years. Benefits from addressing • Leverage investment in existing HR systems • Reduce external hiring by XX FTE’s @ 50% for 2 years • Retain key Talent by building a succession & training plan • Promote and find internal talent – reduce churn Gap Challenges • Little or no career/succession planning currently • Large “brand name” talent vendors are highly expensive • “Hidden Talent” causing excessive external hiring costs Specific HumanConcepts Capabilities • Hierarchical Visualisation of HR data – Consolidated view • Intuitive drag-and-drop succession interface • Talent data mining to find internal candidates Copyright © HumanConcepts, 2012 . Supply Planning– manage the risk! Copyright © HumanConcepts, 2012 . Succession Planning– manage the risk! Copyright © HumanConcepts, 2012 . Example Customers US Europe Copyright © HumanConcepts, 2012 Middle East Confidential, Do Not Distribute. Q&A Copyright © HumanConcepts, 2012 . Thank you Copyright © HumanConcepts, 2012 . Automated Visualisation as a Baseline Copyright © HumanConcepts, 2012 . One interface / multi-dimensional metrics Copyright © HumanConcepts, 2012 . Modelling future scenarios Copyright © HumanConcepts, 2012 . Supply Planning– manage the risk! Copyright © HumanConcepts, 2012 . Succession Planning– manage the risk! Copyright © HumanConcepts, 2012 .