hci workforce planning conference - bruce morton & marc ramos
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TRANSCRIPT
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Marc Ramos Bruce Morton
Organizational Readiness
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Presenters
Bruce MortonChief Marketing OfficerAllegis Group Services
Marc RamosVice President of MarketingAquire, Inc.
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The Times They Are A-Changin’
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The Times They Are A-Changin’
“We are about to see America unleashed in a way that our capitalism
model has never experienced and we
have never witnessed”
Littler Ten Report 2010
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50% of the private sector workforce will be ‘contingent’ by ….
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50% of the private sector workforce will be ‘contingent’ by ….
Staffing Industry Analysts, predicts the contingent workforce will double in size to 50% by 2020
A 2012 Economic Intelligence Unit Study shows that by the year 2020, 40% of the workforce will be made up of contingent workers…. rising to 50% by 2030.
MIT Sloan Study predicted 50% of the workforce would be contingent by 2015
HCI predicts the contingent workforce may grow to as much as 50% by 2020
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Introducing the TalentSumer
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Organizational Readiness – enabled by talent
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Operational Excellence – enabled by talent
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Multi- ChannelsTalent Communities Social Media Networks
Alumni Employee Referrals
Careers Website Networking @ Conferences
Internal Mobility Senior Execs Networking
MSP Contractor Job Boards
Statement of Work SEO & SEM Marketing
Talent Mapping Database Mining
Applicant Tracking System Agencies / Exec Search
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The New World of Work
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The New World of Work
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Enterprise Social Networks
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Integrated Talent Acquisition
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Taking a Holistic View
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Finding Expertise
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Metrics
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Workforce Planning Workshop
• Knowing what to measure
• Obstacles to finding the right data
• Finding the right people for the team
• Presenting it to the Board
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Group Exercise Part 1
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What do we measure?
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Knowing What to Measure
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Start with the Basics
• Absence Rate
• Average Workforce Age
• Career Path Ratio
• Cost per Hire
• Generation Ratio: Silents & Boomers / Generation X & Y
• HR Staffing Rate
• Internal Placement Rate
• Net Hire Ratio
• Net Hire Ratio - Silents & Boomers / Generation X & Y
• Recruitment Source Ratio
• Retention Rate
• Span of Control
• Staffing Rate: < 30 in Age
• Staffing Rate: Approaching Retirement Eligibility
• Staffing Rate: Tenure <1 Year
• Staffing Rate: Tenure >15 Years
• Successor Pool Coverage
• Termination Rate: Involuntary
• Termination Rate: Voluntary
• Termination Rate: <1 Year Tenure (Voluntary)
• Time to Fill
• Unscheduled Absence Rate
• Workforce Growth Rate
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Strategic Workforce Planning – Why a Standard?
The Conference Board - Strategic Workforce Planning: Highlights
from Conference Board Research, Dr. Mary Young, 2009
“Workforce Planning – Making Organizations more agile” Brian
Wilkinson and Amanda Oldridge, 2009
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Metrics for the Future
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What Does This Mean for You?Guidelines• Leverage
where applicable
• Adjust and adopt to your companies’ needs
Iterative• Allow for
continuous improvement
• Public comments / feedback are critical
Informative• Changes will
happen (and should)
• Changes drive consistency of practice
STANDARDS
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Group Exercise Part 2
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Obstacles to Tracking Down the Data
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Who Needs What?
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What is a MEASURE? A METRIC? ANALYTIC?Measure: • Single data point indicating the timing or order of magnitude of a transaction or
process
Metric: • Meaningful information, derived from data, that answers a basic question about a
process or event
Trend: • Tracking a metric over time
Analytic: • Workforce Analytics transforms all the above into a relevant storyline and creates
actionable information
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Data Challenges
What Data Do We Have?
What Data Do We Need?
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Do I Have the Data?
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Data Integrity
Type Example
Missing information Birthdates, Gender, Ethnicity, Job Code, Grade, Cost Center, Work Location
Incorrect information Hire Date, State Codes, Gender
Inconsistent information Lack of edits for fields like Gender, Job code, location
Broken Hierarchies Missing information, orphaned nodes, circular relationships, incorrect owners
Bad Integration Points Mismatched Key data between Core HR system and Talent Management systems
Nonstandard or improperly transformed data
Job Codes, Position Codes or Titles different in multiple systems
Incorrect file format/content in data extract
Missing columns or in the wrong order, partial or blank rows, CSV file with un-quoted commas in the data
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80% of a data science
project is cleaning
Source: Dr. DJ Patil, Data Scientist in Residence at Greylock Partners
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Poor data integrity costs organizations millions of dollars each year – in both
true out-of-pocket costs and opportunity costs.
Source: IHRIM
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Group Exercise Part 3
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Who is on your team?
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Now You Need the Team
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Potential Roles/Team Members
• Professional Workforce Planner• Data Analyst• Historian • Talent Management• Contingent Labor / Partners• HRIS• HRIS/Systems DBA (database administrator)
• Line Managers• Executives• HR Leaders – Each Area of HR• Finance and Budget Analysts/Staff• Documenter• Communication• Project Manager
• Succession Planners• Recruiters• New Product Development• Union Reps (if applicable)
• Marketing• Professional Facilitator
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Decision Making
• The business needs to own the process
• Strategy leaders need to share their vision
• Analyst need to forecast the no-change future state
• Business leaders need to decide which gaps need to be closed
• HR Leadership needs to develop plan to close gaps and report on progress to business
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Engagement
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Group Exercise Part 4
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Presenting to the Board
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Examples
X
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Examples
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Examples
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Examples
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Examples
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Competitive Advantage on Balance Sheet
Competitive Advantage Starts Here
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