2. OptTek’s Vision of Workforce Planning
OptForce® is a proven data-centric
system that utilizes advanced
statistics, simulation, and optimization
to create actionable people
analytics that improve
organizational performance,
reduce talent risk, and enrich the
work experience.
3. Actionable People Analytics
Organizational Performance - Productivity
Reducing Talent Risk to Prepare for the
Future
Enriched Work Experience through Talent
Alignment and Proactive Program Planning
Simulation / Statistics/ Optimization /
Machine Learning Technology
5. Question?
In the next year, my organization plans to utilize
predictive analysis to support workforce
planning.
a. Strongly Agree
b. Agree
c. Disagree
d. Strongly Disagree
e. Not Sure
7. Workforce as a living, growing, changing
organism
Recruitment
8. Workforce as a living, growing, changing
organism
Recruitment
Voluntary Attrition
9. Workforce as a living, growing, changing
organism
Recruitment
Voluntary Attrition
Involuntary Attrition
10. Workforce as a living, growing, changing
organism
Recruitment
Voluntary Attrition
Involuntary Attrition
Retirement
11. Workforce as a living, growing, organism
Recruitment
Involuntary Attrition
Voluntary Attrition
Retirement
12. Workforce as a living, growing, changing
organism
The Future
13. Simulation and Predictive Statistics
Predictive Statistics use past data to predict the future.
– Usually in the form of an equation yt = f(t,x)
– Best when applied at a relatively high level
– Excellent for stable trends and predictable cycles
– Not appropriate for a changing system
Simulation uses past data and system structure to
predict the future.
– Model the actions of individual people as impacted by their
attributes and environment
– Can provide insight at the individual level and/or high level
– Excellent for stable trends and predictable cycles
– Excellent for investigating the impact of system changes
14. Year 1 Year 2 Year 3
Recruitment Pool
Executives
Middle
ManagementNon-managerial
Personnel Personnel PersonnelJobs Jobs Jobs
HRPrograms,PoliciesandInitiatives
U.S. Patent 8.386.300
15. WorkForce Demand – What You Will Need
MetricsHistory Operational
Demand
Machine
Learning
Statistical/Math
Model
16. WorkForce Demand – What You Will Need
MetricsHistory Operational
Demand
Predictions
at the role
levels
Machine
Learning
Statistical/Math
Model
17. WorkForce Demand – What You Will Need
MetricsHistory Operational
Demand
How have roles tracked with
products & services in the past?
Machine
Learning
Statistical/Math
Model
18. WorkForce Demand – What You Will Need
MetricsHistory Operational
Demand
Revenue, projects, orders, …
Machine
Learning
Statistical/Math
Model
19. WorkForce Demand – What You Will Need
MetricsHistory Operational
Demand
Bottom – up planning
Machine
Learning
Statistical/Math
Model
22. Question?
If today you had a operational workforce
planning system, which of the following areas
would you address first?
(a) Demand Planning
(b) Recruiting
(c) Retention
(d) Talent Flow
(e) Other
23. Quality Assurance
Develop
Action Plans &
Deploy
Assess NeedsCollect Data
Simulate Scenarios
Assess
Needs
Collect Data
Validation
against
History
Build Models
Support
monthly cycle
Implementation
2 weeks to 3 months
OptForce Process Model
24. Use Cases and Web Application
Dr. Marco Better
Vice President of Analytics Services
25. Use Case 1
Engineers in Plants 1 and 2
Demand growing in Plant 1
Demand decreasing in Plant 2
Certain roles in Plant 1 require special Expert
Systems certification
WHAT IF: we invested in training of Plant 2
engineers to be able to re-deploy them to Plant 1?
26. Use Case 2
Recently hired employees exhibit higher
turnover than more seasoned personnel
We invest in new recruits only to lose them to
competition
Talent shortage in the market is creating a
growing demand gap
WHAT IF: we could improve onboarding to
increase retention of new engineers?
27. Cost Comparison
Base (Do
Nothing)
Base +
Training
Cummulative Workforce Gap 463 152
Lost Revenue Cost 64,357$ 21,128$
Cost of Turnover 2,058$ 801$
Salaries 255,448$ 259,894$
Recruitment 28,687$ 19,601$
Training Program -$ 10,708$
Total Direct Costs 284,135$ 290,203$
Opportunity Costs 64,357$ 21,128$
TOTAL COST 348,492$ 311,331$
Net Savings 37,161$
28. Thank You!
OptTek Systems, Inc.
2241 17th Street
Boulder, CO 80302
www.OptTek.com
www.OptForce.com
U.S. Patent 8.386.300
Optimizing Your Workforce
Dr. Marco Better
better@opttek.com
303.447.3255 x 109
Dr. James Kelly
kelly@opttek.com
303.447.3255 x 101