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Pinstripe Presents Global Talent Webinar Creating the Business Case for Strategic Workforce Planning
 

Pinstripe Presents Global Talent Webinar Creating the Business Case for Strategic Workforce Planning

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    Pinstripe Presents Global Talent Webinar Creating the Business Case for Strategic Workforce Planning Pinstripe Presents Global Talent Webinar Creating the Business Case for Strategic Workforce Planning Presentation Transcript

    • Global Talent WebinarCreating the Business Case forStrategic Workforce Planning
    • Introductions Sue Brooks Managing Director, Ochre House Kristen Wright Vice President, Pinstripe Ali Gilani Global Head of Resourcing, ArcelorMittal
    • Agenda Global Talent Landscape "Only 26% of Creating the Business organizations are Case at ArcelorMittal confident they can International Insights meet customer needs with their Q&A current staffing and training levels." Amplitude Research, December 2011
    • The Global Talent Landscape
    • Macro Trends Change Ahead! Volatility Compliance Pressure on Margins Welcome toGeneration & Technologies THE NEW NORMAL Globalization Skills Gaps & Innovation
    • HR Context Fewer People Igniters Optimized People Pipelines Lean Culture Change Efficiency/ Right People, Right Time, Growth/ Business Cost Saving Right Place Value
    • Shared Definitions Resource Planning vs. Strategic Workforce Planning 1 year 3 years 5+ yearsTime Resource Plan Strategic Workforce Planning
    • Poll QuestionWhy is SWP Important? “We knew we were• Competitiveness and Agility moving into on-line and• Business Diversification and digital three years ago Transformation but the Talent Strategy was not aligned. Now• New Skills needed for the we don’t have the right Future skills and are behind the• Critical Skills Availability curve in comparison to our competitors.”• Employment Legislation
    • Building the Business CaseAn ArcelorMittal Case Study
    • Why does ArcelorMittal do it?The sustainability of our business. “The right talent at the right place at the right time to ensure future success of the organization.”
    • Benefits & RisksBenefits of Workforce Planning Risks of Not Doing Workforce PlanningGenerates a plan that keeps you Promotes crisis managementfocused on the strategyProvides a year-by-year action plan Results in ad hoc planning for todaythat executes the strategyAvoids bad short term decisions that Increases the costs associated withresult in long term problems bad decisionsProvides preparedness for unplanned Encourages knee-jerk reactionssituationsEnsures that core jobs and key skills Risks the loss of skills that can crippleare secured the organization Proactive vs. Reactive
    • Strategic Workforce Planning DEVELOP THE WORKFORCE PLAN ANALYZE THE GAPS FORECAST THE DEMAND FORECAST THE SUPPLY DEFINE THE STRATEGIC DIRECTION
    • Lessons Learned Expecting HR to “OWN” Workforce Planning
    • Lessons Learned Expecting HR to “OWN” Workforce Planning Trying to run before you can walk
    • Lessons Learned Expecting HR to “OWN” Workforce Planning Trying to run before you can walk Talking in a different language to the board
    • Lessons Learned Expecting HR to “OWN” Workforce Planning Trying to run before you can walk Talking in a different language to the board Failing to see the bigger picture
    • Lessons Learned Expecting HR to “OWN” Workforce Planning Trying to run before you can walk Talking in a different language to the board Failing to see the bigger picture Falling at the last hurdle: Implementation
    • Lessons Learned Expecting HR to “OWN” Workforce Planning Trying to run before you can walk Talking in a different language to the board Failing to see the bigger picture Falling at the last hurdle: Implementation Planning without the right skills
    • Challenge to HR Colleagues If we do not take the initiative and work with Business Leaders to implement SWP then we can stop worrying about being HR. We will be viewed only as Personnel.
    • International Insights
    • What are people doing globally? Only 20% of organizations “SWP is the 5-10 we interviewed do long- year plan. There is a term planning? challenge to educate the organization in 40% of organizations are that context and to starting to invest in this area keep it live.” “We find it hard Heavy focus on the internal enough to do processes resource planning in our organization, however unless we shift this, it will be a significant risk to the business.”
    • Strategic Workforce PlanningNo, you won’t get nice neat numbers.And if you do, they’ll be wrong.But… Brings data to decision making Is a flexible connection between strategy and execution Delivers strategic value
    • Q&A
    • Upcoming Learning OpportunitiesGlobal SWP whitepaper and webinar replay available. Talent Communities Webinar July 29 – Case Study by GE Energy Connect with Us! Pinstripe Presents Webinar talk.ochrehouse.com August 28 – Case Study by Allstate pinstripetalent.com/RPOlosophy Workplace Diversity Think Tank September 17 – hosted by Telefónica UK Continue the conversation: #TalentMindset