Pinpointing Your Company’s Key Players | Insperity OrgPlus
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It’s hard to identify strong employees without first being able to visualize your entire workforce. That’s why having an organizational structure is step one. Without visualizing the company holistically, it’s difficult for leadership to make quality decisions about roles and responsibilities. And having the right people in key roles is vital to a company’s success.
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Pinpointing Your Company’s Key Players | Insperity OrgPlus
- 1. OrgPlusTM RealTime Demo Pinpointing Your Company’s Key Players
- 2. 2 Introduction • More than 27 years of HR experience • Listed NYSE: NSP • Insperity business performance solutions support more than 100,000 businesses with more than 2 million employees Mission Statement The mission of Insperity is to help businesses succeed so communities prosper.
- 3. 3 Why Organizational Planning? Start with structure • Identify strong employees • Define hierarchy so employees know who does what and who reports to whom • Better prepare company to improve operational efficiency • Align business for growth
- 4. 4 Growth Through Org Planning Key functions • Determining the right size of the workforce • Creating an ideal organizational structure • Maximizing the engagement of employees • Making sure the infrastructure supports these processes
- 5. 5 Planning for Growth – “Right Size” State of company based on current workload? • Total headcount • Budgeted headcount • Span of control for department managers
- 6. 6 Planning for Growth – “Right Size” Envision company’s future configuration • Adding headcount • Shifting employees between departments • Recalculating department budgets
- 7. 7 Workforce Attributes Staffing mix • Internal vs. external resources • On-site or off-site • Full time vs. part time • Contract labor • Outsourced labor
- 8. 8 Workforce Attributes Skills mix • Education • Training • Languages spoken
- 9. 9 Performance Metrics Key indicators • Are they a key employee? • When was their last promotion? • What’s their location within the salary grade? • What’s their performance rating?
- 10. 10 Performance Metrics Plan of action • Is the employee a flight risk? • Do they need coaching to improve? • Are they eligible for a promotion?
- 11. 11 Budgeting and Planning If a department is consistently under or over budget, it’s time to consider realigning your organizational structure to more efficiently appropriate these funds.
- 12. 12 Turnover and Retention Direct costs of turnover • Recruiting fees • Separation pay • Overtime pay for workers who fill in • Time spent interviewing • Onboarding and training
- 13. 13 Turnover and Retention Indirect costs of turnover • Delays in customer service • Lost business opportunities • General business disruption
- 14. 14 Prevent Turnover at Different Levels If a manager has a poor turnover ratio, it might be time to give somebody else a shot.
- 15. 15 Diversity in the Company Key compliance metrics • Age • Tenure • Gender ratios • Ethnicity
- 16. 16 Succession Planning The objective of succession planning is to ensure that the organization will continue to be effective and competitive.
- 17. 17 Change Management • Mergers and acquisitions • Product or market consolidations • Reductions in force • Selling off business units
- 18. 18 Harnessing Change Now that you’ve pinpointed the cream of your company crop, you can make well-informed decisions regarding where they fit into the organizational structure. And when things inevitably get shaken up, you’ll be better prepared to handle it.
- 19. 19 Why Insperity™ OrgPlus™ RealTime? • Role-based security • Online access • Track and measure key employee metrics • Insight into workforce changes • Manage mergers, acquisitions, turnover and growth • In-the-cloud infrastructure
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Editor's Notes
- It’s hard to identify strong employees without first being able to visualize your entire workforce. That’s why having an organizational structure is step one. Without visualizing the company holistically, it’s difficult for leadership to make quality decisions about roles and responsibilities. And having the right people in key roles is vital to a company’s success.
- It offers companies a way to engage and align talent while providing an opportunity to maximize productivity and contributions from each individual. The goal is going to be efficiency.
- First, companies need to realize there current capabilities as an organization. Where do they stand today? Some of the most common key metrics that every company should examine at minimum is current headcounts, budgeted headcounts and the span of control for all department managers.
- These are some of the key elements that will determine operational efficiencies in an organization. Maybe your company has experienced significant growth recently or anticipates significant growth. A key way of keeping a handle on your company’s alignment is seeing where these key factors affect your organization and will allow you to be more agile in deciding where to maximize your talent. For me personally, I’m a visual learner. Sometimes complex situations are best expressed to me visually.
- Now that you've determined the basics – what other elements can help in analyzing your workforce? Let’s dig deeper into workforce demographics. By identifying skill gaps and prioritizing them, the organization can proactively close those gaps through hiring, training or outsourcing.
- Other areas to identify in your organization can include the skills mix of your employees. Some companies go as far as identifying employee shirt sizes or golf handicaps. That’s certainly up to the discretion of company.
- High performing employees are committed to the success of the company and are more in line with it’s overall goals. According to the American Management Association, managers and executives most say that the four Cs — critical thinking, communication, collaboration, and creativity — have been articulated within their organizations as priorities for employee development, talent management, and succession planning.
- Some employees maybe on a different sector of the spectrum. How will this play into our demo later? Remember CONDITIONAL FORMATTING.
- We were able to identify and pinpoint characteristics of our employees, but what about our departments?It may be difficult to know what departments usually meet these criteria and may need to be considered for realignment. A troubled department might lead to high turnover. A great department might lead to retention.
- Knowing more about departments and employees helps determine flight risks and termination risks.
- Is there a way to identify these indicators …
- Conversely, managers who consistently retain employees may deserve consideration for a promotion or additional headcount.
- Making decisions based on solid facts and analytics is critical to your business’s overall competitive strategy. Business leaders and HR professionals need to be able to see any anomalies in their company when it comes to employees and compliance metrics.
- Key employees exist at all levels of your organization. This means succession planning is a companywide endeavor, not something reserved only for executives. Don’t think of it as disaster recovery; succession planning should be a part of your business’s overall development strategy.
- Companies buying or combining with other companies must consolidate their resources to maintain peak efficiency. This means identifying the elite employees within each organization and reducing redundant positions. Organization charts should be prepared, dated and distributed as soon as possible to all stakeholders. Initially, these charts don’t have to be complete in every detail. However, if the charts are not complete, be sure to address that fact and explain that more detail will be forthcoming.
- Insperity™ OrgPlus™ RealTime is a cloud-based organizational management solution that empowers businesses to strategically plan, refine and analyze their entire workforce to make more informed decisions and better adapt to organizational change.