1. Fulfilling critical business needs
through strategic workforce
planning and analytics
Talent Congress 2015

2. What is Workforce Analytics?

3. HR Analytics Maturity Scale
Initial
Chaotic, adhoc,
individual
heroics
Repeatable
Documented,
simple process
Defined
Quality
Assured,
owned,
operational
Managed
Standard
Metrics,
strategic
Optimizing
Process
optimization/
improvement
What’s my
Headcount?
How do I collect the
data?
What’s my Headcount
and how is it changing?
Which Spreadsheet do I
use?
What is the quality of the
data?
Who owns the process?
Is our HR Strategy
working?
How do we compare to
other organizations?
How do we recruit higher
quality talent?
Which processes are driving
employee engagement?

4. What is Strategic Workforce Planning?

5. What is Strategic Workforce Planning?
Managing the Cost with a close collaboration with HR, Finance and
Business goals.
−Workforce Affordability
−Supply vs. Demand of Functional Capabilities and Pivotal Roles to inform business strategy
trade-off decisions
−Labor Pyramid Strategy (Demographics, Career Stage, Spans of Control, Location Strategy, etc.)
−Location Strategy ( High cost to low cost)

6. Case Study

7. Analytics support- Lets get started
- How to leverage analytics- Working session
- Data based on different cost locations
- Headcount trend distributed by Job levels, Compa Ratio and Attrition
- Teams split to interpret the data and come out with observations- 15 mins
- Key observations & Recommendations to share- 5-10 mins each

8. HIGH Cost Countries
HIGH HC% CR Attrition HC% CR Attrition
ENT 10% 84% 16% 6% 90% 12%
INT 25% 84% 5% 21% 88% 2%
SPE 36% 84% 14% 40% 88% 3%
EXP 25% 82% 11% 26% 85% 3%
MAS 5% 90% 0% 6% 93% 0%
CURRENTFY12End Time in
job
0-1 Years 1-2 Years 2-5 Years 5-10 Years
ENT 22% 25% 53% 0%
INT 12% 22% 64% 2%
SPE 17% 17% 64% 3%
EXP 12% 20% 64% 4%
MAS 7% 40% 53% 0%
Grand Total 14% 21% 62% 2%
FY14
OBSERVATION RECOMMENDATION

9. LOW HC% CR Attrition HC% CR Attrition
ENT 16% 78% 18% 10% 86% 19%
INT 39% 76% 18% 34% 83% 13%
SPE 30% 74% 15% 37% 80% 9%
EXP 13% 69% 11% 16% 75% 8%
MAS 2% 78% 15% 3% 82% 10%
FY12End CURRENT Time in job 0-1 Years 1-2 Years 2-5 Years 5-10 Years
ENT 15% 29% 56% 0%
INT 17% 44% 39% 0%
SPE 22% 44% 33% 1%
EXP 19% 47% 33% 1%
MAS 43% 31% 26% 0%
Grand Total 19% 42% 39% 0%
FY14
Low Cost Countries
OBSERVATION RECOMMENDATION

10. Observations

11. HIGH Cost Countries
HIGH HC% CR Attrition HC% CR Attrition
ENT 10% 84% 16% 6% 90% 12%
INT 25% 84% 5% 21% 88% 2%
SPE 36% 84% 14% 40% 88% 3%
EXP 25% 82% 11% 26% 85% 3%
MAS 5% 90% 0% 6% 93% 0%
CURRENTFY12End
OBSERVATION RECOMMENDATION
1. YoY Labor Pyramid shift to higher Job level
2. CR up across labor pyramid
3. Attrition down YoY
4. Densely populated between 2+ years tenure
Time in
job
0-1 Years 1-2 Years 2-5 Years 5-10 Years
ENT 22% 25% 53% 0%
INT 12% 22% 64% 2%
SPE 17% 17% 64% 3%
EXP 12% 20% 64% 4%
MAS 7% 40% 53% 0%
Grand Total 14% 21% 62% 2%
FY14

12. LOW HC% CR Attrition HC% CR Attrition
ENT 16% 78% 18% 10% 86% 19%
INT 39% 76% 18% 34% 83% 13%
SPE 30% 74% 15% 37% 80% 9%
EXP 13% 69% 11% 16% 75% 8%
MAS 2% 78% 15% 3% 82% 10%
FY12End CURRENT
OBSERVATION RECOMMENDATION
1. YoY Labor Pyramid shift to higher Job level
2. CR up across labor pyramid
3. Attrition still higher at Low Job level
4. Tenure densely segregated <2 years
Time in job 0-1 Years 1-2 Years 2-5 Years 5-10 Years
ENT 15% 29% 56% 0%
INT 17% 44% 39% 0%
SPE 22% 44% 33% 1%
EXP 19% 47% 33% 1%
MAS 43% 31% 26% 0%
Grand Total 19% 42% 39% 0%
FY14
Low Cost Countries

13. Thanks!