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Become a “Business Advocate” Workforce Planning Demystified

Become a “Business Advocate” Workforce Planning Demystified. Presented by: Dan Hilbert, CEO – OrcaEyes. Workforce Planning. The science of proactively discovering Human Capital issues that potentially cause risk to business: Finances Operations Strategic Plans and Missions

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Become a “Business Advocate” Workforce Planning Demystified

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  1. Become a “Business Advocate”Workforce Planning Demystified Presented by: Dan Hilbert, CEO – OrcaEyes

  2. Workforce Planning • The science of proactively discovering Human Capital issues that potentially cause risk to business: • Finances • Operations • Strategic Plans and Missions • Managing and converting risks into opportunities • HR as a Boardroom strategic risk management center • HR as a Profit Center

  3. Workforce Planning Simplified Data driven, proactive system for: • Having the Right People • At the Right Place • At the Right Time • Performing Optimally

  4. How did Workforce Planning Evolve?- The Industry and My Journey Mission Critical Business Functions: • Supply Chains • Networks • ERP • Plant Management Valero • Record setting growth • How do we support it? • Where can we reduce Human Capital risks to business? • Refining, Retail, Transportation, Trading

  5. Way Beyond Refining Real World Challenges • Banking • Manufacturing • Technology • Energy • Utilities • Retail • Healthcare Real World Solutions • Unprecedented industry awards and recognition – over 30 • Garner, Texas A&M, ERE, IQPC, WF Management, HR Magazine, CFO Magazine, HR Technology Conference, AHRI, TAMBIC, HR Executive……..

  6. Common HR Concerns about WF Planning “Our business is very unique.” “Our data is really bad or we don’t have enough data.” “We really don’t know where to get started and are unsure about ultimate objectives.” “What politics are we likely to face?” “How will we get buy-in from Leadership?”

  7. Our Data is Terrible “Our data is really bad or we don’t have enough data.” • Discover exactly how good or weak the data is • Core WF Planning requires only directionally accurate data • Using data accuracy factors in predictions • This is exactly how your business operates • Transparency of formulas and data sources

  8. Where to Start and Our Business is Unique- P&L statements, balance sheets, income statements “We really don’t know where to start and are unsure about ultimate objectives.” “Our business is very unique.” • Right People, Right Place, Right Time, Right Cost • Start with projected, multi-year workforce gaps and surpluses • Not as much as we initially think • The Basics (WF Gaps, Turnover, Reasons, Demographics) • The Outcomes (Financial, Operational, Strategic)

  9. Politics and Leadership Buy-In “What politics are we likely to face?” “How will we get buy-in from Leadership?” • Internal from other HR departments • Getting business push-back in the beginning • Inclusion of HR in strategic leadership meetings and committees • Monthly Human Capital – Business Reports and Conversations That’s all!!

  10. Sequential Steps and Results

  11. Why are these Metrics Strategically Important- to the Business? • Workforce Talent Gap • Turnover • Historical Fill-Rate • Projected External Recruiting Needs • Actual External Supply, Cost and Location of Talent • Time-to-Fill • Age Distributions • Diversity Distribution and Pay

  12. Relationships that Matter- Business Risk and Opportunities

  13. HR Driving Core Business KPIs- Measurably as a Profit Center

  14. The Solution- It’s as Easy as “A, B, C” - “1, 2, 3” • A, B, C • Assess viability and accuracy of required data • Build rapid understanding of HR strategic value • Connect the Dots: Human Capital to Business • 1, 2, 3 • Upload data into SonarVision On Demand – at NO COST • Receive a WF Planning and Human Capital Analysis on your data. Confidentially - at NO COST • Gain unprecedented basic industry benchmark data within 6 months. Confidentially – at NO COST

  15. Opportunity for You?- from OrcaEyes • 4-Part webinar Workshop Series to learn Workforce Planning in the Real World • Working with your own live data – confidentially • Assessing your data viability and knowing what benefits are available to your organization • The basics of Workforce Planning with your data for your organization • Proactively Discover and Diagnose specific opportunities for your business • The specific communication needed to gain leadership support • From scratch, build real world, Workforce Planning solutions which drive successes in your organization - cooperatively • Focus by industries also • No Risk, No Cost to you requiring less than 30 -60 minutes • Share best practices directly with peers

  16. Color Coded Alerts of HR Drivers & Root Causes

  17. Color Coded Alerts of Positions & Departments

  18. Strategic Workforce Planning- It’s as Easy as Green, Yellow, Red Proactive Risk Discovery

  19. Strategic Workforce Planning- It’s as Easy as Green, Yellow, Red Proactive Root Cause Analysis Voluntary Turnover Performance Turnover Turnover Compensation Disparity Aging Demographics

  20. One Metric that will Change Your World- Patent Pending HCM Profit Generator Reduction in OT costs of hourly employees from Time-to-Fill increasing earnings

  21. Q & A Dan Hilbert – CEO OrcaEyes 512-501-2970, Ext 707 Dan.Hilbert@OrcaEyes.com URL about Complimentary Workforce Planning Trial: http://workforce.sonarvisionod.com

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