8个成功的战略劳动力计划亚搏彩票手机版免费下载实施的关键

A comprehensive approach forworkforce planning，具有人力资本研究所的见解

我们意图d everywhere that business is global—it’s not becoming global, itisglobal. People are working remotely and collaborating globally more than ever before. Companies are opening offices in more places all over the world and hiring in local communities more than ever before, all in a period of heightened competition to attract and retain top talent. Additionally, according to recently released research onworkforce planning根据Workday和人力资本研究所（HCI）对近400名专业人员进行调查，员工的越来越多，并且越来越多地要求灵活的工作参与。

这些原因，以及需要减轻风险并适应不断变化的商业模式的需求，人力资源领导者并没有注意到 - 受调查的大多数公司都承认需要采取全面的战略方法workforce planning. According to Jenna Filipkowski, the director of research at HCI and author of the survey report, effective implementation of a strategic workforce plan can enable leaders to “address the workforce skill and capability gaps and changing workforce demographics, and to facilitate growth plans for new markets.”

Yet only 44 percent of companies surveyed report that they are effective at tying workforce strategy to business strategy. Additionally, 45 percent say that they are unprepared for the talent needs of the future.

但是正如一位受访者所说，我们都必须从某个地方开始 - 在此博客中，我将详细介绍HCI建议的八个钥匙，以实施成功的战略劳动力计划。亚搏彩票手机版免费下载

钥匙1：阐明支持和同步人才和业务成果的劳动力计划流程

According to the report, the strategic workforce planning process should flow throughout the organization and repeated as necessary for greatest success. But when companies were asked how often they revised their plans, more than half admitted that they do it only once a year. Not only that, but only 43 percent of respondents say that their process is scalable across the organization.

Clearly, these numbers can be improved—and doing so requires working with a living plan that can be adjusted in real time, using real-time data, so that HR leaders can identify skill deficiencies and improve operational efficiency to ensure that business results will align with company goals.

Key 2: Segment roles to determine how each position contributes value and which roles are a priority or on the periphery

您是否有太多帐户主管（AES），工程师不够？还是财务部门太多的人，在营销方面不够？为了确定这一点，人力资源领导者需要确定公司所需的关键技能，尤其是那些与收入，成本，控制或成本和运营效率最直接相关的人。

例如，在健壮的经济体中，A公司希望增加收入并提高其AES的销售目标。然后，人力资源领导者和招聘经理必须快速确定从需求生成的角度来看，AES将需要多少支持，并相应地雇用这些角色。另一方面，如果经济合同和公司看到需求下降，则可能会减慢或冻结非必要角色的招聘。

Key 3: Conduct a scan of the workplace environment to identify and monitor trends that affect the workforce and the organization

With employee disengagement rising, implementing employee engagement programs to address retention risk is becoming increasingly important for companies that want to attract and retain top talent.

如果您的公司还没有这样做，那么一个很好的起点是调查您的员工基础。此外（这可能是有争议的），您应该继续进行绩效审查，但要确保它们是公平的。确保公平性的一种方法是“对评估者进行评分”或经理，然后您可以使常规的低分和高分标准化。

然后，领导者可以根据诸如上次晋升或加薪之类的时间之类的数据来查看员工是否在角色中停滞不前，以及是否更适合另一个部门或其他部门。这些数据也可以用于适当的过滤，以确定哪些员工已准备好晋升。

密钥4：库存和评估当前的劳动力和管理

This sounds similar to the last point as it also ties into保留计划, but there is a slight difference: By looking at data across the workforce, leaders can identify if there is a particular department in which attrition is happening more than others. Once identified, they can provide a solution, such as improved leadership training, to address the situation.

密钥5：构建一个详细计划，讲述组织和工作场所环境在未来几年的外观。

市场总是在发展。人口统计学变化，新区域变成了陈旧的地方，而旧区域恢复了，消费者的需求也会发生变化。为了保持竞争力，您应该考虑技术和运营规范的进步，例如，新技术可以帮助您在新市场中保持领先地位或根据消费者需求重新分配员工。

有一个可以促进与您的业务领导者及其人力资源对方进行对话的过程，对于满足未来的技能需求至关重要，并且拥有正确的战略劳动力计划解决方案可以帮助您解决这个问题。第一步是确定您当前市场和新市场中要领先的颠覆者（趋势或基于技术）以及新确定的提供您的产品或服务的渠道（例如，在线与在线VS，。大型商店）。该过程还应涵盖确定未来员工如何部署的趋势，并解决诸如虚拟团队不断增长的趋势如何影响办公空间需求的问题。

Key 6: Identify gaps between the current state of the workforce and the desired future state of your organization.

This goes back to钥匙4discussed in the first blog, which outlines the importance of inventorying and evaluating the current workforce and management. After gathering the information about your workforce, you can now use the data to compare and see whether your current workforce meets your company’s needs in the near future. If new skill sets or training is necessary, you can develop a timeline for transitioning the workforce to ensure you stay ahead of competitors.

Key 7: Build in a repeatable action plan to revise pieces (or all) of your workforce planning process to better reflect organizational changes or new talent source system initiatives that require integration.

发生变化。人，数据和技术之间的完全协作是有效劳动力计划过程维护的关键。如密钥1所述，根据HCI报告，战略劳动力计划过程应在整个组织中流动，并根据需要重复进行最大的成功。亚搏彩票手机版免费下载但是，只有55％的受访者每年报告修改其战略劳动力计划，而13％的受访者表示“从不”修改他们的计划。最重要的是，有12％的人表示他们每两年修改他们的计划，其余12％的人每季度进行。

密钥8：向利益相关者和管理层监控和报告定量和定性基准和里程碑。

According to the survey, the lack of analytic capabilities is one of the biggest barriers to using data effectively for strategic workforce planning and is driving strong demand for corporate talent management software.

And no wonder: Less than half of survey participants reported that their workforce planning team analyzes data effectively (45 percent). Seventy-one percent cited utilizing predictive talent analytics as one of the top challenges, while 66 percent said the ability to access data spanning the entire talent lifecycle was a challenge. Additionally, 66 percent of respondents said tying talent data to business outcomes was difficult and 61 percent had trouble integrating data from other business functions.

As you can see, strategic workforce planning is still a challenge for many companies. However, with a solution like Anaplan Workforce Planning in place, you can plan for and optimize the workforce as needed so your organization can gain and maintain its competitive edge.

For more information on how Anaplan helps HR departments, watch the劳动力计划视频.