使企业能够通过协作计划建立劳动力准备
Deloitte MCS的董事Michael Purdy和我主持了一个虚拟圆桌会议，该虚拟圆桌会议与人力资源的负责人和董事讨论如何采用更敏捷，协作和系统的方法来规划劳动力需求，使企业能够解决宏伟的经济，社会，技术，技术亚搏娱乐电子，技术，技术，技术，以及其他破坏性事件。
Following the查塔姆之家统治, which permits the use of information shared but not the identities of the participants, I will only refer to individuals in generalities.
Our conversation was wide-ranging, but for this summary I will focus on the following:
- 人力资源领导者对更具战略角色的需求
- Addressing challenges in preparing a comprehensive workforce plan
- 员工计划工具如何应对这些挑战
- What it takes to put workforce planning into practice
The strategic HR leader
人力资源领导者的作用一直在具有挑战性，既适合企业的不断发展的要求和劳动力的需求。对于许多组织而言，人力资源早已不仅仅是“雇用，解雇和人员管理”。它是建立劳动力的中心，该劳动力已经准备好，愿意并能够满足整个组织的当前和未来需求，并在协作和集成的计划方法中扮演着关键的角色。
我经常看到人力资源领导者越来越需要面对新的挑战，以更加敏捷和适应性，并以他们预期业务的未来需求的方式进行战略性和创新性。
准备全面的劳动力计划的挑战
战略人力资源角色的要求与人力资源行业的日常责任同时运行，但是任何成功战略的核心都是一个有效的计划，一个有效的计划，明确表达了当今组织的位置，亚搏彩票手机版免费下载明天，以及如何到达那里。它还必须反映业务中其他利益相关者的需求，并传达如何满足这些需求。例如，正如一家国际消费品公司的组织有效性和分析总监所说，这是：
“从一开始，合作与合作
with the finance group were critically important.”
这部分是因为人力资源用于制定劳动力计划的数据和假设必须反映金融的看法，尤其是当它朝着具有成本意识的劳动力计划迈进时。
A vice president of human resources at a global spirits company spoke about needing all its people to be aligned and thinking in the longer term, but that it can be challenging to get busy leaders to think beyond the immediate challenges and about the workforce capabilities they need for the next five to 10 years. In addition, their organization’s challenges included the way they prepare the plan:
“我们的很多计划都是非常手动的；我们有很棒的工具
at capturing the current state, but not necessarily at projecting forward.”
最后，我们几个圆桌会议参与者提出的一个共同点是他们需要解决的各种计划范围。短期，中期和长期计划通常需要计划者的不同事物，并带有不确定且动荡的环境的额外压力，在这种情况下，您不久就制定了一个计划，它已经过时了。
劳动力计划工具的价值
HR leaders need tools that enable them to address both the short-term resourcing needs of the organization while also addressing its strategic business goals across multiple time horizons. As Purdy put it:
“短期阵容的需求与那些的需求大不相同
of producing a plan for the organization in a decade’s time.”
Purdy继续说，在短期内，该计划往往如何由您今天拥有的资源，能力和组织结构（“供应”）如何驱动，以满足即时的“要求”亚搏娱乐电子这生意。
长期计划通常着重于组织将来的工作以及所需的资源和能力的种类（但不一定是结构）所暗示的。亚搏娱乐电子正如一位全球人力资源总监所说：
“We need to be able to model the ‘to-be’ organization in a way that is easy, quick, safe, and encourages staff to want to use the tool.”
拥有一个共同的，有效的数据平台至关重要。每个人都同意手动和乏味的劳动力规划过程，这通常涉及许多电子表格的创建和维护。当您认为有效的计划工具将需要与金融和运营系统，人力资源管理，申请人跟踪系统等进行互动时，就会有很多挑战。正如国际重型设备供应商的人力资源主管所说：
“通常，劳动力计划工具过于静态。它们必须灵活，准确并且与企业相关，并能够应对一个动荡的世界。”
工具的“共性”方面是至关重要的。From the data it uses to the decisions guided by the insights (and the process), it all needs to be accessible and usable by all stakeholders, especially as they juggle short-term demands with formulating their own strategy. For example, I work with many clients who have successfully integrated the Anaplan financial planning solution with both supply chain and workforce planning.
如何将劳动力计划付诸实践
It can often be daunting knowing where to start, especially when short-term operational needs are pressing. I cited above some of the challenges needing to be met: building a data foundation upon which to construct the plan, having an agile mechanism for analyzing different scenarios, taking decisions across multiple time horizons, collaborating with other business functions and stakeholders, and so on. Nonetheless, these challenges can be overcome.
First, have a very clear understanding of what you need from your workforce planning tool. I suggest engaging with stakeholders and partners early, and aligning your vision completely to the business strategy. By doing so, you can decide what capabilities your workforce planning tool will need and how it needs to scale, then prioritize your requirements.
Second, I recommend starting small. My experience has been that you also need to think beyond the technology, build the supporting team, fit it into your overall planning process, and, most importantly, consider how the business will use the plans in practice.
第三，预计人力资源本身需要进行文化转变，以成为更具数据驱动的功能，并且需要相应地发展其技能。人力资源已经习惯与其他业务讨论短期资源需求。现在，它需要证明它可以在支持更广泛的业务策略和长期思维方面发挥积极作用。
最后，我想结束前面提到的Spirits Company副总裁的报价：
“这取决于人们了解业务并了解
what the fundamental questions are, and then
having the capability and confidence to provide the answers.”