531 words, 2.0 minutes read. By Gerard Blokdyk

Workforce Planning 1 big thing: Oversee that your operation participates in the provision of effective strategic, financial planning information.

The big picture: Use data (new hire, pulse, exit, engagement, leadership assessments) to identify key areas of development and create development plans to support leaders/leadership teams.

Why it matters: Work in close partnership with cross functional teams (Logistics, Quality, Training, Workforce) to achieve contractual and financial objectives and develop programs fostering continuous improvement.

The backdrop: Manage all fiscal and contractual elements of workforce and continuing education programs, including operations, budgetary strategic initiatives, contract negotiation/approval, and space planning and management.

Go deeper: Make sure the HR Strategic Workforce Optimization Consultant leads the design of workforce improvements, planning models and implementation of organizational strategic workforce plans.

Yes, but: Interface so that your process reviews current departmental, state, and overarching information sources to identify relevant changes in policies, procedures, rules, regulations, and best practices to ensure staff is develop knowledge of the latest systems.

What they’re saying: “Assure your operation is gathering and analyzing relevant people and business information to identify trends, communicate recommendations, get alignment on priorities and implement improvements.“, Short Range Workforce Planner Senior Business Analyst – Telecommute

How it works: Check that your strategy is building and maintaining relationships with hiring managers by understanding business objectives and providing creative talent acquisition and hiring solutions.

Meanwhile: Make sure the principal is responsible for conceptualizing, developing and facilitating the implementation of projects in support of policies, goals, and objectives established by the program director, superintendent, chief executive officer and the executive directors by performing the following duties personally or through subordinate staff.

State of play: Make sure the People and Culture Business Partner team operates in strategic partnership with the business, driving the continuous evolution of people and leadership practices and fostering a culture that generates high performance teams, strengths-based coaching, and values-based leadership.

On the flip side: Verify that your group is partnering with your entire Talent team to understand changing business priorities and people needs as your business grows, and offering solutions from a talent management and development perspective.

What to watch: Establish that your group serves as a mentor to develop change management skills, including embracing changes that are positive and necessary for your organization.

The bottom line: Support efforts to improve system data interface, reduce manual entry of data, increase automation, develop checks and balances, and improve services and (internal) customer involvement.

What’s next: Participate in strategic sessions including the identification, assessment and prioritization of initiatives and solutions to address strategic and operational issues to elevate delivery.

ICYMI: Provide Management with critical trends and capability analysis that represent the positive performance drivers and ways to further invest in and leverage them.

A MESSAGE FROM THE ART OF SERVICE

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Trusted by: Walmart, Guardian Life Insurance Company, Synchrony, Cargill, UNITED PARCEL SERVICE, Leidos, Black Box Network Services, HM Health Solutions, Blue Cross and Blue Shield of North Carolina, CVS Health, US US Army Civilian Human Resources Agency, EmPower HR, Broadpath, Baldwin Risk Partners, Accenture, Amtrak, US Food and Drug Administration, Resident Home, The Hartford, U.S. Army Contracting Command, Cleveland Clinic, TikTok, Black Box, The Climate Corporation, MasTec Network Solutions, Nissan, LRNA Shared Services, JPS Health Network, Sedgwick, Centerfield, Prisma Health, US Office of Personnel Management, University of Minnesota, Coffee Regional Medical Center, ATCC, S&P Global, Adams Land & Cattle, LLC, Nike, Billie, LG Electronics Alabama Inc., C&S Wholesale Services, Inc., Delta, Amazon.com Services LLC, Virginia Dept of Human Resource Mgmt, Heartland, Southwest Gas, Deloitte Consulting LLP, LifeBridge Health, Inc., Stryker, Deloitte, Tesla, Facebook, E. & J. Gallo Winery, Whirlpool Corporation, Chick-fil-A, Inc., Digital Ocean Jobs, Lowe’s, US Internal Revenue Service, ADT Security Services, ALSAC/St. Jude Children’s Research Hospital, Sonoco, Exelon Corporation, Warby Parker, Kansas City Southern Railway, US Justice, Office of the Inspector General, Wayfair, National Older Worker Career Center, UnitedHealth Group, Essentia Health, Sonos, Inc, State of Minnesota, Kraft Heinz Company, Global Payments, Vivid Seats, Paula Leduc, Inc, Affirm, The Vitamin Shoppe, Valor Global, Georgia Tech, US Federal Aviation Administration, Advocate Aurora Health, Cielo Talent, Virginia Germanna Community College, Helping Hearts CA., The Joint Commission, U.S. Department of State, 98point6, Ellsworth Corporation, Central Intelligence Agency, TJX Companies, US Forest Service, SAP, Gresham Smith, Harley-Davidson, GE Corporate, Alliance Data, ValorVIP, Intermountain Healthcare, ITS Logistics, Highmark Inc., David’s Bridal, Williams Companies, Bizongo, US National Science Foundation, State of Georgia, Lockton, Inc., BD, Dow Jones, Renaissance Life & Health, ActiveCampaign, Peloton, Chewy, Clarkston Consulting, Origin Materials, WestRock, LSEG (London Stock Exchange Group), Citi, Magellan Health, Hanon Systems, Kinship, Community Loan Servicing, Discover, Adecco, Andis Company, Gap Inc., Activision, Energi Core Limited, Envolve Pharmacy, Dawson, Raytheon Missiles & Defense, Rockwell Automation, Ascension, U.S. Army Cyber Command, Amex, Twelve Consulting Group, Professional Transportation, Inc., Ecolab, Pearson, Virginia Community College System, Honeywell, City & County of San Francisco, DigitalOcean, MedImpact Healthcare Systems, Verint Systems Inc., Mondel?z International, Veo, Hillrom, Georgia Highlands College, State of Indiana, Genesys, US Lyndon B. Johnson Space Center, KeyBank, Amazon Web Services, Inc., Paylocity, Google, Brightree, Bilfinger, HNTB Corporation, dura auto, Change Healthcare, Lawrence Livermore National Laboratory, State of Ohio Jobs, Aleut Federal, Zoll Medical Corporation, AdventHealth Orlando, sweetgreen, McKinsey & Company, Great Lakes Bay Health Centers, Liberty Mutual Insurance, Weber Shandwick, Altice USA, Daugherty Business Solutions, Teck Resources Limited, Success Academy Charter Schools, Harvard University, S&K Engineer and Research, Army and Air Force Exchange Service (AAFES), KPMG, Xerox, Paycor, BlockFi, Kivvit, ADP, Weis Markets, Macy’s, Rockefeller Philanthropy Advisors, ZOLL LifeVest, Gogo Business aviation, Kustomer, LOCKHEED MARTIN CORPORATION, McDonald’s Corporate, Kinder Morgan, International Rescue Committee, Renaissance Dental, Clearwater Analytics, Ameren, Providence, US Government Accountability Office, eToro, Virginia Dept of Social Services – Local, Germanna Community College, Amplify Education, Inc., Inflection, Prudential, Selective Insurance Company of America, Visa, Flatiron Construction Corp, Homecare Homebase, AllianceBernstein, AMS, Caterpillar, Arc’teryx, Compass, SDSU Foundation, Boston University

582 words, 2.2 minutes read. By Gerard Blokdyk

Workforce Planning 1 big thing: Identify potential problems involved with budget forecasting, and personnel/organizational structures.

The big picture: Verify that your strategy monitors the call center activity on a real time basis to ensure service level targets are achieved consistently through optimal utilization of resources.

Why it matters: Coordinate preparation of operating and capital budgets for own area of responsibility to provide management guidelines and goals and operationalize the corporate financial plan.

What we’re hearing: “Safeguard that your group helps to identify potential issues that could impact the business and provides solutions and recommendations by interpreting, analyzing and integrating applicable internal, external data, and metrics.“, Workforce Analyst, Mission Control

The backdrop: Proactively partner with HR business partners, business leaders and the broader HR team to identify, define, prioritize and lead leadership development and talent management initiatives.

Be smart: Confirm that your group collaborates with respective business leaders to provide ongoing feedback and data to improve decision making around employee retention and development.

Under the hood: Check that your personnel performs short and long range planning and suggests and evaluates work projects of subordinates and supports (internal) customer objectives.

Top Workforce Planning Must Haves

Workforce Planning Executives tell us every quarter about their must haves.

Here are their most urgent ones:

Learn the Top Emerging Workforce Planning Risks HERE: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Top thinkers are using The Art of Service Critical Capabilities Analysis, the guide that’s helping leaders stay ahead of what’s next.

This guide will help you plan your roadmap. The Critical Capabilities and Priorities Guide enables leaders to shortlist hundreds of appropriate results, already prioritized.

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Yes, but: Make sure your workforce is accountable for understanding the strategic direction and goals of the Corporate Functions and driving collaboration with local HR teams.

Go deeper: Assure your workforce creates an inclusive, welcoming environment and recognizes the importance of individual and cultural diversity to the development of an effective team.

What to watch: Evaluate and manage short and long term staffing plans against forecasts and attrition to ensure your sites meet to your service level agreements.

State of play: Make sure the Chief Enterprise Architect manages the building permit process for IT and determines any exception requests to the defined architecture policies and practices.

Between the lines: Secure that your group responds to inquiries from employees and provides direct support to Business Units regarding policies, procedures, programs, payroll and benefit issues.

On the flip side: Partner with the Insights and Analytics and Financial Planning and Analysis (FP and A) teams to conduct supply and demand analysis, business scenario planning, forecasting, and external benchmarking of key workforce metrics.

What they’re saying: “Make headway so that your strategy track sourcing efforts, report on outreach and response rates, and use data to influence future sourcing efforts.“, Director of Operational Planning

The bottom line: Be certain that your strategy leads the Workforce Department; provides leadership in the planning/forecasting staffing requirements as they translate to the creation of optimal schedules and real-time (intra-day) management to support multi-department contact center operations.

What’s next: Be confident that your organization forecasts monthly, weekly, daily and interval level call activity based on historical trends and key business drivers to determine staffing needs and employee schedules required to achieve performance metrics.

ICYMI: Make sure your process provides support in various HR areas which include new hire onboarding and assimilation, mergers and acquisition support, safety compliance and monitoring, performance and talent management programs deployment, and general team member education.

A MESSAGE FROM THE ART OF SERVICE

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Trusted by: Walmart, Guardian Life Insurance Company, Synchrony, Cargill, UNITED PARCEL SERVICE, Leidos, Black Box Network Services, HM Health Solutions, Blue Cross and Blue Shield of North Carolina, CVS Health, US US Army Civilian Human Resources Agency, EmPower HR, Broadpath, Baldwin Risk Partners, Accenture, Amtrak, US Food and Drug Administration, Resident Home, The Hartford, U.S. Army Contracting Command, Cleveland Clinic, TikTok, Black Box, The Climate Corporation, MasTec Network Solutions, Nissan, LRNA Shared Services, JPS Health Network, Sedgwick, Centerfield, Prisma Health, US Office of Personnel Management, University of Minnesota, Coffee Regional Medical Center, ATCC, S&P Global, Adams Land & Cattle, LLC, Nike, Billie, LG Electronics Alabama Inc., C&S Wholesale Services, Inc., Delta, Amazon.com Services LLC, Virginia Dept of Human Resource Mgmt, Heartland, Southwest Gas, Deloitte Consulting LLP, LifeBridge Health, Inc., Stryker, Deloitte, Tesla, Facebook, E. & J. Gallo Winery, Whirlpool Corporation, Chick-fil-A, Inc., Digital Ocean Jobs, Lowe’s, US Internal Revenue Service, ADT Security Services, ALSAC/St. Jude Children’s Research Hospital, Sonoco, Exelon Corporation, Warby Parker, Kansas City Southern Railway, US Justice, Office of the Inspector General, Wayfair, National Older Worker Career Center, UnitedHealth Group, Essentia Health, Sonos, Inc, State of Minnesota, Kraft Heinz Company, Global Payments, Vivid Seats, Paula Leduc, Inc, Affirm, The Vitamin Shoppe, Valor Global, Georgia Tech, US Federal Aviation Administration, Advocate Aurora Health, Cielo Talent, Virginia Germanna Community College, Helping Hearts CA., The Joint Commission, U.S. Department of State, 98point6, Ellsworth Corporation, Central Intelligence Agency, TJX Companies, US Forest Service, SAP, Gresham Smith, Harley-Davidson, GE Corporate, Alliance Data, ValorVIP, Intermountain Healthcare, ITS Logistics, Highmark Inc., David’s Bridal, Williams Companies, Bizongo, US National Science Foundation, State of Georgia, Lockton, Inc., BD, Dow Jones, Renaissance Life & Health, ActiveCampaign, Peloton, Chewy, Clarkston Consulting, Origin Materials, WestRock, LSEG (London Stock Exchange Group), Citi, Magellan Health, Hanon Systems, Kinship, Community Loan Servicing, Discover, Adecco, Andis Company, Gap Inc., Activision, Energi Core Limited, Envolve Pharmacy, Dawson, Raytheon Missiles & Defense, Rockwell Automation, Ascension, U.S. Army Cyber Command, Amex, Twelve Consulting Group, Professional Transportation, Inc., Ecolab, Pearson, Virginia Community College System, Honeywell, City & County of San Francisco, DigitalOcean, MedImpact Healthcare Systems, Verint Systems Inc., Mondel?z International, Veo, Hillrom, Georgia Highlands College, State of Indiana, Genesys, US Lyndon B. Johnson Space Center, KeyBank, Amazon Web Services, Inc., Paylocity, Google, Brightree, Bilfinger, HNTB Corporation, dura auto, Change Healthcare, Lawrence Livermore National Laboratory, State of Ohio Jobs, Aleut Federal, Zoll Medical Corporation, AdventHealth Orlando, sweetgreen, McKinsey & Company, Great Lakes Bay Health Centers, Liberty Mutual Insurance, Weber Shandwick, Altice USA, Daugherty Business Solutions, Teck Resources Limited, Success Academy Charter Schools, Harvard University, S&K Engineer and Research, Army and Air Force Exchange Service (AAFES), KPMG, Xerox, Paycor, BlockFi, Kivvit, ADP, Weis Markets, Macy’s, Rockefeller Philanthropy Advisors, ZOLL LifeVest, Gogo Business aviation, Kustomer, LOCKHEED MARTIN CORPORATION, McDonald’s Corporate, Kinder Morgan, International Rescue Committee, Renaissance Dental, Clearwater Analytics, Ameren, Providence, US Government Accountability Office, eToro, Virginia Dept of Social Services – Local, Germanna Community College, Amplify Education, Inc., Inflection, Prudential, Selective Insurance Company of America, Visa, Flatiron Construction Corp, Homecare Homebase, AllianceBernstein, AMS, Caterpillar, Arc’teryx, Compass, SDSU Foundation, Boston University

596 words, 2.2 minutes read. By Gerard Blokdyk

Workforce Planning 1 big thing: Communicate with management and operations team to ensure compliance with organization standards.

The big picture: Perform ad hoc analyses (both simple and complex) to identify and make recommendations on efficiency improvements, adjustments to planning metrics, staff movement, and workload balancing.

Why it matters: Work with department and employees when new positions are needed and when reductions in workforce are necessary due to availability of external funding.

Between the lines: Ensure you also work with business and HR leadership on critical talent lifecycle issues that your (internal) client organizations need to address, such as workforce planning, talent acquisition, development, performance, and culture.

On the flip side: Verify that your group manage personnel data in human resources information systems and financial systems; ensuring data integrity in all systems and throughout employee life cycle.

Under the hood: Warrant that your design partners with People and Culture colleagues and Informatics business partners to optimize people practices in a way that strengthens diversity and/or a feeling of inclusion/belonging; these practices include check-ins, succession planning, professional development, workforce planning, recruitment, retention planning, etc.

Top Workforce Planning Must Haves

Workforce Planning Executives tell us every quarter about their must haves.

Here are their most urgent ones:

Learn the Top Emerging Workforce Planning Risks HERE: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Top thinkers are using The Art of Service Critical Capabilities Analysis, the guide that’s helping leaders stay ahead of what’s next.

This guide will help you plan your roadmap. The Critical Capabilities and Priorities Guide enables leaders to shortlist hundreds of appropriate results, already prioritized.

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

What we’re hearing: “Be certain that your staff is providing transition planning and support by establishing effective on boarding and coaching for the new CEO to ensure success based on First 100 Day planning expertise.“, Workforce Planning Analyst Senior

Meanwhile: Warrant that your organization takes part in staffing governance routines which pull together all facets of staff demand and supply, focusing both on cost optimization as well as employee acquisition/engagement/retention; and which include participation from all business and support stakeholders.

Be smart: Assure your company partners with Learning team members to identify site and system based needs to address individual and broad leadership development gaps.

How it works: Make headway so that your company is ongoing responsibilities also include long term operations capacity planning, Workforce Management tool automation development, and staffing optimization strategies.

The backdrop: Create strategies, goals, programs and process maps for all Talent Management teams, including Performance Management, Succession Planning, Workforce Planning, Organizational Design, Engagement and Diversity, Equity and Inclusion.

What to watch: Own and drive the development of talent acquisition programs that are impactful, measurable, transformative, and support the long term goals and visions of your organization.

Go deeper: Serve as a consultant across service pillars, when needed, and proactively supports a collaborative and high performing ODD team through personal consulting style and behaviors.

State of play: Liaison so that your company collaborates with CX leadership to ensure alignment of initiatives and the successful delivery of the CX strategies, including all CX functions.

The bottom line: Conduct investigations, recommend and implement corrective actions, and counsel employees and managers, guided by organization policies, internal process, industry best practices, and relevant labor laws.

What’s next: Serve as process owner for your Performance Management process, measuring effectiveness and course correcting where there are deficiencies with either quality or compliance or both.

ICYMI: Coordinate and facilitate the Field and LP Succession Planning Process and ensure quality plans are in place to address any workforce planning gaps or opportunities.

A MESSAGE FROM THE ART OF SERVICE

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Trusted by: Walmart, Guardian Life Insurance Company, Synchrony, Cargill, UNITED PARCEL SERVICE, Leidos, Black Box Network Services, HM Health Solutions, Blue Cross and Blue Shield of North Carolina, CVS Health, US US Army Civilian Human Resources Agency, EmPower HR, Broadpath, Baldwin Risk Partners, Accenture, Amtrak, US Food and Drug Administration, Resident Home, The Hartford, U.S. Army Contracting Command, Cleveland Clinic, TikTok, Black Box, The Climate Corporation, MasTec Network Solutions, Nissan, LRNA Shared Services, JPS Health Network, Sedgwick, Centerfield, Prisma Health, US Office of Personnel Management, University of Minnesota, Coffee Regional Medical Center, ATCC, S&P Global, Adams Land & Cattle, LLC, Nike, Billie, LG Electronics Alabama Inc., C&S Wholesale Services, Inc., Delta, Amazon.com Services LLC, Virginia Dept of Human Resource Mgmt, Heartland, Southwest Gas, Deloitte Consulting LLP, LifeBridge Health, Inc., Stryker, Deloitte, Tesla, Facebook, E. & J. Gallo Winery, Whirlpool Corporation, Chick-fil-A, Inc., Digital Ocean Jobs, Lowe’s, US Internal Revenue Service, ADT Security Services, ALSAC/St. Jude Children’s Research Hospital, Sonoco, Exelon Corporation, Warby Parker, Kansas City Southern Railway, US Justice, Office of the Inspector General, Wayfair, National Older Worker Career Center, UnitedHealth Group, Essentia Health, Sonos, Inc, State of Minnesota, Kraft Heinz Company, Global Payments, Vivid Seats, Paula Leduc, Inc, Affirm, The Vitamin Shoppe, Valor Global, Georgia Tech, US Federal Aviation Administration, Advocate Aurora Health, Cielo Talent, Virginia Germanna Community College, Helping Hearts CA., The Joint Commission, U.S. Department of State, 98point6, Ellsworth Corporation, Central Intelligence Agency, TJX Companies, US Forest Service, SAP, Gresham Smith, Harley-Davidson, GE Corporate, Alliance Data, ValorVIP, Intermountain Healthcare, ITS Logistics, Highmark Inc., David’s Bridal, Williams Companies, Bizongo, US National Science Foundation, State of Georgia, Lockton, Inc., BD, Dow Jones, Renaissance Life & Health, ActiveCampaign, Peloton, Chewy, Clarkston Consulting, Origin Materials, WestRock, LSEG (London Stock Exchange Group), Citi, Magellan Health, Hanon Systems, Kinship, Community Loan Servicing, Discover, Adecco, Andis Company, Gap Inc., Activision, Energi Core Limited, Envolve Pharmacy, Dawson, Raytheon Missiles & Defense, Rockwell Automation, Ascension, U.S. Army Cyber Command, Amex, Twelve Consulting Group, Professional Transportation, Inc., Ecolab, Pearson, Virginia Community College System, Honeywell, City & County of San Francisco, DigitalOcean, MedImpact Healthcare Systems, Verint Systems Inc., Mondel?z International, Veo, Hillrom, Georgia Highlands College, State of Indiana, Genesys, US Lyndon B. Johnson Space Center, KeyBank, Amazon Web Services, Inc., Paylocity, Google, Brightree, Bilfinger, HNTB Corporation, dura auto, Change Healthcare, Lawrence Livermore National Laboratory, State of Ohio Jobs, Aleut Federal, Zoll Medical Corporation, AdventHealth Orlando, sweetgreen, McKinsey & Company, Great Lakes Bay Health Centers, Liberty Mutual Insurance, Weber Shandwick, Altice USA, Daugherty Business Solutions, Teck Resources Limited, Success Academy Charter Schools, Harvard University, S&K Engineer and Research, Army and Air Force Exchange Service (AAFES), KPMG, Xerox, Paycor, BlockFi, Kivvit, ADP, Weis Markets, Macy’s, Rockefeller Philanthropy Advisors, ZOLL LifeVest, Gogo Business aviation, Kustomer, LOCKHEED MARTIN CORPORATION, McDonald’s Corporate, Kinder Morgan, International Rescue Committee, Renaissance Dental, Clearwater Analytics, Ameren, Providence, US Government Accountability Office, eToro, Virginia Dept of Social Services – Local, Germanna Community College, Amplify Education, Inc., Inflection, Prudential, Selective Insurance Company of America, Visa, Flatiron Construction Corp, Homecare Homebase, AllianceBernstein, AMS, Caterpillar, Arc’teryx, Compass, SDSU Foundation, Boston University

600 words, 2.2 minutes read. By Gerard Blokdyk

Workforce Planning 1 big thing: Maintain data relating to maintenance of facilities, equipment, workforce scheduling, and costs.

The big picture: Be confident that your team creates reporting that include dashboard reporting, scorecards, and presentations of call center statistics such as call volume trends, variances from staffing schedules and performance to established service level metrics.

Why it matters: Secure that your strategy provides leadership, direction, goal setting and planning roles for variety of information technology initiatives by determining system requirements, preparing and presenting cost/benefit analyses, and making recommendations.

The backdrop: Partner with executives and managers to provide coaching around leading their organizations with a focus on organization design for scale, recognition and engagement strategies, building development plans for high potential talent, and proactive workforce planning.

Go deeper: Check that your workforce develops, implements, and maintains processes to ensure continual operations in the event of disaster or interruption of information processing services.

Be smart: Ensure you ensure an effective approach to employee relations including staff communication, employee engagement, conflict resolution, and provide counsel in employee relations issues partnering with legal counsel as warranted.

Meanwhile: Secure that your staff is responsible for contract workforce planning and development using business process improvement methodologies and organizational diagnosis and intervention techniques.

What we’re hearing: “Assure your workforce advises on effective change management processes to result in greater impact, adoptions, realization of key organizational strategies and to mitigate risk.“, Player Support Analyst

What to watch: Ensure bi-directional accountability on driving closure on requests and activities across the Business Operations scope: communications, finance and budget management, workforce management, vendor management, training and development, engagement and culture, and events management.

Yes, but: Make headway so that your organization conducts training, coaching, and counseling in support of the deployment and early adoption of HQ or COE HR program roll out.

State of play: Lead or support medium to large scale initiatives aligned with strategies incorporated in the staffing models, coordinating WFM resources to align with business goals.

Under the hood: Make sure the Workforce Development specializations goal is to proactively create and manage programs and partnerships to create qualified diverse talent pools aligned with your workforce diversity and inclusion objectives.

Top Workforce Planning Must Haves

Workforce Planning Executives tell us every quarter about their must haves.

Here are their most urgent ones:

Learn the Top Emerging Workforce Planning Risks HERE: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Top thinkers are using The Art of Service Critical Capabilities Analysis, the guide that’s helping leaders stay ahead of what’s next.

This guide will help you plan your roadmap. The Critical Capabilities and Priorities Guide enables leaders to shortlist hundreds of appropriate results, already prioritized.

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

How it works: Make sure the intrinsic motivation to take on new responsibilities; proactively partnering with teams and individuals to remove blockers and fulfill immediate hiring needs while contributing the overall talent acquisition strategy.

What they’re saying: “Certify your organization conducts capital planning and investment control, workforce planning, policy and standards development, resource management, knowledge management, architecture and infrastructure planning and management, auditing, and information security management.“, Senior HR Generalist

The bottom line: Interface so that your strategy works with Supplier Management to establish enterprise wide make/buy practices for use in the acquisition of training programs and services.

What’s next: Safeguard that your organization coordinates routine strategic and business continuity updates to apprise organization leadership of current status and recommended adjustments to strategic roadmap.

ICYMI: Be certain that your staff provides executive staff with up to date research on political, economic, social, and health industry trends to determine the impact of such trends on your organizations programs.

A MESSAGE FROM THE ART OF SERVICE

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Trusted by: Walmart, Guardian Life Insurance Company, Synchrony, Cargill, UNITED PARCEL SERVICE, Leidos, Black Box Network Services, HM Health Solutions, Blue Cross and Blue Shield of North Carolina, CVS Health, US US Army Civilian Human Resources Agency, EmPower HR, Broadpath, Baldwin Risk Partners, Accenture, Amtrak, US Food and Drug Administration, Resident Home, The Hartford, U.S. Army Contracting Command, Cleveland Clinic, TikTok, Black Box, The Climate Corporation, MasTec Network Solutions, Nissan, LRNA Shared Services, JPS Health Network, Sedgwick, Centerfield, Prisma Health, US Office of Personnel Management, University of Minnesota, Coffee Regional Medical Center, ATCC, S&P Global, Adams Land & Cattle, LLC, Nike, Billie, LG Electronics Alabama Inc., C&S Wholesale Services, Inc., Delta, Amazon.com Services LLC, Virginia Dept of Human Resource Mgmt, Heartland, Southwest Gas, Deloitte Consulting LLP, LifeBridge Health, Inc., Stryker, Deloitte, Tesla, Facebook, E. & J. Gallo Winery, Whirlpool Corporation, Chick-fil-A, Inc., Digital Ocean Jobs, Lowe’s, US Internal Revenue Service, ADT Security Services, ALSAC/St. Jude Children’s Research Hospital, Sonoco, Exelon Corporation, Warby Parker, Kansas City Southern Railway, US Justice, Office of the Inspector General, Wayfair, National Older Worker Career Center, UnitedHealth Group, Essentia Health, Sonos, Inc, State of Minnesota, Kraft Heinz Company, Global Payments, Vivid Seats, Paula Leduc, Inc, Affirm, The Vitamin Shoppe, Valor Global, Georgia Tech, US Federal Aviation Administration, Advocate Aurora Health, Cielo Talent, Virginia Germanna Community College, Helping Hearts CA., The Joint Commission, U.S. Department of State, 98point6, Ellsworth Corporation, Central Intelligence Agency, TJX Companies, US Forest Service, SAP, Gresham Smith, Harley-Davidson, GE Corporate, Alliance Data, ValorVIP, Intermountain Healthcare, ITS Logistics, Highmark Inc., David’s Bridal, Williams Companies, Bizongo, US National Science Foundation, State of Georgia, Lockton, Inc., BD, Dow Jones, Renaissance Life & Health, ActiveCampaign, Peloton, Chewy, Clarkston Consulting, Origin Materials, WestRock, LSEG (London Stock Exchange Group), Citi, Magellan Health, Hanon Systems, Kinship, Community Loan Servicing, Discover, Adecco, Andis Company, Gap Inc., Activision, Energi Core Limited, Envolve Pharmacy, Dawson, Raytheon Missiles & Defense, Rockwell Automation, Ascension, U.S. Army Cyber Command, Amex, Twelve Consulting Group, Professional Transportation, Inc., Ecolab, Pearson, Virginia Community College System, Honeywell, City & County of San Francisco, DigitalOcean, MedImpact Healthcare Systems, Verint Systems Inc., Mondel?z International, Veo, Hillrom, Georgia Highlands College, State of Indiana, Genesys, US Lyndon B. Johnson Space Center, KeyBank, Amazon Web Services, Inc., Paylocity, Google, Brightree, Bilfinger, HNTB Corporation, dura auto, Change Healthcare, Lawrence Livermore National Laboratory, State of Ohio Jobs, Aleut Federal, Zoll Medical Corporation, AdventHealth Orlando, sweetgreen, McKinsey & Company, Great Lakes Bay Health Centers, Liberty Mutual Insurance, Weber Shandwick, Altice USA, Daugherty Business Solutions, Teck Resources Limited, Success Academy Charter Schools, Harvard University, S&K Engineer and Research, Army and Air Force Exchange Service (AAFES), KPMG, Xerox, Paycor, BlockFi, Kivvit, ADP, Weis Markets, Macy’s, Rockefeller Philanthropy Advisors, ZOLL LifeVest, Gogo Business aviation, Kustomer, LOCKHEED MARTIN CORPORATION, McDonald’s Corporate, Kinder Morgan, International Rescue Committee, Renaissance Dental, Clearwater Analytics, Ameren, Providence, US Government Accountability Office, eToro, Virginia Dept of Social Services – Local, Germanna Community College, Amplify Education, Inc., Inflection, Prudential, Selective Insurance Company of America, Visa, Flatiron Construction Corp, Homecare Homebase, AllianceBernstein, AMS, Caterpillar, Arc’teryx, Compass, SDSU Foundation, Boston University

567 words, 2.1 minutes read. By Gerard Blokdyk

Workforce Planning 1 big thing: Track, monitor, and report on workforce action plans, including activities, timelines, progress, and success.

The big picture: Make sure your operation is leading and establishing goals, objectives, performance measurement and evaluation methodologies, and technical guidance agency-wide to improve the quality of services delivered and to minimize waste.

Why it matters: Check that your operation maintains and analyzes records of actual call volumes compared to forecasted call volumes, and recommends action plans to enhance productivity and (internal) customer satisfaction.

What we’re hearing: “Enable the effective diagnosis of business issues strategy and goals, turning such into talent strategies, with integrated interventions and solutions that deliver against key.“, Workforce Director

Under the hood: Warrant that your organization performs detailed review and analysis of call center statistics and trends to develop long-term and short-term forecasting and capacity planning models for the purpose of staffing, scheduling, and hiring needs.

Top Workforce Planning Must Haves

Workforce Planning Executives tell us every quarter about their must haves.

Here are their most urgent ones:

Learn the Top Emerging Workforce Planning Risks HERE: store.theartofservice.com/Workforce-Planning-critical-capabilities/

Top thinkers are using The Art of Service Critical Capabilities Analysis, the guide that’s helping leaders stay ahead of what’s next.

This guide will help you plan your roadmap. The Critical Capabilities and Priorities Guide enables leaders to shortlist hundreds of appropriate results, already prioritized.

Get started: store.theartofservice.com/Workforce-Planning-critical-capabilities/

What they’re saying: “Ensure adherence to and become branch expert on all quality and compliance requirements as set forth by the Field Quality Management System requirements.“, Talent Sourcer/Recruiter

Meanwhile: Make sure your organization establishes effective relationships with internal and external partners including Finance, Business Systems, IT, Data Management and Continuous Improvement as well as company leadership to ensure daily service level metrics and business goals are met.

How it works: Be confident that your personnel creates a vision for talent strategy at the business unit level by understanding the talent needs of the business and identifying talent issues before they impact the business.

State of play: Drive Vendor Operations supporting teams in the Devices and Services area, including process improvement, access management, metrics improvement, supplier diversity, and implementation, driving efficiency, invoicing, etc.

Between the lines: Use workforce management software and call volume history to help manage intra-day staffing levels and to determine the most effective methods for staffing levels and to determine the most effective methods for staffing adjustments.

The backdrop: Support the design of regional strategic management programs and associated implementation plans to create strategic alignment between associates, work teams, and the organization; utilizes various strategic alignment and communication tools, identifies program parameters, defines overall objectives.

Yes, but: Ensure your operation manages and implements change management initiatives and have to be accountable for leading a portion or work stream of a larger change management strategy.

The bottom line: Provide guidance and input on organizational design/restructure, help to ensure people changes are landed successfully through effective communication plans, and help functional leaders manage the impact of changes on the wider team.

What’s next: Warrant that your staff reinforces and cultivates a culture with a strong safety awareness including compliance with all local, state, and overarching laws and organization policies.

ICYMI: Ensure the final taxonomy meets the both the mutual exclusivity and the end-to-end criteria to be able to support capacity planning and strategic decision making across the Risk and Control populations.

A MESSAGE FROM THE ART OF SERVICE

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