533 words, 2.0 minutes read. By Gerard Blokdyk
Workforce Planning 1 big thing: Make headway so that your process establishes strategic planning and governance principles and processes.
The big picture: Be certain that your design creates, plans, and executes project plans relating to workforce management application and processes and researches, recommends, and deploys new workforce call center technologies.
Why it matters: Provide organization design expertise to business leaders ensuring that you are optimally structured to support business strategic and financial goals as well as (internal) customer needs.
How it works: Make sure your strategy provides content expertise for tool set up and implementation ensuring successful and sustainable execution of workforce management tools and technologies.
Yes, but: Be sure your organization develops organizational performance metrics and key performance indicator for tracking progress towards the actualization of your organizations strategic goals.
State of play: Check that your company positions in this function conduct and manage outcomes of various studies that include analyzing, reviewing, forecasting, trending, and presenting information for operational and business planning.
What they’re saying: “Guarantee your company provides coaching and mentoring to the Talent Acquisition team responsible for full life cycle recruiting; provide on going development, mentoring and learning experiences.“, Vendor Services Lead
Be smart: Assess business needs on an ongoing basis and facilitate or develop programs, which result in improved human performance, depth of talent, favorable retention, and an engaging work environment.
Between the lines: Use aggregate data to make recommendations to improve operational efficiency using various staffing models that include outsourcing and adding additional technology where applicable.
On the flip side: Leverage design skills to build and maintain complete suite of user oriented dashboards and meaningful, actionable data visualizations to meet workforce needs of the Tech business.
Under the hood: Warrant that your group is involved in maintaining and analyzing timely analytics and metrics for reporting on workforce staffing initiatives on a weekly, monthly, quarterly or annual basis.
Top Workforce Planning Must Haves
Workforce Planning Executives tell us every quarter about their must haves.
Here are their most urgent ones:
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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.
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What to watch: Warrant that your design participates as a key member of business leadership team providing progressive people solutions such as integrated talent management, workforce planning, succession planning, organization structure to increase business impact.
The backdrop: Certify your team is involved in managing and improving operational areas, as technology and data and data analysis communication, interpersonal and meeting facilitation skills.
The bottom line: Verify that your staff researches and recommends technology and business process solutions to transform the business and give your organization competitive advantage in alignment with strategic direction.
What’s next: Guarantee your process drives or coordinates the delivery of existing programs or development of new solutions to close gaps and build bench strength.
ICYMI: Check that your workforce collaborates with and leads stakeholders in employing change management process concepts and techniques as strategic planning and workforce development.
A MESSAGE FROM THE ART OF SERVICE
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