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.
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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
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