HCI Workforce Planning Conference - Bruce Morton & Marc Ramos

Marc Ramos Bruce Morton

Organizational Readiness

Presenters

Bruce MortonChief Marketing OfficerAllegis Group Services

Marc RamosVice President of MarketingAquire, Inc.

The Times They Are A-Changin’

The Times They Are A-Changin’

“We are about to see America unleashed in a way that our capitalism

model has never experienced and we

have never witnessed”

Littler Ten Report 2010

50% of the private sector workforce will be ‘contingent’ by ….

50% of the private sector workforce will be ‘contingent’ by ….

Staffing Industry Analysts, predicts the contingent workforce will double in size to 50% by 2020

A 2012 Economic Intelligence Unit Study shows that by the year 2020, 40% of the workforce will be made up of contingent workers…. rising to 50% by 2030.

MIT Sloan Study predicted 50% of the workforce would be contingent by 2015

HCI predicts the contingent workforce may grow to as much as 50% by 2020

Introducing the TalentSumer

Organizational Readiness – enabled by talent

Operational Excellence – enabled by talent

Multi- ChannelsTalent Communities Social Media Networks

Alumni Employee Referrals

Careers Website Networking @ Conferences

Internal Mobility Senior Execs Networking

MSP Contractor Job Boards

Statement of Work SEO & SEM Marketing

Talent Mapping Database Mining

Applicant Tracking System Agencies / Exec Search

The New World of Work

The New World of Work

Enterprise Social Networks

Integrated Talent Acquisition

Taking a Holistic View

Finding Expertise

Metrics

Workforce Planning Workshop

• Knowing what to measure

• Obstacles to finding the right data

• Finding the right people for the team

• Presenting it to the Board

Group Exercise Part 1

What do we measure?

Knowing What to Measure

Start with the Basics

• Absence Rate

• Average Workforce Age

• Career Path Ratio

• Cost per Hire

• Generation Ratio: Silents & Boomers / Generation X & Y

• HR Staffing Rate

• Internal Placement Rate

• Net Hire Ratio

• Net Hire Ratio - Silents & Boomers / Generation X & Y

• Recruitment Source Ratio

• Retention Rate

• Span of Control

• Staffing Rate: < 30 in Age

• Staffing Rate: Approaching Retirement Eligibility

• Staffing Rate: Tenure <1 Year

• Staffing Rate: Tenure >15 Years

• Successor Pool Coverage

• Termination Rate: Involuntary

• Termination Rate: Voluntary

• Termination Rate: <1 Year Tenure (Voluntary)

• Time to Fill

• Unscheduled Absence Rate

• Workforce Growth Rate

Strategic Workforce Planning – Why a Standard?

The Conference Board - Strategic Workforce Planning: Highlights

from Conference Board Research, Dr. Mary Young, 2009

“Workforce Planning – Making Organizations more agile” Brian

Wilkinson and Amanda Oldridge, 2009

Metrics for the Future

What Does This Mean for You?Guidelines• Leverage

where applicable

• Adjust and adopt to your companies’ needs

Iterative• Allow for

continuous improvement

• Public comments / feedback are critical

Informative• Changes will

happen (and should)

• Changes drive consistency of practice

STANDARDS

Group Exercise Part 2

Obstacles to Tracking Down the Data

Who Needs What?

What is a MEASURE? A METRIC? ANALYTIC?Measure: • Single data point indicating the timing or order of magnitude of a transaction or

process

Metric: • Meaningful information, derived from data, that answers a basic question about a

process or event

Trend: • Tracking a metric over time

Analytic: • Workforce Analytics transforms all the above into a relevant storyline and creates

actionable information

Data Challenges

What Data Do We Have?

What Data Do We Need?

Do I Have the Data?

Data Integrity

Type Example

Missing information Birthdates, Gender, Ethnicity, Job Code, Grade, Cost Center, Work Location

Incorrect information Hire Date, State Codes, Gender

Inconsistent information Lack of edits for fields like Gender, Job code, location

Broken Hierarchies Missing information, orphaned nodes, circular relationships, incorrect owners

Bad Integration Points Mismatched Key data between Core HR system and Talent Management systems

Nonstandard or improperly transformed data

Job Codes, Position Codes or Titles different in multiple systems

Incorrect file format/content in data extract

Missing columns or in the wrong order, partial or blank rows, CSV file with un-quoted commas in the data

80% of a data science

project is cleaning

Source: Dr. DJ Patil, Data Scientist in Residence at Greylock Partners

Poor data integrity costs organizations millions of dollars each year – in both

true out-of-pocket costs and opportunity costs.

Source: IHRIM

Group Exercise Part 3

Who is on your team?

Now You Need the Team

Potential Roles/Team Members

• Professional Workforce Planner• Data Analyst• Historian • Talent Management• Contingent Labor / Partners• HRIS• HRIS/Systems DBA (database administrator)

• Line Managers• Executives• HR Leaders – Each Area of HR• Finance and Budget Analysts/Staff• Documenter• Communication• Project Manager

• Succession Planners• Recruiters• New Product Development• Union Reps (if applicable)

• Marketing• Professional Facilitator

Decision Making

• The business needs to own the process

• Strategy leaders need to share their vision

• Analyst need to forecast the no-change future state

• Business leaders need to decide which gaps need to be closed

• HR Leadership needs to develop plan to close gaps and report on progress to business

Engagement

Group Exercise Part 4

Presenting to the Board

Examples

X

Examples

Examples

Examples

Examples

Competitive Advantage on Balance Sheet

Competitive Advantage Starts Here