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MERCER LEARNING
I N - H O U S E W O R K S H O PS T R A T E G I C W O R K F O R C E P L A N N I N G C A S E S T U D Y :
L A B O U R M A R K E T A N A LY S I S F O R O I L & G A S
M E R C E R L E A R N I N G
Mercer can partner with your organization to design and deliver tailored, high impact learning and development initiatives that focus on your industry specifi c needs. An in-house program provides opportunities for groups within your company to strengthen capabilities based on their specifi c issues through case studies, role-plays and refl ection.
F O R F U R T H E R D E TA I L S O N P U B L I C A N D I N - H O U S E W O R K S H O P S , P L E A S E C O N TA C T
W I L M A M A D J U SLearning CoordinatorT: +65 6398 2605E: [email protected]
J O A N N A Y E O HMercer Learning AMEA LeaderT: +65 6398 2585E: [email protected]
To register or for more information on Mercer Learning programs across the region, please email [email protected]
For more information on Mercer, please visit our website: www.mercer.com
S I T U AT I O N A Global Fortune 500 Oil & Gas company in Asia wanted to position
itself for greater business resilience as well as sustenance while beingagile to exploit market opportunities in times of growth.
Its aim was to be able to anticipate its workforce demands and supplysituation against widely fluctuating business scenarios.
A C T I O N Developed people strategy based on the business strategy.
Developed deep understanding of key business drivers for workforcedemand.
Identification of critical workforce segments.
Established a comprehensive workforce planning collaboration process.
Size the demand and supply gaps and understand its implications.
Development of workforce planning scenarios, including gaps and risks.
Defining key HR measures to address identified gaps including build/buy model for specific talent needs.
Develop detailed workforce plan.
R E S U LT S Develop robust workforce strategies and plans to better ensure
availability and adequacy of talent to drive its business agenda.
Clarity on critical roles.
Clarity on demand and supply gaps for critical roles and plans on howto mitigate them.
Business scenarios that would have high impact on workforce demandand supply.
