OrcaEyes has published a white paper, Workforce Planning Benefits, which you may find useful if your company is contemplating an upgrade of its workforce planning capabilities in 2014.
The paper reviews seven significant benefits derived from an advanced workforce planning initiative. Two in particular I found interesting: the opportunity to influence the external labor supply; and the opportunity to unify the HR function.
Historically, HR was mostly held captive by labor markets. When labor was plentiful, HR enjoyed the benefits of lower costs and greater choice. When it was scarce, HR had to endure higher costs and reduced choice. The 21st century staffing model has had to address this captivity issue because long term demographic trends in developed countries have turned negative for business and employer needs have shifted strongly from labor centric to talent centric.
In this new environment, long range planning can be an effective catalyst for proactive market intervention. For example, in the Dallas area, hospital systems that would otherwise compete for scarce medical personnel have agreed to aggregate and share their labor trends data through their regional association in order help local colleges, universities and vocational schools ensure that forecasted demands for talent are met.
Cooperative labor planning is not a new idea but it is one that an increasing number of organizations that normally compete for talent will have to consider implementing in the future. Demographic trends are inexorable. Shortages visible now will be shortages for many years to come. It takes five to eight years to train workers for many skilled jobs and a decade or more to train specialist doctors, engineers and scientists. Senior corporate managers routinely approach their leadership potential only in their 40’s and 50’s. If there are not enough of such people now, and demographic trends show that there will be fewer in the future, the only rational decision is to act together rather than separately, and sooner rather than later.
OrcaEyes has also seen workforce planning become an effective tool for unifying HR. Ensuring that employers have the right people in the right places down the road cannot be accomplished from within any of HR’s traditional silos. Strategy, operations and staffing must absolutely combine forces in order to create even the most rudimentary workforce plan. Broadening HR’s scope and business influence is something we heartily endorse and is one of the themes in our upcoming research report on staffing leadership.
Comprehensive workforce planning is one of the more important trends in human capital management and a cornerstone of the 21st century human capital model. One of the first companies to capitalize on this trend was OrcaEyes, founded by Dan Hilbert in 2007. Mr. Hilbert was Manager of Global Recruiting at Valero Energy while it grew from $2B to $95B. OrcaEyes is the product of the knowledge and expertise he accumulated while holding that position.
To preorder our report on 21st century staffing leadership Leadership and Business Impact, click here.
To obtain a free copy of the Orca Eyes white paper, click here.
- Mass Retirements
- Aligning Diverse and Dispersed Workforces
- Influencing Labor Supply
- Unifying the Human Resources Function
- Steering Talent Management
- Why Spreadsheets Don’t Work
- Right People, Right Place, Right Time, Right Price
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