Workforce planning is complex and often misunderstood. The science is to generate data that tells a factual story, and the art is bringing it together and interpreting it in a meaningful way. We help organisations understand their current talent and future requirements via our easy to use workforce planning model.
To help organisations make workforce planning a core business process that aligns to changing organisational needs. To provide services to assist in ‘hard’ and ‘soft’ workforce planning and to assist in the learning of this powerful set of tools within the HR professional community.
HR leaders and business partners who need to implement systems that support succession planning and talent pipeline in a changing business world
Recruitment professionals who wish to understand workforce planning and how to implement this into how they hire for current and future organisational talent needs
Learning & Development / Talent Specialists who wish to enhance their talent interventions
We live in a rapidly changing business environment but envisage that workforce planning and analytics will become increasingly important. Below are some benefits business can gain from implementing workforce planning and analytics.
Cost: reduce labour costs in favour of workforce deployment and flexibility. Helps to target people inefficiencies and improve productivity and quality outputs.
Change Leadership: identify and respond to changing customer and organisational needs and identify strategies for focussed people development.
Engaged people: Strategic workforce plan
Workforce planning is complex and often misunderstood. The science is to generate data that tells a factual story, and the art is about bringing it together and interpreting it in a meaningful way.
We provide strategic and transactional services and products to support workforce planning and talent.
Due to the complexity and lack of ‘one size fits all’ in workforce planning below are examples of previous work.
Strategic workforce planning workshops. We use a simple methodology's to understand the organisation and its environment and the relationship to people strategy.
Support workforce planning via data. Use existing people metrics to analyse the current and potential workforce needs while highlighting data gaps. We use the ISO 30414 as the basis for our metrics reporting criteria, but we can adapt to suit the organisation.
Current and future talent needs. Completed research projects in talent acquisition space (labour market reviews, EVP for manufacturers). Also, we have delivered many projects in competency review, critical role studies and high potential analysis as part of strategic talent review processes.
Development. We have delivered high-potential programmes alongside coaching and psychometric tools as well as onboarding, engagement and retention programmes.
We are continually updating ourselves with personal learning and external networking and training. We are full CIPD members, Prince2 or MSP trained and use relevant ISO guidelines in HR metrics reporting and Workforce Planning.
In addition, all our consultants are ex-operational HR professionals with national and international experience in a range of disciplines covering the whole of the employee life cycle.