Resetting Your Organisation in the New Economy: A ‘Best Practice’ Approach to Strategic Workforce Planning and HR Analytics
Overview
- How to reset your organisation in the post pandemic era
- Integration of five human capital models that underpin strategic workforce planning
- Measure what matters - reconfigure HR data to provide new and deeper workforce insights
- Determine the current status and maturity of your workforce strategy and analytics models
- Apply workforce analytics to build human capital and drive change
- Apply a structured approach to forecasting and planning the workforce
- Align strategic workforce planning and metrics with the business strategy
- Improve workforce ROI with a ‘best practice’ HRM architecture model
- Identify and differentiate roles, including critical roles, ‘make’ and ‘buy’ roles
- HR data dashboard presentations linked to the bottom line’ for making evidenced based, people decisions
- Improve data integration governance
- Construct a strategic workforce plan document, including the content and process
Speakers
Colin Beames
Colin Beames is a business focused corporate psychologist and Managing Director of Advanced Workforce Strategies (AWS). He is a global thought leader in SWP, an international presenter, author and consultant. AWS provides services in the areas of strategic workforce planning,
role analysis including critical role identification, workforce segmentation and configuration, workforce analytics including the measurement and reporting of human capital, workforce engagement and retention surveys (including key talent risk assessment), and organisational reviews.
Colin
has published a number of books and white papers on the following topics: Strategic Workforce Planning, Critical Role Identification, Adopting an Agile Approach to Talent Management.
Principal
Advanced Workforce Strategies
Agenda
23 Mar - 24 Mar
Workforce trends in Australia, including COVID-19 and digital disruption
- Analyse key trends shaping the future of work
- Working-From-Home (WFH) – pros and pitfalls
- Key challenges of digitisation in the workplace
- Embrace Agile as a new organisational paradigm
- 4 role types in the digital age
Exercise: Digitisation and its impact on your business
‘
A ‘4M approach to SWP: Mindsets, Models, Measures and Methodology
- Executive engagement, arguing the business case for strategic workforce planning
- Explain the difference between strategic workforce planning and workforce planning
- Identify 12 traps in strategic workforce planning and analytics
- Five ways to build human capital
Exercise: Determine status and maturity of workforce strategy and analytics models
Critical capabilities, core competencies and organisational strategy
- A 9 value creation and enablement framework
- Create tighter linkages between talent management and strategic workforce planning
- A 3 level pyramid model for identifying the critical capabilities and core competencies of your business
- Link role importance to the business strategy
Improve workforce ROI with a best practice HRM architecture model
- Adopt a skills-based workforce segmentation approach
- Explore the influence of hierarchy on critical roles
- Match role value with talent, including the adverse consequences if you don’t
- Develop differentiated workforce policies and practices
- Analyse and report on your people assets through workforce segmentation
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Colin Beames Principal Advanced Workforce Strategies
EVPs, the psychological contract and workforce segmentation
- Link recruitment to the workforce strategy
- Link EVPs to engagement, retention and organisational strategy
- Profile EVPs for roles in your agency, both the tangibles and the intangibles
Unlock the true value of your data
- Advanced analytic techniques and tools
- Measure what matters - categorising demographic, org process and predictive data
- Strategies to improve data ownership, integrity and governance
- Develop deeper workforce insights and make evidence-based decisions
Exercise: Assess HR analysis and reporting in your agency
Advanced data insights to power people decisions
- HR data visualisation for actionable insights, including the bottom line impacts
- Assess and address workforce risk, including succession planning, ageing workforce, etc.
- Project your legacy workforce into the future if you do nothing
Develop and implement a successful Strategic Workforce plan
- Key steps for developing a successful strategic workforce plan
- Define and communicate responsibilities - HR, executives, and business leaders
- The 3 parts of a strategic workforce plan document
- Review - key learnings and takeaways
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Colin Beames Principal Advanced Workforce Strategies
Pricing
Prices start at
$1995*
More people? More savings!
Venue
Virtual / Streaming
