NEXT GENERATION WORKFORCE MANAGEMENT

Transcription

1 Big Data for Big Questions Florian Fleischmann Presentation_04_hr_forecast NEXT GENERATION WORKFORCE MANAGEMENT Integrated workforce management using big data technologies Winner of: Slide 1

2 PROFILE Big Data provides completely new perspectives to plan & manage your workforce, unveil opportunities and challenges and to setup streamlined operational activities WHO WE ARE consulting company providing a datadriven workforce management approach offices in Munich and Bremen award winning approach supported by: OUR APPROACH Management Level Define an operating model and workforce aligned with the business & connected to the macro-environment WHAT WE DO usage of big data technology to drive decisions benefit from the inclusion of internal and external data simulation of scenarios decision making as a managed service Functional Level Build an agile and efficient organization and workforcearchitecture using optimization technologies Employee Level Support each employee individually to achieve and maintain skill requirements Slide 2

3 BEHIND THE SCENES When data science meets HR, a winning team is created Christian Vetter Managing Director peopleforecast GmbH Agnes-Pockels-Bogen 1, Munich Tel.: +49 (0) christian.vetter@hrforecast.de Florian Fleischmann Managing Director peopleforecast GmbH Konsul-Smidt-Straße 8k, Bremen Tel.: +49 (0) florian.fleischmann@hrforecast.de Core Skills Strategic HR analytics HR planning Workforce modelling and simulations Tool-supported HR decision-making processes Core Skills Project management Strategic and operational workforce planning Data-driven decision-making processes (outsourcing, location decisions, HR strategy) Financial- & HR-planning processes Slide 3

4 APPROACH AND METHODS Your strategic and operational questions will be answered with our award-winning approach Demand Supply Gap KEY QUESTIONS How does digitalization impact my future workforce demand? Which skills will be needed in future? METHODS Scenario planning with the HRThinkbox Demand planning with HROne KEY QUESTIONS How does my skill architecture look like? Where are my future key employees and how can they be retained? How can I create a cost-efficient and flexible workforce structure? METHODS HR Risk and Structural Analysis Skill Analytics Predictive Talent Management Workforce Supply Simulations KEY QUESTIONS What are the transformation costs? What are risks and opportunities in various scenarios? How can I implement Strategic Workforce Planning? METHODS Gap filling Simulations Quantification of Transformation Costs Tracking and Monitoring of the implementation status About Us Slide 4

5 SUCCESS STORIES Selection of our clients Slide 5

6 EXPERIENCE THE POWER OF BIG DATA AND ANALYTICS HR-driven Portfolio TRIGGER RESULTS METHOD Succession Planning Advanced Analytics / Evidence-based HR Diversity & Inclusion Management Strategic Workforce Planning Talent Management Health Management Demography Management automatic detection of potential successors cost-optimized closing of open job positions total future monetary investment and time needed to cover all redeployments and successions decisions based on facts rather than gut-feeling identification of risks within workforce and business direct link between people management, business practices and a company s success deep understanding of bottlenecks, diversity-blockers within current people management identification of suitable sourcing-channels recalibration of talent management to foster diversity future workforce demand under various business scenarios simulated workforce supply incl. entries, attrition & developments automatic proposal of cost-optimized m gap-closing measures implementation of strategic workforce planning as a process talent strategy along the employee life-cycle customized HR instrument portfolio to meet strategic goals targets, metrics and measures mto achieve target talentmanagement model tailor-made instruments supporting employability and workability health management process, mstrategy and governance proactive and customized health instruments generation-based workforce management knowledge about labor market developments for years to come avoidance of capacity shortages m and management of demographic structure within company setup of matching algorithm to fill gaps quantification of costs, time, learning curves and productivity losses comprehensive HR transparency check analysis of historic workforce data and uncovering of patterns & trends using Big Data connection of internal and external data diversity-driver analysis identification of financial benefits of diversity definition of talent management model and metrics to build a diverse workforce connection of financial and workforce figures simulation of future business scenarios and skills need per region/division data-driven gap closing measures scan of the labor markets, demography and education to identify suitable sourcing channels definition of new talent-management model raise, simulate and predict risks and costs of health management tool-supported definition of instrument portfolio scan of the labor markets, demography and education to identify suitable sourcing channels and assess company-specific risks Slide 6

7 EXPERIENCE THE POWER OF BIG DATA AND ANALYTICS Business-driven Portfolio TRIGGER RESULTS METHOD Shared-Service-Center Implementation target-operating-model and responsibilities decision for SSC locations, hubs and FTE requirements overview of workforce-related costs & time for implementing SSC identification of service locations and skills demand using big data technologies calculation of various business cases Digitalization Operating Models Organizational Efficiency & Restructuring Strategic Workforce Planning Workforce Support for M&A & Portfolio Mgmt Employability target-operating-model, FTE requirements under various future digital scenarios staffing and sourcing strategy to acquire digital competencies digital talent management strategy and action plans target-operating-model (TOM) and required workforce demand impact on operations of (un-)expected scenarios total cost of ownership to operationalize TOM Improved workforce agility, efficiency and flexibility optimized workforce costs and target headcount metrics secured core-competencies, mkey knowledge and avoidance of bottlenecks target demand figures based on the financial plan and strategy cost-optimized gap-closing measures and implementation plans understanding of future workforce-related m risks and mitigation measures long-term costs needed for restructuring and/or lifting synergies invest/disinvest decisions 2-3 earlier compared to sole financial m analysis secured competencies and organizational performance employability risks related to health, capabilities and motivation people development model to build and sustain capabilities in accordance with future business m requirements tailor-made instruments to ensure long-term employability transformation of digital vision and business plans into job-profiles and workforce demands analysis of digitalization impact of workforce cost-modelling identifying costs to run target operating model simulation of scenarios and stress tests detection of organizational, structural and staffing inefficiencies benchmark of workforce efficiency provision of needed toolset and services run workshop and implement SWP as a process recommendations on action and implementation workforce due-diligence check (fit, synergies) simulation of future fit and cost development identification of overcapacities and inefficiencies assessment of workforce employability and simulation of future employability risks cost-optimized setup of proactive measures Slide 7

8 GET STARTED Which steps are required to use Big Data & Analytics in my company? I II III Data Assessment Detailed Workforce Analysis & Risk Assessment Define Question Fields Include Workforce, Business & Macro- Data Provide HRForecast Methods, Tools & Decision Making Processes Holistic HR Management Define Measures & HR Programs Provide Interfaces & Customise HR Instruments Track Implementation & Monitor Workforce PROJECT PROGRESS Slide 8

9 Kontakt CHRISTIAN VETTER HRForecast Mozartstraße Haar (Munich), Germany Mobil Strategische Personalplanung Talent Management Mobile Workforce Management Szenarioplanung & Simulationen HR Analytics & Diversity Slide 9