Does your organization need an Head Count Estimate? Detecon s Value Proposition July 2016

Transcription

1 Does your organization need an Head Count Estimate? Detecon s Value Proposition July 2016

2 Planning Summary Head Count () planning and revision is mainly required during or after designing a new organization. Why Done? Labour is often the biggest expense in a company, with significant impact on profit. therefore Companies strive for profitability through efficient and economical use of human resources. Impact Factors Head Count planning is impacted by the following key dimensions: Strategy Organization People Processes and Systems Understanding the Terms Work Force Planning Systematic identification and analysis of what an organization is going to need in terms of the size, type and quality of workforce to achieve its objectives. It determines what mix of experience, knowledge and skills are required, and it sequences steps to get the right number of right people in the right place. Work Force Analytics Uses a combination of data analysis tools and statistical methods to measure workforce performance. Includes predictive analytics, which aims to project future operations. Head Count Planning Systematic identification and analysis of what an organization is going to need in terms of Head Count. Right skills in the right place are assumed. 2

3 Planning Summary Many drivers require changes which are not part of the regular planning process. Drivers For Change in Head Count Planning Regulatory Events/Change of law/ Political decisions Network unbundling driven regulator Introduction of New Technology Migration from PSTN to fully IP based network New Operating Model Establishment of customer segment-driven organization with dedicated new business units Market Development Introduction of Smart Phones Establishment of New Business Establishment of Mobile Financial Services Re-organization Centralization of a regionally focused organization Company Development Significant drop in revenues because of new competition M&A Acquisition of a competitive organization with very similar function

4 Planning Summary planning and optimization is a stepwise exercise to reach best in class targets. Optimization Steps Effort Effort with focus on Improvement of Org./ Processes/ People/ Systems First Optimization Done in the early stages of Client s transformation when focus is on implementation of the new business model. The starting point Efficiency Optimization Done in the second phase of a transformation when Client s processes are in place, business automation is improved and full transparency of employee capabilities exists. New business model starts to get traction and performance is improving! Best in Class Optimization Done in an improved organization when organization, processes, people, and systems are fixed and stabilized. The business model reaches higher maturity level 4

5 Planning Approach The manpower demand can be estimated using a workload-driven approach. Detecon s Proven Approach Strategy Top-Down Approach - Benchmarking Benchmarking Manpower to validate estimates for new organizational structure Reconciliation Bottom-Up Approach and Findings Analysis of Manpower requirements based on management discussions, functional statements and best practice insights Headcount Plan Challenging Head Count and providing recommendation Remarks: Client s strategy provides guidance for demand and need, leading to planning Manpower requirements from benchmarked telecom operators differ significantly according to several factors that include: Company strategy Organizational structure Market dynamics Organizational maturity level Incumbent peculiarities Mobile operators vs. Fixed & Integrated operator Benchmarks are only used as validation for bottom-up manpower estimates 5

6 Approach to develop Corporate Strategy Functional Strategy Target Organization Planning Approach Strategic intent determines organizational structure and related Head Count per unit and department. 1 Connection Between Strategy, Organization and CEO Legal Audit Corporate Communication Performance and Reporting Executive Secretary Strategy and Corporate Development Commercial Finance Human Resources Technical Department Strategy Account Accounting HR Strategy and Development Planning nd Performance Process and Quality Program Product Interconnection Partnership Commercial Support Planning and Controlling Billing and Settlement Procurement HR HR Business Partner Facility and Fleet Information Technology Help Desk Applications Infrastructure Operations and Maintenance Corporate Strategy Network Planning & Resource Mgt. Service and Quality Assurance Provisioning NOC Technical Support Detecon translates business strategy and its functional strategy needs into labor demand, taking into account: Top-down business assumptions and financial objectives International Benchmarks Productivity KPI s Best practice and project/program experiences Feedback gained from interviews with Client s line function 6

7 Planning Approach Telcos are comparable through mapping each operator s specific organizational entities to functional domains. 2 Benchmark - Numbers of s (Workforce) per Domain Benchmark Partner 1 Benchmark Partner 2 Benchmark Partner Benchmark Partner 4 2%4% 1% 11% 12% 5% 7% 12% 5% 7% 14% 7% 5% 1% 1% 22% 4% 21% 28% % 28% 28% 28% 19% 27% 19% 19% 0% Average Percentage of Workforce per Domain - All Operators Domains Average Percentage of Workforce per Domain - Client 10% 2% 6% 6% Finance IT 12% 5% 10% 5% 27% 26% Marketing & Sales Technology Customer Care 18% 2% HR Corporate Services 50% 7

8 Planning Approach DTC will provide its clients with estimates of the optimal s per business function down to an appropriate level. Manpower Requirement Estimates Function/Title Level Activities Manpower Rational # Vacancy Operational # HR Human Resources HR Resourcing Resourcing L-2 Manpower Planning & Staffing - Marketing, Sales & Finance Manpower Planning & Staffing - Operations Manpower Planning & Staffing - Support department Organizational Development L- L- L- L- Develop recruitment plan based on manpower plan. Develop/execute recruitment processes, procedures & policies. Manage capacity requests from all departments. Define and coordinate manpower requirements and manage planning of workforce and staffing requirements for the company. Define and coordinate manpower requirements and manage planning of workforce and staffing requirements for the company. Define and coordinate manpower requirements and manage planning of workforce and staffing requirements for the company. Conduct org design activities, organizational processes, policies and guidelines. 1 in a senior managerial role 1 in an operational/ assistant management role 1 in an operational role 1 in an operational role 1 in operational-support role 1 in operational role Performance & Reward HR Operations Payroll & Benefit Admin Training & Development Operational Head Count includes all local employees, expatriates and contractors as they are needed to run the business = Full Time Equivalent. 8

9 Headcount Contracts LTC* LTC* Proposed LTC* Planning Approach Organizational analysis, Benchmarks and applicable Key Performance Indicators justify the proposed final. 4 Sample of Total Head Count () Split Overall Headcount Unit - A Unit - B % % -59% -48% , % Unit - C Unit - D Unit - E 1, % % % 56-14% * LTC = Long Term Contractor 9

10 Planning Reasoning Our unique set of references and experienced staff enable us to get the job done. Why us for Planning? 1 Holistic Telco Consultant with numerous projects in all corporate functions/domains 2 Senior staff with a large amount of line function work experience in Telco carriers In-depth Telco expertise from globally executed Plan/Build/Run projects 4 Proven Methodology for Planning and Optimization programs 5 Largest Telco Benchmark/Research Database guarantees applicable peer comparisons 10

11 Your Detecon Contact Silvia Flachowsky Detecon International GmbH Managing Consultant Phone: Thomas Wehr Detecon Asia-Pacific Ltd. Managing Director 11