{"id":1463,"date":"2010-08-25T01:00:00","date_gmt":"2010-08-25T09:00:00","guid":{"rendered":"https:\/\/systematichr.com\/?p=1463"},"modified":"2010-06-14T17:08:39","modified_gmt":"2010-06-15T01:08:39","slug":"next-gen-workforce-planning","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=1463","title":{"rendered":"Next Gen Workforce Planning"},"content":{"rendered":"

\"\"<\/a>We\u2019ve been doing a pretty good job with Talent Management in my opinion.\u00a0 We have pretty much deployed our systems or are in the midst of doing so.\u00a0 We have reengineered our core talent processes from talent acquisition to performance to succession to learning and compensation.\u00a0 We have started to grow our talent thinking past these core processes to workforce planning and internal mobility, partly spurred by the news that our demographics are changing so significantly with soon-to-be retirees and a generation of workers coming at us that needs transitions at a much more rapid pace than ever before.<\/p>\n

What we have not necessarily figured out is not about acquiring, developing and upgrading employees.\u00a0 It\u2019s about preparing the workforce and taking a very broad view of the workforce as an organism rather than as a large set of employees.\u00a0 As we went though the last series of layoffs and reorganization in 2009, we realized that our layoffs created gaps that still remain unfilled as we continue into better economic times in 2010.<\/p>\n

We know (ok \u2013 we probably don\u2019t, but it\u2019s a goal maybe) exactly how much of every competency we need to have in the organization.\u00a0 In order to be able to make a particular organizational sales goal, we can probably measure the total amount of sales competency and the aggregate achievement level in each of those sales competencies \u2013 using this, we should be able to predict annual sales achievement in a variety of economic conditions.\u00a0 It\u2019s basically a type of multiplier \u2013 more sales competency * average economic times yields better sales results than a lower level of competency within the organization.<\/p>\n

So we have done a pretty good job acquiring and developing talent \u2013 at least we\u2019re focused on it if we are not doing it in a formulaically structured way as I have illustrated.\u00a0 We\u2019re also focused on workforce planning.\u00a0 We know that we have a retirement cliff coming.\u00a0 5 years ago we said it was going to be in 5 to 15 years.\u00a0 Well, we\u2019re there now, and if we didn\u2019t already prepare \u2013 we are in the middle of it.\u00a0 We were training our people so they could fill the leadership and senior contributor positions that were going to be vacated.\u00a0 Along side the cliff of retirees, we didn\u2019t necessarily see the layoffs of 2009 coming.\u00a0 We ended up with an environment where we were letting go of some pretty good people, offering early retirements, and cutting competencies from the organization as a whole.\u00a0 We did all of this without really measuring what the aggregate competency gap was going to be.<\/p>\n

I\u2019m a total believer that we should be doing individual talent management.\u00a0 We should absolutely be positioning individuals to achieve success through their career and succession plans.\u00a0 We should have performance processes that actually motivate people to achieve goals.\u00a0 Along side this, if we are not tying these individual programs to a broader organizational talent objective, we have missed the boat.\u00a0 Talent happens at 2 levels.\u00a0 We need to keep people as individuals, but our workforce plans need to be actionable at the individual level \u2013 not theoretical plans that help us prepare our organizations and fill senior seats, but aggregate competency levels.<\/p>\n

Thoughts?<\/p>\n","protected":false},"excerpt":{"rendered":"

We\u2019ve been doing a pretty good job with Talent Management in my opinion.\u00a0 We have pretty much deployed our systems or are in the midst of doing so.\u00a0 We have reengineered our core talent processes from talent acquisition to performance…<\/p>\n","protected":false},"author":1,"featured_media":1474,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,49,20,16],"tags":[207,122,444,440],"class_list":["post-1463","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategies","category-talent","category-talent-management","category-workforce-planning","tag-competency","tag-succession-planning","tag-talent-management","tag-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1463","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1463"}],"version-history":[{"count":3,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1463\/revisions"}],"predecessor-version":[{"id":1467,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1463\/revisions\/1467"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/media\/1474"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1463"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1463"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1463"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}