Transcript Ranas - AXES Pro

Structuring your workforce
for success
Agenda
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Importance of structure
What is Organisational Planning?
Challenges
Our Organisational Planning Process
Example Customers
Q&A
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Top Pressures Facing HR Leaders
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Evolving structure
Day to day changes
Changing strategy
Setting objectives
Reacting to changing conditions
Acquiring or merging
Restructuring
Declining performance
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The Importance of Structure?
On average, people account for 70% of cost
Significant investment in top talent development but it’s only half the equation.
People / position alignment
– Are employees aligned with most pressing goals?
– Are employees aligned with each other?
Organisations with most integrated approach to
Talent Management: 50% lower staff turnover rate
What’s the approach for managing structure?
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What is Organisational Planning?
Discipline to create and adjust the organisational
structure to meet business goals … then deploy
people
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Strategy
Target structure
Current structure / Gap analysis
Plan to get from point A to point B
Capitalise on investment in people
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Challenges
Prevent loss of key talent and skills wastage
Streamline structure and roles to improve efficiency
Targeting under-utilisation and duplication
Analyse impact
Implement change quickly with minimum disruption
Communicate effectively, ensure business continuity
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Keys to success for Organisational Planning?
• Executive leadership’s active support
• Developing a systematic planning methodology
• Operations and HR experts working and learning
together
• Comprehensive workforce data and analysis, across
the whole organisation
• Defining metrics to track success – eg average vacancy
time; % internal appointments; cost per recruit;
redundancy costs/total pay costs
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Organisational Planning Process
What is the current state of our
organisation?
What’s our ideal future
organisation?
What is the talent we already
have?
What are the talent gaps?
Who and what skills do we need to
acquire?
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How our solution can help?
EXAMPLE USE CASE: Achieve 80% Growth in 5 years by expansion
Benefits from addressing
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Promote and find internal talent – reduce churn
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Reduce external hiring by XX FTE’s @ 40% for 5 years
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Leverage investment in existing HR systems
Gap Analysis identified
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No Visualization of HR data from existing systems
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No visibility into impact of Organizational changes
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“Hidden’ Talent” causing excessive external hiring costs
Specific HumanConcepts Capabilities
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Hierarchical Visualization of HR data – Consolidated view
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Organizational modeling with impact analysis – ‘what if?’
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Talent data mining to find internal candidates
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How our solution can help?
How our solution can help?
How our solution can help?
EXAMPLE USE CASE: Reduce natural churn and retain key talent by 50% over
next 2 years.
Benefits from addressing
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Leverage investment in existing HR systems
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Reduce external hiring by XX FTE’s @ 50% for 2 years
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Retain key Talent by building a succession & training plan
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Promote and find internal talent – reduce churn
Gap Challenges
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Little or no career/succession planning currently
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Large “brand name” talent vendors are highly expensive
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“Hidden Talent” causing excessive external hiring costs
Specific HumanConcepts Capabilities
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Hierarchical Visualisation of HR data – Consolidated view
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Intuitive drag-and-drop succession interface
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Talent data mining to find internal candidates
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Supply Planning– manage the risk!
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Succession Planning– manage the risk!
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Example Customers
US
Europe
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Middle East
Confidential, Do Not Distribute.
Q&A
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Thank you
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Automated Visualisation as a Baseline
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One interface / multi-dimensional metrics
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Modelling future scenarios
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Supply Planning– manage the risk!
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Succession Planning– manage the risk!
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