See recording of a live workshop, including working models you can use. This session at the People Analytics conference showed how dynamic modeling can help HR strategy and planning. The HR community seems to have got the Analytics and Big Data bug, and plenty of other sessions at the conference showed a range of sophisticated approaches offering big value for the organisations using them. (I keep meeting organisations whose staffing limitations mean they cannot serve the demand their great products, marketing and sales efforts have won!)
As for all analytics issues, though, standard techniques cannot handle the causes of dynamic complexity – long-period accumulation processes, interdependence/feedback and threshold effects. So this was a chance to show how easily this can be done with simple dynamic models, such as those in the presentation you can try yourself on building sales staff size+experience, workload and turnover in IT-support and managing a seniority-chain for engineers) and how powerful the resulting findings can be. Meanwhile, real serious strategy work is being done with this (not all by me!) in cases ranging from health-service staff planning to Chinese manufacturing companies, top-talent in pharma R&D, and humanitarian organisations.
Thanks to Andrew Marritt of Organisation View for setting this up.
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Staff hierarchies from one class of resource pipelines you can learn to model and use in class 6 of our Dynamic Business Modeling course.
2 thoughts on “HR gets dynamics”