Kim Warren on Strategy
Strategy insights and living business models
HR with data
Organisation View‘s Andrew Marritt tells me top firms’ want to model workforce planning and talent pipelines, reflecting increasingly data-driven HR management. Syngenta, ABB, Nestlé and others have very large teams across multiple functions and business units, and small changes to hiring, turnover, promotion, transfer and age profiles make a big difference to their ability to grow and support their businesses … and management in other functions expect HR to figure out what to do, not just to meet short-term needs but also ensure the business is well-resourced many years into the future.
HR is a natural for dynamic modeling – large numbers, very long time-scales, considerable interdependence and feedback, and powerful threshold effects – for which spreadsheet models are just useless. A couple of very simple examples: experience and cost of a growing sales force and talent pipeline in a law firm … now imagine multiplying those models amongst diverse but interdependent teams and trying to match their planning to business development and operational needs!
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