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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 ...
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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 ...
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This claim in “Trouble” shows up in jobs for architects – victims of the construction industry. Boom-and-bust reached its spectacular peak in many industries in 2008/9. Causes are simple – see cyclicality model.
Thanks to Erin Hoffer, current exec participant on the WPI system dynamics course, for this example.
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.. the latest, basic HR miss-step: see basic staff pipeline model. How hard can it be to look at when your staff will retire and plan hiring to replace them?
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Good that Mercer reports senior HR folk are taking a strategic view of talent in planning for 2010 – focus on high-potential staff, critical skills, employee engagement etc. Pity, though, that ‘concern with workforce costs’ still comes out as the top priority – I wonder which will win when the FD starts shining bright lights in their eyes about budget time? Especially disappointing given that HR is often the least robust of the issues in company plans, in ...
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