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In last week’s Human Capital Institute webcast/podcast on workforce planning & analytics – “The Power of Integrated People Data and Processes” – I shared what I believe to be the biggest challenge in talent strategy facing large enterprises today: managing a global supply chain of talent equipped with the right skills and operating within the right organizational design that will enable firms to successfully execute business strategy.

Despite a growing global labor force (in most, if not all, countries), higher rates of cross-border mobility, and better tools to identify passive candidates, there is little doubt that the speed of technology change make legacy skills obsolete faster and there is a shortage of skilled workers, particularly in STEM fields). And it’s not just about managing labor costs; according to PwC’s 15th Annual Global CEO Survey, one-in-three CEOs report that talent constraints are impeding their firm’s ability to innovate:

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That’s why I’m looking forward to The Human Capital Institute’s 2013 Workforce Planning and Analytics Conference, taking place in Atlanta in February. Rather than focusing on the “nuts and bolts” of measurement, the agenda is more concerned with how workforce planners align and collaborate with internal partners around the organization to tackle some of the challenges I listed above.    

As the premier underwriter, SuccessFactors will be bringing a range of presentations to the event, including a pre-conference workshop entitled “Actionable Analytics: From ‘Big Data’ to ‘Better Data’” that teaches participants how to create effective, impactful analytics and plans (not just metrics!) and opening remarks by thought leader Peter Howes on using that data to mitigate talent risks.    

Among the many outstanding case studies will be a presentation from Pearson, which, in line with the theme of building a global talent pipeline, has a powerful success story on going global with workforce planning and analytics.     

In short, this promises to be one of the best workforce planning and analytics events of the year and I hope to see you there.

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  1. Jarret Pazahanick

    Great to see you blogging on the SAP Community network and hope to see more SuccessFactors folks take the plunge as well as there is definitely a lot of interest.

    On question I had that is slightly off topic but do you have an ETA when Workforce Analytics will be up and running on HANA from customers and any additional details/information.

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  2. Luke Marson

    Hi Mick,

    Welcome to the SCN! This is an interesting blog and while many organizations can identify these type of challenges, it is hard for them to understand the numbers or root cause behind them. I’m a big believer in HR using analytics to make better decisions and create a more productive and efficient organization.

    Best regards,

    Luke

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    1. Mick Collins Post author

      Thanks, Luke. It can be difficult to break down the broad talent management replacement/enhancement challenge into more discrete elements, each of which can be supported by metrics.     I spent some time with a new SuccessFactors Workforce Analytics & Planning customer this week and we realized that a great opportunity exists to visually illustrate the connection between specific business strategies, human capital drivers, and their associated workforce metrics, to help leaders understand what purpose (e.g., building high-performance teams that boost revenue) the metrics serve.

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      1. Luke Marson

        I think analytics are crucial in helping to find the root cause of negative business trends, in addition to the areas you mention. This is such a big area and requires strong competence – and we’ve not even touched on predictive analytics yet – to provide value to customers. WFA is a great solution to support the business in a number of these ways, but the system has to be used in the right way by the right people. And I believe there are a lot of parties who should be included in the “right people” category.

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