Being able to define what’s important to the business is vital when it comes to workforce planning, because stakeholder support is the make-or-break factor for any initiative or program of work.
As different business units manage competing priorities, workforce planning teams are faced with multiple challenges in the context of influencing commercial outcomes – be it increased call volumes in the call centre, or technical capability with new software in the back office.
As companies look to hone in on performance and productivity across the board, HR data is fast becoming a crucial enabler to improve efficiency and influence business outcomes. But the path to collecting, analysing and using data is another story entirely – one that encourages HR and workforce planning departments to become more innovative.
There are often significant challenges when teams set out to develop an effective analytics strategy, including defining what to measure, how to…Continue
Whilst data analytics is no longer the ‘new kid on the block’ for public organisations, it is still at the core of many initiatives to improve workforce performance and ensure workforce planning is aligned with commercial objectives.
Some organisations are more advanced in using analytics to deliver value, but that can depend on many variables – be they scope of objectives, size of organisation or nature of priorities.
For the Australian Defence Force (ADF), which constitutes…Continue
Recent budget cuts have not only placed more pressure on workforce planning departments, but triggered an effort to change the business model and tangibly link it to return-on-investment.
However, it is far easier said that done. Driving a performance and cost-based strategy with limited resources – not just financial – means figuring out how to have the most impact and ensure longevity at the same time.
The Australian Institute of Marine Sciences (AIMS) is one of the smaller…Continue