Ope ra tio na lizing Wo rkfo rc e Pla nning Me ryl Go za rin, NI - - PowerPoint PPT Presentation

Ope ra tio na lizing Wo rkfo rc e Pla nning

Me ryl Go za rin, NI H, OHR, HR SAI D L illia n T ho ma s, NI H, OHR, HR SAI D

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WF P Challe nge s & Conside r ations

L e a de rship Buy-in De fining WF P fo r Org a niza tio n L ink to Stra te g y F

• rwa rd

F

• c us

Wor kfor c e Planning Mode l

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What is Str ate gic Wo r kfo r c e Planning?

E nsuring tha t a n o rg a niza tio n ha s the r

ight pe ople , with the r ight skills, in the r ight plac e s, at the r ight time .

Where are we going? Who/what do you have? Who/what do you need? What’s missing? How do we get there? How are we doing?

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 Offe rs o ptio ns fo r re struc turing b a se d

• n o rg a niza tio na l stra te g ic g o a ls

 I

nfo rms pro g ra ms a nd lo w/ no c o st stra te g ie s to g ro w a nd e xc ha ng e ta le nt (e .g ., me nto ring )

 Pro mo te s a stra te g ic a ppro a c h to

the b usine ss c yc le during pe rio ds o f g ro wth a nd re c e ssio n

How c an Wor kfor c e Planning he lp now?

Be ne fits o f WF P

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E xa mple s:

T

• o lkit Ma inte na nc e

Wo rking g ro up K

no wle dg e Sha ring

Ne two rking Co lla b o ra tio n Co nsulting

E xa mple s:

Ro le Se g me nta tio n Critic a l Po sitio n/ Ro le

Asse ssme nt

Wo rklo a d Ana lysis Pro c e ss

Optimiza tio n

Ac tio n Pla nning Co mpe te nc y/ Pro g ra m

Alig nme nt

Qua ntita tive / Qua lita tive

Ana lysis

Cha ng e Ma na g e me nt T

ra ining a nd De ve lo pme nt E xa mple s:

Cro ss F

unc tio na l Wo rking Gro up

Cha ng e Ma na g e me nt T

ra ining a nd De ve lo pme nt

Mo nito r a nd E

va lua te

F ull WF P Se rvic e Spe c ific WF P Ne e d Se rvic e WF P Se lf-Se rvic e

E xample s of WF P Se r vic e Offe r ings

E nable Othe rs to

WF Pla n T a c kle a Compone nt o f WF Pla nning Cre a te a

Compr e he nsive WF

Pla n

6-12 Mo nths Ong o ing ~1-12 Mo nths

NIH WF P T

• olkit We bsite F

ac ts

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9,324 hits (sinc e 1/ 1/ 2017

T

• o lkit

Co nte nts

32 to ta l pro duc ts Mo st visite d pha se - Ga p a na lysis se c tio n

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NIH WF P T

• olkit De mo

NIH WF P T

• ols

NI H WF P T

• o lkit: https:/ / hr.nih.g o v/ wo rking -nih/ wo rkfo rc e -pla nning

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Imple me ntation Str ate gie s

I ts OK to Sta rt Sma ll Da ta -drive n Pro c e ss WF P is a Sha re d E ffo rt Se a t a t the T a b le (Co nside r WI I F T ) K no w yo ur Audie nc e Sta y Ca lm & E mb ra c e WF P!

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Que stions?

Thank You!

L illia n T ho ma s, OHR/ HR SAI D tho ma slm@ ma il.nih.g o v Me ryl Go za rin, OHR/ HR SAI D me ryl.g o za rin@ nih.g o v

Pr e se nte r Co ntac t Info

Appe ndix

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Be ne fits of having a WF P Or ganization

Co nsiste nt, e nte rprise -wide , pro a c tive a ppro a c h to WF P Sa tisfie s c ritic a l WF P a nd re po rting re q ue sts in the c urre nt e nviro nme nt E na b le s se lf-se rvic e WF P thro ug h to o lkit (we b site ), tra ining a nd c o nsult Sa ve s o rg a niza tio n mo ne y a nd re so urc e s

• Re duc e s re dunda nc ie s a c ro ss o rg a niza tio n re la te d to WF

P a c tivitie s a nd stre a mline s e ffo rts fo r mo re e ffe c tive se rvic e o ffe ring (s) Alig ns WF P stra te g ic a lly a c ro ss va rio us le ve ls o f the o rg a niza tio n I nc re a se s stra te g ic pla nning a c ro ss the o rg a niza tio n

• I

mpro ve s wo rkfo rc e utiliza tio n

• Stre a mline s pro c e sse s
• De ve lo ps suc c e ssio n pla nning a nd ma na g e me nt
• I

nc re a se s e ffe c tive use o f wo rkfo rc e da ta

• Re sults in mo re impa c tful re c ruitme nt a nd re te ntio n / e ng a g e me nt e ffo rts

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Use Case E xample : High- L e ve l Pr

• pose d Appr
• ac h

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L e ade r ship sur ve y and inte r vie ws to

de te rmine stra te g ic dire c tio n a nd hig h- le ve l g a ps

Manage r sur ve y and func tional asse ssme nt to ide ntify ke y

supply/ de ma nd e le me nts a nd g a ps

Be nc hmar king e ffor ts to he lp info rm

so lutio n imple me nta tio n a nd a c tio n stra te g ie s

Wor kfor c e Analytic s/ Wor kfor c e Planning Use Case E xample s

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• Are g a ps in c e rta in po sitio ns, le ve ls, o rg a niza tio ns e xpe c te d?
• Whe re will de fic its o c c ur, b a se d o n the o ptima l sta ffing mix fo r the future ?

Workforc e De mog ra phic s – how will the sta ffing mix c ha ng e in the future ?

• Wha t re c ruitme nt a nd suc c e ssio n ma na g e me nt ne e ds lo o k like ?
• Wha t fa c to rs c o ntrib ute to turno ve r pa tte rns a nd ho w mig ht tho se c ha ng e in

the future ?

T urnove r T re nds – wha t will sta ff c hurn look like in the ne xt thre e ye a rs?

• Ho w c a n le a de rship pla n fo r kno wle dg e tra nsfe r a nd b a c kfill o f c ritic a l

po sitio ns?

• I

n wha t wa ys ma y the o rg a niza tio n c ha ng e , b a se d o n the g e ne ra tio na l shift

• f the wo rkfo rc e ?

Re tire me nt Mode ls – whe n will c ritic a l sta ff le a ve the org a niza tion?

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