Info-Tech Research Group1 1 Info-Tech Research Group, Inc. is a global leader in providing IT research and advice. Info-Tech’s products and services combine actionable insight and relevant advice with ready-to-use tools and templates that cover the full spectrum of IT concerns. © Info-Tech Research Group Inc. Build a Strategic Workforce Plan Have the right people, in the right place, at the right time. Info-Tech's products and services combine actionable insight and relevant advice with ready-to-use tools and templates that cover the full spectrum of IT concerns.© Info-Tech Research Group

Info-Tech Research Group2 2 This Research is Designed For:This Research Will Help You: This Research Will Assist:This Research Will Help You: This Research Is Designed For:This Research Will Help You: This Research Will Also Assist:This Research Will Help Them: CIOs Identify your talent blueprint Identify your future IT staffing needs Brainstorm the impact of internal and external trends on your workforce Build a workforce plan IT managers Human resource professionals Build target plans for their teams Help them to assess their current staff and their potential career paths Our understanding of the problem

Info-Tech Research Group3 3 Resolution Situation Complication Info-Tech Insight With looming talent shortages and baby boomer retirement, workforce planning is necessary in order to maintain business continuity. Without a dedicated workforce plan, CIOs will be unable to meet the business requirements of the future. To 46% of business leaders, workforce planning is a top priority, yet only 13% do it effectively. IT organizations often struggle due to a lack of experience in developing strategic workforce plans. Having the right talent in place isn’t a reactive process. Organizations must look ahead to determine talent requirements and assess workforce trends to meet strategic business objectives. The workforce planning process does not need to be onerous, especially with help from Info-Tech’s solid planning tools. With the right people involved and enough time invested, developing a strategic workforce plan (SWP) will be easier than first thought and time well spent. Leverage Info-Tech’s client-tested five-step process to build an SWP: 1.Build a project charter 2.Assess workforce competency needs 3.Identify impact of internal and external trends 4.Identify role impact of strategic initiatives 5.Build and monitor the workforce plan There is nothing strategic about a “strategy to hire the best.” Hire the right candidates at the right time by identifying the roles and competencies, trends, and strategic initiatives that will enable you to achieve the business strategy. Right-size the effort you put into your plan by fiercely prioritizing roles and initiatives to ensure the effort and strategic fit match the benefits. Executive summary

Info-Tech Research Group4 4 Strategic workforce planning (SWP) is a systematic process designed to identify and address gaps in today’s workforce, including pinpointing the human capital needs of the future. Think long term about your workforce requirements to ensure you have right people in place, at the right time to drive success Linking workforce planning with strategic planning ensures that you have the right people in the right positions, in the right places, at the right time, with the knowledge, skills, and attributes to deliver on strategic business goals. SWP helps you understand the makeup of your current workforce and how well prepared it is or isn’t (as the case may be) to meet the future IT requirements. By identifying capability gaps early, CIOs can prepare to train or develop current staff and minimize the need for severance payouts and hiring costs, while providing clear career paths to retain high performers. 40% Of the top IT skills in 2015, 4/10 were not present in of CIOs are concerned about losing top IT professionals to other job opportunities in the next year. 66% Source: Robert Half Technology of CIOs are finding it challenging to secure IT staff with the correct skills. 77% Source: Robert Half Technology

Info-Tech Research Group5 5 of the IT employees leaving an organization cited the need for more challenging work as one of the primary reasons. 48% Source: Robert Half Technology is the unemployment rate for technology workers in the United States for Q % Source: Bureau of Labor Statistics to fill a vacant position in the IT department. 51 DAYS Source: Allied Workforce Mobility Survey of the IT departments are currently actively looking for a new role. 33% Source: Mortimer Spinks & Computer Weekly is the average tenure of an IT employee MONTHS Source: Catapult Systems of the IT employees leaving an organization cited a lack of advancement opportunity as one of the primary reasons. 47% Source: Robert Half Technology Key IT employment trends make workforce planning increasingly important for maintaining IT service and success A recent study by the Institute for Corporate Productivity found that “High-performing companies are 2X more likely to do workforce planning—and are 5X more effective at workforce planning.” 1 By leveraging a workforce plan, high performing organizations are able to mitigate the following risks: 1 The State of Workforce Planning 2013 infographic The State of Workforce Planning 2013 infographic

Info-Tech Research Group6 6 Effective workforce planning ensures that you have collected the information required to build the case for staff growth in your annual budget. By knowing the skill development needs of your current talent, you can also more effectively estimate your training needs. Improve Budgeting Decisions 1 1 Ensure you are selecting the best candidate for the role by proactively seeking out talent. Reactive hiring due to necessity can result in a poor fit. A proactive strategy will ensure you have the appropriate lead time to attract and train talent. Increase Hiring Effectiveness 5 5 Improve engagement and retention by providing development and advancement opportunities to staff. Identify current talent gaps, and help staff create a training plan to improve their skills to prepare them for promotion. This can also help to lower turnover costs by increasing a current employee’s ability to be redeployed. Internal Positioning 4 4 TOP 5 BENEFITS Be able to identify the skills that will be needed in the future and create a targeted plan to meet those needs. An effective workforce plan will limit delays by ensuring that you have the required talent based on your IT strategy. Limit Talent Gaps 2 2 Increase the number of projects delivered on time and on budget through effective IT planning, the appropriate allocation of resources, and by ensuring you have the best talent to complete the work. Improve Client Satisfaction 3 3 Harness the benefits of SWP to save money, and enhance IT’s ability to deliver future needs

Info-Tech Research Group7 7 Not meeting strategic business objectives. 1 1 High turnover in the first year. 2 2 Waste of IT’s time with misaligned initiatives. 3 3 Missed opportunities. 4 4 Waste of the manager’s time with performance issues. 5 5 Waste of employees’ time. 6 6 Not having the right people in strategic roles, or even worse, not knowing what those strategic roles are. Not hiring the right people with the proper skill and experience level, and who fit with the department culture. Not knowing who to recruit, who to develop, or who to focus retention efforts on. Not having the right people and therefore missing out on the opportunities that having a fully productive person would provide. Dealing with performance issues of an underperforming employee distracts the manager from more productive work. Employees having to assist others unnecessarily or being distracted by someone who isn’t a fit for the department. Productivity and engagement of top performers could be diminished as a result. A strategic workforce plan will help to mitigate issues that invariably lead to higher costs, poor reputation, and turnover

Info-Tech Research Group8 8 SIGNS YOUR ORGANIZATION MAY NEED A WORKFORCE PLAN… “I don’t know what skills I will need in the future” “I don’t know how many staff I will need to hire for my upcoming year” “I need a way to prioritize workforce hiring decisions” “I need to acquire new IT skills to meet the future IT strategy” “I have difficulty acquiring the right talent” “I have core employees in IT set to retire in the upcoming years” “I want to improve internal candidate readiness for promotion” “I want to know what training would be required to redeploy employees” A strategic workforce plan is about more than staffing IT. It’s an opportunity to have critical conversations with the business about what IT can and cannot deliver based on the current staffing levels and to demonstrate the value IT could bring to the organization with additional staff. Info-Tech Insight If these symptoms resonate with you, it might be time to build a strategic workforce plan

Info-Tech Research Group9 9 Building the tool Identifying the data required Defining a process that works Finding the time to do the work Don’t build your tool from scratch or buy expensive software! Instead, leverage Info-Tech’s Workforce Planning Workbook, in combination with this blueprint. Info-Tech’s Workforce Planning Workbook and blueprint provide you with key guidelines on what data you need to collect in order to create a realistic workforce plan. Workforce planning is a repeatable process that should be integrated into all strategic workforce planning. This blueprint takes you through the process of customizing this process to make it work for your organization. There is no short-cut here – getting this project done will take time. However, Info-Tech’s streamlined methodology, Guided Implementations, and workshops take the guesswork out of the process by providing the materials to get the job done right. KEY CHALLENGES: OPPORTUNITIES TO LEVERAGE THIS BLUEPRINT METRICS # of hours to build a workforce planning tool internally from scratch X salary of individual. $ cost of buying an external tool from procurement to implementation # of hours required to build tools, templates, and process for data collections X cost of doing so. # of hours to build a workforce planning tool internally from scratch X salary of individual. $ cost of buying an external tool from procurement to implementation # of hours required to build tools, templates, and process for data collections X cost of doing so. Leverage Info-Tech’s tools and templates to overcome key workforce planning development challenges

Info-Tech Research Group10Info-Tech Research Group10 SMALL ORGANIZATIONMEDIUM ORGANIZATIONLARGE ORGANIZATION Project scope is much more manageable. Communication and planning can be more manageable. Fewer roles can clarify prioritization needs and promotability. Project scope is more manageable. Moderate budget for workforce planning initiatives is needed. Communication and enforcement is easier. Larger candidate pool to pull from. Greater career path options for staff. In-house expertise may be available. Limited resources and time to execute the project. In-house expertise is unlikely. Competencies may be informal and not documented. Limited overlap in responsibilities, resulting in fewer redundancies. Limited staff with experience for the project. Workforce planning may be a lower priority and difficult to generate buy-in for. Requires more staff to manage workforce plan and execute initiatives. Less collective knowledge on staff strengths may make career planning difficult. Geographically dispersed business units make collaboration and communication difficult. Small organizations are 2.2 times 1 more likely to have effective workforce planning processes. Be mindful of the opportunities and risks for organizations of your size as you execute the project. How you build your workforce plan will not change drastically based on the size of your organization; however, the scope of your initiative, the size of your team, and the tactics you employ may vary. PROJECT OPPORTUNITIES PROJECT RISKS 1 McLean & Company Trends Report 2014 In building your workforce plan, the size of your organization can present unique challenges

Info-Tech Research Group11Info-Tech Research Group11 is the cost of mainframe outages for an average enterprise. 1 $14k / minute of CIOs report mainframe applications will remain a key asset in the next decade. 1 78% A system failure to a mainframe could be disastrous for organizations that have a workforce gap. The outlook is also bleak when considering failures to key processes, customer/vendor relationships, legal requirements, and homegrown solutions in your organization. What could the workforce loss and core position vacancies cost you in terms of financial and reputational loss? Is the average age of mainframe workers – with close to 50% over 60 years of age of Fortune 500 companies still use mainframes 1 requiring specialized skills and knowledge. 80% CONSIDER THIS: 2 ”IT's most wanted: Mainframe programmers”IT's most wanted: Mainframe programmers 1 “Big Tech Problem as Mainframes Outlast Workforce”Big Tech Problem as Mainframes Outlast Workforce Are you part of the 87% of organizations with ineffective workforce planning? Can you afford not to have a SWP?

Info-Tech Research Group12Info-Tech Research Group12 Info-Tech Research Group Helps IT Professionals To: Sign up for free trial membership to get practical solutions for your IT challenges Quickly get up to speed with new technologies Make the right technology purchasing decisions – fast Deliver critical IT projects, on time and within budget Manage business expectations Justify IT spending and prove the value of IT Train IT staff and effectively manage an IT department “Info-Tech helps me to be proactive instead of reactive – a cardinal rule in a stable and leading edge IT environment. - ARCS Commercial Mortgage Co., LP Toll Free: