1. Structuring your workforce
for success

2. Agenda Importance of structure What is Organisational Planning?
Challenges
Our Organisational Planning Process
Example Customers
Q&A
Our agenda for this session is to introduce ourselves and then we’ll be taking a look at the importance of structure, We’ll provide an overview of the important of structuring your workforce, what organisational planning means, the challenges it can address the process of aligning your talent to your organisations strategic goals. Then onto an example of business case, followed by a Q&A session where you’ll be able to ask any questions you may have.

3. Top Pressures Facing HR Leaders
According to some recent research by the Aberdeen Group on here are some of the issues which are burning for HR leaders currently. They need to identify skill gaps to meet business demands, gain visibility into their talent and ensure readiness and flexibility with their workforce.

4. Evolving structure Day to day changes Changing strategy
Setting objectives
Reacting to changing conditions
Acquiring or merging
Restructuring
Declining performance
Your structure is continuously evolving.
Even after any major changes to your structures, it should continuously evolve to keep apace with your changing commercial or legislative environment
Every year, corporate strategy will differ as you set new business/organisational objectives, you will need to react to the ever-changing external commercial, economic and legal landscape, your organisation may aquire or merge with another and as a result of these changes, your structure will need to keep changing.

5. The Importance of Structure?
On average, people account for 70% of cost
Significant investment in top talent development - but it’s only half the equation.
People / position alignment
Are employees aligned with most pressing goals?
Are employees aligned with each other?
Organisations with most integrated approach to Talent Management: 50% lower staff turnover rate
What’s the approach for managing structure?
Let’s look at the importance of structure. Interestingly, on average, people account for 70% of the running costs of an organisation. Your average organisation invests significantly in developing its top talent – however, that’s only half the equation.
When it comes to People – it’s important to ensure that they are aligned to the right positions
Critical questions to ask would be:
Are employees aligned with our most pressing goals?
Are employees aligned with each other?
And what’s our system for managing structure?
So what defines a system? Well, you will need centralised data, access security, roles and responsibilities, workflow, reporting, audit trail and the ability to apply your own Business Rules to this.
One way to assist in applying your own business rules is to look at organisational planning.

6. What is Organisational Planning?
Discipline to create and adjust the organisational structure to meet business goals … then deploy people
Strategy
Target structure
Current structure / Gap analysis
Plan to get from point A to point B
Capitalise on investment in people
So what does organisational planning mean?
What is it?
Well, it’s the discipline to create and adjust your organisational structure to meet your business goals. And the deployment of your people.
How does it help you?
It enables you to gain organisational agility, to react quickly to changing internal or market conditions and align the organisation to effectively achieve goals.
And why is it critical?
Even with best talent, if not structured for success, they will stunt your growth. Organisations may not even know where their key talent lies or what the organisation needs at that point in time. Through organisational charts and conditional formatting, you can visualise the talent and skills you already have, identify gaps, and then ensure the right people are in the right roles and that you hire the most suitable new candidates.

7. Challenges Prevent loss of key talent and skills wastage
Streamline structure and roles to improve efficiency
Targeting under-utilisation and duplication
Analyse impact
Implement change quickly with minimum disruption
Communicate effectively, ensure business continuity
What are some of the challenges which organisational planning can address?
When streamlining your workforce, it is key to ensure that you do not lose your key talent and performers. You do not want to be losing skills which are then difficult to replace.
Your structure may need to be streamlined and roles may need to be re-aligned in order to improve efficiencies.
You may need to identify any duplication/waste/under and over-utilisation.
And How do you ensure that your employees do not loose their motivation during the change process?
When rolling out a plan for change, you’ll want to achieve change quickly with minimum disruption, ensuring effective communication throughout and making sure that day to day operations continue to run smoothly

8. Keys to success for Organisational Planning?
Executive leadership’s active support
Developing a systematic planning methodology
Operations and HR experts working and learning together
Comprehensive workforce data and analysis, across the whole organisation
Defining metrics to track success – eg average vacancy time; % internal appointments; cost per recruit; redundancy costs/total pay costs
According to Aberdeen’s survey on Workforce Planning:
Research found that most best-in-class companies involved the highest levels of executive leadership in workforce planning initiatives. All best-in-class companies screened and planned against competencies required for future business success. And all best-in-class companies adopted tools to integrate data from various sources for a comprehensive view of the workforce.
Best-in-class companies were identified based on three performance metrics:
1) Decrease in employee turnover over past year
2) Key positions with ready and willing successors identified, and
3) Dept or Division with mid term workforce plans in place.

9. Organisational Planning Process
What is the current state of our organisation?
What’s our ideal future organisation?
What is the talent we already have?
What are the talent gaps?
Who and what skills do we need to acquire?
Our solution can help you to match individuals with positions. It can help you to answer the following key questions:
What is the current state of our organisation?
What’s our ideal future organisation?
What is the talent we already have?
What are the talent gaps?
Who and what skills do we need to acquire?

10. How our solution can help
How our solution can help? EXAMPLE USE CASE: Achieve 80% Growth in 5 years by expansion
Benefits from addressing
Promote and find internal talent – reduce churn
Reduce external hiring by XX 40% for 5 years
Leverage investment in existing HR systems
Gap Analysis identified
No Visualization of HR data from existing systems
No visibility into impact of Organizational changes
“Hidden’ Talent” causing excessive external hiring costs
Specific HumanConcepts Capabilities
Hierarchical Visualization of HR data – Consolidated view
Organizational modeling with impact analysis – ‘what if?’
Talent data mining to find internal candidates

11. How our solution can help?

12. How our solution can help?

13. How our solution can help
How our solution can help? EXAMPLE USE CASE: Reduce natural churn and retain key talent by 50% over next 2 years.
Benefits from addressing
Leverage investment in existing HR systems
Reduce external hiring by XX 50% for 2 years
Retain key Talent by building a succession & training plan
Promote and find internal talent – reduce churn
Gap Challenges
Little or no career/succession planning currently
Large “brand name” talent vendors are highly expensive
“Hidden Talent” causing excessive external hiring costs
Specific HumanConcepts Capabilities
Hierarchical Visualisation of HR data – Consolidated view
Intuitive drag-and-drop succession interface
Talent data mining to find internal candidates

14. Supply Planning– manage the risk!

15. Succession Planning– manage the risk!

16. Example Customers US Europe Middle East
We have a very diverse group of clients across industries and across the world, and we‘ve helped them solve the problems we‘ve talked about today with our solutions for change management.

17. Q & A

18. Thank you

21. Automated Visualisation as a Baseline

22. One interface / multi-dimensional metrics

23. Modelling future scenarios

24. Supply Planning– manage the risk!

25. Succession Planning– manage the risk!