Sheila Couch - Director of Operations & Workforce Planning did the presentation. She began with a fascinating view of how large, complex and pervasive HP is in our everyday life.
Did a very good job of talking about HP's strategic objective - crucial place to start when tying HR and Workforce Planning to the business goals and objectives.
HP and Workforce Planning
Focus on Capital strategy alignment
Financial capital
Workforce capital
Have to start with business model; then can build workforce planning
The Change Agent to Workforce Planning
Elimination of jobs (STRATEGICALLY)
Eliminating costs
Investment and De-Investment
Aligning Cost Structure
Moving to Low Cost Locations Where Makes Sense
Right Skilling the Workforce
Aligning all Human Capital Programs
Hand off Workforce Plan to all other functions within HR (the way it should be, no silos)
Governance - one of the key points that Knowledge Infusion helps put in place within organizations
First place to start - "Build the plane before you take off"
Start strategically if possible, not operationally
Had to start operationally; not optimal but working
Amazing financial knowledge from a HR role - true proof that Workforce Planning is NOT TYPICAL HR STUFF
4 parts to plane
Strategic Modeling
Strategic Planning
Operational Planning
Monitoring
Brilliant speaker for those reading - Lucia Erwin, VP of Worldwide HR from Magellan - she was responsible for building the Workforce Planning function at HP - truly gets it!!
All Workforce Planning starts with the Portal - a point Knowledge Infusion is also working with many clients to understand the importance of a HR portal.
Do an amazing job of using dashboards on a quarterly basis
How to spend L&D dollars tied to Workforce Plan
Keys to success
Executive Commitment
Leadership Drive
Business Acumen - brought course into HR (HUGE VALUE ADD)
Technology as a support and enabler, not a driver
Great session. A great example of true TALENT MANAGEMENT
