Workforce Planning in a World of Permanent Change
You’re in charge of Talent Strategy and Workforce Planning, and have found that your company is struggling with both. The pace of change- internal shifts in strategy, external market pressures- is so accelerated that plans feel obsolete moments after they’ve been emailed and printed. Overall those plans feel informative, but perhaps they aren’t insightful or prescriptive enough. The majority of executives in the line of businesses don’t seem to “get it,” although they are certainly vocal about the pain caused by gaps in strategy and planning. Even if progress is accomplished on this front, the program still has to be executed; attract the right talent, keep them, and unlock their potential.
Sound familiar? If you are in an HR leadership position, chances are that these issues are your issues. The economy is rebounding, albeit slowly, from the Great Recession, but is expected to remain in a volatile state for the rest of the decade or beyond. Global competition has mandated hyper-speed in bringing products and services to market, yet the traditional solution of adding headcount isn’t an option. Further, the innovation that will be required to lead organizations into the future is stunted by the inability to attract and deploy talent effectively.
The Human Capital Institute’s Third Annual Strategy and Workforce Planning Conference examines these issues through the lens of practical application. In this three-day event, hear tested and proven solutions to the four key challenges in Talent Strategy and Workforce Planning.
Download the Brochure:
2011 Strategic and Workforce Planning Conference Attendee BrochureDownload Brochure
Team Discounts Available: Please contact Chris Tramantiny at 866.538.1909 x1905 or firstname.lastname@example.org. Early Bird Discount Expires Soon — Please Register Now!
For additional information, or if you would like assistance with registration, please contact Barbara Sumanis anytime at 866.538.1909 x2683.
Specific Topics This Conference Will Address:
Workforce planning in a perma-change world
- Balancing short- and long-term workforce planning for the real world
- Determining what baseline information should be used to understand internal and external talent pipelines
- Practical scenario modeling for increased adaptability and flexibility
Turning analytics into action
- Using technology to create and access meaningful, relevant data
- Fresh and creative ways to use data to avoid workforce gaps, before they become barriers to organizational performance
- Determining role prioritization and segmentation, and the critical roles within the organization
Partnering with business leaders
- Promoting workforce planning to stakeholders using communication, education, and integration
- Encouraging a workforce planning mindset that balances short-term urgencies with the strategic, long-term importance of a talent-starved economy
- Integrating information-gathering workforce planning efforts into existing processes
Implementation and execution
- Integrating contingent labor and virtual workers into the workforce
- Building a globally-effective employment brand to attract key talent
- Keeping talent engaged for long-term retention and success
- Attaining the level of employee performance that the workforce plan requires
“The Workforce Planning conference equipped me to engage in a planning dialogue to define the scope of our initiative. I immediately recognized that we are well positioned to move to the next level of engaging our business partners.”
— Michelle H., Senior Vice President, Financial Services Company
“This was a theory to practice conference where presenters and participants exchanged ideas and experiences of Strategic Workforce Planning. Best investment in continuous learning I have experienced in quite some time.”
— Christina K., Human Capital Management Consultant
“If you are [with] a company on the cusp of deciding whether to invest in workforce planning, this is a must attend. If you are [with] a company that has already begun this journey and are looking to tweak or refine, you will not be disappointed.”
— Kathleen B., Director, Food Services Company
“I found great value in hearing from professionals at a senior level who have 'been there' when it comes to workforce analytics.”
— Catherine H., Director, Pharmaceuticals Company
“Fantastic opportunity to share and learn among some of the best thought leaders in Strategic Workforce Planning.”
— Scott N., Senior Consultant, Insurance Company
“The Workforce Planning Conference was an excellent opportunity to learn about how new and dynamic the field of SWP is. Even the largest organizations are feeling their way and we can all contribute to the development of the discipline.”
— Casey O., Manager, University Health System
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