Perhaps you’ve heard of the 7Ps before. “Proper prior planning prevents poor performance.” (Ok, so one ‘p’ was deleted- it’s a mildly offensive expletive.) In talent management, this planning usually takes the form of some sort of workforce planning. At HCI, we use a framework to clarify the distinction between operational and strategic workforce planning (By the way, if you are interested in learning more about strategic workforce planning and how to move into a new dimension at your org, be sure to sign up for our Strategic Workforce Planning certification.)
From the course: “As you move up the scale, more qualitative as well as quantitative data are employed. It’s important to emphasize that value is provided at each level, and they all provide a systematic way to make plans and decisions. If you organization is not examining its internal data, looking for trends and patterns, and trying to make better decisions, it should be. There is tremendous value from being good at headcount planning and workforce analytics alone. But even greater contributions occur as you move up the scale.
What is the state of workforce and organizational planning at your company? We’d love to hear from you, regardless of current state realities, on our latest survey. Complete six surveys in a year and receive a free Executive Membership!
As an aside, it’s American Thanksgiving this week, so we’re taking the week off from webcasts. But do be sure to join us next week! We last heard from Dr. Sydney Smith-Heimbrock, Director of Leadership and HR Development Solutions at Office of Personnel Management, in September at the HCI Government Talent Summit. On November 29th, she’s sharing how to sustain change after a transformative event.
Image: United States Armed Forces - Iraq