Discovering which jobs really contribute the most value to your business may be a shocking experience.
Historically, HR is known (fairly or unfairly) for its low comfort level with numbers and dollar amounts. Perhaps that is why functions such as Marketing, Sales and Finance have more influence in the executive suite. Now that many CEOs made improving and nurturing their human capital a major priority, the time has come for HR to get serious about analytics. In workforce planning especially, the ability to document, analyze and derive meaningful insight from workforce trends is crucial. How do HR leaders hire, build and retain the necessary skill set within their function?
Who is doing the work in organizations? Full-time employees? Part-time? Contingent workers? Very few organizations have a holistic view of the workforce and are missing opportunities to execute business strategy more effectively.