Courtney Abraham, Vice President, Learning, Change & Talent Management, Winn Dixie Stores
Most organizations perform at least some form of workforce planning. However, all too often the process is focused primarily on talent acquisition rather than the entire employee lifecycle. While hiring great talent is extremely important to the health of a company, so too is developing future leaders, engaging employees, and deploying them effectively after onboarding. To progress beyond headcount planning to strategic workforce planning, organizations must not only connect all of these talent processes with workforce plans but with each other as well.
Connecting every step of the employee lifecycle is not easy. Not only should the various teams and departments (learning and development, talent acquisition, compensation and benefits etc.) talk with each other, but so too should their various data. While strategic workforce planning efforts certainly benefit from integrated, real time analytics, so do the individual processes. Talent acquisition leaders can use post-hire performance data to better hone the way they source and select talent and succession planning will be better able to identify future leaders earlier in their careers. Those that embrace seamless talent management now will have a leg up on competitors that are forced to accept it later.