Two years ago, The Regence Insurance Group a subsidiary of Blue Cross-Blue Shield was facing a significant shift in their corporate business model. HR needed to respond quickly by accurately forecasting and measuring the organization's rapidly changing talent needs. By leading an enterprise-wide implementation of a strategic workforce planning process, they were able to get up to speed quickly and answer the following questions:
How do we determine which roles are least and most critical to driving competitive advantage and better business results?
What organizational capabilities and skills are essential now and in the future?
What investments and actions in talent are needed to execute the business strategy?
Join us for this hour of learning that show cases a real life example of top to bottom strategic workforce planning. We will discuss the key elements of the implementation, how to build a compelling business case, and how a consistent planning process allowed Regence to strategically manage talent throughout their organization.