Workforce Planning

An HCI Topic

Leading companies include talent forecasting in their human resource planning. With effective workforce planning and workforce management, you can create the right recruiting and workforce training strategies to have the talent in place for future success. Learn how you can benchmark your HR planning and workforce data against industry norms, analyze gaps in your current workforce capability, and use predictive modeling to identify the talent and skills you’ll need to accomplish business goals.

White Paper

Building the New Silk Road

White Paper | Source: Kelly OCG | Published: December 10, 2014
The world has always been a web of interwoven trade routes. Within these, Asia’s dominance as an exporter is a long-held tradition that has been the foundation of great empires and dynasties. Today, Asia-Pacific - and in particular the ... Read more

Successful Strategic Workforce Planning Through Collaboration

Research | Author: Jenna Filipkowski | Source: Human Capital Institute | Published: November 20, 2014
This signature research, conducted in partnership between Workday and the Human Capital Institute (HCI), explores the in-depth challenges facing organizations as they seek to adopt an effective strategic workforce planning (SWP) process as ... Read more
White Paper

Talent Acquisition: In-house or Outsource?

White Paper | Source: Kelly OCG | Published: November 18, 2014
Rethinking the Case for Change Whether it’s managed in-house or outsourced, the Talent Acquisition function and its costs are continually scrutinized and assessed for potential efficiencies. While it can be frustrating for HR to be ... Read more
workforce planning

Strategic Workforce Planning: It's Not Optional

Blog | Author: Mark Allen, Ph.D. | Source: HCI | Published: November 11, 2014

It’s quite simple: every organization starts with a strategy. Whether you are a for-profit, non-profit, or governmental organization, you have a roadmap for where you’re headed and how you intend to get there.

Typically, within the strategy there would be a financial plan, a marketing plan, probably a technology plan. And there must be a people plan. Since, in all probability, people are your organization’s most valuable resource, it would be folly to embark on trying to execute a strategy without having a plan in place to ensure that you’ve got the right people to execute that strategy.

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