conquer 6 workforce planning and optimization challenges | anaplan
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© 2016 Anaplan, Inc. All Rights Reserved. Anaplan Confidential Information
Six workforce planning challenges you can conquer with Anaplan
Featured speakers
Scott Guinn Product Line Lead for Workforce Planning Solutions Anaplan
Mike EmsleyEVP, Workforce Analytics Workforce Insight
Webinar agenda
Part 1
Enterprise workforce planning:
Why it matters
Part 2
Case studies: Telus, Tableau, and Kimberley-Clark
Part 3
6 workforce challenges you can
conquer with Anaplan
Q APart 1
Enterprise workforce planning: Why it matters
Why workforce planning mattersIn a recent survey, companies ranked their satisfaction with existing workforce planning tools as 2.8 out of 5.
They ranked the importance of analytical capabilities for workforce planning as 4.6 out of 5.
Because of the war for talent
Because it drives your customer experience
Because of the cost of the workforce
Because of the importance of collaboration
Because data science in HR is the new normal
Because of the war for talent
There has been a seismic shift in the war for talent. Those that don’t understand that shift and change their approach to talent management are going to fall into a newly opened crevasse from which they may never escape.”
George Bradt, Forbes.com
“
According to Gartner, 89% of companies surveyed plan to compete primarily on the basis of the customer experience by 2016.
65% of companies surveyed have the equivalent of a chief customer officer.
Because it drives your customer experience
Because of the cost of the workforce
Retail
Manufacturing
High Tech
Business Services
Education
Healthcare
0 10 20 30 40 50 60
Payroll as a Percent of Cost
Because collaboration is critical
“Coming together is a beginning; keeping together is progress; working together is success.”
Henry Ford
Because data science in HR is the new normal
Q APart 2
Case Studies:
Telus, Tableau, and Kimberley-Clark
Retaining our People
Growing our People
• Attraction & recruitment
• Contingent workforce
Recruiting Systems • Learning &
development• Career paths &
management• Leadership grooming
Learning Management
• Internal placement
• Performance Management
• Backfill of key roles
Talent Management
• Retention• Succession
planning • Retirement support
Compensation Planning Succession Planning
Optimize hourly worker staffing
Deploying &
Optimizing our People
State of workforce planning: what’s needed
Finding our People
Business plans
Workforce Scheduling• Optimize staff
scheduling• Labor
regulations compliance
Business plans
State of workforce planning: what’s needed
Valuing Our People
Retaining our People
Finding our People
Growing our People
• Attraction & recruitment
• Contingent workforce
Recruiting Systems • Learning &
development• Career paths &
management• Leadership grooming
Learning Management
• Internal placement
• Performance Management
• Backfill of key roles
Talent Management
• Retention• Succession
planning • Retirement support
Compensation Planning Succession Planning
Optimize hourly worker staffing
Workforce Scheduling• Optimize staff
scheduling• Labor
regulations compliance
Deploying &
Optimizing our People
“““Workforce PlanningWe outgrew our previous long and short range workforce planning system and chose Anaplan to be the platform for our transformational initiative to improve service delivery and support .
- Petto Chan, Manager Business Analysis
SolutionEnables Service 2.0 service modelSegment customers by each individual month of contract tenure, product group, platform & technology Determine likelihood of customer interaction and duration for each tenure and product15 forecasting methods ranked automatically with override capabilities
ResultsImproved collaborationIncrease in data integrity and trustImproved forecast accuracyLarge reduction of manual data consolidation and reporting efforts
““SolutionReplaced on-premise EPM and spreadsheets with a single data model in Anaplan
ResultsIncreased sales due to detailed visibility into more accurate plans and forecastsImproved team productivity, reducing time spent on aggregation, and increasing time spent on analysis Give category managers control of flexible product hierarchies
In Anaplan you put numbers in and see the results. For the first time we’re working in the moment to retrieve information, rearrange views, and ask the right questions.
- Irina Anoshkina, Eastern European Finance Planning Manager
“Planning& Forecasting
“““Workforce PlanningThe scope of our headcount can be a complicated matter. Every department plans headcount differently and on a different cadence. So, each planning team really needs to own their own data. We want people to self-serve with their data, and Anaplan allows us to really edit our data.
- Erin Hoff, Business Analyst
SolutionDepartment-level tailored workforce models owned by planning teams which streamlines updates from system of record data sources Daily+ headcount reportingReal-time configuration changes easily completed
ResultsWeekly hours required to manage the workforce planning process reduced from 30+ hours to less than 10 hours Planning teams can modify a formula or create an additional attribute with no system downtimeSystem of record data origins are now clear, providing team with ownership of both source data and satellite model information
Smart planning for your workforce
Valuing our People
Retaining our People
Finding our People
Deploying & Optimizing our People
Growing our People
• Headcount & cost plans
• Internal placement plans
• Redeployment to ‘surge positions’ plans
• Backfill of key roles plans
• Optimize hourly staffing
• Retention plans• Compensation
plans• Succession plans • Retirement
support plans
• Talent requisition plans• Talent search sourcing
plans• Recruiter bench plans• Recruiting velocity
tracking
Agility
Speed
Collaboration
• Skills capacity plans
• Learning program plans
• Career path plans
Q APart 3
Six workforce challenges
you can conquer
6 workforce challenges you can conquer with Anaplan
1. Gain a true picture of your workforce capacity & current headcount
2. Model and predict attrition
3. Accurately forecast workforce demand
4. Prepare a workforce gap analysis down to the role
5. Test the impact of significant workforce changes
6. Create a data-driven hiring plan
Current State
Demand ModelSupply Model
Gap & What If Analysis
• Top down• Growth
estimates• Budget
• Bottom up• Role based
• Headcount• Roles• Skills• Contractors• FT/PT• Capacity
• Unemployment• Salary survey• Market data
• Cost• Attrition• Productivity
Assumptions
External Data
Strategic / Financial LOB
Historical Data
Driven
• Over/under FTEs by month, week
Workforce Plan
Recruit Hire Restructure Transition Retain
• Forecast• Seasonality
A framework for workforce planning
1. Get a clear picture of your current state
By genderBy type
1. Get detailed analysis of workforce capacity
Applicable to:• Back office• Inside sales• Contact center• Retail/customer facing
Net outunproductive time
2. Model and predict attrition
By year and monthBest fit forecast
3. Accurately forecast workforce demandOptions for determining workforce demand:Top down budgetBottom up by role/team/dept. etc.Forecast with historical data
Precision plus the ability to adjust
3. Accurately forecast workforce demand
Bottom upby businessunit leader
4. Prepare a workforce gap analysis
Applicable to:All industriesDial in precise needsfor non-exempt workforce
4. Prepare a workforce gap analysis
Applicable to:All industriesDetermine optimal
hiring plan for exempt workforce
5. Test the impact of major workforce changes
Change assumptionsImmediately see the impact
6. Create a data-driven hiring plan
Connect the process right through recruiting
Q AWrap up
Where do you go from here?
Workforce planning is a great investment
Connect disparate systems and especially different department
leaders
Optimize labor costs
Sharpen efforts and timing to find the best talent
Turn deep data sets into powerful models of the organization
from a workforce perspective
Smart planning—Anaplan for your workforce
Reporting & Analysis
Call Center Planning
Workforce Optimization
On-boardingOrganizational Deployment
Headcount &
Cost Planning
Compensation Planning
Talent Planning
Succession Planning
Workforce Planning
Strategic Operational Tactical
Anaplan Platform
Connected ForesightVersatilitySelf-serviceScale
Recommended next steps1. Complete a WorkforceIQ
Assessment to learn where you can benefit from changes
2. For companies still considering Anaplan: conduct a rapid Proof of Concept
3. For existing Anaplan customers: do a Pilot Project to start your enterprise workforce planning model
Q AQ A