conquer 6 workforce planning and optimization challenges | anaplan

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Six workforce planning challenges you can conquer with Anaplan

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Page 1: Conquer 6 workforce planning and optimization challenges | Anaplan

© 2016 Anaplan, Inc. All Rights Reserved.  Anaplan Confidential Information 

Six workforce planning challenges you can conquer with Anaplan

Page 2: Conquer 6 workforce planning and optimization challenges | Anaplan

Featured speakers

Scott Guinn Product Line Lead for Workforce Planning Solutions Anaplan

Mike EmsleyEVP, Workforce Analytics Workforce Insight

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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

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Q APart 1

Enterprise workforce planning: Why it matters

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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

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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

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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

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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

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Because collaboration is critical

“Coming together is a beginning; keeping together is progress; working together is success.”

Henry Ford

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Because data science in HR is the new normal

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Q APart 2

Case Studies:

Telus, Tableau, and Kimberley-Clark

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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

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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

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“““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

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““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

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“““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

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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

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Q APart 3

Six workforce challenges

you can conquer

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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

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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

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1. Get a clear picture of your current state

By genderBy type

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1. Get detailed analysis of workforce capacity

Applicable to:• Back office• Inside sales• Contact center• Retail/customer facing

Net outunproductive time

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2. Model and predict attrition

By year and monthBest fit forecast

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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

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3. Accurately forecast workforce demand

Bottom upby businessunit leader

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4. Prepare a workforce gap analysis

Applicable to:All industriesDial in precise needsfor non-exempt workforce

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4. Prepare a workforce gap analysis

Applicable to:All industriesDetermine optimal

hiring plan for exempt workforce

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5. Test the impact of major workforce changes

Change assumptionsImmediately see the impact

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6. Create a data-driven hiring plan

Connect the process right through recruiting

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Q AWrap up

Where do you go from here?

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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

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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

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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

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Q AQ A