Global Talent Webinar

Creating the Business Case for Strategic Workforce Planning

Introductions

Sue Brooks

Managing Director, Ochre House

Kristen Wright

Vice President, Pinstripe

Ali Gilani

Global Head of Resourcing, ArcelorMittal

Agenda

Amplitude Research, December 2011

Global Talent Landscape

Creating the Business Case at ArcelorMittal

International Insights

Q&A

"Only 26% of organizations are confident they can

meet customer needs with their

current staffing and training levels."

The Global Talent Landscape

Macro Trends

Compliance

Generation & Skills Gaps

Globalization Technologies & Innovation

Volatility

Welcome to THE NEW NORMAL

Change Ahead!

Pressure on Margins

HR Context

Fewer People Optimized

Lean

Igniters People Pipelines Culture Change

Efficiency/ Cost Saving

Right People, Right Time, Right Place

Growth/ Business Value

Shared Definitions

Resource Planning vs. Strategic Workforce Planning

5+ years

Time

1 year 3 years

Resource Plan Strategic Workforce Planning

Poll Question

Why is SWP Important?

• Competitiveness and Agility

• Business Diversification and Transformation

• New Skills needed for the Future

• Critical Skills Availability

• Employment Legislation

“We knew we were moving into on-line and digital three years ago but the Talent Strategy was not aligned. Now

we don’t have the right skills and are behind the curve in comparison to

our competitors.”

Building the Business Case

An ArcelorMittal Case Study

“The right talent at the right place at the right

time to ensure future success of the organization.”

Why does ArcelorMittal do it?

The sustainability of our business.

Benefits & Risks

Proactive vs. Reactive

Benefits of Workforce Planning Risks of Not Doing Workforce

Planning

Generates a plan that keeps you

focused on the strategy

Promotes crisis management

Provides a year-by-year action plan

that executes the strategy

Results in ad hoc planning for today

Avoids bad short term decisions that

result in long term problems

Increases the costs associated with

bad decisions

Provides preparedness for unplanned

situations

Encourages knee-jerk reactions

Ensures that core jobs and key skills

are secured

Risks the loss of skills that can cripple

the organization

Strategic Workforce Planning

DEFINE THE STRATEGIC DIRECTION

FORECAST THE DEMAND FORECAST THE SUPPLY

ANALYZE THE GAPS

DEVELOP THE WORKFORCE PLAN

Expecting HR to “OWN” Workforce Planning

Lessons Learned

Expecting HR to “OWN” Workforce Planning

Trying to run before you can walk

Lessons Learned

Expecting HR to “OWN” Workforce Planning

Trying to run before you can walk

Talking in a different language to the board

Lessons Learned

Expecting HR to “OWN” Workforce Planning

Trying to run before you can walk

Talking in a different language to the board

Failing to see the bigger picture

Lessons Learned

Expecting HR to “OWN” Workforce Planning

Trying to run before you can walk

Talking in a different language to the board

Failing to see the bigger picture

Falling at the last hurdle: Implementation

Lessons Learned

Expecting HR to “OWN” Workforce Planning

Trying to run before you can walk

Talking in a different language to the board

Failing to see the bigger picture

Falling at the last hurdle: Implementation

Planning without the right skills

Lessons Learned

Challenge to HR Colleagues

If we do not take the initiative and work with Business Leaders to implement SWP then we can stop worrying about being HR. We will be viewed only as Personnel.

International Insights

Only 20% of organizations we interviewed do long-term planning?

40% of organizations are starting to invest in this area

Heavy focus on the internal processes

What are people doing globally?

“SWP is the 5-10 year plan. There is a challenge to educate the organization in that context and to

keep it live.”

“We find it hard enough to do

resource planning in our organization,

however unless we shift this, it will be a significant risk to the

business.”

Strategic Workforce Planning

No, you won’t get nice neat numbers. And if you do, they’ll be wrong. But…

Brings data to decision making

Is a flexible connection between strategy and execution

Delivers strategic value

Q&A

Upcoming Learning Opportunities Global SWP whitepaper and webinar replay available.

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Workplace Diversity Think Tank

September 17 – hosted by Telefónica UK

Connect with Us!

talk.ochrehouse.com

pinstripetalent.com/RPOlosophy

#TalentMindset

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