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Transform Workforce Planning Capabilities to

Business Agility

Presenter: Rich Bogoslaw, Director - People Technology Strategy

February, 2014

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Leveraging the integration of

Taleo’s Talent Management Suite

took us from siloed inefficiency

to responsive workforce planning

Reduce time to fill and maximize internal placements

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About Booz Allen Hamilton

At the forefront of strategy and technology consulting for 100 years,

the firm serves the US government, major corporations, institutions,

and not-for-profit organizations with expertise spanning consulting,

analytics, mission operations, technology, and engineering.

• Founded 1914

• 23,000 employees

• $5.76 billion in annual revenue

• Public corporation (NYSE: BAH), headquartered in McLean, Virginia

• Chairman and Chief Executive Officer: Ralph W. Shrader, Ph.D.

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Today’s reality demands new approaches

Career development/growth and

internal mobility are primary

reasons employees chose to

stay with an organization

The ability to

understand and fully

utilize the resourcesyou already have and

plan for future needs is

critical

There is more

information about

your staff

OUTSIDE your

organization than

INSIDE

Cost to recruit and

onboard outside

resources (vs. staff

from within) are about

150% of base salary

Talent and Workforce

Planning are top

priorities for business

leaders

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Workforce Planning defined: The ability to forecast workforce requirementsand deliver the talent to meet those requirements

WFP equation:

WFP is the ability to manage the gap effectively

= GAP Demand-

Supply

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Connecting people to work requires a multilayered approach

opportunity

Workforce Planning Framework

Strategic

Programmatic

Operational

Gap

Work

Staff

Workforce Planning Types

Organizational

LeadershipInformation

and Data

Questions and

Decisions

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Enhance Attraction and

Retention of Talent

Optimize Talent Deployment

Increase Win Rates

Increase Client Value and Satisfaction

Grow Business and Profit Margins

Improve Agility

Enhance Responsiveness to Market Changes

The Opportunity: Establish the foundation to target and meet business goals

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…creating inherent misalignment in the Talent Supply Chain

The Challenge: Synching up across the talent supply chain

Siloed

systemsLimited

visibility

Bad or

incomplete

data

111000111

101001001

101100110Inconsistent

processes

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The Vision: Create a capability to look inside first to fill opportunities and recruit externally when and if needed

Aspects of the preferred solution:

A common Talent Taxonomy

Single central repository to support the

entire talent deployment life cycle

Complete view of talent

Full visibility into the demand for resources

Greater transparency in the talent

deployment process

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The Taleo Solution: A faster, easier way to bridge the talent gap

Reporting Updating

DEMAND SUPPLYMATCH AND

DEPLOY

Business Needs Talent Attributes

Integrated Workforce Management

OPERATIONAL

PROGRAMMATIC

STRATEGIC

The solution leverages a

standardized Role Framework that

serves as the common language

between Demand and Supply

Personal Attributes

Skills and Competencies

Knowledge

Experience

Availability

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The Outcome: A single, integrated system for supporting staff and business needs

We are leveraging this integration and

transparency to expand our Taleo footprint

across our full talent management lifecycle

• Resource Management / Recruiting partners with hiring teams

• Hiring teams proactively bring internal demand forward

• Internal demand captured in Career Central and POSTED

• Staff, hiring managers, and Resource Mgt./Recruiting have greater transparency

• Staff proactively work with their Career Manager / Resource Management

careercentral.bah.com

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my talent profile

LEARNING &

DEVELOPMENT

RESOURCE

MANAGEMENT

Career Central

The Evolution: Career Central is evolving to become the common portal for managers and staff to engage in key career activities

RECRUITING&

ONBOARDING

PERFORMANCE

MANAGEMENT

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