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.
Talent Communities Webinar
July 29 – Case Study by GE Energy
Pinstripe Presents Webinar August 28 – Case Study by Allstate
Workplace Diversity Think Tank
September 17 – hosted by Telefónica UK
Connect with Us!
talk.ochrehouse.com
pinstripetalent.com/RPOlosophy
#TalentMindset
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