Webinars

Developing strategies to bridge any demand-supply gaps between ‘need’ and ‘have’ and to close the key risks identified in the risk analysis. This will include a range of HR and people management initiatives: increasing or decreasing the rate of transfers and/ or promotions; reducing employee-initiated labour turnover; developing new career paths; processes for skills transfer to staff, restructuring the mix of permanent and contract employees; recruitment and development initiatives.

Then combining financial metrics with workforce planning models to determine the real cost of gaps in your anticipated future workforce. Build quantitative models that calculate the return-on-investment of your talent management initiatives.

Being able to draw insights into your workforce from statistical data is a powerful tool. It is important to start thinking more strategically about the direction that your organisation will take, and the workforce required to enable this.During this session, delegates will learn:

• How ABC Finance (a fictitious company) focuses on key segments within the workforce to understand how natural attrition impacts supply
• How ABC Finance's demand changes given the strategic direction of the organisation
• How gap analysis helps to further understand the demand for resources in terms of capacity and capability across a five year period
• How insights are used today to mitigate organisation risk

ABC Finance (a fictitious company) is now equipped with a fully functional workforce reporting, analytics and planning suite. This final segment of the series looks at how the implementation of a full human capital infrastructure improves business efficiency and effectiveness, and affects the bottom line of the business. During this session, delegates will learn:

• How organisations identify areas of concern within their workforce and how this affects organisation success
• How ABC Finance is able to use findings to impact on business strategy
• How to link workforce metrics and business metrics