In 2014, the human resources analytics team at a large financial services firm had a lofty goal: Enable HR to play a more strategic role in the business by transforming its use of data in workforce decision making and planning. In this interactive session, the company’s director of workforce analytics, Stela Lupushor, will discuss her team's journey with workforce analytics and planning, including: Overcoming hurdles and establishing best practices Telling stories with data and driving adoption of a data-driven culture within HR Linking HR to business outcomes Implementing collaborative, strategic workforce planning Success stories What’s next

1. Connecting HR to the Business:
Transforming the Role of HR
Through Workforce Planning
Stela Lupushor
Director, Workforce Analytics, Large Financial Services Firm
Dave Weisbeck
CSO, Visier
September 9, 2015

2. Analyze
Go from data to insight
Align
Go from insight to plans
Act
Go from plans to outcomes
Maximize your Business Outcomes,
Through your People

3. Stela Lupushor
Director, Workforce Analytics
Fortune 100 Financial Services Firm

4. Let’s learn a bit about
each other

5. What industry do you
work in?

6. What is your age group?

7. What is your gender?

8. Do you work remotely?

9. Who do you work with?

10. Why am I asking?

11. Source: EIU: What's Next: Future Global Trends Affecting Your Organization; Engaging and Integrating a Global Workforce
Fundamental Demographic
Changes

12. Shrinking labor pool,
aging, working age redefined

13. Female labor force participation is
good for economy but progress is
slow

14. Labor force migration

15. Temporary employment.
The new normal

16. Eroding physical barriers in the
workplace

17. Job creation mainly in the service
sector

18. Growing incidence of high-skilled
occupations

19. Disconnect between educational
standards and skills needs

20. And the highly sought after skills

21. Technical skills are not the main
problem

22. There are many groups that are
difficult to influence engagement

23. Increasingly social and
Reputation = Brand
Customers
inform
other
customers
Employees
and
alumni
form
the
opinion
of
prospec5ve
candidates
Influencers
ma9er

24. Conclusions?
The workforce is…
…Increasingly global, multigenerational, female and on-the-go
… Educated & overqualified, yet unevenly prepared for the jobs of
tomorrow
… Increasingly contingent
… Driven more by a bigger mission than loyalty to a company
... In the driver seat, especially those with highly sought after skills
Is HR ready to deal with this complexity?

25. How can we prepare and thrive in
this future?
Rethinking workforce planning is
the answer

26. In 3 words or less, what’s your
definition of Workforce Planning?
Type your answer in the Group
Chat

27. Workforce planning starts with
understanding the context
Macro
Industry
Organization
Workforce
• Demographic shifts
• Geopolitical and economic
environment
• Regulatory and Risk context
• Competitive landscape
• New norms
• Disruptors (technology, business
models, distribution channels)
• Business Strategy
• Products and offerings strategy
• Market strategy
• Skills and Capabilities
• Workforce dynamics trends
• Outcomes (productivity,
engagement etc.)

28. Why Plan?
To impact organizational
outcomes
Reduce regrettable attrition
Increase the quality of hires
Reduce “time to productivity” and increase productivity
Improve engagement
Maintain or improve diversity
Utilize the workspace effectively
Reduce risks (leadership succession, employee and labor
relations, business continuity, employment brand image)
Reduce waste (first year attrition)
Reduce effort on replacement hires vs. net new hires

29. The real cost of bad planning
Unhealthy and costly attrition
Employer brand damage
Inability to deliver on business results or execute major
initiatives
Poor real estate and space planning
Dilution of culture
Hampered productivity and heightened risk when infrastructure
and support functions can’t scale

30. Planning is about balancing the
short and long term needs
Inflows
Outflows
Mobility
Affordability
Skills needs
Development
to close gaps
Linkage to
Business
Outcomes
Sustainable
Business Model
In the short
term
Managing
workforce
vitality…
…while
planning for
the long term
Understanding role &
skill needs, gaps, &
strategies to close the
gaps
…to impact
the business
Linking to business
indicators &
outcomes

31. The workforce planning cycle
Budget
planning
Headcount
Planning
Hiring
Skills and
Capabilities
Planning
Talent
Development

32. Analytics and good data:
The foundation of good
Workforce Planning
Build the
foundation
Understand
Workforce
dynamics
Connect to
workforce
drivers of
business
success
Develop a
strong
Employer
Brand
Technology
Data
Definitions
Visualizations
Governance
Change management
Workforce datasets:
- HRIS
- Talent Acquisition
- Finance
- Space
Business datasets:
- Sales
- Customer Satisfaction
- Productivity
- Revenue
Context datasets:
- Voice of the workforce
- External sentiment
- Risks
How many people will I
have by year end?
How does hiring impact
diversity?
How does turnover impact
the bottom line?
What are top performer
characteristics?
Which have the highest
impact on customer
satisfaction?
What human capital levers
impact profitability?
How does the “voice of the
workforce” impact our
external brand?
How can we amplify the
brand through advocates and
influencers?
How we proactively mitigate
the external risks?

33. How does it all come together?
Analytics for the masses
(repeatable, self-service, automated,
controlled)
Talent Science
(Deep dives, advanced, experimental)
Governance and Support
(Support model, data governance and quality, project management, change management,
consulting, tools admin, inquiry management)
HR Topics and
Dashboards
Basic Analysis
Custom Visualizations,
Advanced analysis,
New datasets
Data Sources
(HR, financial, real estate, procurement, customer relationship management, resource
management, sales, social etc.)
High quality foundational data about workforce and HR processes
New types of data

34. Where do you start?
Clean data
Customers
Business questions
Work products
Technology
Skills and Alliances
Governance and Standards
Change and Impact

35. Thank you
Stela Lupushor
slupushor
@slupusho
Dave Weisbeck
dave.weisbeck@visier.com