Workforce planning for an organization’s short- and long-term talent needs is a firmly established best practice for Strategic Talent Management. However, the struggle to promote this function within the business exists for many HR leaders, and it requires data- and ROI-driven business justification that goes beyond headcount status and tentatively projected recruitment needs. Many times, the skillset needed to perform the data analysis for current and future state workforce plans is available in-house, yet leaders miss an opportunity by not tapping into the existing talent potential and fail to leverage the existing tools and technologies to jumpstart the work and prove its benefits to the organization.
In this session, you will:
- Learn how a workforce analytics team and function were developed at Stanford Children’s Health by leveraging the existing employees’ skillset.
- Understand how to align the continual development of a workforce planning function to existing or potential business projects, and leverage analytics driven results to establish its long-term relevance.
- Get insights from Stanford Children’s Health success and continuous work on establishing and growing this function from performing basic data analytics to making a business case for a sophisticated, advanced people analytics function.