Strategic Workforce Planning
Why is it important?
The importance of long-term workforce planning was not as important before the constant change of the digital era upon us. Now there are lower barriers to entry and integrated value chains that are quickly eroding organizational boundaries and triggering industry convergence. Automation, demographic shifts, and globalization are altering labor supply and demand. The future is rapidly transforming. It is estimated that in three years 44% of the US workforce will be comprised of a contingent workforce. And 79% of this flexible workforce will be aligned to dynamic projects, rather than static job functions. The business case for strategic workforce planning could not be more clear.
61% of executives say they are not well prepared to change the workforce skill and job mix to transition into a digital business
44% of the US workforce will be freelancers in 2020
50% of current jobs will be replaced with artificial intelligence in the next decade
Talent shortage is a key business issue facing most companies today, and a risk that companies need to address strategically.
The risk includes loss of competence, increasing costs, less innovation capacity and declining productivity. Many companies are affected directly via their age structure within the company or indirectly via demographic decline of labor supply and talent scarcity on the employment market. New ways of working together, hyper-connectivity trends and meeting the diverse needs of different generations within the workforce are forcing global companies to rethink.
Companies need to address these challenges holistically and build the capability to strategically plan their workforce in order to deliver the right workforce, at the right time, with the right capabilities.
Talent shortage is a key business issue facing most companies today and a risk that companies need to address strategically. The risk includes loss of competence, increasing costs, less innovation capacity, and declining productivity.
Many companies are affected directly via their age structure within the company or indirectly via demographic decline of labor supply and talent scarcity on the employment market. Global companies are forced to rethink their workforce strategy due to new ways of working together, artificial intelligence, hyper-connectivity trends, and meeting the diverse needs of different generations.
Companies need to address these challenges holistically and build the capability to strategically plan their workforce to deliver the right workforce, at the right time, with the right capabilities, at an effective cost. We deliver an integrated workforce plan supported by a technology-enabled software that produces real-time scenario planning.
Human Edge integrates best-in-class process with algorithms to simulate workforce demand, and supply showing gaps and future workforce scenarios.
We provide a state-of-the-art technology solution which enables the process and is configurable to customer’s needs.
This technology solution enables the highest level of process automation, an integrated software solution with data collection and consolidation functionality. All data and algorithms are consolidated and managed in one cloud database. All outputs are available on web and mobile front-ends.
Executives have several live scenarios at their fingertips to view. They can easily modify selected parameters and see implications on workforce gaps in real-time.
How does it work?
Our SWP methodology follows a 6-step approach, putting emphasis on identifying ways to further improve workforce productivity. It facilitates the right conversations, which include challenging operational business modes and the status quo.
Why do you need it?
SWP provides a process methodology and a software solution to strategically plan and deliver the right workforce. This includes the right capabilities, the right capacity at the right time, in the right place at an effective cost to achieve the business strategy. This creates a long-term view of the workforce requirements, incorporating scenarios, sensitivity and external labor market analysis.
What are the Benefits?
Delivers an integrated workforce plan with clearly defined talent initiatives to successfully deliver the business strategy. In addition, it adds a deeper understanding of future organizational capability requirements, decision-making support based on scenarios. Higher productivity is achieved by challenging the resources required to deliver on the strategy.