How to Develop a Workforce Strategic Plan A one day workshop The missing link in workforce/talent management Based on latest research and contemporary thought leaders, this workshop will encourage you to think differently about how to best manage your most vital intangible asset – your people. The need to move beyond workforce planning CEOs and HR Professionals are under pressure to demonstrate to board members and shareholders how they are managing their most vital intangible asset. Whilst most organisations have bundles of HR policies, and many may undertake workforce and succession planning (which is traditionally focused on head counts and time lines), very few have developed and documented a workforce or human capital strategy. At the heart of such a strategy is a focus on workforce differentiation, segmenting the workforce, and linking the importance of roles to the business strategy. The benefits of attending this workshop – New opportunities for HR Professionals This Workforce Strategic Plan workshop provides concepts and value on an entirely different plane, presenting new opportunities for HR Professionals. You will acquire the knowledge and resources to: ✓✓ Better understand the dynamics and characteristics of the contemporary workplace, future trends and their likely impact on the workforce; ✓✓ Develop deeper workforce insights, differentiate roles (including the identification of critical roles, specialist roles, roles suitable for outsourcing, etc.), and link roles and workforce strategies more closely to the business strategy; ✓✓ Develop a clearer conceptual framework for reviewing, refining and maximising the effectiveness of human resources practices in your organisation and mitigate risk; ✓✓ Provide the necessary workforce intelligence, unlock the potential and surface the hidden aspects of your workforce that may be impeding performance and profitability; ✓✓ Fully engage your CEO and Executives, and significantly elevate your influence as a HR Professional. About the Presenter: Colin Beames BA(Hons)Qld, BEng(Hons), MBA, MAPS Colin Beames, author, engineer and corporate psychologist, is one of Australia’s pre-eminent thought leaders in workforce/human capital strategies and workplace trends, with a deep and expansive knowledge of these topics. He takes complex, emergent and critical subjects and presents them in a way that is readily grasped by his audience. Colin is the Director of Advanced Workforce Strategies, a firm that provides consultancy services in the areas of human capital, employment strategies, workforce segmentation, and workforce engagement and retention (including key talent) surveys. The firm's client base includes a number of prominent Australian companies. The design and content included in this workshop The design of this workshop provides an integrated framework for translating your business strategy into an actionable workforce strategy, incorporating the following models and concepts: –– The 5 ways to build human capital; –– The 3 types of capabilities/competencies from organisational through to individual; –– Segmentation of your workforce and differentiation of roles according to a skills’ based model (i.e., skills value and skills uniqueness); –– Profiling Employment Value Propositions (EVP) for job roles, based on the concept of the Psychological Contract; and –– The 3 types of human capital data and reporting of this data in a compelling format. The approach combines education and application, including an interactive format, exercises and activities. © Colin Beames 2013 www.advancedworkforcestrategies.com The resources that you will take away from attending this workshop ✓✓ A guide on How to Develop a Workforce Strategic Plan ✓✓ A sample Workforce Strategic Plan (pdf) and a MS Word template which you can readily populate with your own logo, information and data ✓✓ A book by Colin Beames entitled Aligning Workforce and Business Strategies: Mobilising the 21st Century Workforce ✓✓ A Power Point tutorial on the development of a Workforce Strategic Plan ✓✓ An introduction to the Skills Segmentation Questionnaire (SSQ) for anaylising and then plotting roles ✓✓ An Employment Value Proposition (EVP) Profiler tool for profiling the EVP of roles, and then using this tool as a Realistic Job (RJP) interview tool to compare the candidate's expectations (typically at short listing) with what is being offered in the role (usage limitation) ✓✓ A Recruitment Forecasting tool ✓✓ A Cost of Turnover Calculator tool ✓✓ A checklist for determining roles potentially suitable for outsourcing ✓✓ A Career and Talent Development Policy ✓✓ A Policy on Outsourcing What workshop attendees say Testimonials from Victorian Local Government HR Managers and OD Professionals who have attended this workshop I have been involved in workforce planning previously but not analysed and thought about various roles and there relative importance with scrutiny that the workforce segmentation tool entails. Also I intend to use the Employment Value Proposition (EVP) tool in the recruitment process including its application for Realistic Job Previews for short listed candidates.” Seeing the workforce segmentation tool was really useful. It made me think about roles and their relative importance with a different mindset. Having the benefit of an outsider looking in (i.e., Colin Beames), really stimulated my thinking and helped me gain both a wider and deeper perspective on human capital and workforce management challenges.” I really like the plots (workforce segmentation tool) and intend to start of using this tool initially for our own HR Department. Lots of food for thought and more! I intend to review all of our HR metrics following on from this workshop to analyse and formulate the Workforce Strategic Plan. I am very hopeful that there will be useful implementation of many of the concepts.” Who should attend? HR Directors, HR Managers, Senior HR Professionals, and anyone working in the following areas: workforce planning, organisational development, change management, career development, succession planning, talent management, recruitment, HR policies, engagement and retention, etc. Note. This workshop is typically run in-house and forms part of the Advanced Version of the Workforce Strategic Plan which includes access to the SSQ tool. Workshop Details Date: [INSERT DATE] Venue: [INSERT VENUE] Times:8:30 am registration for an 8:45 am start, 5:15 pm finish © Colin Beames 2013 www.advancedworkforcestrategies.com Workshop Program and Modules Module 1 Introduction –– About human capital and its importance; –– 5 ways to build human capital – a model for enhancing human capital and performance; –– The new key focus of strategic HR – integrating and aligning workforce strategies with the business needs. Module 2 Capabilities and Competencies –– Understanding 3 types of capabilities/competencies: (1) differentiating, (2) organisational and (3) workplace or role; –– Developing core competencies; –– Linking critical capabilities and organisational core competencies to roles. Module 3 Workforce Segmentation and Role Analysis –– Why traditional job evaluation methodologies and hierarchical workforce segmentation models are flawed and the adverse implications; –– 4 universal role categories using a skills’ based workforce segmentation model based on the 2 dimensions of skills: (1) valuable skills and (2) unique skills; –– Deciding whether to “make” (i.e., develop in-house) versus “buy” (i.e., ready made from the market or outsource) employees; –– One size doesn’t fit all: How to develop differentiated HR policies and practices for various workforce segments, including performance management, rewards and remuneration, training and development and career advancement, recruitment and selection. Module 4 Brand, Employment Value Propositions and the Psychological Contract –– One brand but many Employment Value Propositions (EVPs); –– The Psychological Contract and its relevance to the EVP or the “deal”; –– How to profile EVPs (including both the tangibles and intangibles), for various workforce segments and roles. –– EVPs and Realistic Job Previews (RJPs). –– Post recruitment assessment and the Psychological Contract. Module 5 Reporting Human Capital –– Understanding the 3 types of human capital data: (1) demographic, (2) organisational process, and (3) predictive; –– The People Data Cube and workforce analytics; –– Calculating the cost of turnover and the skills’ based workforce segmentation model. –– Other workforce segmentation considerations. Module 6 Wrap Up –– The process for developing a Workforce Strategic Plan. © Colin Beames 2013 www.advancedworkforcestrategies.com