8/3/2019 2011 Workforce Planning Fact Sheet

1/2

Workforce Planning

Translating the Business Plan Into the People Plan

The Business Challenge

Faced with the prospect o widening talent gaps, driven

by changing employee demographics across the globe,

eading organizations are addressing the ollowing

critical questions about their uture workorce needs:

Where are the risk areas within the organization or

retirement, turnover and undesired talent loss?

What are my current stang and cost constraints,

and how can I best deploy sta to meet demand?

How will changes in business strategy and customer

demand aect my stang and talent requirements?

How would our talent gaps be aected i we made

investments in retaining critical workorce segments?

Where are the alternative sources or external talent

supply to decrease the gap?

What happens to the gap and workorce costs i we

change the skill mix to deliver on our strategy?

What strategies do I need to employ to address my

workorce issues?

Translating Workorce Data IntoActionable Insights and Solutions

Towers Watsons Workorce Analytics and Planning

practice can help your organization deal with these

business issues. We use business and talent analytics

to help organizations anticipate uture needs and

make smart workorce investments that deploy the

right skilled head count at the right time and cost.

We combine a deep expertise in talent management

and actuarial methodologies with our workorce analytics

and planning process and tools to help you translate

your business plans into robust projections o uture

workorce requirements. The process involves the

ollowing to create pivotal insights about your workorce:

Quantiying anticipated losses o talent in key skilled

job groups or locations

Analyzing your workorce to understand the

demographics, behavior patterns (e.g., turnover,

movement and hiring) and linkage to business

volumes and/or outcomes

Linking business metrics to workorce metrics toalign workorce analytics and planning with the

business strategy and outcomes

Identiying current and uture workorce costs, gaps

and issues using scenario modeling

Identiying best locations or talent and aligning

your organizations plans or growth or consolidation

in alternative labor markets

Using these insights to make inormed decisions or

workorce solutions and talent management

What does a typical workforce planning project look and feel like?

1. Review Business Plan

and Workforce Data

2. Analyze and Model

to Identify Gaps

3. Develop Strategy and Road Map 4. Execute and Measure

Set objectives or the process.

Review business plan and related

head count, skills and cost

requirements.

Conduct leadership interviews.

Analyze historical data to develop

workorce experience assumptions

or projections.

Analyze and benchmark current

workorce composition and cost.

Conduct workorce supply and

demand projections.

Review external labor market

and trends.

Model alternative scenarios.

Evaluate alternative workorce

strategies.

Identiy and prioritize key

workorce gaps.

Assess solution channels and

relevant HR interventions via

programs and processes.

Conduct an action workshop to

create an HR strategy.

Identiy solutions and develop

detailed implementation road map.

Implement changes (e.g., new

sourcing strategies, internal mobilit

policies, stang planning approach

training and cost-saving approaches

Train end users on the process and

online toolkit.

Develop ongoing metrics and

scorecards.

Embed ongoing tools and capability

into business planning process.

Month 1 Months 1 and 2 Months 2 and 3 Months 3 and 4

Timing can vary based on client needs and depth of business content.

65% the percentage o companies that are more concerned about the

retention o critical-skill and top-perorming employees now than they

were beore the economic crisis hit. And this percentage is growing,

according to a recent Towers Watson fash survey.

8/3/2019 2011 Workforce Planning Fact Sheet

2/2

Copyright 2011 Towers Watson. All rights reser ved.

TW-NA-2010-18083

towerswatson.com

Towers Watson Workorce MAPSTechnology Enables Eective WorkorceAnalytics and Planning

Workorce MAPS is robust sotware that can serve

as the oundation or your organizations workorce

planning activities and provide insightul and powerul

analyses across a broad range o key workorce

dimensions.

The main components:

The Dashboard provides key metrics or recruiting,

retention and key talent at a glance.

Workforce Scan provides detailed analytics o your

current workorce and historical workorce trends.

Workforce Projection provides projections o your

workorce, given the status quo.

Scenario Modeling allows your client team to create

and compare what i scenarios.

External Labor Scan provides analysis o the impact

o the external labor market on your workorce.

How It Works

Towers Watsons Workorce MAPS is a hosted Internet

sotware product. Users will have access to easy

workorce reporting and benchmarks, drill-down

capabilities to multiple levels o the enterprise and

developing workorce scenarios. The technology is

highly congurable and accommodates varying levels

o workorce planning sophistication.

Workorce Analytics and Planning helps yourorganization anticipate and deliver the talent

component o your strategic business plans. Being

engaged in a proactive and evolutionary workorce

planning process allows your organization to begin

creating the workorce o the uture today.

For more inormation about Towers Watsons

workorce planning solutions, please visit

towerswatson.com/hrt.

About Towers Watson

Towers Watson is a leading global proessional

services company that helps organizations improve

perormance through eective people, risk andnancial management. With 14,000 associates

around the world, we oer solutions in the areas o

employee benets, talent management, rewards, and

risk and capital management.

Workforce Analytics and Planning: Towers Watson Differentiators

Evidence-Based

Approach

We leverage both quantitative and qualitative methods to align talen

strategies and identiy solutions to drive better business perormanc

We have extensive global workorce data and proprietary research

linking employee behaviors and demographics to customer,

operational and business results.

We bring the same clarity, discipline, objectivity and tools to manag

talent as most companies do to other critical business assets, lik

capital and customers.

Process

Sustainability

We help our clients create the organization readiness, buy-in an

alignment needed to launch and sustain workorce analytics an

processes.

Human Capital

Expertise

Our dedicated consultants have deep expertise in all areas

related to talent management, rewards and benets. We have worked with leading companies across industries.

Global Knowledge

and Resources

We have worked with leading organizations across regions and

industries, and thus bring consistent methodologies that are

codied and applicable on a global basis.

Knowledge Transfer

and Flexibility

We are fexible in the way we support organizations and ocus

on transerring knowledge and skills to our clients.

Workforce MAPS Technology

Dashboards Analytics

Projections External Market