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Transform Workforce Planning Capabilities to
Business Agility
Presenter: Rich Bogoslaw, Director - People Technology Strategy
February, 2014
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Leveraging the integration of
Taleo’s Talent Management Suite
took us from siloed inefficiency
to responsive workforce planning
Reduce time to fill and maximize internal placements
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About Booz Allen Hamilton
At the forefront of strategy and technology consulting for 100 years,
the firm serves the US government, major corporations, institutions,
and not-for-profit organizations with expertise spanning consulting,
analytics, mission operations, technology, and engineering.
• Founded 1914
• 23,000 employees
• $5.76 billion in annual revenue
• Public corporation (NYSE: BAH), headquartered in McLean, Virginia
• Chairman and Chief Executive Officer: Ralph W. Shrader, Ph.D.
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Today’s reality demands new approaches
Career development/growth and
internal mobility are primary
reasons employees chose to
stay with an organization
The ability to
understand and fully
utilize the resourcesyou already have and
plan for future needs is
critical
There is more
information about
your staff
OUTSIDE your
organization than
INSIDE
Cost to recruit and
onboard outside
resources (vs. staff
from within) are about
150% of base salary
Talent and Workforce
Planning are top
priorities for business
leaders
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Workforce Planning defined: The ability to forecast workforce requirementsand deliver the talent to meet those requirements
WFP equation:
WFP is the ability to manage the gap effectively
= GAP Demand-
Supply
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Connecting people to work requires a multilayered approach
opportunity
Workforce Planning Framework
Strategic
Programmatic
Operational
Gap
Work
Staff
Workforce Planning Types
Organizational
LeadershipInformation
and Data
Questions and
Decisions
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Enhance Attraction and
Retention of Talent
Optimize Talent Deployment
Increase Win Rates
Increase Client Value and Satisfaction
Grow Business and Profit Margins
Improve Agility
Enhance Responsiveness to Market Changes
The Opportunity: Establish the foundation to target and meet business goals
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…creating inherent misalignment in the Talent Supply Chain
The Challenge: Synching up across the talent supply chain
Siloed
systemsLimited
visibility
Bad or
incomplete
data
111000111
101001001
101100110Inconsistent
processes
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The Vision: Create a capability to look inside first to fill opportunities and recruit externally when and if needed
Aspects of the preferred solution:
A common Talent Taxonomy
Single central repository to support the
entire talent deployment life cycle
Complete view of talent
Full visibility into the demand for resources
Greater transparency in the talent
deployment process
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The Taleo Solution: A faster, easier way to bridge the talent gap
Reporting Updating
DEMAND SUPPLYMATCH AND
DEPLOY
Business Needs Talent Attributes
Integrated Workforce Management
OPERATIONAL
PROGRAMMATIC
STRATEGIC
The solution leverages a
standardized Role Framework that
serves as the common language
between Demand and Supply
Personal Attributes
Skills and Competencies
Knowledge
Experience
Availability
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The Outcome: A single, integrated system for supporting staff and business needs
We are leveraging this integration and
transparency to expand our Taleo footprint
across our full talent management lifecycle
• Resource Management / Recruiting partners with hiring teams
• Hiring teams proactively bring internal demand forward
• Internal demand captured in Career Central and POSTED
• Staff, hiring managers, and Resource Mgt./Recruiting have greater transparency
• Staff proactively work with their Career Manager / Resource Management
careercentral.bah.com
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my talent profile
LEARNING &
DEVELOPMENT
RESOURCE
MANAGEMENT
Career Central
The Evolution: Career Central is evolving to become the common portal for managers and staff to engage in key career activities
RECRUITING&
ONBOARDING
PERFORMANCE
MANAGEMENT
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