This video contrasts the traditional approach to strategic workforce planning—based on the idea of lifetime employment with a single organization—with its more modern counterpart. The traditional approach ended in the mid 1980s. Today, we live in a world that is full of uncertainty, so the key question with respect to talent is “Are we optimizing all possible types and sources of talent so that we are properly hedged against the futures and risks that our talent (and business) will face?”
- This is the 21st century,…and you don't have the luxury of long-range planning.…You don't know what talent you're going to need,…who you're going to have,…and you have no idea how your business is going to change.…In most organizations,…when we talk about long-range planning these days,…we're talking three years.…That means you need to change the way…you think about strategic workforce planning,…and I'm going to show you how.…Remember the good old days when people rarely changed jobs,…down-sizing white-collar workers was unheard of,…and people worked for one organization…for their entire careers?…Job vacancies were easy to predict…because employees didn't quit and were rarely fired.…
Vacancies tended to come with retirements…at mandatory retirement ages.…Well, maybe you don't remember…because the good old days disappeared in the mid-1980s.…Today uncertainty is the new normal.…Firms are developing strategic business and workforce plans…to reduce the impact of uncertainty…and to manage their risks more effectively.…
Wayne reviews what SWP is and how it delivers value to companies large and small. He steps through how to build a talent inventory, forecast the internal and external supply of labor, and approach succession planning. Plus, he explains how to tackle global talent management effectively.
- What is strategic workforce planning (SWP)?
- How does SWP deliver value?
- Building a talent inventory
- Forecasting the internal and external workforce supply
- Succession planning
- Evaluating the usefulness of SWP systems
- Who owns talent development?