Workforce Planning in the Wild

At our August 19 meeting we held an open discussion of several questions relating to strategic workforce planning, including one submitted by a member from Humana , and then three timely questions related to workforce planning during these pandemic times:

• What tooling options/vendor partners have been outstanding in the workforce planning space—what capability did they contribute? Any lessons learned?
• What impact, if any, does your organization's flexible / hybrid work plans have on longer-term workforce planning?
• What impact, if any, is the "Great Resignation" talent exodus having on your organization's workforce planning?
• What external talent sources are you pursuing more or less as a result of the changes from the past 18 months and as you look ahead?

 Here are some highlights from the meeting:

• Regarding vendors/partners, several exchange members said they've had more success with smaller, local partners, who have helped move them from spreadsheets to a broader conversation.
• If you do pick a larger vendor, do your due diligence and choose just one and stick with it.
• Bigger vendors might have more knowledge and capability, but often provide canned solutions, whereas smaller vendors can sometimes more easily customize solutions for your organization.
• A key to success is to think about talent and capability far earlier in the overall strategic planning process.
• Target both new hire targets now and retirements in 2-5 years (because every day, thousands of people turn 65)
• Shift focus more to talent risks, not forecasts alone
• Shift succession planning to focus beyond leadership alone and include critical individual roles
• Google previously had a work location model focused on sustainable hubs all around the world. Now they are rethinking location with a 3-year horizon, with teams can be more geographically dispersed. This plan is being accelerated as they shift somewhat out of the Bay Area. The concept of a team is shifting, with a product team now perhaps having three hubs instead of one.
• Many organization are of necessity thinking more short-term for the moment than long-term, but that will even out in time.
• One exchange member noted a focus on time zone as a way to encourage stronger collaboration in virtual teams.
• Others noted they are democratizing decision making lower into the organization, at least for now.
• Many agreed that workplace and work flexibility are very much seen as retention and attraction tools.