Podcasts about strategic workforce planning

Welcome to Episode 35 of the Talent Intelligence Collective podcast! Alan Walker, Alison Ettridge, and Toby Culshaw sit down with Chris Woodward, whose fascinating journey from military leadership to strategic workforce planning offers a masterclass in talent strategy and organisational effectiveness.This month's intelligence roundup features Toby exploring whether AI agents can truly become trusted advisors in talent intelligence, sparking a thought-provoking discussion about the balance between automation and human judgement. The conversation shifts to the UK's ambitious AI skills strategy, contrasting it with the Gulf region's more pragmatic approach to talent development, highlighting the critical importance of long-term thinking versus short-term political cycles.Chris shares his remarkable career trajectory from the British Army, where he served four tours in Afghanistan, to his role as Global Head of Strategic Workforce Planning at Babcock. He offers valuable insights into how military concepts like "battle grouping" – bringing together diverse capabilities towards clear outcomes – can transform talent strategy in the corporate world. His experience reimagining talent pathways in the military and later applying competency science at Korn Ferry reveals the power of objective, future-focused talent management.The discussion delves into the challenges of demand-side workforce planning, with Chris highlighting how organisations often struggle with long-term capability building when faced with immediate business pressures. His work on criticality assessments for submarine servicing exposed stark talent shortages, necessitating innovative approaches to capability development with multi-year horizons.As Chris embarks on his next chapter establishing an advisory practice focused on organisational effectiveness, he shares three essential tips for strategic workforce planning professionals: get strategic clarity, build relationships across the business, and truly understand how the business creates value. His perspective on HR functions becoming truly strategic partners rather than cost centres offers a compelling vision for the future of talent management.Until next time, stay curious, stay strategic, and most importantly, stay intelligent!

In this conversation, Connor and Martin Thomas delve into the concept of total talent and workforce strategy, exploring Martin's extensive background in talent acquisition and the importance of military veterans in the workforce. They discuss the challenges organizations face in implementing total workforce solutions, the distinction between total talent and total workforce, and the critical role of strategic workforce planning. The conversation also highlights global demographic trends and the future of talent availability, emphasizing the need for organizations to adapt their strategies to meet evolving workforce demands. In this conversation, Martin discusses the importance of collaboration between HR and procurement in talent acquisition, the evolving role of Managed Service Providers (MSPs) and staffing agencies, and the cyclical nature of the job market. He addresses the current challenges in talent acquisition, the impact of AI on jobs, and the dynamics of remote work. Martin emphasizes the need for organizations to unlock internal talent potential and adapt to changing workforce demands, while also sharing insights on the future of work.TakeawaysMartin Thomas is a pioneer in total talent strategy.Military veterans possess valuable skills for the workforce.Organizations should consider veterans as a talent pool.Total workforce strategy involves thinking beyond traditional hiring.Strategic workforce planning is critical for success.Talent intelligence helps organizations understand workforce needs.Demographic trends impact talent availability in Western markets.Emerging markets like Nigeria will shape future talent pools.Automation and outsourcing are key to workforce strategy.Internal talent is often overlooked but crucial for success. Get HR and procurement talking together.Talent acquisition needs to engage with hiring managers.Consider partnerships for recruitment.TA has been at the receiving end of cost cuts.The Great Resignation never happened.AI will change jobs, not eliminate them.Flexibility is key in remote work.Trust your people to do the work.AI is a useful tool in the future of work.Connect with me on LinkedIn for insights.Chapters00:00 Introduction to Total Talent and Martin's Background03:46 The Value of Military Veterans in the Workforce09:54 Challenges in Workforce Strategy and Total Talent Solutions14:03 Understanding Total Workforce vs. Total Talent20:05 Strategic Workforce Planning and Demand Management26:14 Exploring Global Talent Availability and Future Trends28:19 Bridging HR and Procurement for Talent Acquisition31:04 The Evolving Role of MSPs and Staffing35:03 Navigating Cycles in Talent Acquisition39:14 The Great Freeze: Job Market Dynamics44:24 Unlocking Internal Talent Potential46:49 AI's Impact on the Future of Work52:38 Remote Work: Balancing Flexibility and Productivity55:53 Predictions for the Future of WorkConnect with Martin here: https://www.linkedin.com/in/martinmlt/

Boston Scientific is looking at workforce planning in an entirely new way. We got the rare chance to hear all about it from Brenda Kowske, their Senior Director of Talent Analytics and Workforce Planning.With 50,000 employees worldwide and a rapidly growing footprint, they're navigating big challenges with fresh approaches.We talked with Brenda about how her team is breaking down traditional HR silos, integrating workforce planning into business decisions, and staying ahead of the curve with AI and skills-based planning.She's been in this space for over a decade and brings a sharp perspective on what works—and what doesn't.From creating global talent pods to using unexpected data like happiness indexes, Brenda walked us through how Boston Scientific is balancing data, technology, and strategy to make workforce planning a true competitive advantage.You will want to hear this episode if you are interested in...Intro [0:00]How AI is changing jobs, skills, and how teams are truly built [1:44]Using location and happiness data to make better workforce choices [2:29]The challenge of moving from job-based to skill-based planning [7:00]How to keep workforce data private while still using it smartly [21:00]Why Boston Scientific keeps workforce planning “always on” [24:30]How AI could make it easier to help employees grow their skills [33:20]Resources & People MentionedGDPR – General Data Protection Regulation OverviewCorporate Social Responsibility Directive (CSRD) – CSRD Information (European Commission)Anaplan – Anaplan Official WebsiteConnect with Brenda KowskeBrenda Kowske on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

What do you do when the workforce planning strategy that's worked for years no longer fits the future? You rethink, reset and rebuild. In this episode of the Digital HR Leaders podcast, host David Green sits down with Dr. Tobias Bartholomé, Project Lead for Strategic Workforce Planning at Lufthansa Group, to explore why—after nearly a decade—Lufthansa has taken a bold step back to reimagine how it plans for the future of work. Join them as they uncover: The reasons driving a complete reinvention of workforce planning at Lufthansa Group How to align future-facing strategies with immediate operational needs Practical tactics for leveraging external labour market data to stay ahead of the competition The art of converting workforce insights into actionable, lasting change Strategies for maintaining momentum through leadership transitions Collaborative approaches within the travel and mobility ecosystem to tackle shared talent challenges Tune in to this episode, sponsored by TalentNeuron, and discover how one of the world's leading airlines is preparing its workforce for tomorrow's challenges—today. TalentNeuron is the future of workforce transformation. From strategic workforce planning to skill gap analysis, TalentNeuron combines external talent intelligence and internal data into one seamless platform. Why not join global enterprises already leveraging actionable insights to boost organisational performance and readiness and visit talentneuron.com today. Hosted on Acast. See acast.com/privacy for more information.

Are you still struggling to get it right? Are you struggling to make that transition from Excel sheets, align your data effectively, or executing your plans in a way that drives real impact? In this episode of the Digital HR Leaders podcast, host David Green sits down with David Wilkins, Chief Product and Strategy Officer at TalentNeuron, to uncover what it really takes to master SWP. Drawing on years of experience and TalentNeuron's extensive research, David shares actionable insights and forward-thinking strategies to help organisations transform their workforce planning efforts. So, hit play to learn more about: Why the question of ownership is central to the success of SWP—and who should take the lead How to align internal and external data for smarter, more impactful decision-making Why getting the right data architecture in place is just the first step—and what comes next The tools, strategies and skills organisations need to move beyond traditional methods and drive real workforce transformation Whether you're leading SWP efforts, navigating workforce transformation, or just trying to keep up with the rapid pace of change, this episode, sponsored by Talent Neuron, is an absolute must-listen. About TalentNeuron: TalentNeuron is shaping the future of workforce transformation. From Strategic Workforce Planning to skill gap analysis, TalentNeuron seamlessly combines external talent intelligence with internal data into one powerful platform. Join leading global enterprises already using actionable insights to boost organisational readiness and performance. Visit talentneuron.com today. Hosted on Acast. See acast.com/privacy for more information.

In today's fast-paced business world, organizations face a challenge: ensuring their workforce is in sync with ever-evolving market demands and groundbreaking technological advancements. Enter Strategic Workforce Planning, or SWP—your ticket to conquering talent shortages and crafting a dynamic team ready to tackle the future head-on! So, why is Strategic Workforce Planning a game changer? Gone are the days when workforce planning was merely about filling positions or predicting short-term needs. SWP has evolved into a strategic powerhouse, directly linking talent management to the core objectives of the business. As companies embrace digital transformation, globalization, and the aim to build diverse teams, SWP has emerged as a dynamic tool for thriving in today's unpredictable market.

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ------------------------------ A returning guest to the podcast and my business partner at Peritus Partners, Jodi Barrow, is back with her expertise to tackle a topic we both believe deserves more attention: workforce planning—specifically, strategic workforce planning. But what exactly is strategic workforce planning?Over the next 40 minutes, Jodi unpacks the what, why, and how, introducing diverse hiring models you might not have considered before—models that could shape the way you and your team grow in the coming years. As Talent Acquisition specialists, Jodi also emphasises practical strategies you can implement to add value to your organisation and support strategic workforce planning even from a non managerial perspective. Tune in and discover actionable insights you won't want to miss! Feel free to find Jodi here - ⁠Jodi Barrow | LinkedIn  ------------------------------ If you find this topic interesting or have an idea about a future topic in which either you would like to speak yourself or would like us to cover, please reach out to the host, Eden here - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Eden Whitcomb | LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  Thank you for supporting our project, if you liked what you heard then we would appreciate if you could drop us a review or rating! #podcast #recruitment #talentacquisition #hiring

In this episode of 'We're Only Human,' host Ben Eubanks engages in an illuminating discussion with David Wilkins, Chief Product and Marketing Officer at Talent Neuron. They explore the use of data to drive insights into strategic workforce planning and talent acquisition. David delves into Talent Neuron's innovative practices, including their proprietary EVP sentiment analysis framework, which helps companies understand and compete more effectively in the labor market. They touch on various real-world applications, including skill evolution, location planning, and diversity hiring tactics. The conversation underscores the importance of aligning employer value propositions with brand consistency and sentiment analysis to attract and retain top talent.00:00 Introduction and Host Welcome00:30 Guest Introduction: Dave Wilkins from Talent Neuron00:55 Understanding Talent Neuron's Labor Market Analytics02:39 Exploring EVP Sentiment Analysis05:23 Tactical and Strategic Applications of EVP Data09:07 Case Studies and Real-World Examples13:11 Innovative Uses and Future Directions17:42 Conclusion and How to Learn MoreConnect with David on LinkedInSee the show archives and sign up for episode updates

Whether you'd like to learn more about how to use Strategic Workforce Planning in your current role or considering whether specialising in Strategic Workforce Planning could be the perfect career option for you, this episode of HR Coffee Time is here to help.Host Fay Wallis is joined by Jen Allen Jardine, a Strategic Workforce Planning (SWP) expert, who explains what SWP is, why it's important, how it fits into HR, the partnership between SWP and HR, and the misconceptions about it. She also provides valuable advice for anyone looking to specialise in SWP, including practical tips and book recommendations.Chapters from This Episode[00:00] Introduction and overview[02:17] Meet the expert: Jen Allen Jardine[03:09] Defining Strategic Workforce Planning[04:13] Strategic Workforce Planning in large vs small organisations[04:55] The role of HR in Strategic Workforce Planning[11:03] Developing skills for Strategic Workforce Planning[17:18] Misconceptions about Strategic Workforce Planning[23:02] Book recommendations[34:29] How to contact Jen[35:50] ConclusionUseful LinksConnect with Fay on LinkedInFay's website: Bright Sky Career CoachingConnect with Jen Allen Jardine on LinkedIn Other Relevant HR Coffee Time EpisodesHR Coffee Time podcast playlist: Clarify Your Career Goals & Explore HR Career OptionsEpisode 58: How to feel more confident using data & analytics in your HR roleEpisode 119: How using Agile can drive positive change & prove HR's value, with Kate Maddison-Geenwell Book Recommendations From the EpisodeFactfulness: Ten Reasons We're Wrong About The World – And Why Things Are Better Than You Think, by Hans Rosling , Ola Rosling and Anna RoslingFreakonomics: A Rogue Economist Explores the Hidden Side of Everything, by Steven D. Levitt & Stephen J. DubnerRadical Uncertainty: Decision-making for an unknowable future, by John Kay and Mervyn King Looking For the Transcript?You can find the transcript on this page of the Bright Sky Career Coaching website. Rate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please rate and review it on Apple Podcasts or Spotify.

Join us for a very special episode of the Reimagined Workforce Podcast, brought to you in collaboration with the Workforce Planning Institute. Host and Director of Workforce Transformations Australia, Kath Hume welcomes a distinguished panel of global experts to discuss the new Certified Practitioner Program for Strategic Workforce Planning.In this episode, Kath is joined by:Nick Kennedy, Chair of the Workforce Planning InstituteAlicia Roach, Co-Founder of eQ8Adam Gibson, Head of Strategic Workforce Planning for EYTogether, they delve into the evolution of the certification program, its purpose, and the rigorous criteria established to recognize and credential strategic workforce planning professionals worldwide. This conversation provides invaluable insights into the future of workforce planning, the importance of global standards, and the impact of this certification on both organizations and practitioners.Whether you're a seasoned professional or just starting in the field, this episode offers a comprehensive look at the advancements and future trends in strategic workforce planning. Tune in to learn from the best and stay ahead in this dynamic and ever-evolving discipline.Don't miss out on this insightful and inspiring discussion!The Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

Kath Hume's professional focus encompasses both workforce planning and L&D. She's the perfect person to explain what workforce planning is and the role of L&D in strategic workforce planning. After outlining the three ‘horizons' of workforce planning – strategic, tactical and day-to-day, Kath using the six B's (Bind, Build, Borrow, Boost, Bounce, Buy) to outline how L&D can support workforce planning. A conversation with Learning Uncut founder Michelle Ockers. Transcript and related resources: https://learninguncut.global/podcast/elevate-30/  Podcast information and more episodes: https://learninguncut.global/podcast/

Embark on an intellectual voyage with Colonel Patrick J. White as he unravels the strategic intricacies of workforce planning in the U.S. Air Force. Through candid conversation, Colonel White leads us from the nuances of one-base manpower analysis to the grand tapestry of global operations, unearthing the symbiotic dance between continuous learning and organizational design. Our discussion is not just about numbers but the flesh and blood that brings the Air Force's mission to life, supporting a vast network of over 700,000 Air and Space professionals.When faced with congressional personnel caps, how does one expand a specialized workforce while navigating the tightrope of strategic imperatives? This episode pulls back the curtain on a compelling case study where the Air Force triumphs over systemic constraints using a risk-based model to prioritize its human assets. Join us as Colonel White breaks down the fiscal alchemy of turning budget plans into a fully realized blueprint for staffing excellence, ensuring each critical role is not only envisioned but also executed with precision.As we chart the course of strategic workforce planning, we delve into the transformative strategies that are reshaping the Air Force's personnel landscape. This episode is a testament to the fusion of human resources and analytics, where Colonel White shares how the Air Force trains its sights on both current and emerging technologies, adapting its tactics for a workforce that's as agile as the skies they command. Discover how alternative career paths for technical roles and proactive planning guard against the unpredictability of military operations, securing the future of defense in an ever-changing geopolitical theatre.The Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

Embark on a journey into the heart of strategic workforce planning as we discuss with Nick Kennedy, the Workforce Planning Institute chairman, how the art of predicting and shaping the future workforce can transform organizational productivity. Nick illuminates the differences between operational workforce management and the foresight necessary for crafting long-term strategic plansNick shares insights on the delicate balance between setting a strategic direction that guides like a compass through the shifting economic landscape, rather than prescribing a rigid roadmap. We also take a global tour of the must-attend events for those eager to network and deepen their expertise in strategic workforce planning, from the Workforce Planning Institute #theproductivityexpertsRegister for the Produtivity Forum 2024Follow us on Twitter @RethinkpConnect to Simon on LinkedInFollow ReThink on LinkedIn

อะไรคือ Strategic Workforce Planning การวางแผนกำลังคนเชิงกลยุทธ์? ซึ่งจริงๆ ธุรกิจ SME ก็นำแนวคิดนี้ไปใช้ได้นะ #Strategic #Workforce #Planning #HR

How is the intersection of technology and human experience reshaping our workplaces? In this episode, we explore the dynamic evolution of work environments, where technology and human-centric practices are becoming increasingly intertwined. You'll hear about leveraging technology to create more inclusive and equitable workplaces, simplifying work processes through AI, and shifting the focus from productivity to impact.  Stela Lupushor is the founder of Reframe.Work Inc. She is also Program Director for the Strategic Workforce Planning and Talent Management Councils, as well as the Human Capital Analytics Institute Senior Fellow shaping the research agenda of the Conference Board. She offers a unique blend of expertise in her latest co-authored book, "Humans at Work: The Art and Practice of Creating the Hybrid Workplace." If you enjoy the show, please rate it on Spotify or iTunes. Your ratings help more people like you discover the podcast! Episode Highlights Insights on technology's immediate impact in today's work environment. Strategies for effective, real-time workplace measurements. Tips on reducing workplace friction to boost productivity and well-being. Understanding the importance of everyday moments in employee retention. Recognizing the power of addressing small, individual workplace challenges. Balancing employee privacy with organizational needs. Redesigning workspaces for mental health and improved focus. Stela's view on the greatest unmet wellbeing need at work today  “From a well-being perspective, [it's] the need to interact with an organization that is not designed to work around us. We look at the technology stack as something that IT managers manage, and it's all about cost containment and making it secure. And that comes at a cost of a lot of compliance training, not to say that none of that is necessary; it's very important. But it's more compliance-driven than experience-driven.  When we think about the physical workspace, it's again designed to minimize the costs and maximize the number of people that can fit within a square foot. And not necessarily designed to have the environment work around us for what we need, whether we have a permanent or temporary disability, whether we need quiet space at that specific time of the day. And with the combination of both digital world and physical world, we increasingly live in that in-between, regardless of what work you do, there's bound to be technology involved.  So, redesigning that experience, to allow us to seamlessly move through it without having context switching and friction points and forgotten passwords, inaccessible devices, will reduce the mental health impact, mental taxing in dramatic ways and really leave space for us to do the focused work or whatever it is that makes sense for us as humans at that time.” What "working with humans" means to Stela “It is about creating the environment where people can truly maximize their human potential at work. I don't believe that there are bad people for jobs. I don't believe there are bad jobs for people; I believe there's a mismatch. So, the more we can think through the lens of what are the superpowers of this individual, or what are the superpowers they would like to have, and how we can create that environment for them to thrive? I think that's when organizations succeed. That's when individuals are loyal and bring their full potential. That's when the economy benefits, and that's when families at home benefit as well. So, it's a net positive.” Resources Follow: Stela on LinkedIn Read: Humans at Work: The Art and Practice of Creating the Hybrid Workplace For more episodes that give you fresh perspectives and actionable ideas for making working with other humans better for everyone, visit our website at https://en.peoplefocusconsulting.com/resources/podcast/ ©Michael Glazer

In this episode of Business Ninjas, Josh Ensign, Managing Director for the Life Sciences Practice at Point B, joins Kelsey and talks about how Point B assists their clients with compliance and regulatory challenges, as well as the different industries they work with. About Point B:Trusted by the world's leading organizations, Point B is a consulting company that drives impact at the intersection of expertise, industry insight, and transformative technology. This collaborative approach enables you to solve your most important challenges by bringing together the right mix of talent and technology to deliver greater value and impact. With over 850 associates in the US and 3,000+ consultants around the world through their partnership with Nextcontinent, Point B works where you do to deliver the change you seek.Learn more: https://www.pointb.com/-----Do you want to be interviewed for your business?  Schedule time with us, and we'll create a podcast like this for your business:  https://www.WriteForMe.io/-----https://www.facebook.com/writeforme.iohttps://www.instagram.com/writeforme.io/https://twitter.com/writeformeiohttps://www.linkedin.com/company/writeforme/ https://www.pinterest.com/andysteuer/Want to be interviewed on our Business Ninjas podcast? Schedule time with us now, and we'll make it happen right away! Check out WriteForMe, more than just a Content Agency! See the Faces Behind The Voices on our YouTube Channel!

An overview of findings from The Hackett Group's new research into “Building Strategic Workforce Planning (SWP) Capabilities and Beyond,” a performance study designed to understand the drivers of the SWP effectiveness, the impact on talent outcomes, and the strategies and practices employed to build effective SWP capabilities. With Senior Research Director Tony DiRomualdo and Global HR Executive Advisory Practice Leader Franco Girimonte.The full show notes can be downloaded here. 

In this episode of the Digital HR Leaders podcast, join host David Green as he and guest Alex Browne, Head of People Analytics Innovation and Data Science at Nestlé, discuss the intricacies of reinvigorating strategic workforce planning, with a particular focus on incorporating a skills-based approach for anticipating future skills needs. Alex has a unique story to tell, as he and his team have experienced the ups and downs of strategic workforce planning first-hand. They've faced challenges, celebrated successes, and rekindled their strategic approach in ways that are both enlightening and inspiring. In this episode, listeners can expect to learn: The hidden challenges and complexities of strategic workforce planning Insights into the unique approach Nestlé has taken to blend centralized and decentralized methods in their strategic workforce planning Nestlé's innovative "4B methodology" for addressing workforce needs: Buy, Build, Borrow, and Bot The pivotal role of technology in the success of Nestlé's strategic workforce planning efforts How Nestlé is preparing for the rise of digital workers and automation The key skills that Alex believes will be crucial for HR and business leaders in the evolving workforce landscape This episode is for HR professionals, business leaders, and anyone curious about the future of work and how to revitalize strategic workforce planning in a changing world. Don't miss this opportunity to gain exclusive insights that will propel your employee experience to new heights. This episode was brought to you in partnership with eQ8, a strategic workforce management tool. Explore eQ8's cutting-edge solutions at eQ8.ai/Insight222. Hosted on Acast. See acast.com/privacy for more information.

What does the future of the global workforce look like? And how can strategic workforce planning shape it? We welcome back return guest Nick Kennedy, the chair of the Workforce Planning Institute, to the podcast.Nick passionately talks about the importance he places on collaboration and how he has built a global network of like minded professionals who support each other to raise up this critical function.We talk about:new workforce models such as that introduced by Code First Girlschallenges to implementing these models and how to overcome themthe need for a mindset shift and how the Strategic Workforce Planner might facilitate this in changing talent landscapeexploring how the opportunities and risks of generative AI and chat GPT for workforce planningNick then provides us a sneak peak of the upcoming Strategic Workforce Planning Conference line ups in London and Melbourne in the coming months.Nick Kennedy on LinkedInThe Workforce Planning Institute - info@workforceplanninginstitute.com Strategic Workforce Planning conference registration:London EnglandMelbourne AustraliaThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

People must first buy into the leaders before they will buy into the mission and vision. In this episode, special guest and Maxwell Leadership Coach Jo Ann Hall and I, discuss two of Maxwell's 21 Laws and their impact in education. Learn more about JoAnn: https://www.johncmaxwellgroup.com/joannhall/ Join our Leader's Journey Study: https://www.leaders-building-leaders.com/offers/r22XtQtE/checkout Jo Ann Hall has been the Dean of Economic and Workforce Development at Moraine Park Technical College since 2002. Her team works with business and industry to assess their needs and provide talent management solutions that maximize individual and organizational performance. In addition, she oversees the college's prison education, dislocated individuals and community program offerings. Jo Ann has prior manufacturing experience in production, order operations, continuous improvement, and production and inventory control. Jo Ann received her MBA in Global Management from the University of Phoenix and holds a B.B.A. in Production/Operations Management from the University of Wisconsin-Whitewater. She holds certifications from the Human Capital Institute in Strategic Workforce Planning and Human Capital Strategist. In addition, she is a certified Stewart Leadership assessment coach, a certified Franklin Covey trainer, a DISC certified behavioral consultant, and a John Maxwell certified speaker/trainer.

In this episode, our hosts, Bo and Luke, had the pleasure of interviewing Jonathan Sobel, the Vice President of Strategic Workforce Planning and Development at Northwell Health.Jonathan's journey in healthcare HR is not your typical one. He started out as a physician associate, working in pediatric open-heart surgery and eventually transitioning into adult cardiac surgery. After his time in the operating room and ICU, he became a supervisor for physician associates in open heart surgery. When Northwell Health acquired Lenox Hill Hospital in Manhattan, Jonathan had the opportunity to become the PA Director, leading a team of physician associates and nurse practitioners.During the interview, Jonathan provides valuable insights into the business of healthcare and the importance of understanding the various roles and interactions within a healthcare organization. He emphasizes the need for HR professionals to have industry expertise and a deep understanding of the unique challenges and nuances of the healthcare field.Jonathan also shares his experience transitioning into HR and the support he received from his HR team. He highlights the importance of HR professionals welcoming individuals from clinical backgrounds and helping them navigate their new roles while leveraging their intimate knowledge of patient care.In this episode, you'll gain valuable insights into the intersection of clinical expertise and HR in the healthcare industry. Jonathan's unique journey and perspective shed light on the vital role HR plays in finding, developing, and supporting healthcare professionals.Support the Show.

In this episode of the Digital HR Leaders Podcast, David Green is joined by the sponsors on this series to discuss the importance of democratising strategic workforce planning (SWP) insights. Joining him are strategic workforce planning experts, and Co-Founders of the revolutionary SWP AI platform, eQ8, Alicia Roach and Chris Hare. They have been at the forefront of driving innovation and excellence in SWP, making them the perfect guides to navigate the complex terrain of strategic workforce planning and the strategies needed to democratise it. In this episode, you can expect learn more about: The latest developments in the dynamic HR tech landscape and their implications for SWP eQ8's innovative new product designed to democratise SWP insights and the motivations behind its creation The concept of "upstream thinking" and its crucial role in SWP The potential pitfalls organisations face when they don't embrace democratisation The holistic approach HR and people analytics leaders should adopt to effectively democratise SWP Strategies for communicating the urgency and benefits of SWP to leadership teams The future of democratised SWP and skills-based planning, along with advice for staying ahead in this evolving field Tips for staying adaptable and responsive to emerging HR tech trends without becoming overwhelmed Don't miss this opportunity to gain exclusive insights that will propel your employee experience to new heights. This episode was brought to you in partnership with eQ8, a strategic workforce management tool. Explore eQ8's cutting-edge solutions at eQ8.ai/Insight222. Additional Resources: Chris Hare's article on upstream thinking: https://eq8.ai/blog/unsung-heroism-of-swp Hosted on Acast. See acast.com/privacy for more information.

Christian Fernandez is a certified professional who  brilliantly blends his expertise in Industrial Engineering and Organisational Development to create high-performance organisations. Christian's speaks about how he applies his expertise to transform organisations using a range of approaches.Our conversation delves deep into the practicality of strategic workforce planning, defining tasks, and unveiling opportunities for process optimization. Christian throws light on the importance of reimagining roles and building organisational capacity to focus on core capabilities. He speaks about how tools like Talent Neuron can simplify your planning process and further amplify your leadership skills.Christian guides us through the Helix operating model, demonstrating how activity analysis can identify inefficiencies and hone the skills needed for the future workforce. Our discussion acknowledges the undervalued asset of older workers in the workforce and emphasises the importance of creating an inclusive, adaptable, and empathetic leadership model. Tune in for an episode full of actionable insights and transformative ideas.The Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in Apple Podcasts.

One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in Apple Podcasts.

One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in Apple Podcasts.

LifeBlood: We talked about strategic workforce planning, moving past organizational chaos into order, how to focus on what's important versus what we perceive, creating a lifestyle recruiting strategy, and how to get started, with Tresha Moreland, Principal Consultant with HR C-Suite.      Listen to learn how to know the needs of your people! You can learn more about Tresha at HRCSuite.com, Facebook, Twitter, Instagram and LinkedIn. Thanks, as always for listening! If you got some value and enjoyed the show, please leave us a review here: ​​https://ratethispodcast.com/lifebloodpodcast You can learn more about us at LifeBlood.Live, Twitter, LinkedIn, Instagram, YouTube and Facebook or you'd like to be a guest on the show, contact us at contact@LifeBlood.Live.  Stay up to date by getting our monthly updates. Want to say “Thanks!” You can buy us a cup of coffee. https://www.buymeacoffee.com/lifeblood

Le saviez-vous : 80% des jobs de 2050 n'existent pas ? Le futur du RH est en marche...

Dave Burrows has a new approach to Strategic Workforce Planning...Coaching.He has over 30 years' experience devoted to the delivery of data, reporting and analytics, including 17 years purely focused people analytics and strategic workforce planning in both London and Sydney. Most recently he was Director of Workforce Planning for Faethm by Pearson where he worked with several large corporates on three continents before launching his own practice, Strictly Workforce Planning.The Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

It is a well known that the demand for the Healthcare workforce is fast outstripping supply.  Strategic workforce planning can provide us with alternative ways of ensuring our citizens have access to quality and safe healthcare, where and when they need it.Paul Clarkson explains how he is establishing the function at Mater, a private and public healthcare organisation in Brisbane, Australia.6:12 What Paul loves most about his work10:04 Helping leaders understand the reality14:00 The ever changing number of Bs of SWP17:00 Paul's reimagined workforce22:36 How Paul is establishing the SWP function at Mater26:57 Addressing the burning platform32:18 Optimising the global workforce for mutual benefit34:00 How Paul continues to build his capability Excellence in People Analytics: Davd GreenThe 6 (or how many) Bs of strategic workforce planning from EQ8The Workforce Planning Institute podcast with Adam GibsonPaul Clarkson on LinkedInThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

What does it mean to be a truly diverse organization? In this episode of our college tour, I get to chat with Dr. Corbette Doyle from Vanderbilt University on this very topic. We talk aboutWhat it means to be a diverse organizationRecommendations for small businessesWhat's happening at Vanderbilt with LeadershipDr. Corbette Doyle is a Senior Lecturer of Leadership and Organizational Performance at Peabody College, Vanderbilt University. Her particular areas of expertise are Diversity, Equity, Inclusion and Belonging in the Workplace; Women's Leadership; Strategy; Evidenced-based Management; Strategic Workforce Planning & Analytics; and Talent Development. Prior to joining Vanderbilt's faculty in 2008, Corbette was the Chair of the Health Care Industry practice at Aon plc. and reported to the CEO as the global Chief Diversity Officer (CDO).She serves on the boards, advisory boards and leadership councils of: StreetSolid Industries, Nissan America's Executive Diversity Council, Bridge My Return, Havarti Risk Services, and Women Business Collaborative. She previously served on the Boards of Martin Methodist College, Definity Health, Sterling Life Insurance, Evolve Women's Foundation, the Professional Liability Underwriting Association, the CPCU Board of Governors, ASHRM, and was the president of the Owen Alumni Board.Dr. Doyle earned her doctorate in Organizational Leadership at Northeastern University, graduated first in her EMBA class at the Owen School at Vanderbilt, and graduated Magna Cum Laude from SUNY Oswego in Economics (Major) and Math (minor).Support the showThanks for listening! If you enjoyed this episode, please support us on Patreon. For more leadership tools, check out the free workbooks at KylaCofer.com/freestuff. Book Kyla to speak at your event here, or to connect further, reach out to Kyla on LinkedIn and Instagram.All transcripts are created with Descript, an amazing transcript creation and editing tool. Check it out for yourself!Leadership School Production:Produced by Kyla CoferEdited by Neel Panji @ PodLeaF ProductionsAssistant Production Alaina Hulette

The Indiana Department of Information Technology realized that 70% of potential applicants weren't applying to jobs that mentioned a preference for a four-year degree even when one wasn't required. They decided to try something new. Jon Rogers, Director of Strategic Workforce Planning at the Indiana Office of Technology joins Amy and Alex to talk all about the State Earn and Learn Program where new associates from other careers can learn on the job and take certification courses to move into the rewarding career of government technology.Jon talks about how the program works, how successful it's been and what he's feeling grateful for right now.

James Baker is the Head of HR, Overseas Markets at Jaguar Land Rover.  In this generalist business partnering role, James is responsible for influencing and driving the People strategy, inclusive of Organisation Design, Talent Management, Change Management, Resourcing, Engagement, Employee Relations, Strategic Workforce Planning and organisational effectiveness for the Overseas Markets of JLR.Within this region there are 10 subsidiaries in Latin America, Middle East, South Africa and Sub Sahara, India, Russia, Asia Pacific, Taiwan, South Korea, Japan and Australia with revenues exceeding several £ billion GBP. The overall region covers more than 70 countries and includes local manufacturing projects in India and Brazil. The role leads a team of local HRBP's in each of the territories. The region has 3 Learning Academies and over 3000 retail staff in dealers. Jaguar Land Rover is the UK's largest automotive manufacturing business, built around two iconic British car brands: Land Rover, the world's leading manufacturer of premium all-terrain vehicles and Jaguar, one of the world's premier luxury sports saloon and sports car marques.We talk about:Behavioural flexibilityWorking with your own preferenceUnderstanding context in academic outputAssessment toolsMotivation as a key driverRunning at a pace you can sustainCuriosity as a major success factorTo find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

Featuring Jon Rogers, Director, Strategic Workforce Planning, State of IndianaSummaryJon Rogers is the Director of Strategic Workforce Planning for the State of Indiana. He has a background in teaching, congressional work, and the CIA, and he was inspired to pursue a career in the public sector by his grandfather, who was a fire chief for 39 years. He has coached JV softball and was an assistant head coach for a state championship swimming team. On today's episode, with Jon, we cover the SEAL Program, skill-based hiring, and more.Connect with Jon: https://www.linkedin.com/in/jon-rogers-70ba36177/ Timestamps0:00 - Intro 5:01 - Jon's Background 13:01 - SEAL Program (State Earn & Learn) 14:49 - Building a Workforce Pipeline for the Future 17:43 - On-the-job training - paid 20:43 - Diverse / Skill-based Hiring 23:45 - Behind Skills Education 30:43 - Lessons from rolling out the SEAL Program 35:01 - Competing for the hearts & minds 40:02 - A Place of Opportunity 41:36 - Removing HR Checklist Roadblocks 1:04:00 - OutroSign up for Behind the Mic by TechTables:⭐️ New Podcast Episodes Every Tuesday & Thursday are delivered right to your inbox.⭐️ Every Saturday morning, you'll get 3 Interesting Learnings: from Mission-Driven Leadership to Cloud, AI to Cybersecurity, Workforce Challenges, and more- never miss insights from peers and vendor partners across the public sector.➔ Subscribe here: https://www.techtables.com/Freebie: Sign up for the 5-Day Mini Series "Behind the Mic: Insights From My First 100 CIO & Tech Leader Interviews." Over the next five days, I'll reach out to drop insights and lessons from podcasts you might have missed across the public sector.➔ Sign up here:Follow TechTables:

This episode features an interview with Elin Thomasian VP, Global Head of Talent Acquisition at UKG, and your host Sultan Saidov, Co-Founder and President at Beamery. Previously, she held Global Head of Talent Acquisition positions at Workday, Prudential Financial, Moody's Corporation, Purdue Pharma, and Goldman Sachs.Elin discusses the importance of a skills-based recruiting strategy, turning your data into intelligent insight, and why career development should be a key element of your employee value proposition.---About UGK:UKG is a leading provider of HR, payroll, and workforce management solutions for all people. At UKG, our purpose is people. As strong believers in the power of culture and belonging as the secret to success, we champion great workplaces and build lifelong partnerships with our customers to show what's possible when businesses invest in their people. Born from a historic merger that created one of the world's leading HCM cloud companies, our Life-work Technology approach to HR, payroll, and workforce management solutions for all people helps more than 70,000 organizations around the globe and across every industry anticipate and adapt to their employees' needs beyond just work.---“So it's really important when you tie the employee value proposition to: you're not just coming here to do a great job in the role that we're hiring you for, but we're hiring you to be the workforce of the future. And our promise to you is that we will develop your skills to get there.” - Elin Thomasian---Episode TimeStamps:*(01:31) - The scope of Elin's role at UKG*(02:59) - Integrating processes, systems, and technology*(05:12) - Strategic Workforce Planning with Analytics & Technology*(07:03) - Understanding your funnel metrics*(09:24) - Turning your data into intelligent insight*(13:20) - Career development should be a key element of you employee value proposition*(15:01) - Focusing on HR technology for employees and customers*(19:46) - Exploring talent intelligence platforms*(22:55) - Building a new job architecture---Sponsor:The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.---Links:Connect with Elin on LinkedInConnect with Sultan on LinkedIn 

“A core part of what we do through strategic workforce planning is translating that purpose and strategy into what the organization needs from its workforce.”This week on Be Customer Led with Bill Staikos, we speak with Alicia Roach, Founder, and CEO of eQ8 and a global thought leader in Strategic Workforce Planning and Analytics. Alicia has spearheaded the development of a globally unique SWP solution, "eQ8," by combining her skills in complicated data analysis and sophisticated financial modeling with attractive visualizations and tales. EQ8 is an innovative, globally-unique, dynamic, and scalable SAAS platform for Strategic Workforce Planning. Also, Alicia's passion is assisting organizations in executing their purpose by knowing their existing and future workforce potential. In this episode, she discusses how organizations can take their Strategic Workforce Planning to the next level. [01:37] Background – Alicia describes her path, the company she co-founded, and how it earned its name," eQ8".[09:23] SWP – What are the Strategic Workforce Plan, its outcomes, and its impact on the long-term health of the business[23:32] SWP and CX - If you can improve the employee experience, it will benefit the consumer experience in numerous ways. Alicia mentions how she observes businesses utilizing SWP as a basis for getting a better customer experience. [27:36] The Future - Alicia's vision for the future of SWP.[31:21] Previous Guests' question - Where would you choose to live and work remotely around the globe, and why? [32:21] Inspiration – Alicia discusses where she finds inspiration.Resources:Connect with Alicia:Linkedin: linkedin.com/in/aliciaroach/

Nick Kennedy is the Chair of the Workforce Planning Institute, an organisation that exists to support collaboration, foster innovation, and develop workforce planning capability across the public, private government and not for profit sectors worldwide.Nick started his career as a mechanical engineer but found himself in a strategic workforce planning role where he was supported to develop his own capabilities.He shares his incredible vision for professionalising the strategic workforce planning workforce and is making a huge difference in this space.He is passionate about developing the capabilities of others and explains how he is doing this and where he intends to lead in the future.  The Strategic Workforce Planning Conference - Brisbane 1-2 DecemberNick Kennedy - LinkedInKath Hume - LinkedInThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

Ian Arnold shares his view of the Reimagined Workforce and how he applies human centred design to uncover innovative solutions to complex workforce challenges. Recorded 27 July 2022Season 1Episode 6Key moments3:33 Ian describes his reimagined workforce6:49 Exploring the problem to be solved13:07 Benefits of reimagining our workforces15:49 Capabilities that enable success in workforce transformation21:24 Advice for people wanting to develop their own capabilitiesAbout Ian Arnold:Ian is a senior People and Culture leader who has worked in diverse industries including banking & finance, education, the arts sector and healthcare. He has worked in large, medium and small sized organisations in private, not for profit and government sectors. He is currently part of the Employee experience team in a large NSW Government organisation and is deeply committed to making a difference for consumers. As we know in the research, happy and engaged workforces deliver better outcomes for their customers and this is something Ian is committed to making a difference on. He has led large change and strategy projects in complex and dynamic environments. He thrives on human centred design that is meaningful for the stakeholders he works with.Connect with Ian on LinkedIn Connect with Kath on LinkedInBlog post on Learning and Innovating simultaneously mentioned by KathVisit Workforce Transformations Australia websiteThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

Alicia Roach is the co-founder and director of eQ8. eQ8 is an innovative platform that goes beyond complex analytics, detailed algorithms and predictive insights to produce compelling visualizations that facilitate strategic workforce planning, conversations to drive organizational outcomes. I credit Alicia with exposing me to the world of strategic workforce planning at a Public Service Commission breakfast in 2019, where she explained how important SWP is for organizations to enable them to prepare for an uncertain future and maintain a competitive advantage.9:11 Defining Strategic Workforce Planning (SWP)13:41 How to demonstrate the value of SWP17:31 Getting started with SWP19:51 Overcoming resistance to SWP24:21 SWP's role in value generation27:43 The role of People Analytics in SWP32:00 Where SWP 'falls down' and how to avoid35:41 Implementing Strategic Workforce PlansLink to LinkedIn post Alicia mentioned during episodeConnect with Alicia on LinkedInConnect with Kath on LinkedInThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

In this episode, I outline a few of the fundamental steps involved in strategic workforce planning.This is divided into two parts.Part 1 is more general information around establishing a strategic workforce planning project or function.Part 2 provides an overview of some of the steps you will need to complete to develop a strategic workforce plan that outlines the workforce you have, the workforce you will need and the strategies you will implement to make it happen.Access transcript with visual elements mentioned during episodeBlog post on how Human Centred Design can deliver innovation and learning simultaneouslyThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

In this episode of the Digital HR Leaders podcast, David will be joined by Laura Shubert, Vice President of People Planning and Insights at MetLife. Having successfully driven the organisation's Strategic Workforce Planning initiatives, Laura will be sharing her journey. The conversation will cover Laura's top learnings and advice on successfully getting buy-in from the organisation's leaders, and how to overcome the challenge of obtaining quality data for the organisation's strategic workforce planning analysis. David and Laura will also be delving into the shift in demand for skills in post-pandemic leadership, and how technology helped MetLife go beyond Excel sheet analysis. Support from this podcast comes from eQ8. You can learn more by visiting: https://www.eq8.ai/ See acast.com/privacy for privacy and opt-out information.

Being aware of the workforce challenges and opportunities enables us to develop and implement quality plans to ensure the workforce has the capacity and capability to deliver organisational outcomes, today and tomorrow.In this episode, Alicia Cook highlights the Top 5 challenges and opportunities she is seeing in her work at Emerson Health where she supports Healthcare organisations grapple with the ongoing challenges in this complex environment. Recorded 1 August 2022Season 1 Episode 1Alicia's Top 5 Workforce Challenges and Opportunities for Healthcare 16:54Near term impact of COVID on the workforce19:59 Collaborating with education for workforce planning24:19 Immigration as a workforce planning strategy26:37 Implementing workforce plans30:41 Innovative models of careAbout Alicia Cook: Alicia is a Health Informatician and the founder and Director of Emerson Health. She's recognized as a trusted advisor to leaders in government and health systems across Australia and is appreciated for her consultative engagement and facilitation approach. Alicia's understanding of health service needs in the context of major health reform gives her credibility when working on projects. She brings experience spanning primary care to the hospital and health service level through to the Commonwealth, both as client and vendor.Connect with Alicia on LinkedIn Connect with Kath on LinkedInVisit Workforce Transformations Australia websiteThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

In this episode, I explain my reasons for creating this podcast and sharing it publicly.Essentially, I hope people feel energised and inspired by others who are willing to share their stories.Over this first 10 episodes, I hope to bring your stories from people who are making a meaningful impact through workforce transformation across a range of organisations and industries. We will explore the common challenges and the ways they might be solved. I hope this provides people with new insights, energy and inspiration that I receive from these conversations. If you are or want to be part of creating a better future, then I will do my very best to connect you with the masters. People I admire who are willing to share their stories. So that we might all learn from each other and collaboratively find solutions that don't exist yet to drive the innovations we need to not just ride out this perfect storm, but to thrive in it.Connect with Kath on LinkedIn Connect with me via email - kathhume@workforcetransformations.com.auGo to our webpageThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

Alicia Roach is a global thought leader in Strategic Workforce Planning and Analytics, and Founder and CEO of eQ8. Her passion lies in helping organisations execute their purpose by understanding their current and future workforce capability, and in this episode, she is going to be sharing how organisations can take their Strategic Workforce Planning to the next level. In this podcast, Alicia reveals the best practices and common pitfalls HR can avoid, to setting up Strategic Workforce Planning for success. The conversation also covers the common misconceptions of Strategic Workforce Planning, the importance of focusing on your organisation's unique challenges, and the role of technology to help upgrade your analysis. Support from this podcast comes from eQ8. You can learn more by visiting: https://www.eq8.ai/ See acast.com/privacy for privacy and opt-out information.

In his book, Good to Great, Jim Collins emphasized the importance of “who” over “what” – by stating that “those who build great organizations make sure they have the right people on the bus and the right people in the key seats before they figure out where to drive the bus”. But in today's rapidly evolving corporate culture, underscored by gig economy, great resignation, hybrid workplaces, how do organizations go about navigating the selective talent pool, in order to bring the right people to the right seats? To shed a light on this very topic, I am joined by Frank Sofia. He is the Head of Executive Talent Attraction for the Americas, across all markets and lines of business. Prior to his current role, Frank served as the VP of Strategic Workforce Planning for North America Sales. Throughout his 16-year career at SAP Frank has challenged himself to take on new opportunities across HR functions to gain deep expertise in HR Strategy, Workforce planning, Recruiting, Change management and Organizational development. He is incredibly passionate about HR transformation and enabling others to achieve their goals. Frank holds a Masters in Industrial/Organizational Psychology from West Chester University and a BA in Psychology from Temple University. As always, my name is Akshi Mohla and you're listening to SAP Experts Podcast. Please be sure to like, share and subscribe!

Amy Devers is the Chief of Staff and Executive Director of People and Culture at JupiterOne, a cloud-native SaaS security company.Amy has worked in HR and talent acquisition experience for over 10 years with particular expertise in Strategic Workforce Planning, Effective Employee Relations & Engagement, Talent Development for Top Performance, and Sourcing/Talent Acquisition. Here are a few of the topics we'll discuss on this episode of People Analytics: How working in customer service can help you better understand people. Which HR certifications are the most important. How to know which areas to focus on as an HR leader. What a culture of respect looks like. The problems of having a toxic work culture. The importance of giving leaders the tools they need. Why so many people are leaving their jobs. Resources: JupiterOne Project Management Certification Reinventing Cybersecurity  Connect with Amy Devers: LinkedIn Email Connect with the host: Lindsay Patton on LinkedIn Lindsay Patton by Email

Sorry ya'll our mic was popping the first few minutes but we promise Laurel's information is clear :) Laurel Rutledge, Founder and CEO of LKR Group LLC and LaurelRutledge.com, is a Career and Leadership Expert and HR Strategist. During her extensive career, she built global teams, develop, and coached leaders, implemented large scale projects and effectively managed broad organizational change. Prior to her last corporate role as the VP and Global Head of HR Strategy and Analytics for Covestro, Laurel held other executive human resources roles, as well as senior roles in internal audit, consulting and risk management for companies and clients such as Bayer, Deloitte, Hillenbrand Industries/Hill-Rom, Batesville Casket and General Motors. Laurel's multi-functional background means she speaks the language of business. Her global experience has given her a perspective that enables her to effectively coach individuals from the plant for to the boardroom. One of Laurel's guiding principles is “people will listen to what you say, but they will believe what you do.” With this philosophy, along with her deep business knowledge, she guides the most senior leaders as they step into or continue to move in their most significant and challenging roles. Key in her work with both emerging and senior leaders has been setting strategy, building teams, aligning communication and action for effective execution. Laurel coaches individuals, teams and diverse groups. In fact, her signature program, The Empowered Action Academy, provides women with a safe, but challenging space to align, clarify their vision and move into action to achieve their goals. She is also an expert facilitator and has been facilitating strategic discussions for the last 25 years. By their very nature, the discussions have been both sensitive and challenging. Laurel's multi-function background and her understanding of the connection of employee engagement to clear alignment between leadership words and actions enables her to navigate sensitive topics with both grace and candor. Topics she has facilitated include: • Strategic employee initiatives (early retirement programs, benefits changes, etc.) • Strategic Workforce Planning (diversity initiatives, resource group design, talent strategies, etc.) • Diversity, equity, inclusion and belonging • Enterprise Risk Management (financial, operational, reputational) • and other significant topics Additional roles, activities and awards: ♦ Panelist, Bayer Change the Equation Salon, National Press Club ♦ Top 15 Women in Business - Houston ♦ Contributor, Human Resources Executive Online “The Great STEM Debate” by Carol Patton ♦ Founding Board Member, HRLN-Houston (Human Resources Leadership Network) Laurel holds a B.S in Accounting from the University of Houston-Downtown, and MBA from Indiana University-Bloomington/ESADE - Barcelona and multiple human resources and assessment certifications. In addition, she is the host of the weekly radio show, weekly podcast and weekly Fireside show all under The Rutledge Perspective brand, focused on and career and leadership topics. Check out these books on leadership https://amzn.to/3LjWco2

Solving Recruitment: Strategic Workforce Planning   Don't you feel that recruitment is generally moving from one crisis to another? It seems there is NEVER a moment when recruitment is steady, under control, low stress, high confidence project. Instead, it's a fire that we need to put out yesterday. Why is this - why can we not plan our hiring in more strategic way?   You will learn   - What is strategic workforce planning - Why does it not happen enough? - Key blockers to implementing strategic workforce planning - What is the role of TA vs HR in planning hiring? - How to build better relationships with stakeholders in hiring - What technologies support SWP? - How can ATS / HRIS data be used to support better planning - How do we know it is working, if we feel we have implemented SWP?   All this and more as we tackle the lack of planning in hiring. With Perry Timms, Founder (People & Transformational HR), CJ Green, Founder (Brave Goose) & Danny Hodgson, CEO (Foresight)   Ep154 is sponsored by Tribepad   The current approach to ED&I isn't working. In fact, not only is their scepticism and levels of mistrust from candidates around data collection, but 80% feel processes would be fairer if recruitment simply remained anonymous. And they might be right. It's time that we stopped seeing ED&I as a tick box exercise, and start putting vital data to good use. Download the latest 'Stop the Bias' report today. Understand why candidates believe that their prospects are being harmed, and their data isn't being used to benefit their applications.

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This week's podcast guest is René Gessenich, Head of Strategic Workforce Planning at Novartis, who shares the work that he's been doing to build a skills operating system for workforce planning at Novartis.In this episode, René and I discuss: Why having a robust skills ontology is so importantHow to incorporate internal and external skills data, in a single skills ontologyNovartis's approach to skills-based workforce planning with some examples of their targeted approachSpecific advice for organisations looking to adopt a skills-based approach to workforce planningSupport for this podcast comes from Medallia. You can learn more by visiting https://www.medallia.com/employee-experience/. See acast.com/privacy for privacy and opt-out information.

Interview with Ambros Scope – Ambros is the Head of Leadership & Future of Work at Zurich Insurance. He started his professional career as a Management Consultant specialized in CRM and HRprojects. Ambros is a passionate leader of Talent, Performance, Employee Engagement and Strategic Workforce Planning in an international corporate environment.

What Is Strategic Workforce Planning? Strategic Planning See 1 of 100 New Videos on this topic & more. In fact, our research specifically proves 8 Critical Success Factors for small & medium-sized businesses. Visit www.BestBusinessCoach.ca for more info. Or https://www.members.bestbusinesscoach.ca/success-research/ for more on the research behind it.  Transcript: It's the planning process you go through to anticipate your hiring schedule. For example: Maybe there is a labor shortage. Or you don't get the revenue expected. Or workforce demographics are changing. Or the skill set needed is changing. Or a new development changes things. Strategic workforce planning is planning around all these. It's trying to plan, budget and take them into account. For example, if people deliver your services. Let's say you're a contractor. You get a big contract. You have to figure out: Who do I need to hire? What stage of the project do I need them? What do I do if I fail to find these people? It's important because it helps you consider all those options before starting. The concept of planning is: When you fail to plan, you plan to fail. It's impossible to predict the future. But through the planning process, you can have "if/then" concepts in place if needed. You'll be better off and faster to act if things go wrong. If you'd like more information on questions like this, Go check out www.BestBusinessCoach.ca.  

Andreas De NeveIs Co-Founder en CEO van TechWolf, een Gentse machine learning start-up die artificiële intelligentie gebruikt om mensen, jobs en opleiding te connecteren op basis van skills. Vond de aanleiding tot de start-up als student Computerwetenschappen samen met zijn twee co-founders toen ze het toch wat vreemd begonnen te vinden dat studenten steevast in de horeca aan het klussen gaan, terwijl ze de juiste vaardigheden hebben om, bijvoorbeeld, te gaan werken in de druk gezochte functies in en rond ICT en digitalisering. Vandaar ook het grotere idee: waarom niet kandidaten en vacatures matchen op basis van skills in plaats van een cv?Start vanuit de overtuiging: gebruik AI om het personeelsbestand van morgen te vormen met behulp van de medewerkersdata die je vandaag hebt.Maakt het mogelijk dat bedrijven in één oogopslag kunnen zien welke vaardigheden aanwezig zijn in welke afdelingen en hoe die in de loop der jaren geëvolueerd zijn. Zo wordt strategic workforce planning een heel stuk makkelijker.Weet van ons allemaal dat onze job drastisch zal veranderen, gewoonweg omdat de omgeving, de business en de technologie (steeds sneller) blijven veranderen.Ziet strategic workforce planning en talent management niet als een foto, maar als een video: alles en iedereen is constant in beweging. Merkt op dat upskilling en reskilling het nieuwe rekruteren wordt.Werkt API first, TechWolf heeft dus geen platform, geen beginscherm, geen log-in-scherm. “We zijn niet de 31ste of 41ste tool, we communiceren wel met alle tools, het gaat om de data! De nuttigde data gaan wij aggregeren, interpreteren en presenteren, zodat ermee gewerkt kan worden. Kortom, TechWolf is geen fiets, het is wel een elektromotor die je op je bestaande fietsen plaatst.” “Wat kan er best door AI gebeuren? En wat doen we best als persoon? Waarom die vraag? Er zijn al zo'n 30 jaar computers die de geniaalste schaakspelers kunnen verslaan, maar er is nog altijd geen enkele computer die dit gesprek kan genereren. Wat zegt dat over rekrutering? Recruiters hebben gemiddeld 7 seconden om een cv te bekijken. Zo'n grove filtering laat je dus best niet door een mens gebeuren. Ons algoritme kan 20.000 cv's in een seconde lezen en kan voor elk van die cv's zeggen hoe geschikt die is voor een bepaalde job.”Beluister de podcast, duik in de even intrigerende als verbazingwekkende wereld van artificiële intelligentie én de (verregaande) consequenties voor HR.+++Honger naar meer? SCHRIJF JE IN VOOR DE NIEUWSBRIEF - https://zigzaghr.be/inschrijving-nieu...​LEES DE ARTIKELS - https://zigzaghr.be/inspiratie/​ABONNEER JE OP HET TIJDSCHRIFT - https://zigzaghr.be/tijdschrift/​And don't forget: it's a great time to be in HR!+++Dit is een episode van Brainpickings XL, de special edition van onze populai

In the dynamic world of Homeland Security, planning for and maintaining the right workforce presents a major imperative. For some insight and how they do it, Federal Drive with Tom Temin welcomed the Executive Director of Strategic Workforce Planning and Analysis at the Department of Homeland Security Kimya Lee.

Listen in today on interview with mom author, podcaster and career coach, Latika Vines. She and I talk about life as moms of girls, overcoming loss and finding your vision and purpose!"Latika Vines is the Founder of Visionary Initiatives, LLC, a Career Development and Coaching Organization promoting Career and Organizational Development. ​Delivering customized solutions for high-performing Working Mothers to successfully balance life, so they can grow in their career; while providing Organizations with the tools to develop the careers of their high-performing employees to create a talent pool for succession management and increase employee retention and satisfaction. Latika has fourteen years of experience in coaching, mentoring, and training individuals to advance their career from Team Member to Senior Executive Service; and has designed, managed, facilitated/instructed, and evaluated Career Development Workshops and Technical Training for the private and public sectors. She has a strong passion for Organizational Development, in which, she has developed and implemented a Career Roadmap Tool (a Microsoft SharePoint Tool for personnel to know how to get from Academy/Entry Level to SES in the Agency) for Law Enforcement Agents, Officers, and Civilians, and a Talent Pool for Succession Planning. Utilizing that experience and knowledge, Latika founded Visionary Initiatives, LLC, A Career Development and Coaching Organization, where she provides similar training and Career Guidance to organizations. Latika is the author of "Getting the Career You Want - A Self-Guided Career Planning Journal to assist you in Discovering the Career You Want and How to Achieve it;" where she gives you step-by-step direction on how to create your own Career Plan to Success.  Latika is certified in Human Capital Strategist, Strategic Workforce Planning, and Performance Consulting for Trainers. It has always been Latika's lifetime goal of being a Chief Learning Officer and through her work at Visionary Initiatives, LLC, she has transformed her career vision into an initiative.  Latika is also the International Association of Women - Waldorf Chapter President, helping women in the Southern Maryland area achieve their career and business goals."Host: Ekua Walker, NP- Child Development Nurse Practitionerand C.E.O- Chief Encouragement OfficerProduction: Koby BlanksonWww.MomsChangingTheWorld.org

As the Founder & the Chief Product Officer at techwolf.ai, Mikaël Wornoo has a background in Computer Science Engineering and is passionate about all things AI in HR.In this episode, Mikael and I discuss the renewed emphasis on strategic workforce planning, where it’s having the largest impact, and why its principles are essential in designing the hybrid workforces of today.We also strike a more personal note; discussing our shared love of biohacking, with a particular focus on the importance of sleep. I share my recent challenges with chronic fatigue, and the steps I’m taking to resolve them in service to having a greater impact. It was an awesome chat. I hope you enjoy our conversation as much as I did.Mikaël Wornoo Mikaël Wornoo is a Founder & the Chief Product Officer at techwolf.ai. He has a background in Computer Science Engineering and passionate about all things AI in HR.WebsiteLinkedInThinking Inside the BoxConstraints drive innovation. Each week we’ll tackle the most complex issues related to work & culture.LinkedInInstagramTwitterWebsiteApple PodcastsGoogle PodcastsSpotifyStitcherPocket CastMatt BurnsMatt Burns is an award-winning executive, social entrepreneur and speaker. He believes in the power of community, simplicity & technology.LinkedInTwitter

Interview with Oltea Ceraceanu – Oltea is a well-seasoned HR Leader, with 17 years of experience, out of which 14, have being in the world of HR. She´s highly interested in Strategic Workforce Planning, Culture and Leadership Effectiveness, Building Capabilities and Driving Change.

We’ve dealt with rapid unexpected change this year and never has the whole world been so focused on the same problem. Russell Klosk, talent strategy thought-leader and expert in workforce transformation, explores how 2020’s challenges have affected companies priorities when it comes to their talent and reveals what’s different this time round compared with past recessions. Russell shares with host Rhonda Taylor some of the often-unspoken pitfalls of working from home and what impact it has made on productivity, employee experience and engagement. Remote working vs. in-office, what will it be like on the other side of the pandemic? Listen in for Russell’s take! Russell is a globally recognized thought leader in Talent Strategy, Workforce Transformation and Strategic Workforce Planning and has led multiple global transformation projects. Connect with him on LinkedIn https://www.linkedin.com/in/russellklosk/ or Twitter @RussMK!For more insightful conversations, visit www.talentxpodcast.com. We hope you enjoy this episode of the TalentX podcast!

Chat Guest In 2006, Beth founded Executive Velocity as an outlet for her trademark enthusiasm and energy for assisting clients with their most valuable asset – their people. Through her proven approaches, she provides expert advice on leadership capabilities and builds succession plans for organizational continuity. Beth served as a Chair with Vistage, the most prestigious CEO and business owner peer advisory organization in the world for 13 years. As a Vistage Chair, Beth facilitated peer advisor meetings and coached business owners and executives to grow and develop in their roles and careers. Beth began her career in financial management with Hewlett Packard and later transitioned into account management with Pricewaterhouse Coopers. She developed and managed accounts, honing her skill in providing effective solutions for the diverse needs of clients. In 1989, Beth co-founded MA&A Group, Inc., with her husband and served as CEO and Chair of the Board. The technology project management consulting firm worked with clients such as BellSouth, SunTrust, Wachovia, and the American Cancer Society to incorporate and implement technological solutions to advance business objectives and achieve greater productivity and profitability. MA&A Group was named a “Pacesetter” by the Atlanta Business Chronicle in 1997, 1999, and 2000, and was ranked #199 on the Inc. 500 ranking of America's fastest-growing companies.   Beth is a graduate of Babson College and Harvard Business School's OPM program. She is certified in Myers Briggs, Hogan, Business DNA, Foundations of NeuroLeadership, Strategic Workforce Planning, and Facilitation and Advanced Facilitation from Leadership Strategies. She is a Certified Managerial Coach by Kennesaw State University and has received the following awards and recognitions: Atlanta's Top 40 Under 40, Georgia Trend's “Divas,” and Babson College's Distinguished Service Award. Beth's insight and expertise make her a sought-after speaker, and she is featured in numerous industry blogs and publications.   Chat Highlights What's your backstory and how you found your way into leadership development and executive coaching? How are leaders finding new ways to actually IMPROVE employee engagement despite more adoption virtual working environments? As we move out of the response and recovery phases of COVID-19, how can leaders take what they've learned to be positive outcomes, evaluate why they were effective, and apply that when our economy is thriving again? Since we're all just keeping our seats warm for our future successors, talk to me about the future leaders and how we can best equip them through purpose-driven education and development?    Get In Touch executive-velocity.com/meet-beth-miller twitter.com/SrExecAdvisor linkedin.com/in/betharmknechtmiller youtube.com/user/executivevelocity See omnystudio.com/listener for privacy information.

In this HCI Podcast episode, Dr. Westover talks with Kaleh Raymond about creating a dynamic culture of people-centric performance management in organizations. Kelah (https://www.linkedin.com/in/kelahnraymond/) has nearly two decades of experience collaborating with organizational leaders to support, align and further corporate goals and workforce strategies. Her areas of expertise include: HR strategy, talent management, organizational and leadership development, and performance improvement. Kelah's expertise has been leveraged in many industries and organizations, from a combat zone to a corporate boardroom she has done and seen it all. Her greatest joy, however, is helping organizations improve human connections and business metrics. Kelah has a Master of Business Administration focused in HR, as well as an HR certification (SPHR).  She also holds a certification in Strategic Workforce Planning and Leadership Development & Succession Planning.

For 30 years, Steve has brought clarity and innovative analytical solutions to several large corporations (Allianz, Medtronic, Thrivent, 3M). He holds a degree in mathematics and an MBA with an emphasis in nonprofit management; He is a Fellow of the Society of Actuaries and certified in Strategic Workforce Planning. His most prolific roles included actuarial, capital markets hedging, and workforce analytics.   Steve talks about his professional journey in the corporate world and the transition from that into his own business, as well as how it affected him, his finances, and his family. He also talks about how he is dealing with the changing environment during a pandemic and how he is helping clients to get through it themselves!

Sempre più le relazioni professionali e sociali all’interno delle organizzazioni aziendali sono meno aderenti alle strutture gerarchiche; le persone condividono, parlano, comunicano, partecipano in maniera libera e differenziata rispetto agli schemi imposti e quindi inevitabilmente le organizzazioni devono tener presente i diversi livelli di comunicazione e adattare le strutture alle necessità.Bisogna quindi definire la futura forza lavoro necessaria all’organizzazione strutturando un piano strategico a supporto.Lo Strategic Workforce Planning è quel processo, sistematico e sistemico, che supporta la strutturazione della nuova forza lavoro utile all’organizzazione.Oggi, più che mai, le aziende sono soggette ad un turn over elevato, trattenere i talenti è diventato difficoltoso perché ricercano valori, tangibili e intangibili, non sempre presenti nelle realtà aziendali, e in taluni casi risulta anche difficoltoso identificare quanto quella risorse sia idonea ed efficace nel complito che svolge.L’utilizzo dello Strategic Workforce Planning sta proprio nel determinare il gap esistente tra reale ed ottimale, nell’individuare, tramite assessment, le skills e i knowledge interne ed esterne, le regole e le azioni utili a colmare il gap esistente, e trovare strumenti adeguati per trattenere i talenti e attrarne di nuovi, tutto stabilito su un piano pluriennale basato su una visione dell’organizzazione futura.Per poter identificare una strategia, di lungo periodo, per la nuova forza lavoro aziendale bisogna:-DEFINIRE IL PIANO, stabilire gli obiettivi e lo scopo, i ruoli e il board, comprendere di quali persone abbiamo bisogno-MAPPARE IL CAMBIAMENTO, puntando sui benefici del cambiamento, i diversi modelli e strumenti di lavoro, identificare figure professionali e i ruoli di cui abbiamo bisogno-DEFINIRE LA NUOVA FORZA LAVORO, Comprendere quali nuove professionalità necessitiamo in virtù dell’evoluzione del mercato (es. data scientist?), stabilire di quante persone e figure professionali abbiamo bisogno-COMPRENDERE L’ATTUALE FORZA LAVORO, determinare il gap esistente tra attuale forza lavoro e futura-SVILUPPARE E ATTIVARE IL PIANO, Individuare le principali motivazioni di loyalty interna e turnover e sviluppare un piano che consegni coerenza con il giusto team, le giuste skills e un management che gestisca il cambiamento. Costruire piano di sviluppo tenendo presente gli obiettivi di forza lavoro future (formazione, affiancamento, progetti di co-design ecc)-STABILIRE LE REGOLE DI MISURAZIONE E MONITORAGGIO, per verificare gli step di avanzamento (semestrali) e porre in essere nuovi progetti.E in ultimo sono da implementare politiche di “inclusione” che valorizzino le diversità e permettano la “contaminazione” sviluppando competenze e capacità, attivando nuove idee, nuovi progetti e compartecipazione.La diversità può essere di genere, cultura, religione, razza e politica e le nuove organizzazioni devono includere e quindi abbracciare tutte le diversità per valori comuni.I fattori abilitanti di un Strategic Workplace Planning sono:-I valori aziendali, nella responsabilità, nella delega, nella cultura della delivery basata sulla sperimentazione, la cultura del fallimento come processo di miglioramento, nell’inclusione, nella diversità e nella fiducia.-La gestione delle risorse, con un piano chiaro e condiviso, con attività di partecipazione e condivisione, implementazione di strumenti di aggregazione e condivisione, piano formativo costante, continuo, di gruppo e personalizzato.-Skills e knowledge individuali, come lo sviluppo della resilienza legata al fallimento e le responsabilità, attivare capacità di ascolto, abituarsi al lavoro non localizzato, sviluppo pensiero laterale e capacità sociali.

In 2006, Beth Armknecht Miller founded Executive Velocity as an outlet for her trademark enthusiasm and energy for assisting clients with their most valuable asset – their people. Her proven approach provides expert advice on leadership capabilities and builds succession plans for organizational continuity. Beth also served as a Chair with Vistage for 13 years. Beth is a graduate of Babson College and Harvard Business School’s OPM program. She is certified in Myers Briggs, Hogan, Business DNA, Foundations of NeuroLeadership, Strategic Workforce Planning, and Facilitation and Advanced Facilitation from Leadership Strategies. Available on Amazon, Beth's latest book, “Are You Talent Obsessed?”, is a compilation of her best practices for business leaders. Contact Info: beth.miller@executive.velocity.com Show Notes: On this episode of Small Business Matters the Podcast, Tim and Taylor talk shop with Beth Miller, the talent whisperer. As it relates to small business, Beth explains the importance of hiring the right people, timely onboarding, asking important questions, and understanding your weaknesses as a leader. Key Points in this Episode: • Contributions to SB [0:02:32] • Succession Planning [0:02:59] • Typical Client [0:04:08] • Aspirin vs. Vitamin [0:05:00] • The Role of the Leader [0:06:21] • Developing the Next Leaders [0:06:52] • Hiring Mistakes [0:07:57] • Internal vs. External Hiring [0:09:33] • "Are You Talent Obsessed?" [0:10:29] • The Role of a Coach [0:11:41] • Favorite Coaching Question [0:13:04] • Best and Worst Mistake [0:14:00] • Emotional Intelligence [0:15:30] • Best Advice [0:16:15] • Rapid Fire [0:17:44] • Takeaways [0:20:45] • Contact Beth [0:22:00]

Craig MacDonald is the Executive Manager of learning product at Suncorp, a financial institution.   Craig talks about the Future Ready programme, which aims to prepare people with the capabilities they need and that Suncorp needs for the future. The programme is part of a strategic workforce planning and talent management initiative, as well as being driven by a sense of social responsibility to ensure that their people have skills relevant for the future.  Craig discusses building the business case, partnering with others, how they piloted the program and what they learned and making the program scalable. This rich story also covers, amongst other things, moving to a learning strategy with more self-directed continuous learning in the flow of work, curating learning pathways, and changes to the learning team role, structure, mindset and skillset. Craig touches on challenges and aspirations that many other learning professionals are grappling with. Host:  Michelle Ockers Guest: Craig MacDonald  Resources: Suncorp Bank Website - https://www.suncorp.com.au/about-us.html A Guide to Strategic Workforce Planning - http://bit.ly/2TVMReV Developing a L&D Business Case – http://bit.ly/2uFkYNR Future Skills and Training – Report of project that gathered and analysed data on Australian and international skills trends and megatrends to build an understanding of the potential impacts on Australia’s workforce in the future http://bit.ly/2uxlayq Be Future Ready Framework – while not used by Suncorp this is an interesting example of a crowd-sourced map of future skills http://bit.ly/37EBwUK Skillsoft Precipo Platform – Suncorp is using this platform to host pathways and curated content for their Future Ready program. https://www.skillsoft.com/platform-solution/percipio/  More Episodes & Info: More episodes: https://learninguncut.libsyn.com About the Learning Uncut podcast: https://michelleockers.com/learninguncut/

Digital trends in the economy are increasing the demand for digital skills in nearly every industry. Sounds like another workforce planning nightmare in the making, right? Maybe not, we caught up with Nicholas Garbis, Former Global Head for Strategic Workforce Planning at Allianz to talk about how to identify and plan for new and maybe unfamiliar talent segments. Want to hear more on this topic? Sign up to watch Nicholas live on stage at our 2020 People Analytics & Workforce Planning Conference: https://www.hci.org/2020PAWP

What is strategic workforce planning and, perhaps more importantly, what is it not? Why does it matter and how do the best organizations use it to close talent gaps? Get the answers to these and several other questions in this lively discussion with Mark Allen, Ph.D., speaker, consultant, author, and HCI faculty member. Mark also teaches at Pepperdine University's Graziado School of Business and Management. To learn more about strategic workforce planning, check out our certification course: https://www.hci.org/SWP Or consider our annual People Analytics & Workforce Planning Conference: www.hci.org/2020PAWP

How do you prepare your organization's workforce for the future? In today's episode, we'll share 7 strategic workforce planning steps that will help you get ready for what's to come! Here's what you'll learn. How to: 1. Consider the long-term goals of the organization 2. Analyze your current workforce 3. Find future skills gaps 4. Prepare for different scenarios 5. Don’t hesitate to ask for external advice 6. Don’t forget your company culture 7. Monitor and adapt Read the full article here: https://harver.com/blog/strategic-workforce-planning/

Podcast 16 - we move from the darkness to the light - what exactly is the light triad? We also interview Melbourne HR Leader Debra Glowaski on the value and need for Strategic Workforce Planning as organisations evolve.

Episode #155 I am joined by David Doe, Vice President HR Talent Excellence at Shell to discuss Shell's journey into integrated strategic workforce planning.Resources mentioned

Stela Lupushor is the founder and Chief Executive Re-framer of Reframe.Work Inc., a consulting firm advising organizations on workplace inclusion in order to bring resiliency and access to talent in an environment disrupted by demographic shifts, technology, value chain disintermediation, and human behavior evolution. She is also the Program Director, Strategic Workforce Planning and HR Business Partners Councils at The Conference Board facilitating conversations with Fortune 500 corporations-members on building new global workforce strategies to deliver business performance. Additionally, she is the Human Capital Analytics Center Leader at The Conference Board shaping its research agenda. Stela is the Founder, Chairperson of the Board of Directors of amazing.community, a non-profit organization extending the work horizon for women, empowering them to thrive in the workplace of the future. Most recently, Stela established and led the people analytics functions at Fidelity Investments and TIAA where she developed analytics capabilities across the organizations and enabled data-driven workforce decision making. Previously, Stela led the HR Strategy and Social Analytics function at IBM where she built the “future of work” strategy for IBM. One outcome was the sentiment analysis solution which is now used to understand the engagement of IBM’s global and complex workforce. She brought to these initiatives her consulting experience acquired at Price Waterhouse and the successor organizations – PwC Consulting and IBM Global Business Services. Read more at https://www.linkedin.com/in/slupushor/   

Workforce strategy and people analytics are “absolutely complimentary,” according to Aon’s Director of People Analytics, Neil Shastri. Strategic workforce planning isn’t going anywhere, which makes the need for core skills among people as important as ever: teamwork, learning comprehension and long-term planning ability, for example. As the rate of change in the workplace picks up, each shift makes workforce planning even more relevant to all employees that contribute to business success. Organizations and their people must be ready to adopt new processes and best practices, especially among the rise of digital transformation, new technology and bucket loads of data. Join Shastri and his partner, Aon’s People Analytics Practice Leader, Ranjan Dutta, to learn about building workforce planning capabilities, how new tech can (and should) help the process, and what matters most in using strategic workforce planning and people analytics to leverage data. Register/Watch the upcoming webcast: http://www.hci.org/lib/how-build-agile-workforce-planning-team Learn more about Workday: https://www.workday.com/

Ross Sparkman, Head of Strategic Workforce Planning at Facebook and author explains how Facebook reinvented workforce planning.

Episode #72 - We are joined by Ross Sparksman, Author, Speaker, Head of Strategic Workforce Planning at Facebook. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast.

Workforce planning has a remarkable impact on business success, and it’s become quite the priority for organizational leaders today. Workforce planning has wiggled its way into business initiatives, allowing for better decisions, improved retention, accomplishment of goals and more. Some might say ownership of workforce planning remains unclear, but the best answer is that workforce planning is a collaborative effort from HR, operations, and finance teams. If done the right way, support comes from the top down – leaders must really believe in workforce planning, drive it and ensure that the company, as a whole adopts it and really understands how it can benefit the business. From collaboration to strategy, learn about workforce planning done right by listening to this podcast with guest Madeline Laurano, co-founder of Aptitude Research Partners. To learn more about the underwriter of this podcast please visit: https://www.workday.com/

Join WilsonHCG's John Blowers and Andrew Gadomski of Aspen Advisors as they explore the role of strategic workforce planning and analytics in encouraging business growth. You will learn how workforce planning can help you better identify the types of talent you need, and hear recommendations on how to get an analytics program started if you are facing challenges.

In this episode, we discuss the challenges in pharma regarding workforce management, the growing trend of strategic workforce planning, and how this phenomenon will continue to evolve over the next 5 years.Thought Leader: Mark Lanfear, Global Practice Leader, Americas Scientific Product Group, Kelly Services, Inc.Play podcast