Global Workforce Planning

Overview

This episode explores the critical world of global workforce management and strategic workforce planning, examining how organizations can proactively shape their workforce for future competitive success. The discussion covers the shift from reactive hiring to strategic talent management, the complexities of global operations, and the role of data-driven approaches in building resilient, adaptable workforces.

Learning Objectives

After completing this episode, participants will be able to:

1. Articulate the urgency of strategic workforce planning in the context of changing workforce expectations and organizational challenges
2. Apply strategic workforce planning fundamentals including the BCG five-step approach to skills-based talent management
3. Navigate global workforce management complexities including international hiring, employment model variations, and compensation challenges
4. Address human and cultural challenges including communication barriers, global employment compliance, and cybersecurity concerns
5. Implement data-driven workforce management solutions including integrated WFM software, Center of Excellence governance, and analytics utilization
6. Develop skills-based approaches through gap identification, personalized development, and future skills preparation
7. Integrate generative AI into workforce management for scheduling optimization, labor forecasting, and human skill enhancement
8. Conduct external environmental analysis using PEST framework to inform workforce planning decisions

Key Takeaways

1. Flexibility is expected: 90% of employees expect real flexibility in their jobs according to EY data

1. Process improvement needed: Nearly half of organizations recognize need for significant improvements in workforce planning

1. Technology underutilized: Majority not optimizing existing workforce management technology despite investments

1. Governance gap: Over half lack strategic governance structure like Center of Excellence

1. Internal mobility increasing: 6% year-over-year increase requires better alignment of skills with opportunities

1. Work week variations extreme: From 29.5 hours in Austria to 52.6 hours in UAE creating compensation challenges

1. Cybersecurity costs rising: Global cybercrime costs projected from $9.2 trillion (2024) to $13.8 trillion (2028)

1. COE drives satisfaction: Organizations with COE report 13% greater WFM system satisfaction

1. Data integration gap: Almost half don't incorporate WFM data into enterprise analytics creating blind spots

1. Skills gap identification low: Only 46% use data to identify existing gaps; only 31% collect future requirements

1. Gen AI expectations high: 91% of business leaders expect productivity increase but fewer than 10% currently use for WFM

1. Gen AI enhances soft skills: Employees skilled in Gen AI are 5x more likely to develop creativity and emotional intelligence

1. Technology drives prediction: Technological factors have greatest positive impact on SHRP according to regression studies

1. Payroll savings achievable: 0.5% to 2.5% of annual payroll spend through robust analytics and KPI tracking

1. Future readiness requires balance: Embracing technology while cultivating uniquely human skills for jobs not yet imagined