Navigating Workforce Strategy

Workforce demands and compositions are shifting in response to economic, social and demographic trends. Talent assets need to be managed as aggressively as the fine-tuning applied to other organizational assets. Everything else fails if the right talent isn’t in the right place. This requires an alignment of workforce strategy with business goals.

In the changing world of work, the one constant is the need for an exceptional workforce. The effectiveness of your workforce strategy makes the difference between thriving and diving. Today, talent is the only source of sustainable success and differentiation. Building an exceptional workforce will drive higher levels of performance and positively impact your organization’s ability to deliver on business strategy.

I will be presenting on this topic at the SHRM 2011 Conference and Exposition on June 28 in Las Vegas. Please join me and learn language, a process, business drivers and key metrics to architect an effective workforce strategy is aligned with business objectives.
Architecting a high-performing workforce strategy starts with the foundation of a five step process:

• Identify current state and future goals;


• Establish understanding and commitment;


• Gather the data and assess priorities;


• Analyze results and conduct gap analysis; and,


• Action planning and implementation.

Why make the investment? Building an exceptional workforce will drive higher levels of performance and will positively impact your organization’s ability to deliver on its business growth strategy. Investing in this process upfront will iidentify constraints and accelerators to organizational performance – top strengths to leverage and top priorities to fund and why. It will also increase executive alignment across functions and geographies, while also aligning talent initiatives to business goals – whether they are related to globalization, growth, productivity or even the brand.

I hope to see you at SHRM.