These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!

1. Presented by Al Adamsen Founder & CEO People-Centered Strategies [email_address] Workforce Insight and Change-Making Communications December, 2010

4. Moving from Vagueness to Clarity “ In God we trust. All others bring data.” W. Edwards Deming Metrics & Reporting Analysis/Analytics Advanced Analytics

5. Leading Contributors to the Science John Boudreau Mark Huselid Brian Becker Richard Beatty Larry Bossidy Ram Charan Susan Mohrman David Norton Robert Kaplan Gary Loveman Jim Collins Peter Cappelli Wayne Casio Dave Ulrich Norm Smallwood Wayne Brockbank Theresa Welbourne Thomas Davenport Ed Lawler III Jack Wiley Peter Ramstad Jac Fitz-enz Bernd Irmer Tony Rucci Tamara Erickson Scott Brooks Jeffrey Pfeffer Sue Meisinger Peter Drucker Edward Tufte Daniel Pink W. Edwards Deming An Incomplete List of the…

7. Optimize the Quantity & Quality of Information Quantity of Information Value Optimal Quantity of Information Competitive Advantage (just right) Competitive Disadvantage (too little) Competitive Disadvantage (too much)

9. Two Distinct, Yet Related Disciplines Compliance & Risk Mitigation People & Organizational Effectiveness HR Talent Management

10. The Decision Sciences of Business Discipline Decision Science Key Activities Accounting Finance Financial Planning & Analysis (FP&A) Sales Marketing Market & Customer Research Operations Supply Chain Mgmt. Operations Research & Process Optimization HR Talent Management Workforce Planning & Analytics (WP&A)

13. Workforce Planning & Analytics Together 24 months Time Quantity of Labor Workers Entering the Organization Workers Exiting the Organization > 1, growing organization < 1, shrinking organization 12 months Workforce Analytics can help improve retention which, in turn, will positively affect the composition of the workforce. Workforce Planning can help determine recruiting needs, development needs, contingent/full-time/part-time mix, etc. © 2010 People-Centered Strategies LLC Forecasted Demand for Labor Forecasted Internal Labor Supply Labor Gap: How to fill? Internally & Externally ?

14. Evidenced-Based Decision-Making Emotional Rational Today’s Leading Companies Opportunity Emotional Rational Most Companies Decision Making Emotional Rational Leading Companies of Tomorrow Opportunity “ Opportunities abound to employ simple analytic methods to marginally or substantially increase profitability, especially in large businesses…” Dr. Gary Loveman, Chairman of the Board, President and CEO, Harrah’s Entertainment, Inc.

16. Aggregating & Analyzing Data Most organizations (nearly all) do not extract a level of value from their HRIT investments commensurate with the money, time, and effort devoted. Workforce Planning/Analytics helps organizations maximize the value derived from HRIT investments (a.k.a. “data assets”). In turn, the insight generated serves as a unique, hard-to-replicate competitive advantage as leaders are able to make more effective decisions. External Data HRMS Applicant Tracking Performance Management Learning Survey “ Decisions are now based on what we know not what we ‘think’ we know.” Aggregating Workforce Insight Planning/ Analytics HR Metrics & Reports context

17. The Data-to-Change TM Process: Action Creating Knowledge Data Staging/ Aggregation Analysis/ Reporting Packaging/ Story Telling Communication/ Facilitation Action/ Positive Change Systems/ Data Analytics/ Insight Do Actions Reflect Data-Driven Insight? © 2010 People-Centered Strategies LLC Appreciating the various, people, processes and technologies throughout the whole cycle. Bridging the Gap between Knowledge and Action

18. Workforce P&A: Three Work-streams Strategic Operational Technical What we want & when we want it… Staging Data and Performing the Analytics… Understanding & Making Decisions… How the deliverable will be created… Packaging & Communicating… Governance

20. The Value Proposition: Revisited Reduced Anxiety * individual, team, and organizational Better Performance* Better Decisions Increased Confidence Better Insight Increased Control Better Processes Better Technologies Better Data

21. Presented by Al Adamsen Founder & CEO People-Centered Strategies [email_address] Workforce Insight and Change-Making Communications December, 2010 Thank you!