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It’s hard to identify strong employees without first being able to visualize your entire workforce. That’s why having an organizational structure is step one. Without visualizing the company holistically, it’s difficult for leadership to make quality decisions about roles and responsibilities. And having the right people in key roles is vital to a company’s success.
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OrgPlusTM RealTime Demo
Pinpointing Your Company’s Key Players
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Introduction
• More than 27 years of HR experience• Listed NYSE: NSP• Insperity business performance solutions
support more than 100,000 businesses with more than 2 million employees
Mission Statement
The mission of Insperity is to help businesses succeed so communities prosper.
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Why Organizational Planning?
Start with structure• Identify strong
employees • Define hierarchy so
employees know who does what and who reports to whom
• Better prepare company to improve operational efficiency
• Align businessfor growth
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Growth Through Org Planning
Key functions • Determining the right
size of the workforce • Creating an ideal
organizational structure
• Maximizing the engagement of employees
• Making sure the infrastructure supports these processes
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Planning for Growth – “Right Size”State of company based on current workload?• Total headcount• Budgeted headcount• Span of control for
department managers
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Planning for Growth – “Right Size”
Envision company’s future configuration• Adding headcount• Shifting employees
between departments• Recalculating
department budgets
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Workforce Attributes
Staffing mix• Internal vs. external
resources • On-site or off-site• Full time vs. part time• Contract labor• Outsourced labor
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Workforce Attributes
Skills mix• Education• Training • Languages spoken
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Performance Metrics
Key indicators• Are they a key
employee?• When was their last
promotion?• What’s their location
within the salary grade?
• What’s their performance rating?
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Performance Metrics
Plan of action• Is the employee a
flight risk?• Do they need
coaching to improve?• Are they eligible for a
promotion?
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Budgeting and Planning
If a department is consistently under or over budget, it’s time to consider realigning your organizational structure to more efficiently appropriate these funds.
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Turnover and Retention
Direct costs of turnover
• Recruiting fees• Separation pay• Overtime pay for
workers who fill in• Time spent
interviewing• Onboarding and
training
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Turnover and Retention
Indirect costs of turnover • Delays in customer service• Lost business opportunities• General business disruption
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Prevent Turnover at Different LevelsIf a manager has a poor turnover ratio, it might be time to give somebody else a shot.
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Diversity in the Company
Key compliance metrics• Age• Tenure• Gender ratios• Ethnicity
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Succession Planning
The objective of succession planning is to ensure that the organization will continue to be effective and competitive.
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Change Management
• Mergers and acquisitions
• Product or market consolidations
• Reductions in force• Selling off business
units
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Harnessing Change
Now that you’ve pinpointed the cream of your company crop, you can make well-informed decisions regarding where they fit into the organizational structure.
And when things inevitably get shaken up, you’ll be better prepared to handle it.
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Why Insperity™ OrgPlus™ RealTime?
• Role-based security• Online access• Track and measure key employee metrics• Insight into workforce changes• Manage mergers, acquisitions, turnover and growth• In-the-cloud infrastructure
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