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Florian Fleischmann Presentation_04_hr_forecast

Big Data for Big Questions

NEXT GENERATION WORKFORCE MANAGEMENT

HRForecast in a Nutshell

Integrated workforce management using big data technologies

Winner of:

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PROFILE| Big Data provides completely new perspectives to plan & manage your work-

force, unveil opportunities and challenges and to setup streamlined operational activities

HRForecast in a Nutshell

Management Level

Functional Level

Employee Level

Define an operating model and workforce aligned with the business & connected to the macro-environment

Support each employee individually to achieve and maintain skill requirements

Build an agile and efficient organization and workforce-architecture using optimization technologies

OUR APPROACHWHO WE ARE

supported by:

• consulting company providing a data-driven workforce management approach

• offices in Munich and Bremen• award winning approach

WHAT WE DO• usage of big data technology to drive

decisions• benefit from the inclusion of internal

and external data • simulation of scenarios • decision making as a managed service

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BEHIND THE SCENES | When data science meets HR, a winning team is created

HRForecast in a Nutshell

Christian VetterManaging Director

peopleForecast GmbHAgnes-Pockels-Bogen 1, 80992 Munich

Tel.: +49 (0) 176 47020078E-Mail: christian.vetter@hrforecast.de

Florian FleischmannManaging Director

peopleForecast GmbHKonsul-Smidt-Straße 8k, 28217 Bremen

Tel.: +49 (0) 176 63198983E-Mail: florian.fleischmann@hrforecast.de

Core Skills Core Skills

• Strategic HR analytics

• HR planning

• Workforce modelling and simulations

• Tool-supported HR decision-making processes

• Project management

• Strategic and operational workforce planning

• Data-driven decision-making processes

(outsourcing, location decisions, HR strategy)

• Financial- & HR-planning processes

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• HR Risk and Structural Analysis

About Us

KEY QUESTIONS

Demand Supply Gap

KEY QUESTIONS KEY QUESTIONS

• How does digitalization impact my future workforce demand?

METHODS

• Scenario planning with the HRThinkbox

• Which skills will be needed in future?

• Demand planning with HROne

• How does my skill architecture look like?

• Where are my future key employees and how can they be retained?

• How can I create a cost-efficient and flexible workforce structure?

METHODS

• Skill Analytics

• Predictive Talent Management

• Workforce Supply Simulations

• What are the transformation costs?

• What are risks and opportunities in variousscenarios?

• How can I implement Strategic Workforce Planning?

METHODS

• Gap filling Simulations

• Quantification of Transformation Costs

• Tracking and Monitoring of the implementation status

APPROACH AND METHODS | Your strategic and operational questions will be

answered with our award-winning approach

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SUCCESS STORIES | Selection of our clients…

HRForecast in a Nutshell

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EXPERIENCE THE POWER OF BIG DATA AND ANALYTICS | HR-driven Portfolio

HRForecast in a Nutshell

• automatic detection of potential successors• cost-optimized closing of open job positions• total future monetary investment and time needed to cover all

redeployments and successions

• setup of matching algorithm to fill gaps•quantification of costs, time, learning curves and

productivity lossesSuccession Planning

Advanced Analytics / Evidence-based HR

Strategic WorkforcePlanning

Talent Management

Health Management

Demography Management

Diversity & InclusionManagement

TRIGGER RESULTS METHOD

• comprehensive HR transparency check• analysis of historic workforce data and un-

covering of patterns & trends using Big Data• connection of internal and external data

• decisions based on facts rather than gut-feeling• identification of risks within workforce and business• direct link between people management, business practices and a

company’s success

•diversity-driver analysis• identification of financial benefits of diversity•definition of talent management model and

metrics to build a diverse workforce

• deep understanding of bottlenecks, ‘diversity-blockers’ within current people management

• identification of suitable sourcing-channels• recalibration of talent management to foster diversity

• future workforce demand under various business scenarios• simulated workforce supply incl. entries, attrition & developments• automatic proposal of cost-optimized gap-closing measures• implementation of strategic workforce planning as a process

• connection of financial and workforce figures• simulation of future business scenarios and skills

need per region/division•data-driven gap closing measures

• talent strategy along the employee life-cycle• customized HR instrument portfolio to meet strategic goals• targets, metrics and measures to achieve target talent-

management model

• scan of the labor markets, demography and education to identify suitable sourcing channels

•definition of new talent-management model

• tailor-made instruments supporting employability and workability• health management process, strategy and governance• proactive and customized health instruments

• raise, simulate and predict risks and costs of health management

• tool-supported definition of instrument portfolio

• generation-based workforce management• knowledge about labor market developments for years to come• avoidance of capacity shortages and management of demographic

structure within company

• scan of the labor markets, demography and education to identify suitable sourcing channels and assess company-specific risks

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HRForecast in a Nutshell

• target-operating-model and responsibilities• decision for SSC locations, hubs and FTE requirements• overview of workforce-related costs & time for implementing SSC

• identification of service locations and skills demand using big data technologies

• calculation of various business cases

Shared-Service-Center Implementation

Digitalization

Organizational Efficiency & Restructuring

Strategic Workforce Planning

Workforce Support for M&A & Portfolio Mgmt

Employability

Operating Models

TRIGGER RESULTS METHOD

• transformation of digital vision and business plans into job-profiles and workforce demands

• analysis of digitalization impact of workforce

• target-operating-model, FTE requirements under various future digital scenarios

• staffing and sourcing strategy to acquire digital competencies• digital talent management strategy and action plans

• cost-modelling identifying costs to run target operating model

• simulation of scenarios and ‘stress tests’

• target-operating-model (TOM) and required workforce demand• impact on operations of (un-)expected scenarios• total cost of ownership to operationalize TOM

• Improved workforce agility, efficiency and flexibility• optimized workforce costs and target headcount metrics • secured core-competencies, key knowledge and avoidance of

bottlenecks

•detection of organizational, structural and staffing inefficiencies

•benchmark of workforce efficiency

• target demand figures based on the financial plan and strategy• cost-optimized gap-closing measures and implementation plans• understanding of future workforce-related risks and mitigation

measures

•provision of needed toolset and services• run workshop and implement SWP as a process• recommendations on action and implementation

• long-term costs needed for restructuring and/or lifting synergies• invest/disinvest decisions 2-3 earlier compared to sole financial

analysis• secured competencies and organizational performance

•workforce due-diligence check (fit, synergies)• simulation of future fit and cost development• identification of overcapacities and inefficiencies

• employability risks related to health, capabilities and motivation• people development model to build and sustain capabilities in

accordance with future business requirements• tailor-made instruments to ensure long-term employability

• assessment of workforce employability and simulation of future employability risks

• cost-optimized setup of proactive measures

EXPERIENCE THE POWER OF BIG DATA AND ANALYTICS | Business-driven Portfolio

02.05.2017 | Slide 8HRForecast in a Nutshell

GET STARTED | Which steps are required to use Big Data & Analytics in my company?

PROJECT PROGRESS

Detailed Workforce Analysis & Risk Assessment

Data Assessment Include Workforce, Business & Macro-Data

I II III

Define QuestionFields

Provide HRForecast Methods, Tools & Decision Making Processes

Define Measures & HR Programs

Provide Interfaces & Customise HR Instruments

Holistic HR Management

Track Implementation & Monitor Workforce

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Kontakt

HRForecast in a Nutshell

CHRISTIAN VETTER

HR Analytics & Diversity

Szenarioplanung & Simulationen

Mobile Workforce Management

Talent Management

StrategischePersonalplanung

HRForecast | Mozartstraße 27 | 85540 Haar (Munich), Germany | Mobil +49 176 47020078 | christian.vetter@hrforecast.de

www.hrforecast.de