Fountain’s Post

🚨 The Real Cost of a Poorly Designed Workforce & Recruitment Plan 🚨 As a Workforce Productivity Specialist & Recruitment Leader, I've seen firsthand the impact of a poorly designed workforce plan & Recruitment Strategy on organizations. Without a clear plan, navigating market dynamics becomes akin to sailing without a compass. Misaligned roles and skills result in inefficiencies, dragging down overall productivity. Staff may feel lost in the chaos, leading to dissatisfaction and increased turnover. Inefficient resource allocation often leads to unnecessary costs, hitting the bottom line. ⚠️ The Wake-Up Call: It's Time for a Workforce Revolution! ✨ Commercial Benefits of a Well-Executed Workforce Plan: 🚀 Optimized Productivity: Roles aligned with skills mean your team operates like a well-oiled machine. 🎯 Strategic Agility: A clear plan enables swift adaptations to market changes, ensuring you stay ahead. 😊 Employee Satisfaction: Empowered staff, placed strategically, results in higher morale and retention. 💰 Cost-Efficiency: Strategic resource allocation minimizes unnecessary expenses, boosting profitability. If your organization is grappling with the consequences of a poorly or legacy designed workforce plan and/ or an inefficient strategic recruitment strategy, it's time for a change. Let's connect and explore how a meticulously crafted workforce & recruitment plan can be the catalyst for improved business success. To start a conversation, reach out to me on Linkedin or send me a mail to jayson.eichstadt@oceantalent.com.au #WorkforcePlanning #ProductivitySpecialist #BusinessTransformation #HumanResources #strategicsourcing #executiverecruitment

Hi LinkedIn Connections, Attracting, engaging, and retaining talent have been top challenges for organizations over the past few years. As I meet with clients and speak at events, I often ask, "Do you have a robust workforce planning program?" The answer is usually no. Whether you're new to workforce planning or looking to enhance your existing program, this webcast is for you. Join us on August 20, 2024, at 10 am PST for "Build a Proactive Workforce Strategy." We'll cover everything from basic to advanced strategies to help you understand your current needs and predict future talent requirements. Don't miss this opportunity to gain valuable insights and take your workforce planning to the next level. Register now and start building a proactive strategy to tackle your talent challenges effectively! Looking forward to seeing you there! #mossadams #workforceplanning #HR #talent #recruiting #engaging #retaining https://lnkd.in/gDBrcQgW

🌟 Embracing Skills-Based Workforce Planning: The Future of Talent Management! 🌟 Before 2025, many organizations took a reactive approach to hiring, filling short-term skills gaps without a long-term strategy. Sound familiar? 🤔 We often scrambled to find the right talent when we should have been anticipating our future needs! But here’s the exciting part: 2025 is just around the corner, and it’s bringing a revolution in workforce planning! 🚀✨ In this new era, long-term workforce planning will be the norm. Companies will proactively identify and develop talent pipelines that align with their strategic goals. Imagine a workplace where the right skills are cultivated in advance, ensuring that your team is always ready to tackle tomorrow’s challenges! 🔧💼 Let’s shift from reactive hiring to a proactive approach that not only fills roles but also nurtures talent and innovation! 🌱 How is your organization preparing for the future of work? Share your thoughts below! 👇💬 #WorkforcePlanning #TalentManagement #HRTrends #FutureOfWork

Many businesses still take a reactive and tactical approach to their workforce management. Our new article, featured in The Independent, demonstrates why you should be moving from a tactical to a strategic workforce management approach. Read the article here: https://lnkd.in/eCT52gys #workforcemanagement #talentaquisition #talent Business Reporter

#TuesdayThought Workforce management isn't just about scores, but understanding challenges, and opening doors. Within our team's diverse embrace, we find our greatest strength and grace. Workforce management is a multifaceted endeavor that extends far beyond the realm of simplistic metrics and numerical targets. While it's tempting to assess employees solely based on performance numbers, such an approach overlooks the complex design of challenges and efforts that underlie those figures. A dip in productivity may not always necessarily indicate a lack of effort or capability on the part of the employee; it could be a symptom of broader systemic issues or the need for additional support when it happened in larger number. True workforce management necessitates the ability to set aside preconceived notions and assess individuals based on their merits and contributions. Effective workforce management is about recognizing the individuality of each team member. By embracing this complete perspective, Net2Source Inc. is cultivating a culture of inclusivity, fairness, and continuous improvement within our workforce. After all are known to set the trends and not to follow them. We are always on a hunt for a talented resources who can bring in more value to our workforce management. DM me or send in your profiles on patel.chirag@net2source.com. Net2Source Inc. N2S Healthcare Staffing Solutions LLC N2S Global Workforce Solutions N2S Industrial & Commercial Solutions LLC N2S.Global

Strategic Workforce Planning (SWP)—Does your organization enable SWP through its internal talent marketplace (ITM)? While SWP and ITM are often discussed separately, ITM is an important component of an organization’s workforce planning. Below are 4 ways ITM enables SWP. 𝟭) 𝗕𝗿𝗼𝗮𝗱𝗲𝗻𝘀 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗮𝗹𝗲𝗻𝘁 𝗽𝗼𝗼𝗹. Identify ”hidden” internal talent with the skills and desire to take on new opportunities. 𝟮) 𝗨𝗻𝗹𝗼𝗰𝗸𝘀 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗰𝗮𝗽𝗮𝗰𝗶𝘁𝘆. Release “trapped” capacity by enabling workers to flow to areas where their skills and interests add value.  𝟯) 𝗦𝘁𝗮𝗯𝗶𝗹𝗶𝘇𝗲𝘀 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗮𝗹𝗲𝗻𝘁 𝘀𝘂𝗽𝗽𝗹𝘆. Reduce unwanted turnover by making career opportunities more prominent, accessible, and transparent.  𝟰) 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲𝘀 𝘂𝗽𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴 𝗮𝗻𝗱 𝗿𝗲𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴. Utilize organic opportunities to develop employees’ skills and strengthen organizational capability. I'll provide a copy of my slide (post image) in today's new issue of Talent Edge Weekly. To get the new issue at 6 PM EST along with +32,000 others, just click 'subscribe to newsletter' at the top of this post. Reshare/comment if this post was helpful!     #hr #humanresources #workforceplanning

Strategic Workforce Planning (SWP)—Does your organization enable SWP through its internal talent marketplace (ITM)? While SWP and ITM are often discussed separately, ITM is an important component of an organization’s workforce planning. Below are 4 ways ITM enables SWP. 𝟭) 𝗕𝗿𝗼𝗮𝗱𝗲𝗻𝘀 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗮𝗹𝗲𝗻𝘁 𝗽𝗼𝗼𝗹. Identify ”hidden” internal talent with the skills and desire to take on new opportunities. 𝟮) 𝗨𝗻𝗹𝗼𝗰𝗸𝘀 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗰𝗮𝗽𝗮𝗰𝗶𝘁𝘆. Release “trapped” capacity by enabling workers to flow to areas where their skills and interests add value. 𝟯) 𝗦𝘁𝗮𝗯𝗶𝗹𝗶𝘇𝗲𝘀 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗮𝗹𝗲𝗻𝘁 𝘀𝘂𝗽𝗽𝗹𝘆. Reduce unwanted turnover by making career opportunities more prominent, accessible, and transparent. 𝟰) 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲𝘀 𝘂𝗽𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴 𝗮𝗻𝗱 𝗿𝗲𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴. Utilize organic opportunities to develop employees’ skills and strengthen organizational capability. I'll provide a copy of my slide (post image) in today's new issue of Talent Edge Weekly. To get the new issue at 6 PM EST along with +32,000 others, just click 'subscribe to newsletter' at the top of this post. Reshare/comment if this post was helpful!     #hr #humanresources #workforceplanning

Great post by Brian Heger on optimizing your workforce through strategic workforce planning and talent management. How is your organization identifying hidden talent, mapping and enabling skill development and strengthening organizational capability? #talentmanagement #talentdevelopment #workforceplanning #skilldevelopment

Anticipating future workforce needs is a strategic process that involves understanding your organization's goals, industry trends, and the evolving needs of your workforce. Here are some of our top tips on how to effectively anticipate future workforce needs: 📝Conduct a Strategic Workforce Planning: Define your organization's short-term and long-term goals. Align workforce planning with these objectives to ensure that your workforce is capable of supporting the business strategy. 💻️Analyze Current Workforce: Conduct a comprehensive analysis of your current workforce. Identify key skills, competencies, and potential gaps. Assess the age, experience, and tenure of employees to anticipate potential retirements or turnover. 🤝Engage with Leadership and Stakeholders: Collaborate with organizational leaders and stakeholders to gain insights into the company's strategic direction. Understand upcoming projects, expansions, or changes that may impact workforce needs. ✅️Employee Surveys and Feedback: Gather feedback from employees regarding their career aspirations, training needs, and perceptions of the workplace. Employee surveys can provide valuable insights into areas where the workforce may need development or changes. Anticipating future workforce needs requires a proactive and strategic approach. By combining data analysis, collaboration with key stakeholders, and staying attuned to industry trends, you can position your organization to navigate future challenges successfully. There is more where this came from, learn how OptimaHR can support you in strategizing for the future by booking a consultation call today. ☎️ #fractionalhr #peoplestrategies #careercoaching #workforceneeds #ceo #executiveassistant

24 Talent Management Questions—Here is the 13-page template by Brian Heger with 24 questions that can help gain insights into 8 TM areas. Examples: (1) 𝐓𝐚𝐥𝐞𝐧𝐭 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲—What are the key components of our talent strategy over the next 2-3 years? (2) 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠—What is the strength of our employment brand among prospective employees? (3) 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐌𝐨𝐛𝐢𝐥𝐢𝐭𝐲—Are there untapped talent pools or "hidden talent" within our organization? (4) 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧—What are the main reasons for employee turnover? How does this vary by business unit? (5) 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐑𝐢𝐬𝐤𝐬—Where do we have the most difficulty in finding and attracting workers with the necessary skills? Also: a) The questions are examples. Use them as a starting point. Pick a few or add others that are important for you to answer. b) While insights gained from individual questions are useful, they are more powerful when combined into an overall narrative. c) The narrative is important because it leads to actions that strengthen organizational capabilities that create stakeholder value. #rgb #RGB #hr #humanresources #talentmanagement