In a company, at the time of recruitment ask any C-level executive what their biggest worries are, and I guarantee you the first (or maybe the second) thing they list is hiring and retaining the best people for the job, at the right price. With the growth of new skill sets that better leverage technology and the influx of millennial talent, it’s no surprise that the hiring market is more competitive than ever before.
As companies begin to plan for a strong start in the new year, headcount planning becomes a large focus and discussion point. Fueling these discussions are anticipated wage pressures which are likely to come into play, as a recent Reuters article suggests.
Hiring and retention expectations are high from the business, yet the majority of HR departments are still managing processes using a cobbled collection of cumbersome legacy systems and point solutions—with spreadsheets filling in the gaps. Without a system that enables collaboration and automation of the planning process, it’s no wonder that HR executives feel as though they aren’t set up to succeed.
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Historically, most workforce planning processes have been juggled between email conversations and spreadsheets. In fact, according to an Aberdeen research report, 54 percent of organizations surveyed still have manual or spreadsheet-based workforce planning capabilities. The side effect of this reality is that companies waste considerable time linking spreadsheets, consolidating numbers, troubleshooting errors, and reloading data.
What if there was an alternative out there that allows you to feed your workforce data into one planning platform, enabling your organization to develop and optimize your current workforce and plan for the future? Further, what if there’s a solution that allows HR to better collaborate with other crucial departments such as Finance, Marketing, Sales, and Operations?
With a comprehensive workforce planning platform, your team can better manage the current hiring demand and, more importantly, have visibility into trends like employee turnover and identify ways to take action. By having connected information across the enterprise, HR can provide insights to the business around hiring trends, retention issues, or engagement strategies that they can then use to strengthen the workforce.
There is a better way—and it begins with replacing those standalone spreadsheets and disconnected, legacy systems. With Anaplan, let all the stress and sleepless nights of consolidating headcount plans and budgets become a distant memory.
This article was referred from the blog of “Scott Guinn”. If you have any queries, write us on info@wizprotek.com