3rd Annual Workforce Planning · PDF fileWorkforce Planning conference Fostering Knowledge...

Workforce Planning conferenceFostering Knowledge Exchange and Collaboration

June 10 – 12, 2013 / Renaissance Las Vegas / Las Vegas, NV

3rd Annual

The theme for this year is fostering knowledge exchange andIncreased opportunity for collaboration between the major stakeholders in strategic workforce planning and human capital analytics for business. There is no cookie cutter formula for Workforce Planning to be applied from the outside, just as there is no one right strategy.

Through over twenty case studies, WFP and HCA practitioners share their knowledge of what they and their partners stakeholders) are doing to engage with the business. It is a common wisdom that Workforce Planning should be a diagnostic process that is “owned” by the business and “facilitated” by HR. How to accomplish thisintegration of SWFP into the business successfully has always been the challenge. This applies to every workforce, and every industry vertical. There is no cookie cutter formula.

The Human Capital Analytics Track is an addition to this year’s program. It offers case studies that provide successful stories of analytics leaders working with business leaders, and definitely widens the scope. This invites the metrics, reporting, and analytics people as well as the senior talent and business leadership to participate fully in the conference.

It is the ‘hot’ button challenge for HR senior executives to developanalytics capability, be more evidence-based and data-driven in their decisions as well as to collaborate effectively with their analytics colleagues. These two groups and skill sets are often separate. Each supports and wants to learn from the other as their common goal is to assist in better talent decisions.

All of us in WFP & Analytics need to hear more from each other and talk more to each other. But the conversation needs to include the right blending of people – experienced practitioners with inspiring examples, subject matter experts, implementers of technology, senior level executives throughout the organization, managers and analysts in the midst of doing this.

I am always open to learning and including your suggestions re: topics, content, people, process. You can reach me at [email protected] or through LinkedIn

Mark Goldberg, Conference Producer for TMA Workforce Planning Conferences, 2011, 2012, 2013On LinkedIn: http://www.linkedin.com/in/markggoldberg



3rd Annual

TMA strictly enforces an attendance policy to guarantee the best possible experience for our speakers and attendees. TMA maintains a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions. www.the-tma.org

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Day One June 10, 2013

8:00-8:50 KeynoTe ADDReSS: Further Along in The Differentiated Workforce: Transforming Talent into Strategic Impact Further insights on the ability of organizations to manage their talent strategically - applied to business experience in a (VUCA) Volatile, Uncertain, Complex, and Ambiguous Global business environment.

Richard (Dick) Beatty, PhD, Professor of Human Resource Management at Rutgers University; Author, Consultant. Co-author, The Differentiated Workforce: Transforming Talent into Strategic Impact

8:50-9:00 Q & A with Dick Beatty

Track A: Strategic WFP Track B: Human Capital Analytics

9:00-10:30 SWFP FRAMeWoRKSThe Strategy-Driven Workforce: A Model for 21st Century Business Execution

In a volatile global economy, organization’s know that changes in strategy and tactics are a given to compete. How do we make sure we have the right workforce that is adaptive and capable of meeting these challenges head on in the near, short and long term?

• a flexible strategic model for building a capable and adaptable workforce

• how your company’s business model impacts business and workforce strategy alignment

• methods to determine your company’s dominant strategic profile

• the new workforce DNA required for a strategy-driven workforce

• practical tools to align and integrate business, workforce and HR strategies

• the financial impact of the SDW model on organizational performance

Kevin Rutherford, Principal, Talent Leap; Formerly, VP, HR Borders and SVP, HR Michaels Arts and Crafts; Former Senior Faculty and Trainer, SWP, HCI 2005 - 2010

TRAInInG HR FoR AnALyTICS“Building Partnership to Tell Great Stories: Helping HR Communicate the Value of Analytics”

In order for organizations to create value by fully leveraging the strategic benefits of HRIS data and workforce analytics, HR must be able to tell the “data story” effectively to the rest of the business. Examining techniques for training HR professionals about storytelling with analytics (i.e. asking research-oriented questions, connecting insights, and presenting results) as well as how to create learning opportunities that build effective partnership between Workforce Analytics and the HR Function.

Training by Will Gaker, Manager, Workforce Analytics & Insights, Walt Disney Studio



Track A: Strategic WFP WFP & ANALYTICS WORKSHOP

10:30- 12:15 SWFP ReSeARCH Strategic Workforce Planning in High Performance Companies-What they do differently!Amy shares research findings tying five winning practices of SWFP to the experience of high performing companies culled from her peer working groups on (SWFP) and (Evidence-Based HR). Members of the working groups will participate in the session.

Led by Amy Armitage, Director, Member Research Programs, I4CP and members of the Peer Working Groups.

Working group members participating:Shannon Vallina, Director, Strategic Workforce Planning, LuminantVikas Malhotra, Director, HR Metrics & Measurement, HR Operations, AIGApril Sandoval, Senior Workforce Analytics Manager, CiscoWill Gaker, Manager, Workforce Analytics & Insights, Walt Disney Studio

Moving beyond best practices-getting the organization to use workforce data effectively

You can survey the market and measure a lot of great things but how do you meet the organization where they are and get them to incorporate workforce data in their business decisions.

In this workshop, Michael Manning from Edison International and Peter Louch from Vemo will share the key steps to get your organization to effectively use workforce analytics. Specifically, Michael will describe how Edison has leveraged technology and created processes to mass customize and deliver over 150 slices of workforce data a month while reducing costs in the analytics function.

• Managing against internal targets using internal and external benchmarks

• Getting the business involved in determining what would be the right metrics for Edison

Includes a breakout exercise for practitioners to discuss how they have used metrics to change behaviors at their organizations and solve business issues.

Michael Manning, Senior Manager, Human Capital Analytics, Strategic Workforce Planning, & Engagement, edison InternationalPeter Louch, Founder and CEO, Vemo

12:15-1:15 Networking Lunch

1:15-2:00 The Future of Workforce Intelligence: Key Distinctions Between Workforce Planning, Analytics, & Reporting

Starting or advancing your organization’s journey to better workforce insight and projectionsand, in turn, better decision-making processes, requires that you begin with the end in mind. This session will clarify the commonalities and differences among the key workforce intelligence services: workforce planning/forecasting, workforce analytics, HR metrics & reporting, and workforce management. It will also clarify the future of these disciplines and how leading organizations are building sustainable, innovative capability, and generating sources of competitive advantage as a result.

Al Adamsen, Founder and Managing Partner, People-Centered Strategies

Day One - June 10th, 2013

Track A: Strategic WFP Track B: Human Capital Analytics

2:00-2:45 CASe STUDy: The SWFP Journey at National Grid in the US and the UK

Juliette Trollope, Head, Strategic Workforce Planning, National Grid, London

Dwight Clarke, Manager, Workforce Planning, national Grid

CASe STUDy: Working with the Business Units on Workforce Plans at Cisco

April will discuss a recent enterprise wide workforce planning and analytics initiative within Cisco’s major business units and share the learning and lessons that came out of this implementation.

April Sandoval, Senior Workforce Analytics Manager, Cisco

2:45 – 2:55 Time for changing rooms between breakout sessions

2:55 – 3:40 CASe STUDy: Planning for Capability and Integrating Strategic Workforce Planning with Talent Management at Con Agra Foods

K.C. Bradley, Manager, Integrated Talent Management, Con Agra Foods

CASe STUDy: Applying Analytics to Workforce Planning for Data Driven Decision-Making at Union Bank

Scott Gardiner, Senior Vice President, Strategic Projects Office, HR, Union Bank

3:40 - 4:00 Networking Refreshment Break

4:00-4:45 CASe STUDy: Royal Dutch Shell

A look into Strategic Workforce Planning at Royal Dutch Shell globally.

• Tailoring workforce planning to the key characteristics of the organization

• Answering business questions at the top table, and elevating workforce planning beyond the HR space

• Assessing the resourcing impact of multiple scenario

• Developing an integrated workforce planning framework

Ton Van Dijk, Manager, Global Workforce Planning, Royal Dutch Shell

CASe STUDy: Best Practices in Measuring Human Capital at Fortune 100’s

Leaders and implementers of Workforce Planning and Analytics at Fortune 100 companies discuss in case study detail the specific ways in which they have measured Human Capital. Participants will share their experience towards defining what would be the ‘best practices’.

Lucia Erwin, President, Talent Planning Solutions; former COE leader for Hewlett Packard

Robert Motion, Director, Enterprise Workforce Planning, Corporate Human Resources, Raytheon


4:45 – 4:50 Time for returning to Main Room after the breakout sessions

4:50 - 5:35 KeynoTe CASe STUDy: From the President of DeVry University. Transcending from Workforce Planning to Strategic Influence

The Human Resources function leads most organizations through the important initiatives related to talent acquisition, talent development, succession planning, employee engagement and other core services central to successful business operations. These efforts serve as the baseline for effective workforce planning. Beyond these core services, there is a need for more advanced levels of support and leadership coming from the Human Resources function. In this session, a model for advancing the HR contribution toward effective workforce planning will be presented. The model discusses moving from providing core services, to influencing business strategy. Two case studies will be presented to illustrate the model. The maturation of the HR function is at the center of the discussion. Incorporated in the case studies, the importance of data analytics in the workforce planning equation will be presented. To be a contributor to business strategy, HR must be present with data driven recommendations. In total, the session takes the participant through the cycle of HR as a business partner with emphasis on both the qualitative and quantitative as it relates to workforce planning.

Dave Pauldine, President, DeVry University Tom Palladino, HR Analytics SMe; Former, EVP, HR, Green Plains Renewable Energy

5:35 Breaking the Ice - Speed NetworkingStay a few minutes longer and take advantage of the networking opportunity. This is a quick, direct, & immediate way to have you meet everyone here. .


Workforce Planning Advisory Board & Speakers

Practitioners of Strategic Workforce Planning and Human Capital Analytics

• Ali Gilani, Global Head of Resourcing, ArcelorMittal

• Brian Taylor, Vice President, Human Capital Analytics Manager, Fifth Third Bank

• Jon Caldwell, Vice President, Human Capital Design, Fifth Third Bank

• Suzanne Wilson, Director, Human Resources, Devon Canada

• Ross Sparkman, Leader, Strategic Workforce Planning and Analytics, Devon Canada

• Brooke Muller Horan, Director, Strategic Workforce Planning COE, Jabil

• Vikas Malhotra, Director, HR Metrics & Measurement, HR Operations, American International Group

• Dave Schutt, Workforce Planning & Analytics, Stanford University Medical Center

• Shekar Nalle Pilli Venkateswara, Senior Director, Human Capital Analytics, Marriott

• Shannon Vallina, Director, Strategic Workforce Planning, Luminant

• Dave Pauldine, President, DeVry University

• Tom Palladino, Principal, Refined Analytics; Former, EVP, HR, Green Plains Renewable energy

• April Sandoval, Senior Workforce Analytics Manager, Cisco

• K.C. Bradley, Manager, Integrated Talent Management, ConAgra Foods

• Angela Sheffield, Head, Strategic Workforce Planning, Applied Materials

• James Gallman, Leader, Strategic Workforce Planning, Ge Corporate

• Michael Manning, Senior Manager, Human Capital Analytics, Strategic Workforce Planning, & Engagement, edison International

• Meigan McDonald, Director, Talent Management, ATCo Group

• Cindy Yasumatsu, Senior Manager, Talent Management, ATCo Power

• Juliette Trollope, Head, Strategic Workforce Planning, national Grid, London

• William Gaker, Manager, Workforce Analytics & Insights, Disney Studio

• Cory Edmonds, Compensation and Workforce Planning Manager, ATK Sporting Group - Pending

• Dwight Clarke, Manager, Workforce Planning, national Grid

• Ken Languedoc, Manager, Workforce Planning, next era energy

• Bonnie Dolence, Manager, Workforce Planning & Analytics, Fedex Ground

• Scott Gardiner, Senior Vice President, Strategic Projects Office, HR, Union Bank

• Robert Motion, Director, Enterprise Workforce Planning, Corporate Human Resources, Raytheon

• Ton Van Dijk, Manager, Global Workforce Planning, Royal Dutch Shell

• Dave Sutherland, Vice President, Talent Analytics and Planning, expedia

• Mary Young, Principal Researcher, Human Capital, Conference Board

• Jelena Sutic, Senior Vice President, Strategic HR Development & Executive Search, Telenor Group

• Jamie Herslow, Director, Workforce Intelligence, McKesson

• Jason Shook, Vice President, Finance, McKesson Specialty Health

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Event Organizer

• Richard (Dick) Beatty, PhD, Professor of Human Resource Management at Rutgers University; Author, Consultant

• Peter Louch, Founder and CEO, Vemo

• Lucia Erwin, President, Talent Planning Solutions

• Donna Carroll, Vice President, CDI Professional Services

• Mick Collins, Principal Consultant, Workforce Planning & Analytics, Success Factors

• Jay April, CDO, opttek Systems

• Al Adamsen, CEO, People Centered Strategies

• John Gibbons, Human Capital Strategy Consultant, Formerly, VP, Research, I4CP and Sr Researcher, Conference Board

• Amy Armitage, Director, Member Research, I4CP

• Marc Miller, President, Marc Miller Associates

• Julia Gometz, Founder, Author, The Brandful™ Workforce; Formerly, Director, People Analytics and Engagement, JetBlue

• Kevin Rutherford, Principal, Talent Leap; Formerly, VP, HR Borders and SVP, HR Michaels Arts and Crafts; Former Senior Faculty and Trainer, SWP, HCI 2005 - 2010

Subject Matter Experts

Advisory Board 2013

Workforce Planning Advisory Board & Speakers, continued

• Angela Sheffield, Head, Strategic Workforce Planning, Applied Materials

• Michael Manning, Senior Manager, Human Capital Analytics, Strategic Workforce Planning, & Engagement, Edison International

• Brooke Muller Horan, Director, Strategic Workforce Planning COE, Jabil

• Ali Gilani, Global Head of Resourcing, ArcelorMittal

• Vikas Malhotra, Director, HR Metrics & Measurement, HR Operations, American International Group

• Svitlana Bielushkina, Vice President, People Processes, Group People Development, Telenor, Norway

• John Gibbons, Human Capital Strategy Consultant; Formerly, VP, Research I4CP and Sr. Researcher, Human Capital Analytics, Conference Board

• Jeff Higgins, CEO, Human Capital Management Institute

• Jim O’Malley, Partner, TalentRise; Formerly, SVP, Exec Talent Acquisition & WFP, Fifth Third Bank

• Kevin Rutherford, Principal, Talent Leap; Formerly, VP, HR Borders and SVP, HR Michaels Arts and Crafts; Former Senior Faculty and Trainer, SWP, HCI 2005 - 2010

Day Two - June 11th, 2013

8:00-8:15 Chairperson’s Opening Remarks8:15-9:15 PRESENTATION: Planning Now To Win in 2020

Are you ready for Workforce 2020? The global workforce will change dramatically in the next seven years and with the changes come enormous challenges for businesses. For instance:

• By 2020, it is projected that approximately 50 percent of the US workforce will be comprised of contract workers

• In 2020, for the first time, the global workforce will include five generations of workers: Traditionalists, Baby Boomers, Generation X, Millennials and Generation 2020

• Each of these groups has different skill sets, degrees of technological know-how and approaches to work – for example, Generation 2020 is extremely tech-savvy and believes work should be fun

• By 2020, the US women’s labor force will grow to 77 million, up from 57 million women workers in 1990

• The supply of critical skills will continue to dwindle as we evolve to a more knowledge and service economy. As a result, it is projected that three of every four open positions in 2020 will require a higher skill level than today.

What are the implications of these trends? According to Donna Carroll, Vice President for CDI’s Professional Services Staffing business, “Companies need to find innovative ways of deploying and managing such a diverse workforce while at the same time coping with an expected shortage of technical skills and capabilities. The companies that adjust their strategies now to deal with these issues will position themselves well for 2020 and beyond.”

Donna Carroll, Vice President, CDI Professional Services

9:15-10:00 KeynoTe CASe STUDy: Sharing the approach, the execution, and the learning from rolling out Strategic Workforce Planning at ArcelorMittal

Ali has responsibility for the development of ArcelorMittal’s Workforce Planning Methodology as well as its roll out globally. He has also been working with the design, development and roll out of an in-house developed Strategic Work Force Planning tool to be used across the organization. He will share his approach, his execution, and his learning in applying Strategic Workforce Planning processes globally with the business.

Ali Gilani, Global Head of Resourcing, ArcelorMittal

10:00-10:30 Networking Refreshment Break

10:30-11:00 PReSenTATIon: The Evolution and Trajectory of Human Capital Analytics

• Brief Review of the Evolution of HR Metrics and Analytics

• Current and Future Trends in HR Analytics and Insights

• Primary Obstacles - in mindset, in technology, and in skill sets - that Impede Reaching That Future and How Practitioners Can Combat Them

John Gibbons, Human Capital Strategy Consultant; Formerly, VP, Research I4CP and Senior Researcher, Human Capital Analytics, Conference Board

Sponsorship Opportunities

Every solution provider has different goals. With TMA, sponsors can have a package that best fits their budget and aligns with their goals. To discuss custom packages, please contact Morsell Allison at 888-339-9599 x588 or email [email protected]. There is also the alternative to choose from a pre-packaged sponsorship menu.

11:00-11:45 CASe STUDy: Human Capital Design, and Human Capital Analytics Leaders at Fifth Third Bank share their perspectives on a Strategic WFP implementation including their collaboration.

Jon oversees the SWP implementation at the Bank where they applied a methodology outlined in the book, Differentiated Workforce, that identified and tied pivotal roles to the business performance of A, B, C, players, reducing performance variability. He is joined by Brian who oversees the team collaborating on measurement and analytics for the SWP.

Jon Caldwell, Vice President, Director, Human Capital Design, Fifth Third Bank Brian Taylor, Vice President, Human Capital Analytics Manager, Fifth Third Bank

11:45-12:15 PReSenTATIon: The State of Research on Strategic Workforce Planning, and Future Trends

This will include latest research on the topic of contingent workers as part of SWP.

Mary Young, Principal Researcher, Human Capital, Conference Board

12:15-1:15 Networking Lunch

Track A: Strategic Workforce Planning (SWP) Track B: Human Capital Analytics (HCA)

1:15-2:00 CASe STUDy: Devon Canada Workforce Planning and “the Science of HR”

Suzanne Wilson and Ross Sparkman will co-present on bringing their theme for 2013, “the science of HR” to life through a Case Study of their approach and execution integrating workforce analytics and strategic workforce planning at Devon Canada in Calgary, while at the same time embedding a more evidence based HR function.

Suzanne Wilson, Director, Human Resources, Devon Canada Ross Sparkman, Leader, Strategic Workforce Planning and Analytics, Devon Canada

CASe STUDy: American International Group (AIG) “Turning HR Data Into Business Insight”

Vikas led their journey from the depths of the 2009 when they struggled with what their global headcount was to now where HRBPs are being trained to drive insight with their business leaders. Vikas leads a corporate COE in HR Metrics and Analytics. In doing this, he will share some excellent work integrating 153 global data sources and initiating research of talent data resulting in a rapid growth of analytics capability.

Vikas Malhotra, Director, HR Metrics & Measurement, HR operations, AIG



network with Speaker Faculty and event Participants including: C-Suite Executives, CHRO, VP HR, SVP HR, COO, CFO, Director, Deputy Directors, Managers and Team Leaders and executives with responsibilities in:

Human Resources, Talent Management, Performance Management,Engagement & Retention, Talent Acquisition & Recruitment, Leadership Development, Corporate Culture, Human Capital Strategy, Organizational Development, Learning & Development, Diversity & Inclusion, and Performance Management

Networking Opportunities

2:10 - 2:55 CASe STUDy: ATCO on Connecting theDots: Linking Business Planning, Workforce Planning and Talent Management to Deliver Strategic Business Results

Workforce planning, in its most advanced form, should be an integral part of an organization’s overall approach to talent management. In this case study, we discuss a value-added approach and pragmatic tactics used to link workforce capabilities with strategic business outcomes. Our focus will be on how to leverage workforce planning data to document, identify and create what actions and investments the organization needs to ensure business strategy execution.

Meigan McDonald, Director, Talent Management,ATCo Group

Cindy Yasumatsu, Senior Manager, Talent Management, ATCo Power

CASe STUDy: Stanford University Medical Center “Using ‘geo-spatial’ modeling and analytics with business planning and workforce planning

David will present an example of how they, at Stanford University Medical Center, use ‘geo-spatial’ modeling and analytics to better understand the interaction between business planning and workforce planning within the currently turbulent healthcare industry.

David Schutt, Workforce Planning & Analytics Lead, Stanford University Medical



3:05 - 3:50 PReSenTATIon & DISCUSSIonISSUE: What is the intersection of Strategic Workforce Planning (SWP) with Organizational Effectiveness (OE)?

Discussion Between:Angela Sheffield, Head, Strategic Workforce Planning, Applied MaterialsJames Gallman, Leader, Strategic Workforce Planning, Ge Corporate

PReSenTATIon & DISCUSSIonISSUe: How can we succeed without ‘all the data? How do we make the data better, or how can we do the best with what we have?

Moderated by: Jullia Gometz, Founder, Brandful Workforce; Former Head, People Analytics, JetBluePanelists include: Shekar Nalle Pilli Venkateswara, Senior Director, Human Capital Analytics, MarriottVikas Malhotra, Director, HR Metrics & Measurement, HR Operations, AIGBrooke Muller-Horan, Director, Strategic Workforce Planning, Coe, Jabil

3:50 -4:00 Time for changing rooms between breakout sessions



4:00-4:45 CASe STUDy: Integrating Strategic Workforce Planning at Luminant by Applying a 5-Step Process directly with the Business.

Shannon will share how Luminant has reorganized their focus on Workforce Planning, centering it in the business and concentrating on pivotal business impacts. She will discuss specific examples from their segmenting of pivotal roles, share how they have grown their Luminant Academy in collaboration with WFP, and discuss other innovative collaborations such as with Recruiting on sourcing critical talent. She will share how they have implemented their own 5-step process that “begins with a deeper understanding of the business model”!

Shannon Vallina, Director, Strategic Workforce Planning, Luminant

CASe STUDy: The analytics modeling behind the most critical Human Capital issue facing Devon Canada at the current time – retention.

Following up the Devon Case Study, Ross will present and provide overview background on his analytics modeling on retention.

• Presenting on how the predictive retention model could be leveraged to help Devon address this problem and the potential costs savings associated with addressing this issue

• Present on how the predictive analytics approach we used with the retention issue could also potentially address other HC issues like recruitment and leadership development

Ross Sparkman, Leader, Strategic Workforce Planning and Analytics, Devon Canada

4:45 – 4:50 Time for returning to Main Room after the breakout sessions

4:50 - 5:35 CASe STUDy: The Story of SWFP at Telenor – A Senior HR and Group Level Perspective

Telenor Group is one of the leading mobile operators in the world, with close to 150 million mobile subscriptions. Telenor Group has mobile operations in 11 countries across Europe and Asia with additional 18 markets through VimpelCom Ltd. Jelene Sutic, SVP, Strategic HR Development (and formerly CHRO of Telenor Serbia), will share a case study of their successes and difficulties applying SWFP as they undertook their SWFP journey over last three years in individual markets and on a Group level.

Julene Sutic, Senior Vice President, Strategic HR Development & Executive Search, Telenor

5:35 Cocktail Reception

Day Three - June 12th, 2013

8:00-8:15 Chairperson’s Recap of Day Two8:15-9:15 PReSenTATIon: On Workforce Planning & Analytics TBA

Sponsored by Success Factors

9:15-10:00 CASe STUDy: Can Your Workforce Planning and Analytics Do This?

Operations, sales & marketing, and finance utilize analytics and measurement to improve business performance, manage risk, and plan for the future. To deliver value that impacts your business modern workforce planning and analytics must do the same and empower your leaders to make better decisions by:

• Forecasting workforce demand necessary to execute business plans

• Identifying material gaps or risks given the available supply of internal and external talent

• Linking the impact of talent decisions to business performance

• Informing the right mix & level of investment in talent strategies to achieve business goals

In this session we will demonstrate appropriate technologies for fulfilling these expectations by building a highly accurate representation of a complex workforce that changes over time. We will show you what you can control to translate talent metrics into value propositions that resonate with business leaders.

Dave Sutherland, Vice President, Talent Analytics & Planning, ExpediaJay April, CDO, Opttek

10:00-10:30 Networking Refreshment Break


10:30-11:15 CASe STUDy: Jabil on Building A New Corporate, Center of Expertise (COE) for Strategic Workforce Planning

Brooke will share her experience creating a COE for SWFP at Jabil for the first time to support their globalization for rapidly expanding workforce of 120,000 + located in 27 + countries. WFP is now one of five Human Development functional areas with COE.

Brooke Muller-Horan, Director, Strategic Workforce Planning, COE, Jabil

CASe STUDy: McKesson: A Successful HR-Finance WFP Partnership

The elements that came together for success? Among other things, a business need for WFP resulting from a major acquisition and strong articulation of the business case for WFP; a business leadership team receptive of workforce insights, actually hungry to make data-driven decisions; a forward-looking CFO fostering a collaborative culture within the Finance team; strong business acumen shown by the HR leader and BU HR team; ability to test and find best approaches to integrate HR and Finance data; a dashboard tool purposely crafted so that WFP can be enabled as a standard business process; and a workforce intelligence COE concentrating on developing an integrated WFP & Analytics capability.

Jamie Herslow, Director, Workforce Intelligence, McKesson CorporationJason Shook, VP Finance, McKesson Specialty HealthAmit Mohindra, VP, Workforce Intelligence, McKesson Corporation

11:15-12:00 CASe STUDy: Lessons Learned in Leading Workforce Planning and Analytics Teams through several ‘best practice’ organizations Shekar will share highlights of his experience and learning from being an integral leader of Workforce Planning & Human Capital Analytics Teams at Capital One and HP, as well as currently with the Marriott.

Shekar Nalle Pilli Venkateswara, Senior Director, Human Capital Analytics, Marriott

CASe STUDy: FedEx Ground – Solving a Business Problem with Workforce Planning & Analytics.

A look Into the process and approach to Workforce Planning and Analytics used by Bonnie’s team, followed by an example of how they have used this process to solve a business issue.

Bonnie Dolence, Manager, Workforce Planning & Analytics, Fedex Ground

12:00-1:00 Topic Table Luncheon Discussions-Organizing every table to reflect the diversity of stakeholder perspectives.

Question: What can we learn from each other?HR STRATEGISTS, SENIOR HR LEADERSTALENT MANAGEMENT & TALENT ACQUISITION ORGANIATIONAL DESIGN, EFFECTIVENESS, & LEARNING FINANCE AND BUSINESS LEADERS DATA AND ANALYTICS EXPERTS HR BUSINESS PARNTERSPRACTITIONERS OF STRATEGIC WORKFORCE PLANNINGPRACTITIONERS OF HUMAN CAPITAL ANALYTICS

1:00–2:00 InTeRACTIon: Roundtables (organized by industry vertical, organization size and scope, demographics of workforce) Re: What Can We Take Back To Our Organization?

• On Strategy: What are our Pivotal Roles? How can our Organization and SWFP be more aligned?

• On Analytics: What are the meaningful metrics? Where can we incorporate ‘Predictive Analytics’?

Roundtables Facilitated by the members of the 2013 WFP Conference Advisory Board

2:00-2:45 CASe STUDy: SWFP applied to the challenge of managing the Contingent Workforce at Next Era Energy

Ken Languedoc, Manager, Workforce Planning, next era energy

CASe STUDy: ATK Sporting Group Innovation with Analytics: Delivering Innovation from HR Data

Cory Edmonds, Compensation and Workforce Planning Manager, ATK Sporting



(Workshop & Discussion Includes Refreshment Networking Break)

2:45–4:15 CLoSInG ConFeRenCe WoRKSHoP AnD Q & A neTWoRKInG DISCUSSIon: How do we sell this to Senior Management?

Facilitated by:Kevin Rutherford, Principal, Talent Leap; Formerly, VP, HR Borders and SVPMarc Miller, President, Marc S Miller Associates; Author of “Heroic HR’Members of 2013 Advisory Board

CLoSInG ConFeRenCe WoRKSHoP AnD Q & A neTWoRKInG DISCUSSIon: How do we tie this to budgets and finance?

Facilitated by: Lucia Erwin, President, Talent Planning Solutions; former COE leader for Hewlett PackardMembers of 2013 Advisory Board

4:15-5:00 CLoSInG KeynoTe: People and Technology – When Worlds Collide: Why Some Projects Succeed and Others Fail

From an independent HR technology thought leader, an “out of this world” presentation of the need for HR to align itself with the business of the company in which it works by showing an understanding of the strategic, value added information needed by all stakeholders. Doing so requires an understanding of functions not always found in the world of pure HR or even HR Technology. The skills needed for a successful team oriented collaboration between HR people, analytical experts and (even) financial folks are not easy, and require an understanding of differing cultures, generational differences, motivations, thirst for “power and may require “intergalactic assistance” as you will see!

Marc Miller, President, Marc S Miller Associates Author of “Heroic HR’

5:00 Close of the Conference

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