如何利用人力资源分析和劳动力规划实现战略性招聘+How+to+Leverage+HR+Analytics+and+Workforce+Planning+to+Power+Strategic+Hiring

eBook

AchievingWorkforceBreakthroughs

HowtoLeverageHRAnalyticsandWorkforcePlanning

toPowerStrategicHiring

TableofContents

Introduction

3

BestPracticesforStrategicHiring

5

Level1:ReachBaseline

6

Level2:GetBolstered

8

Level3:AchieveBreakthroughs

9

PutStrategyintoAction

11

AchievingWorkforceBreakthroughs|2

Introduction

“Whiplash”mightbestdescribetherecentexperienceofmanyHRteams.Ahistoricallytightlabormarketandawidespreadreassessmentofwhatemployeeswantandexpectfrom

workspurredrecord-highvoluntarydepartureswithinthe

workforceacrosstheglobe.Then,justasworkersseemed

tostillhaveonecollectivefootoutthedoor,theeconomy’ssharpturntowarduncertaintycausedmanycompaniestohitpauseonhiringand,forsome,pivotfromretentioneffortstocontractionsandlayoffs.

What’scomingnextishardtopredict—thoughexecutivesandeconomists

arebusytrying.Butwhat’salreadyclearisthattraditionalworkforceplanning

processessimplycan’tkeeppacewiththereal-timeinsightsandagilitythis

modernmomentdemands.Whenworkforceplansarestalledbylegacysystemsandinflexible,disjointedprocesses,there’saseriousriskthatthehiresmade

today—informedbyheadcount-andbudget-baseddecisions—arealreadyoutofstepwiththebusiness’sevolvingtalentneeds.

However,whenworkforceanalyticsdrivestrategicplanning,organizationscantakeadvantageofautomation,cross-functionaltouchpoints,andstreamlinedworkflowstomovequicklyontalentneeds.Thatdoesn’tsimplyshortenthe

distancefromheadcountcosttohiringdecision—italsobreaksdowndatasilosthathavehistoricallymadeHRtakeabackseattofinanceinplanningprocesses.Real-time,unifiedworkforcedatathatspanstheentireemployeelifecycleenablesHRtoalsotakethewheel.Thatmeansmodelingand

optimizingbuy-build-or-borrowplans,usinganalyticstoidentifyandaddresstherootcauseofrecruitmentissues,drivingmeasurableprogressonstrategicworkforcepriorities,andmore.

AccordingtoPwC’s2022globalsurvey,77%ofexecutivessayhiringandretainingtalentistheirmostcriticalgrowthdriver1That’saheadofdigitaltransformation,newproductdevelopment,andsupplychainresilience.

77%

Putbluntly,peopleleadersneedthepowerofanalytics-driveninsightsand

decision-readydataintheircorner.Muchofthetechthat’sinfiltratedthetalent

acquisitionlandscapeisstilllargelycenteredonefficiencygains.Butdoesitmatterthatyourcompanyhasmasteredtheartofspeedyhiresifthattalentdoesn’t

stickaroundlongenoughtoaddlong-termvalue?Orifthathiringdecisionis

requisition-basedversusskills-driven,meaningtherolemightbefilledbutthe

chasmbetweenthecompany’scurrentworkforceandfutureskillsneedsremains?

1PwC,

GlobalWorkforceHopesandFearsSurvey;2022

.AchievingWorkforceBreakthroughs|3

Organizationsusingaunifiedhumancapital

managementsystem—ratherthandisparate,best-in-breedsolutions—are2.1xmorelikelytolimitturnoverofhourlyworkerstobelow10%,accordingtoa2021Aberdeenreport.2

2.1x

morelikely

Buildingadiverse,future-readyworkforcethat’scontinuouslyalignedwith

yourcompany’sshiftingstrategicneedswon’thappenfromjustspeedingup

thesameprocessesandstreamlininginefficientsystems.Toachievestrategicbreakthroughs,youneedagile,intelligenttalentacquisitionsolutionsbuiltonafoundationofreal-timedataandcross-functionalcollaboration.Andyouneedeasyaccesstointuitiveanalyticsthatcutthroughtheclutterandsurfacetheinsightsyouwant.

Readytogetstarted?Soarewe.

WorkdayeBookseries:AchievingWorkforceBreakthroughs

ThiseBookseriesexploresatrioofpressingprioritiesformodernHRleadersandhowleaderscanbuildthethreelevelsofmaturityintotheirworkforceanalyticsandplanning:

1Baseline:establishingworkforcedatayoucantrusttobetter

addresspriorities

2Bolstered:buildingoperationalefficienciesandmaximizing

company-widecollaborationtoinformstrategicdecisions

3Breakthrough:scalingyourstrategicworkforceplanningand

analyticspractice

ThiseBookfocusesontalentacquisition.Weinviteyoutocheckouttheother

eBooksintheseriesformoretargetedguidanceonstrategicworkforceanalyticsandplanning:

•AchievingWorkforceBreakthroughs:Howtodriveabetteremployeeexperience.

•AchievingWorkforceBreakthroughs:Howtobuildfuture-readytalent.

AnotherWorkdayeBook

UnlockingPotentialThroughStrategicWorkforcePlanning

andAnalytics

detailsthebenefitsofcontinuous,coordinated,cross-functional

workforceplanningandanalytics;exploreshowtheseworkforceplanning

capabilitiesandprocessestypicallymature;andexploreswhatittakestoexecute

theplanningprocess.

2Stefanchin,JamesE.AberdeenStrategy&Research,“

Excellence,Agility,andOptimization:

LeveragingTechnologytoSolveforHiddenCostsWithinWorkforceManagement

”;November2021.

AchievingWorkforceBreakthroughs|4

Bestpracticesforstrategichiring.

Unifieddataandpowerfulanalyticscantaketalentacquisitionandretentioneffortstothenextlevel—particularlywhenthey’realignedwithstrategicbestpracticesforrecruiting,sourcing,andhiringtalent.Considerwhetheryour

currentpracticesenableyouto:

•Understandtheskillsofbothyourinternalandexternaltalent.A

comprehensiveinventoryofcurrentworkforceskillsmeansyou’reless

likelytooverlookinternaltalentthatmayfillaneedatsignificanttime

andcostsavings.However,contingentlaborhasbecomeincreasingly

common—andessential—formanycompanies.Beforedecidingtohire,

considerthefullfinancialimpactofoptingforcontingentlaborinstead,aswellastherelatedperformanceandretentiontrends.

•Offercandidatesaconsistent,engagingexperience.Fromthefirst

outreachthroughonboarding,deliveringagreatexperiencehelpskeeppeopleengagedandimprovestimetoproductivityfornewhires.Supportinternalcandidateswithvisibilityintoopenpositionsandcontextual,

personalizedinsightsintoskillsneededtomakeamove.

•Maketalentacquisitionateamsport.Involverecruiters,hiringmanagers,

andotherkeystakeholdersearlyintheprocessandreplacetime-consumingemailexchangeswithreal-time,cloud-basedcollaboration.

•Prioritizediversityandequity.Peopleleadersunderstandthatmore

diverseteamstendtooutperformothers—fromcreativityandinnovationtobusinessvalue.Workforceanalyticsturnkeymetricssuchascandidateconversionratios,recruitingpipelinedemographics,andnew-hireattritionratesintoactionplansthatpropelsystemicimprovements.

•Improvetheprocess—continuously.Proactivelyspotandaddress

anybottlenecksandpainpointsthatmaybecostingyouhigh-quality

candidates.Analyzingtrendsinworkforcedata,suchasofferdeclinerate,averagetimetohire,andreferralhitrates,clarifieswheretofocusefforts.Extendanalysisacrosstheemployeelifecycletosurfaceretentionand

advancementissuesthatcouldputfuturehiringeffortsatrisk.

ThiseBookcovers:

WorkdayHumanCapitalManagement(HCM)corereportingandanalytics:theanalysistoolkit.

Theself-servicesuiteofincludedanalyticscapabilitiesallowsyoutodigintodataandeasilyvisualizetrends—surfacingtheinsightsyouneedtosolvebusinesschallenges.

WorkdayPeopleAnalytics:theguide.

Anaugmentedanalyticsapplicationthat’slikeanextrateamofdigitalanalysts

highlightingthekeyworkforcetrendsanddriverssoyouknowwheretofocusnext.

WorkdayPrismAnalytics:thedatahub.

Adynamicplatformthatcombinesnon-WorkdaydatawithWorkdaydataforaricher,broaderviewofyourworkforcewithoutcompromisingdatasecurityorintegrity.

WorkdayPeakonEmployeeVoice:thelistener.

Acontinuouslisteningtoolthatdeliversreal-timevisibilityintoemployeesentiment,productivity,andengagementtounderstandthe“why”behindyourworkforcedata.

WorkdayAdaptivePlanningfortheWorkforce:thescenarioplanner.

Apowerfulplatformthatcanbringfinance,HR,andoperationstogethertocreateworkforceplansthatkeeppacewithchange.

Readontolearnhowworkforceplanning

andanalyticscanbetterpowerstrategic

hiringatyourorganization—andthenext

stepstotakenomatterwhereyouarein

thejourney.

AchievingWorkforceBreakthroughs|5

Level1:reachbaseline.

Strategicworkforceplanningandanalyticsiscontinuous,withcompanies

embracingandmaturingthesetoolsandprocessesovertimeandprogressingfrombaselinetobolsteredtobreakthroughs.

Accesstoaccurate,real-timedataiscrucialtomodernworkforceplanning,yet

manyHRteamslackaunifiedsource.Internalrequeststospeedandexpand

hiringeffortsmaynottakeintoaccountthatHRteams—saddledwithlegacy

systemsandfragmenteddata—oftenfinditdifficulttogetanaccurateheadcount,letalonekeepareal-timepulseonworkforceskillsorconversionratios.

Reachingbaselineisaboutbreakingdownthedatasilosthaterodeconfidence,slowdecisions,andhindercollaborationaroundhiring.Theglobal,adaptable

foundationinWorkdayHCMstreamlinesyourcompany’sworkforcedatainto

oneunifiedsource,ensuringthatyou’reworkingwiththemostcompleteand

up-to-dateinformation.WorkdayHCMmakesiteasytoanswerquestionssuchas:Howmanyfull-timeemployees(FTEs)dowehaveateachlocation?What’s

theannualspendforseasonalhires?Ifweneedtostaffanewofficequickly,howmanyemployeesdowehavewiththerequiredskillstodothat?

Andbecausethatworkforcedataisseamlesslyintegrated,it’seasytodrilldownintoricherdetailsaboutcertainareassuchasheadcountorworkforceskills,forexample.

WorkdayPrismAnalyticsprovidesHRteamswithevengreaterinsightsby

ingestingdatafromthird-partysources,suchascontingentlaborsystems,talentmarketplaces,externalsurveys,andlegacysystems,tocreateamorecompletepictureforthoseorganizationsthatrelyoncontingenttalentandexternalhires.WorkdayPrismAnalyticsenablesHRtogenerateblendedmetrics,suchasthepercentageofrecruitsbyapplicationcourseorcontingentvs.FTEcosts,tohelpsteerhiringdecisions.

WorkdaycorereportingandanalyticsvisualizesbothWorkdayPrismAnalyticsandWorkdayHCMdata.Ifyou’renotsurewheretostart,considerthe

prebuiltdashboardsandstandardreportsthatareavailabletoyou.These

comepreloadedwithcommonlyusedmetrics,anddeliverfindingsthrough

visualizeddatathat’seasytounderstand.Whenyourteamwantstodigdeeper,customizableandbuild-it-yourselfoptionsarealsoavailable.

OnestandoutdashboardwithinWorkdayHCMisVIBECentral™,whichruns

workforceanalyticsonyourhiringmetricsandpeopledatathroughthelensof

belonginganddiversity.VIBECentralhelpsyouanswertoughquestionssuchas:Whatkindofracialorgenderdiversityareweseeinginournew-hirepopulation?Whereintherecruitmentprocessdounderrepresentedcandidatestendtofall

off?Thiskindofdatacanhelpyoudetermineifbuildingamorediverseworkforcerequiresbroadeningyourrecruitmentpipeline,orifthere’sapainpointduring

thescreeningorinterviewingprocessthatneedstobeaddressed.

AchievingWorkforceBreakthroughs|6

9%

ThenumberofGlassdoorreviewsthatmentionpay

climbed9%in2021,accordingtoGlassdoorresearch.3

WorkdayPeopleAnalyticsprovidesdatathathelpsyouseewheretofocusyour

hiringefforts.Byrunningaugmentedanalyticsonyourhiringdata,theapplicationidentifiesopportunitiesforimprovement—notsimplybyrevealingrecruiting

andhiringhotspots,butalsobyanalyzingnegativeorpositivetrendsthatare

statisticallysignificantandshouldbeprioritized.Ifthemetricoffer-declinerateisahotspot,forinstance,youcanquicklyviewhowthatmetrichastrendedovertime,aswellasanalyzeifcertainlocationsorrolesaregreateroutliers.Toassesshow

yourcompensationpackagescomparetopeerswithinyourindustryaswellaswithotherorganizationsintheWorkdayecosystem,usecompensationbenchmarkinginWorkdayHCMtoexploremillionsofanonymizeddatapoints.Armedwiththat

info,youcancreatemorecompetitiveoffersthatwintopcandidates.

SharinginsightsandactionplanshappensrightwithinWorkday,fromthe

standardreportsinWorkdayHCMtoWorkdayPrismAnalyticsdiscoveryboardsthatofferadrag-and-dropwaytocreatedatavisualizationsandsharethemasWorkdayreportsordashboards.Duetotheintegrationsofthesystems,you

areabletotrackactualsagainstintentionswithouthavingtotogglebetweenseparatesystemsormanuallyintegratedatasets.

“

WorkdayhelpsHRoperateinafarmorestrategicway,increasingthetangiblevaluewebringtothebusiness.

HeadofGlobalHRIS,

Evotec

Bymigratingfrommanylegacysystemstoasingleunifiedsystemin

Workday,thedrugcompanyEvotecimprovedrecruitingefficiencyby25%.

Yourcurrentemployeescanalsohelpilluminatepositivesandnegativesinyour

hiringprocess.WhileyoucanuseWorkdayPrismAnalyticstopullemployee-survey

datafromanysourceintoWorkday,WorkdayPeakonEmployeeVoiceisbuiltfor

slicinganddicingemployeesentimentsurveydatabyworkforcedimensions.

Howlikelyarenewhirestorecommendworkingatyourorganization?How

doesthatoverallstatcomparetonewhireswhoarewomen,ornewhiresfrom

underrepresentedminoritygroups?Theseanswershighlightwhichnew-hire

populationsmightneedmoresupportbeforeissuesescalatetoattritionrisksand

newhiringdemands.

3GlassdoorEconomicResearch,“

85%ofEmployedWomenBelieveThey

DeserveaPayRaise;MoreSalaryTransparencyCanHelp

”;March9,2022.AchievingWorkforceBreakthroughs|

7

Level2:getbolstered.

Onceyou’veestablishedastrongfoundationofreliable,real-timedata,you’rewellpositionedtobolsteryourhiringstrategiesthroughcompany-wide

collaborationandgreateroperationalefficiencies.

Ratherthanworkforceplanningbeingastep-by-stepexercisethatgetspassedamongfunctions,itshouldbeagileenoughtobecomeateameffortamong

finance,HR,andtheirbusinesspartners.WorkdayAdaptivePlanningforthe

workforceprovidestheframework,shareddata,andworkflowtoenablegreatercollaborationondynamic,flexibleworkforceplans.Inmostcompanies,it’s

difficultforHRtoaccessforward-lookinghiringplansbecauseitisoftenonlyintheloopwhenjobreqsgetopened.WorkdayAdaptivePlanningfortheworkforcefillsthisgapwithfullvisibilityintohiringplans—bothshort-andlong-term—soallstakeholderscancollaborateinrealtime.Andbecausefinance,HR,and

businessleadersareworkingfromamodern,unifiedsystem,thisdramaticallyreducestheriskoferrorsandfreesuptimepreviouslyspentonlow-value-adddataconsolidationtaskstofocusonworkforcestrategy.WhichmeansyoucangetyourhiringrecommendationstotheC-suitefaster.

27%oforganizationspointtoinflexiblelegacy

technologiesandtoolsastwoofthebiggestbarrierstostemfrontlineturnover,accordingtotheWorkdayglobalreport“EmpathyandEmpowerment:theNewFrontlineExperience.”4And24%pointtoaninabilitytoconnectdataacrossbusinesslines.

27%

4Workday,“

EmpathyandEmpowerment:theNewFrontlineExperience

”;2022.

Nowthatyouhaveagoalandflexibleplaninplace,you’rereadytoempower

stakeholderstoattainthatgoal.Here,too,analyticsandautomationcandotheheavylifting.WorkdayPeopleAnalyticsusesaugmentedanalyticstouncoverpredictiveinsights—forexample,analyzingprehireassessmentsthroughthe

lensoftalent-sourcequalitytogeneratearetentionriskscore,understandingwhethertimetofillisbalancedwithqualityofhire,ordeterminingthemost

pressingprioritiesfordiversifyingrecruitmentpipelines.YoucanalsodownloadattachmentsthatautomaticallyconverttoaPDForPowerPointforeasy

distributionandpresentationofyourrecommendations.Soyouspendless

timemakingreportsandmoretimegeneratingbuy-inandequippingfrontlinemanagers,businessunitleaders,andteamswiththeinformationtheyneed.

“

Withaccesstoreal-timedatainWorkday,wedoabetterjobatsupportingourpeoplebecausewenolongerlosetimetrackingdowninformation.

GlobalDirectorofHRandCentralServices,

Puma

AchievingWorkforceBreakthroughs|8

Level3:achievebreakthroughs.

Buildinganimble,optimizedworkforceisaniterativeprocessbuiltonembedded

agilecapabilities,suchasdataaccessibilityandcross-functionalcollaboration.

Workforceplanningshouldn’tbestuckinarequest-and-responsecycle;itshouldbestrategicandscalable.Sowhenfacedwithanopportunityorarisk,yourprocessesarealreadyinplacesoyourworkforceandhiringplansareresponse-ready.

53%ofagileorganizationsreportthathighly

integratedsystemssoftwareismostbeneficialto

drivinganagileapproachwithintheorganization,

accordingtotheWorkdayglobalreport“OrganizationalAgility:theRoadmaptoDigitalAcceleration.”5

53%

Whatdoesthislooklike?Considertheproactive,iterativeattentionrequiredtobuildaculturethatsupportsdiversity,equity,inclusion,andbelonging(DEIB).There’snodoubtthatcreatingsuchaculturecanboostbottom-linemetrics,

aswellasemployeeengagementandretention.6Researchalsoshowsthat

toptalentseeksemployersthatarediverseandfosterinclusiveandequitableworkingenvironments.7

Workdaysolutions—seamlesslyintegratedandbuilttosurfaceinsights

acrosstheecosystem—enableyoutoturnintentionsintoachievements.The

VIBEIndex™fromWorkdayobjectivelyandtransparentlyassesseshowyour

organizationstacksup,whileWorkdayPeopleAnalyticshighlightshotspotsforimprovements,aswellasprescriptiverecommendations.AndWorkdayPeakonEmployeeVoicesurveysbringtogetherqualitativeandquantitativereal-time

dataaroundemployeesentiment,whichyoucancomparewithadatabaseof

over200millionanonymizedsurveyrespondents.Ratherthanacompany-widescoreonageneralquestion—forexample,howlikelyworkersaretorecommendyourcompany—youcansegmentthatdatatospecifyunderrepresentedminoritygroupsorevennewhireswithinthatcohort.

WhileyouadjusthiringplansinWorkdayAdaptivePlanningtoaccountfor

forecastattritionhotspots,Workdayalsohelpstoidentifywhat’sdrivingthoseissues.Whilehiringfordiversityiscrucial,workforceanalyticsmightalsorevealtheimportanceofaddressingnew-hireretentionissues.Workdayhelpsto

identifywhat’sdrivingthoseissuesandofferssolutions.

Breakthroughshappenwhenorganizationsachievethisvirtuouscycleofconstant,iterativeimprovements,drivenbydataanalytics.

Consideracompanyexperiencingaperiodofhyper-growth.HRcanleverage

WorkdayPrismAnalyticstocombinedatafromSalesforcearoundnewprojectsandpipelineinitiativeswithexistingdatainWorkday,tomoreaccuratelyforecastfutureworkforceneeds.Andpullingindatafromthecompany’scontingent

labormanagementsystem,whetherthroughWorkdayPrismAnalyticsoran

integrationwithVNDLY,aWorkdaycompany,meanspeopleleadershavea

360-degreeviewoftheirworkforce,spanningbothinternalandexternaltalent.

5Workday,“

OrganizationalAgility:theRoadmaptoDigitalAcceleration

”;2021.

6McKinsey,“

DiversityWins:HowInclusionMatters

”;May19,2020.

7LinkedIn,“

TalentMarketDriversSincetheStartofCOVID

”;September2021.

AchievingWorkforceBreakthroughs|9

Butthere’sananalyticsopportunityhereworthunderscoring:becauseWorkdayisusedacrosstheorganization,yourteamsspendlesstimeonmanualtasksanddataverificationandsignificantlymoretimeonhigher-levelstrategictasks.

WorkdayPrismAnalyticsenablesyoutopullindatafromthird-partyschedulingsoftware,alongwithdatafrompunch-cardorfacilitybadgesystems,tocreateaconsolidated,corporate-levelviewofworkforcehours.Youcanalsogodeeperwithyourquestions,perhapsusingtrendedworkerdatatotapintoarich,

reconfiguredreportcatalog,orbenchmarkingdata-as-a-servicetocompareagainsttheanonymizeddataofotherWorkdaycustomers.

Youcanusediscoveryboardstoquicklyseetrendsandzeroinonoutliers.

Aretherelocationswherechronicovertimeiscausinghighchurn?Isthere

aparticularjoblevelthattendstoputinextrahours,suggestinganeedto

redefineroles?Howdoesateam’sovertimecorrelatetoanewhire’sonboardingexperienceandproductivity?

Whatemergesisfardifferentthansimply“moregrowth=morehiring.”By

puttingWorkdaytowork,you’reunlockingapersonalized,prescriptivetoolboxofbreakthroughs.

Awelcomewelcome.

Strategictalentacquisition,inaction.

HowthreeWorkdaycustomersachievedworkforcebreakthroughs.

Theskillssolution.

Forbiopharmaceuticalleader

MSD

,theabilitytoswiftlydeploytherightskillstotherightworkisessentialtoitsabilitytotackleglobalhealthissues,fromdevelopingvaccines

topioneeringoncologytreatments.Butkeepingtabsontheskillsof72,000employees

across5,000roleswastough.“Attimes,wehavespentmoneyonexternalresourcesonlytodiscoverlaterthatwehavetheskillsinternally,”saysMSD’sexecutivedirectorofHRTechnologySolutionsandStrategy.

DeployingWorkdaygaveemployeesacentralsystemformanagingHRdata—andradicallyincreasedthecompany’sreal-timeunderstandingofitsworkforce.Workdayskillsontology

ismappedacrossthecompany’sjobcatalog,requisitions,andlearningcontent.When

employeesshareupdatesintheir

Workdayprofileaboutskills,interests,andaccomplishments,thatnewdatapowerspersonalizeddevelopment

guidance.So,asbusinessneeds

arise,MSDisalreadypoisedto

matchinternaltalentwiththe

rightskillsandtherightwork.

Withnearly70premiumresortsaroundtheworld,

ClubMed

reliesheavilyonseasonalstaff,butorientingthosenewhiresisn’twithoutchallenges.SoClubMedrolledoutWorkday

toitsworkforceof25,000employees,allowingseasonalworkerstogetfamiliarwiththe

companyanditsproceduresevenbeforetheirfirstday.“Wehavelotsofseasonalcontracts,andwhenyoufirststartataClubMedresort,itcanbedifficulttounderstandwhereyou

are,whatyourroleis,andwhatteamyou’reon,”saysClubMed’sCHRO.“ThankstoWorkday,youcandiscoverwhoyourcolleaguesareandwhoyoureporttoassoonasyoujoin.”

HRcanalsotapWorkdayunifieddataandworkforceanalyticstomoreeasilyidentifytopperformerssofuturecontractscanbeoffered.Solvingtomorrow’stalentneedstoday?That’saclearwin.

Speed,atscale.

As