Lead the Way Forward for Your Business

The continued emergence of HR as a critical strategic function rests heavily on its ability to leverage analytical techniques, statistical modeling, and advanced programming to anticipate future business needs. We'll help you make the leap into this brave new world by arming you with the insights required to build your workforce of the future.

The Challenge

HR leaders are increasingly counted on to serve as strategic partners in workforce design. Instead of simply growing headcount via prescribed budgets, HR is expected to acquire and maintain the right talent sets at the right time in all the right places.

Our Approach

Our highly experienced workforce planners provide strategic advice to our clients using various workforce planning tools. Depending on the development stage of your workforce planning function, we'll provide pertinent solutions to drive the function toward maturity. The four crucial stages of strategic workforce planning are:

  • Current state analytics
  • Predictive analytics
  • Gap analysis
  • Strategy implementation

Client Impact

Whenever HR leaders and their teams play a bigger role in strategic workforce planning, some of the positive outcomes include: more focused talent acquisition efforts, clearer change management communications, streamlined implementation plans with people managers, and enhanced organizational effectiveness.

 

A Case Study

Our team was recently engaged by an IT and communications engineering company to support its transformation from delivering traditional services to new technology solutions.

We optimized the structure of our client's organization via a deep understanding of their people needs and technology and customer goals. Our deliverables included a holistic diagnostic to pinpoint all of the key areas where transformation was required to drive growth.

Major outcomes include:

  • Restructuring the workforce into clusters of account managers and competence centers
  • Supporting processes to ensure workflows are aligned to new workforce structures
  • Conducting gap analyses to understand and strategize around future needs
  • Transforming the HR organization to play a strategic role and conduct day-to-day operations effectively
  • Activity-based analysis of the HR organization to design a new structure and allocate appropriate resources

 

The Challenge

How often do you hear sentiments like these?

"Our facility is running out of space."

"It's getting more and more difficult to hire the right talent around our existing locations."

"Where should we place our next office to drive business growth and attract the right talent?"


Such challenges are common in growing economies with acute talent shortages in much of the world. However, there is a way out if you're willing to rethink your approach to location analysis.

Our Approach

Powered by our extensive Radford survey database, our location analysis methodology allows clients to make decisions with confidence leveraging rich information on talent supply, turnover rates, hiring trends by geographic location and key infrastructure and ecosystem factors such as proximity to educational institutions and peripheral services like child care, public transportation and health care. On the macro-economic level, we also take into account geopolitical impact, globalization, labor and immigration law. This holistic approach to location analysis will help your company take the right steps as you expand.

Client Impact

At the conclusion of most engagements, we provide clients with a short list of ideal locations for an organizational growth. We also provide insights around wages, benefits and ideal workforce structure in target locations based on how competitors structure their organizations.

 

A Case Study

Our client found it extremely challenging to hire specialty employees in the San Franscisco Bay Area. Yet, the idea of moving to other regions in the country felt like it would require a major shift in their people strategy.

Accessing Radford data from nearly 1,000 global technology organizations, we were able to track changes in labor market conditions for specific job groups and specific employers. For example, we found evidence that top employers in San Francisco were no longer increasing headcount, but rather poaching employees from each other. Growth had to come from other locations.

Our analysis and expert observations confirmed the client's initial suspicions, but also provided real evidence to present to executives. With our help, the client now routinely leverages several alternative labor markets around the U.S.

 



Contact Us

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