Tuesday, August 25, 2020

Business Workforce Optimization

Organizational workforce optimization takes planning, experimenting, and scaling up.

The digital workforce has a multitude of varieties. In reality, people are always the weakest link in organizations for either strategy management or change management. Individually, as a person, you need to be optimized with a growth mind and updated skills. People optimization is more holistic than talent management as it plays an important role in determining what energizes the individual at the most. At the organizational level, business workforce optimization helps to gain predictive insight of talent demand, develop in-demand skills and capabilities, navigate through the future of the workplace, measure workforce capacity, and reach the next level of organizational maturity and societal progress.

Envisioning futuristic trends, and making proactive workforce planning: Because the digital environment is dynamic and uncertain, with the exponential growth of information and frequent disruptions often led by digital technologies. Business growth and innovation today are heavily dependent on having the best people with critical thinking abilities and professional competency to solve the right problems. Envisioning future trends and forecasting knowledge and skills are required to ensure you have the right people with the right skills, in the right place, at the right time, and for the right cost, not just keeping the light on today, but competing for the future.  

To make proactive workforce planning, business management must first assume the goal is to find the right person who not only fulfills the required needs of the work at the moment but also has the collective potential to lead organizations up to the next level of the business growth and maturity. In practice, talent managers start using data not just to monitor employees’ behavior, but to ask and answer some hard questions that are at the heart of how employees contribute to business performance, what their professional potential is and how to align their career goals with the strategic business goals, predict employee preferences and behaviors and tailor next practices to attract and retain talent effectively.

Enforcing workforce deployment and development: Compared to the industrial era with knowledge scarcity and silo setting, the digital era upon us is information-rich and technological advanced. Knowledge workers today are more purpose-driven and self-motivated. Enforcing workforce deployment and development makes sense to convey the vision of running an organic digital business which needs to keep investing, nurturing, and growing their people and optimize workforce to meet the needs of business growth.

It is great when the organization provides support and empowers its staff by showing respect and offering talented people opportunities and efficient tools to achieve more. Make sure the work environment encourages creativity and collaborative thinking, helps employees at all levels within an organization to think out of the box, take reasonable risks, go beyond their defined roles and keep updating their skills. The transparent management to optimize the workforce is to transform the organization into the system approach, not through the command-control hierarchy only. You could supervise with control to enforce management discipline, but it has to be implemented systematically.

Enhancing the analytical workforce performance and optimization models and mapping with returns: The basic fact is that the workforce optimization and performance management system are working tools that improve organizational performance/productivity/potential. In many traditional organizations, performance management turns out to be some practices to monitor people's daily behaviors or an annual routine to focus mainly on past performance. From a workforce optimization perspective, it’s important to identify performance bottlenecks; when productivity is low, further analytics is needed for an understanding of the cause whether it is due to the change or learning curve, inefficient practices or processes, or the culture complacency, in order to fix problems smoothly.

The multifactor workforce productivity analysis would examine the process to determine what elements of production made the employees more productive to achieve the expected performance results and make continuous optimization. The one way to find out whether the performance measurement and management are effective or not is by looking at the behavior and culture theater the KPIs are driving. Businesses have become very adept at measuring the result. Workforce optimization and performance management need to be transparent and objective, understood by the entire organization. To enhance the perception of better ROI, visualization of insights & graphical data representation of analytical results to stakeholders is key.

Today's digital workforce is a technology savvy new breed, with the very characteristics of multi-generation, multi-culture and multidevicing. Organizational workforce optimization takes planning, experimenting, and scaling up, building a creative workplace and high-performance workforce- preparing people to get digital ready psychologically and professionally, in order to unlock business growth and improve organizational maturity.


Hello! This discussion is engaging. I'm glad I found such an informative post. Keep up the great work.
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