Special Thanks to Workforce Management
©Copyright OrcaEyes Inc. 2007-2011
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#1 Objective in Business for HR
Introduction directly to leadership
OrcaEyes On Demand Freemium/Consumption Solutions
HR
Business
WF Planning
Org Readiness Risk
External Talent Supply and Costing
M&A, Expansion, Consolidation
Strategic HC Analytics
Business Risk
HR Rankings
Business-HC Risk and Performance*
*Supplied by Workforce Management/Crain Publishing
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You will deliver real world strategic business value to
leadership using your own data during this workshop
series
◦ Can upload data for a single business unit or department
◦ Pick “Friendlies” with Problems for increasing success
 Whether uploading all company data or an individual business
department or business unit
◦ At end of demo, we will show you how to upload your data in 5
minutes
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If you have no actual company data, use OrcaEyes demo
data for workshop series
◦ demo@Orcaeyes.com, password is “hospital”
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You can catch-up at any time
◦ All Previous sessions are recorded at: orcaeyes.com under insights
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Workforce Gaps (& Surpluses)
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Talent Supply versus Company Demand
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The elements that comprise Gaps
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Understanding the variables and their impact on Gap
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The science of Prediction
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And how to position predictive outcomes
Data-backed Analysis for Decision Support
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Intelligent strategic HR decisions
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Assessing data viability
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Proactively knowing benefits and limitations available
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Assessing data accuracy
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Using poor data to get increases in HR budget
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External Talent Availability and Cost Data
Repositioning HR as Business Strategic and THE HCM Expert
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WF Planning is all about the business
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The new partnership with HR
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Discussing “potential” Business Risk
Empowering leadership to increase profit, operational performance and success of strategic
plans
Please send in questions, comments, problems or success throughout this session!!! We will
not mention names. Please include your industry if possible on your notes
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Gaps caused by Turnover and Talent Shortages
(Todays Focus)
◦ 12 Companies
◦ In Healthcare, Technology, Utility, Energy, Retail,
Insurance and Finance
◦ Impacting revenue, margins and operations
◦ Average turnover of impacted positions increasing by
27% annually over the past two years
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Huge business opportunities for Strategic HR
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Massive aging demographic problems today
◦ 7 Companies
◦ In Utilities, Energy, Power and Government
◦ Impacting revenue, safety and operations
◦ Getting worse rapidly over the next 3 years
◦ Retirement being impacted less by economic
downturn
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Huge business opportunities for Strategic HR
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Lost Profit due to Excessive OT from Gaps and
Time-to-Fill
◦ 10 Companies
◦ In Retail, Insurance, Healthcare, Energy, Power,
Banking and Automotive
◦ Impacting Profit and shareholder value by 2%- 17%
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Huge business opportunities for Strategic HR
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Huge business opportunities for Strategic HR
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Huge business opportunities for Strategic HR
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PerformanceTurnover™ of Critical Roles
◦ 3 Companies (only 5 uploaded performance data)
◦ Cannot reveal industries to protect actual companies
◦ Impacting:
 Executive Leadership
 Revenue and Earnings
 Success of Strategic Plans
 Business Performance
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Huge business opportunities for Strategic HR
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Recruiting workloads above current HR ability
EEO Risk due to disparate pay differential by
Diversity group
EEO Risk due to disparate pay differential by
gender
◦ 17 companies in all industries except for Government
◦ Severe risks to:
 Profit
 Company brand and customer loss
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Huge business opportunities for Strategic HR
1) Basic Formula
2) Metric Explanation
3) Visual Dashboard
4) SME Best Practices
5) Relative
Risk
Ranking
(Future
Industry
Benchmark
Rankings –
Free)
◦ Talent Supply versus Company Demand
 Understanding the variables and their impact on Gap
How to position predictive outcomes
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Historical data
◦ Trended
◦ Weighted for most recent data
◦ Projected Forward
 Nearly identical to financial forecasting
 External data occasionally added
 Including
 Prediction accuracy over time
 Data accuracy
◦ Assessing data viability
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OrcaEyes SVOD free data analysis tool and log
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Demo at end of seminar today while showing how to upload your data
◦ Proactively knowing benefits and limitations available
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What WF Planning and Analytics are available to you today with the data you have
◦ Assessing data accuracy
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OrcaEyes SVOD free data analysis log
◦ Using poor data to get increases in HR budget
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Simply show business leaders what they can receive if HR had more accurate data
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Using data accuracy factors in conversations with leadership brands HR as specialists
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Cost justifies: new HRIS, talent systems, onboarding and exit interview software and
resources
◦ External Talent Availability and Cost Data
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Add invaluable information to actual Talent Supply and Costing analysis
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Recruiting, Expansion, Consolidation, M&A
◦ The new partnership with HR
 Translating Human Capital into the Language of Business
 Risk
 Performance
 Financial
 Operations
◦ Discussing “Potential” Business Risk
 POTENTIAL is the key word
 Projected with statistical accuracy variables
 Understanding and Explaining “Relative Risk”
 New SEC Regs (discussed in detail in Part 4)
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Simply show this to a business leader
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Explain the factors involved in each metric
◦ Print the calculation explanations directly from SVOD
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Explain the prediction and data accuracy variables
◦ E.G.: + or – 20%. Always be conservative with leadership
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Ask if they see this as a risk to their business and why
Revenue at Risk
Projected Gap
Turnover
OT Cost at Risk
Voluntary Turnover
PerformanceTurnover
Aging Demographics
#
3: Proactively Discovering and Diagnosing Business Opportunities
and Risks - January 20, 2011
When you initially begin to formulate a workforce planning program or system, the tools used can be
overwhelming. It is critical to understand the data points you are reviewing, how and where the
information is coming from and which data points are the most important. As we move through the
Workforce Planning Demystified 4 Part Series, we'll take a closer look at the science of data analysis,
and a gain a better understanding of the key workforce drivers that impact business. In Part 3 of this
series, we'll discuss:
•The science of data analysis. Gaining the essential skills to pinpoint the critical data elements rapidly
without getting lost in irrelevant data overload
•The key workforce drivers. Understanding and diagnosing the elements that measurably impact
business by creating Human Capital-Business Risks
•The best way to transform business risk into unprecedented HR opportunities—without exposing HR to
risk
#4: Taking it to the C-Suite: Delivering Measureable Human Capital
Value through Specific HR Solutions - January 27, 2011