STRATEGIC WORKFORCE MANAGEMENT Marianne Greenfield Ph D SPHR

STRATEGIC WORKFORCE MANAGEMENT Marianne Greenfield, Ph. D, SPHR Executive Director of NAOP National Association of I-Organizational Psychology

AGENDA DEFINITION OF TERMS CHALLENGES FACING HR - 2022 CASE STUDY – MY JOURNEY A DIFFERENT WAY TO DEFINE STRATEGIC WORKFORCE MANAGEMENT

DEFINITION OF TERMS

STRATEGIC Function: adjective 1 : of, relating to, or showing strategy <strategic value of the position> <a strategic retreat> 2 a : required for the conduct of war <strategic supplies> 3 : designed or trained to strike at what makes an enemy powerful <strategic bomber> 2 b : of great importance within a whole or for a planned purpose Me We rriam Dic bste tio r na ry

WORKFORCE MANAGEMENT involves matching employee skills to specific tasks over time, quantifying the amount and types of labor needed to accomplish particular jobs on a day-to-day or hour-to-hour basis. the process of balancing work needs with available resources Bu Dic sines. co tion s m ary

STRATEGIC WORKFORCE MANAGEMENT at its most complex, involves great data, executive stakeholders At its most basic, it is and courage. knowing where the talent is in your organization and how to allocate and flex that talent according to business demands. W ST WW IN AFF. . C DU ING OM ST RY

SHRM REPORT, NOVEMBER 2012 Challenges Facing HR Over the Next 10 Years

What will be three biggest challenges facing HR executives over the next 10 years? 1. Retaining and rewarding the best employees (59%), 2. developing the next generation of corporate leaders (52%), and 3. creating a corporate culture that attracts the best employees to organizations (36%).

Which tactics will be the most effective in attracting, retaining and rewarding the best employees over the next 10 years? 1. providing flexible work arrangements (40%); 2. creating an organizational culture where trust, open communication and fairness are emphasized and demonstrated by leaders (37%); 3. providing employees with opportunities for career advancement (26%); and 4. offering a higher total rewards package than organizations that compete for the same talent (26%).

Which HR competencies will be most critical 10 years from now? 1. Business acumen (42%), 2. organizational leadership and navigation (40%), 3. relationship management (37%), 4. communication (35%).

What bodies of knowledge do HR professionals rate as being the most important in 10 years? 1. Business management, 2. Talent management, 3. Change management, and 4. Workforce planning and employment.

CASE STUDY – MY JOURNEY

TQM Change Management ERP Total Rewards Continuous Improvement

Campus Relations & Employment Branding Manager Koninklijke Philips N. V. is a Dutch diversified technology company headquartered in Amsterdam with primary divisions focused in the areas of electronics, healthcare and lighting. Touch Lives Every Day

A NEW DEFINITION OF STRATEGIC WORKFORCE MANAGEMENT

STRATEGIC WORKFORCE MANAGEMENT Creating a purposeful employment brand/identity that provides both the employee and the employer the opportunity to achieve their desired outcomes/experience.

Industrial. Organizational Psychology… the scientific study of human behavior in the workplace and applies psychological theories and principles to organizations.

BLS OCCUPATIONAL OUTLOOK 1. TOP 20 FASTEST GROWING OCCUPATIONS LISTED THE #1 TO BE INDUSTRIALORGANIZATIONAL PSYCHOLOGISTS 2. GROWTH RATE OF 53% FROM 2012 -2022 3. MEDIAN PAY OF $83, 580/YEAR 4. MASTERS DEGREE IN MAIO

FROM RESEARCH TO APPLICATION STRATEGIC VISION OF THE ORGANIZATION COMPETITIVE CHALLENGES ORGANIZATIONAL CULTURE / BRAND JOB & TASK ANALYSIS ASSESSMENTS & TALENT SELECTION PROCESS PERFORMANCE MANAGEMENT EMPLOYEE DEVELOPMENT SUCCESSION PLANNING

ORGANIZATIONAL DEVELOPMENT (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organizations "processes, ” using behavioral-science knowledge.

NATIONAL ASSOCIATION OF ORGANIZATIONAL PSYCHOLOGY Navigating the People Side of Business™ STRATEGIC PARTNER CHANGE AGENT