The phrase “getting the right people, in the right place, with the
right skills, at the right time, and at the right cost” is synonymous
with the most common type of long-term forecasting: strategic workforce
The methodology, in which HR and their business
partners forecast - in time horizons ranging from 3-10 years - the
demand for, and supply of, labor has been deployed extremely
successfully in sectors ranging from oil & gas to government and
Unquestionably, the global pandemic and humanitarian
crisis we are experiencing are challenging our conventional wisdom about
the world of work. 2021 will be marked by a new normal - virtual work
becoming the rule, confounding gaps between high unemployment and a
scarcity of qualified talent, decreased job-switching, and heightened
awareness of bias and employment discrimination.
Why you should Attend
Strategic workforce planning is not going away. In fact, it has become more important than ever.
year will be marked by a new normal - virtual work becoming the rule,
confounding gaps between high unemployment and a scarcity of qualified
talent, decreased job-switching, and heightened awareness of bias and
HR leaders need to reconsider and
refocus their workforce planning efforts and supplement these structural
processes with niche opportunities that offer a fresh perspective on
workforce demand and take advantage of micro-and macro-economic trends
to bolster workforce supply.
Areas Covered in the Session
This webinar will review five ways in which HR leaders can rethink workforce planning in uncertain conditions:
- Delivering an Exceptional Experience to Customers.
of CEOs said that their organizations deliver an excellent customer
experience; however, only 8% of customers say they actually received
one. It’s an experience gap that targeted workforce planning can
- Building High-Performing Teams…and Their Deputies.
- How can organizations reduce the randomness of team formation and also provide opportunities to upskill the “back-ups”?
- Changing the Organizational DNA.
first step is to clearly articulate the current DNA - are you an
organization known for resilience and structure, or one that encourages
risk and just-in-time pivots? - and what characteristics will encompass
the new DNA.
- Engaging Soft Skills and Passions.
covered in workforce planning is that which focuses on nourishing soft
skills - empathy, critical thinking, creativity, curiosity, flexibility,
emotional intelligence, and decision-making. These are considered the
foundation upon which to build technical skills which, in combination
with soft skills, improve the likelihood of lifelong employability, not
just current job security.
- Borrowing, Not Buying.
the short term, borrowing employees undoubtedly improves operational
efficiency via the reallocation of resources to areas of highest need.
Long-term, this provides a fascinating use case for firms engaged in the
same value chain - in a consumer products chain, for example, sharing
employees between the sources, producers, distributors, and retailers).
Who Will Benefit
- Human Resource Supervisor
- Human Resource Manager
- VP Human Resources
- Director of Human Resources
- Small Business Owners and Managers
- Other Senior HR Staff
- Senior staff in Finance, Information Management, or Facilities
Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which places its’ emphasis on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.
He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute.
He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.
Greg is involved in the Certification Program for Human Resources Management at Pace University, which includes the preparatory program for the Human Resources Professional Examinations and the Essentials in Human Resources Management Program and well as the Continuing Education Programs including HRCI and SHRM recertification. He is also a member of the faculty of the New York Medical College in Valhalla, NY.