Gerald Gibson Human Capital Advisor
Gerry has held senior level roles with board involvement and global accountability for leading, coaching and developing Talent, Change Management and Organizational...
A company’s commitment to adopt an “Agile” work philosophy and method (ability to listen, plan and adjust quickly to business and customer needs) is the name of the game right now and will be a differentiator for success.
Compare an agile team to a more traditional one here to see how your company stacks up.
Directly connects workforce planning (WFP) to the company’s business and growth plans
Invests in robust data gathering capabilities geared to accurate predictive analysis and flexible decision making
Key Talent Management processes (Succession Planning, Talent Review, Competency Management) are directly connected and regularly refreshed
HR Business Partners and other SME’s are brought in to coach, facilitate and enable effective process application
Recognize effective WFP is more than replacement planning and following retirement trends
Functional and line leaders feel accountable for up-to-date workforce plans in their organizations
Willing to take risks (with guardrails…)
Tends to focus on turnover trends and retirement eligibility stats
Tends to focus on “replacement planning” rather than what does the future look like?
Often managed via cumbersome and complicated spreadsheets by HR
Tends to be somewhat reactive
Blurred lines between the company’s strategic plans and workforce needs
Often managed via “seat of the pants” activities, not an ongoing strategic process
DEI implications may often be an afterthought
Leaders don’t feel accountable
If you would like to learn more about how Endeavor Management may be able to help, please feel free to reach out to Gerry Gibson: email@example.com