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Public Sector Workforce Analytics Workshop

Cliftons Wellington

Hide Section - About the Event
People are every organisation’s largest and most valuable asset. A well sculpted workforce and positive culture significantly impact the success and well being of an organisation. To meet the challenges presented by the dynamic environment of the Public Sector, employees must be equipped with the knowledge and resources needed to competently deliver consistent outcomes. However, in order to create a workforce plan that addresses employee needs, HR professionals must first understand the underlying factors or fundamentals that drive success.

With Public Sector governance structures continually changing, it can be difficult to project the future requirements of an organisation. It is imperative that HR professionals acknowledge and adapt to evolving future trends whilst creating a robust workforce plan. Uncertain trends and variables often complicate future projections, however through the use of tactical workforce analytics, HR professionals can derive the needs of a complex workforce from quality data.

In this Workshop, delegates will explore the essential tools and techniques demanded of HR professionals in the Public Sector to create a sophisticated workforce plan against a backdrop of continual change. It will focus on the technical abilities needed to integrate and interpret workforce analytics into your organisational strategy.

Training Delivery

The Workshop will be delivered using a three tiered approach. The structure of each session is as follows:
1. Technical overview and review of research into the topic area under discussion
2. Practical application of analytics through worked examples and interactive exercises using PCs
3. Discussion of soft HR skills, implementation challenges and outcomes
Hide Section - Explore Points
• Building the analytical skills needed to interpret complex data in the Public Sector
• Planning in an uncertain environment: Discuss agile models that are responsive to change
• Learn how to practically apply analytics to build a robust workforce plan
• Explore methods to calculate accurate gap analysis to aid organisational development
• Techniques for best practice workforce planning for a transient or ageing workforce
• Methods to integrate a workforce plan with an organisational strategy
• Leveraging tools and communication avenues to increase employee engagement
• Recognising and adapting to the limitations of HRIS in the Public Sector
Hide Section - Who will attend
• Human Resources
• Workforce Planning
• People and Performance
• People and Culture
• Talent Management
• Recruitment and Retention
• Organisational Development
• Change Management
• Business Forecasting
• Data Analysts

29 March 2017

09:00 - 16:30

Case Study

Day One:

Identifying, collating and understanding meaningful data and metrics
• Identifying and selecting meaningful metrics whilst maintaining data simplicity
• Accessing accurate and consistent workforce data to inform gap analysis
• Understanding HR analytics: Highlighting meaningful relationships between data types
• Tools to extend data reach that broaden analysis and increase qualitative results
• Filtering meaningful statistics from data pools to produce quality analytics
Conducting effective gap analysis to inform strategic direction
• Correlating data trends to identify gaps in recruitment, retention and skill bases
• Calculating supply versus demand gap in order to allocate sufficient resources that meet employee needs
• Benchmarking data against other departments and organisations to ensure best practice analytics
• Essential calculations: Headcount, salary, workforce supply, performance scores
• Calculating Human Capital in a changing environment
Workforce forecasting and planning in a changing and political environment
• Examining the challenges of forecasting and planning for a transient and ageing workforce
• The importance of succession planning in the Public Sector and tools to identify upcoming talent
• Strategies to create informed and stable assumptions in an uncertain environment
• Understanding temporary and permanent changes that affect a contingent workforce
• Identifying labour market trends to predict uncertain variables in order to meet organisational needs
Engaging leadership in order to gain organisational buy-in
• Engaging managers to actively participate in innovative performance management initiatives
• Producing easy to use data collection tools to increase participation in innovative performance management exercises
• Developing management capability to increase senior-level understanding of workforce analytics
• Acquiring an HR champion: Liaising with senior executives to inspire a workforce and lead change
Nel Botha - Managing Director
PlanPro Insight Ltd

30 March 2017

09:00 - 16:30

Case Study

Day Two:

Using software to optimise dashboards for greater performance impact
• Integrating various HR Information Systems (HRIS) to consolidate data in one location
• Using dashboards to clearly display conclusions in a visually appealing manner
• Understanding and adapting to the limitations of HRIS in the Public Sector
• Manipulating HRIS to present findings in a style that matches organisational business culture
Translating analytics into a strategic workforce plan
• Tools for effective scenario analysis: Gauging the practicability and impact of new initiatives
• Creating innovative strategies to address talent, retention and performance gaps
• Methods to develop and implement an effective workforce plan with limited resources, funding and time
• Using analytics to identify root causes of workforce gaps and deter future occurrences
Integrating a workforce plan into a business strategy that aligns with organisation objectives
• Increasing cross-functional engagement to align a workforce plan with employee requirements and expectations
• Liaising with senior management to determine HR’s role in an organisational vision
• Clearly documenting and presenting analytical conclusions to justify strategic decisions
• Creating a workforce plan that assists employees to meet organisational KPIs and objectives
Developing employee skill sets to increase human capital in the public sector
• Analysing archived data to aid skill based recruitment that aligns with organisational culture
• Developing your Centre of Expertise to best identify progressive opportunities for employees
• Techniques to identify and retain skilled employees through reward strategies to increase organisational acumen
• Identifying the skill sets and training requirements needed to meet organisational objectives
Nel Botha - Managing Director
PlanPro Insight Ltd
Nel Botha
Managing Director
PlanPro Insight Ltd
Cliftons Wellington
Phone: +64 4 901 9011
Level 28, The Majestic Centre 100 Willis Street
Wellington, Wellington
New Zealand
Booking Contact is Delegate

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