Overview

The alignment of business and workforce strategies is a hot topic in the HR and business domain. Many HR thought leaders and HR professionals have identified this as a key issue for those seeking to extract maximum value from their most important intangible asset - their people. This book provides a road map for those seeking to achieve this alignment. It firstly explains what is meant by a workforce strategy, as opposed to workforce planning. Then a three layered model of organisational critical capabilities, core competencies and individual job competencies of the firm is introduced from which the strategy of the business can best be conceived. The focus is then on strengthening these capabilities and competencies by identifying their underpinning key drivers. These drivers are in turn integrated with a new skills' based approach to segmenting the workforce, analysing and differentiating roles, including the identification of critical roles. Limitations in the traditional approach to segmenting the workforce on a hierarchical/job level basis and job evaluation are exposed. Those roles that are more closely linked to these key drivers then assume greater importance and focus (including associated levels of investment) in order to maximise the performance of people in those roles. Other themes that are addressed in this book include workforce configuration, outsourcing, psychological contracts, engagement and retention, brand and Employment Value Propositions, measurement and reporting of HR data (including workforce analytics). The alignment of business and workforce strategies is a hot topic in the HR and business domain. Many HR thought leaders and HR professionals have identified this as a key issue for those seeking to extract maximum value from their most important intangible asset - their people. About the Author: Colin Beames is one of Australia's pre-eminent thought leaders in workforce strategies, human capital, workplace trends, employee engagement, retention, and career development, with a deep and expansive knowledge of these subjects. He is a corporate psychologist and formerly a civil engineer, where he worked in senior management and consulting roles in the resources sector. Colin is now the Director of Advanced Workforce Strategies (previously known as the WRDI Institute), a consultancy firm that provides specialized services in the areas of workforce strategic planning, human capital and reporting, organizational reviews, employment strategies, workforce segmentation, employee engagement and retention (including key talent), and career development. He has developed and commercialized a number of HR tools and resources including various diagnostic relationship survey tools based on a model of the psychological contract. Advanced Workforce Strategies has clients ranging from 'blue chip' companies through to SMEs, across a variety of industries. Colin has previously published a book entitled ""Transforming Organisational Human Capital: Emerging Stronger from the GFC and Beyond"" (now in its 3rd edition). In this book he shows how many of the key ideas that have emerged in management and organizational studies over the past two decades can be harnessed to guide management practice and improve organisational performance. Colin has presented to numerous conferences and workshops, including the Australian Institute of Company Directors, the Committee for Economic Development of Australia and the HR Summit in Singapore.

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