Anaplan for workforce planning enables organisations and HR teams to ensure workforce readiness by connecting HR with finance, business data, and third-party sources to plan and model workforce and talent strategies and scenarios.
Talent strategy, workforce planning and compensation modelling software for the optimal workforce.
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Transcript
Welcome to another Bedford Consulting spotlight video, this time focusing on workforce planning. The overall goal for workforce planning is to have the right workforce mix at the right time and at the optimum cost while promoting collaboration between HR, finance, and the various business functions. Let’s see how you can achieve this in Anaplan.
Headcount Report: We start with our headcount report where we can break down our headcount plan into a multitude of attributes, such as geography and department. Anaplan allows planning across different versions. This dashboard tracks the movements to get to the end headcount, including all the actions and changes. Additionally, you can see the financial impact of the decisions made in real-time.
Strategic Headcount Planning: One way to plan headcount is through a top-down allocation approach. You can set top-level growth centrally, then push it down to various business areas. You can override this amount at different levels for more detailed planning.
Detailed Employee Planning: Detailed employee planning takes place at the individual employee level. Managers can plan for their employees and new hires. The data is usually fed from an HR system. Attribute-based planning allows for adjustments to an employee’s attributes, affecting salary and benefit calculations. You can also set an end date for employees, and Anaplan will calculate costs accordingly. Adding new headcount is easily done by selecting the “add employee” button.
Operations Capacity Planning: Operations capacity planning is used by organisations that tie headcount to metrics or volumes. This example shows a processing business, with demand for processing hours from a supply chain model. You can identify gaps and plan for capacity accordingly, including hiring new staff or temporary employees.
Structured Hiring: Structured hiring is driven by ratios, especially when roles are tied to another role. This example uses sales to define ratios for other roles. Anaplan can identify gaps and enable planning based on these ratios.
These examples demonstrate how organisations use Anaplan to optimise their workforce plans. Thank you for watching. If you want more information about workforce planning in Anaplan or would like a more detailed demonstration, please speak to us, and we’ll be happy to help.
