Baby Steps: Implementing a Workforce Planning Strategy with an Immature ERP

Updated: January 31, 2011

In October 2010 I wrote a HR.com article which questioned the HCM industries deployment of SaaS layered technologies into organisations that had, in some cases, very mature ERP solutions. In the last months my view on this hasn't changed.

But, what happens if your ERP and your data is immature? What happens if you work for an international entity with several ERP/HR products deployed or you have the same ERP globally but with differing versions?

One option is to implement a 90-day Workforce & Resourcing Action Plan (or WRAP). The basics of a WRAP in the above scenario would include:

  1. Once I have some useful data, I would then run some risk analysis incorporating business direction and the issues impacting that particular business or workforce.
  2. A cautionary note here, a Workforce Planner is an éminence grise and our role is to guide and advise, no matter what level we frequent.
  3. There are no strict rules around key-players either, however you should consider including senior HR, Workforce Development, Training, Systems, IT, Finance and Operations staff.
  4. Quite often this is also an opportunity to get along an external Workforce Planning champion to present and do a review of the work completed to date to ensure that the evolving Workforce Planning strategies are aligning with the business requirement.

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