Saw a short article in the McKinsey Quarterly this morning that dovetailed nicely with several presentations at last week’s Infohrm Workforce Planning Summit.
The “conversation starter”, titled What Next: Ten Questions for CFOs (registration required), offers guidance for CFOs as they educate their management teams on the risks, costs, and benefits of new opportunities offered by the pending economic recovery.
Two specific CFO questions caught my attention:
a. Have you taken advantage of the buyers’ market for talent? As discussed at the Summit, progressive organizations are taking the opportunity to critically evaluate their current talent pipeline (through workforce analytics) and contemplating what the next generation of skills and capabilities will include. This is where traditional workforce planning comes in.
b. Do you know what risks a recovery might bring? Similarly, new applications of workforce planning use the data and insights to identify workforce risks or threats to business continuity. Whether through impending retirements, staff shortages in critical (or hard-to-fill) roles, or elongated time-to-full-productivity cycles, the workforce planning dialogue is being reframed for the CFO.
How does your CFO view the talent acquisition opportunity? Do your workforce planning insights support that vision?
Tags: CFO, talent acquisition, Talent Management, Workforce Planning