Become a

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Become a Business AdvocateWorkforce Planning
Demystified
Presented by Dan Hilbert, CEO OrcaEyes
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Workforce Planning

• The science of proactively discovering Human
  Capital issues that potentially cause risk to
  business
• Finances
• Operations
• Strategic Plans and Missions
• Managing and converting risks into opportunities
• HR as a Boardroom strategic risk management
  center
• HR as a Profit Center

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Workforce Planning Simplified

• Data driven, proactive system for
• Having the Right People
• At the Right Place
• At the Right Time
• Performing Optimally

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How did Workforce Planning Evolve?- The Industry
and My Journey

• Mission Critical Business Functions
• Supply Chains
• Networks
• ERP
• Plant Management
• Valero
• Record setting growth
• How do we support it?
• Where can we reduce Human Capital risks to
  business?
• Refining, Retail, Transportation, Trading

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Way Beyond Refining

• Real World Challenges
• Banking
• Manufacturing
• Technology
• Energy
• Utilities
• Retail
• Healthcare
• Real World Solutions
• Unprecedented industry awards and recognition
  over 30
• Garner, Texas AM, ERE, IQPC, WF Management, HR
  Magazine, CFO Magazine, HR Technology Conference,
  AHRI, TAMBIC, HR Executive..

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Common HR Concerns about WF Planning
Our business is very unique.
Our data is really bad or we dont have enough
data.
We really dont know where to get started and
are unsure about ultimate objectives.
What politics are we likely to face?
How will we get buy-in from Leadership?
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Our Data is Terrible

• Discover exactly how good or weak the data is
• Core WF Planning requires only directionally
  accurate data
• Using data accuracy factors in predictions
• This is exactly how your business operates
• Transparency of formulas and data sources

Our data is really bad or we dont have enough
data.
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Where to Start and Our Business is Unique - PL
statements, balance sheets, income statements
We really dont know where to start and are
unsure about ultimate objectives.

• Right People, Right Place, Right Time, Right Cost
• Start with projected, multi-year workforce gaps
  and surpluses
• Not as much as we initially think
• The Basics (WF Gaps, Turnover, Reasons,
  Demographics)
• The Outcomes (Financial, Operational, Strategic)

Our business is very unique.
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Politics and Leadership Buy-In

• Internal from other HR departments
• Getting business push-back in the beginning
• Inclusion of HR in strategic leadership meetings
  and committees
• Monthly Human Capital Business Reports and
  Conversations
• Thats all!!

What politics are we likely to face?
How will we get buy-in from Leadership?
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Sequential Steps and Results
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Why are these Metrics Strategically Important-
to the Business?

• Workforce Talent Gap
• Turnover
• Historical Fill-Rate
• Projected External Recruiting Needs
• Actual External Supply, Cost and Location of
  Talent
• Time-to-Fill
• Age Distributions
• Diversity Distribution and Pay

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Relationships that Matter- Business Risk and
Opportunities
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HR Driving Core Business KPIs- Measurably as a
Profit Center
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The Solution - Its as Easy as A, B, C - 1,
2, 3

• A, B, C
• Assess viability and accuracy of required data
• Build rapid understanding of HR strategic value
• Connect the Dots Human Capital to Business

• 1, 2, 3
• Upload data into SonarVision On Demand at NO
  COST
• Receive a WF Planning and Human Capital Analysis
  on your data. Confidentially - at NO COST
• Gain unprecedented basic industry benchmark data
  within 6 months. Confidentially at NO COST

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Opportunity for You?- from OrcaEyes

• 4-Part webinar Workshop Series to learn Workforce
  Planning in the Real World
• Working with your own live data confidentially
• Assessing your data viability and knowing what
  benefits are available to your organization
• The basics of Workforce Planning with your data
  for your organization
• Proactively Discover and Diagnose specific
  opportunities for your business
• The specific communication needed to gain
  leadership support
• From scratch, build real world, Workforce
  Planning solutions which drive successes in your
  organization - cooperatively
• Focus by industries also
• No Risk, No Cost to you requiring less than 30
  -60 minutes
• Share best practices directly with peers

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Color Coded Alerts of HR Drivers Root Causes
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Color Coded Alerts of Positions Departments
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Strategic Workforce Planning- Its as Easy as
Green, Yellow, Red
Proactive Risk Discovery
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Strategic Workforce Planning- Its as Easy as
Green, Yellow, Red
Proactive Root Cause Analysis
Voluntary Turnover
Performance Turnover
Turnover
Aging Demographics
Compensation Disparity
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One Metric that will Change Your World- Patent
Pending HCM Profit Generator

• Reduction in OT costs of hourly employees from
  Time-to-Fill increasing earnings

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Q A
Dan Hilbert CEO OrcaEyes
512-501-2970, Ext 707 Dan.Hilbert_at_OrcaEyes.com UR
L about Complimentary Workforce Planning
Trial http//workforce.sonarvisionod.com