Did you know that your company is a tech company?
In fact, today, every company is a tech company. The pace of technical innovation has made any business model that differentiated on service, physical assets, infrastructure, and even data ripe for fatal disruption. Technological innovation determines winners and losers in every industry.
But technological innovation is not just new software or new data. You need processes and people to use the software, to glean transformative insights from the data. That means that “digital transformation” is not just an IT strategy; it’s also an HR strategy. When Robert Leduc, president of Pratt and Whitney, opened 8,000 jobs in Connecticut, he told The Hartford Courant that it wasn’t keeping up with tech that troubled the aerospace manufacturer:
“The thing that keeps us up at night is, 'Are we going to have enough people, and are they going to have the right skill set?’”
So, what does a CEO need from HR to develop and deploy a technology-focused workforce strategy? There are three key elements: data, change management process guidelines, and employee adoption.
Data: Internal and External Perspectives
It’s well-documented that HR struggles with the quality and availability of people data. Industry estimates put the amount of “dark data” at 80-90 percent. HR needs to work out the tools and processes that will give it the cleanest, most complete data possible about its employees.
There are several questions that need to be answered when developing a holistic, data-driven workforce strategy:
Change Management: Turning Learning into Behavior
People analytics are great—organizations focused on digital transformation may put considerable effort behind improving their data. But that investment is only as valuable as the decisions and changes those insights drive. When you’re facing wholesale changes to the core function of HR, the real effort of implementing a workforce strategy lies in the day-to-day change management. Specifically, organizations must use analytics to align incentives properly.
Employee Adoption: Value Over Effort
Longstanding research has found that engaged employees are 22 percent more productive than their disengaged counterparts, and organizations with engaged employees see up to 25 percent higher profit margins. The bad news: Only 32 percent of U.S. workers are engaged.
Engagement is a key priority today, but workforce planning platforms aren’t always designed to support that outcome. Here are two critical criteria for evaluating the effectiveness of a potential workforce planning solution:
Every Job is a Tech Job
Digital innovation is redefining every business. Whether an organization is faced with a new challenge of securing its digital assets or a new delivery model, the impact on its talent requirements is broadly distributed across the entire organization. With every new innovation, organizations that have not invested in strategic workforce planning fall further behind their competition and face higher risk of disruption.
Successful organizations will recognize that this talent development must be informed by new data sources and driven by employee adoption. Because when you come down to it, every job is becoming a tech job.
Getting Strategic About Your IT Workforce Planning
IT Skill Builder is a strategic workforce planning platform that emphasizes data analytics, change management and employee adoption to attract, grow and retain the best talent. Want to see how it works? Click here to schedule a demo.
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