SCENARIO PLANNING IN PEOPLE ANALYTICS
Scenario Planning for HR
In dynamic and uncertain markets, you need to be prepared for multiple futures. Our scenario planning tool let’s you use your historical data to predict future development, and visualize the impact of various metrics on your future headcount, cost, diversity and other targets.
ORGNOSTIC IS Used by data-driven HR and People Analytics teams At:
Visual alternative futures for better organizational planning
Changing, projecting, and predicting headcount, costs, and diversity numbers is a continuous need for every business. With our scenario planning solution, you can effortlessly adjust crucial variables such as the number of recruiters, turnover goals, time to hire, or the number of open positions and others, and our advanced algorithms and intuitive visualizations will help you analyze the potential impacts of these changes on your organization’s future.
How it works
Target due date
Set and adjust your targets
Set a target date in the future and check how you’re tracking against it.
With scenarios you’re able to set targets in the future and assign them a due date. Our system will tell you whether you’re on the right track of reaching your targets given the current trends, and allow you to change different metrics outcomes to explore how you can get there.
Visualize the future
Extend your metrics into future
Most tools allow you to see the past, Orgnostic helps you visualize the future. Easily draw multiple scenarios based on your own historical performance data and see how it shapes into the future.
Our metrics come with a set of predictions based on historical trends. Instead of only looking in the past, you will be able to slide your graphs to the right and see how potential future looks like based on historical data.
Explore alternative futures
Explore alternative futures on the fly
You don’t have to build various headcount prediction models from scratch. Use our simple interface to play with alternative futures on the go.
Once you project your headcount plans in the future, explore how other metrics may affect them. What if your turnover decreases, or if you add more recruiters to your team? What if you enhance your recruiter performance, or if your time to hire increases? Explore what are the critical inflection points for achieving your targets.
Get updates on your target progress
Get weekly, monthly, or quarterly updates on your progress towards targets. Status updates help keep your team engaged, accountable and on track.
Once you set a scenario, you will be able to get notified how you’re tracking against your targets and whether you are on the right track to achieving them. It’s a perfect way to operationalize your metric and get your HR team to engage with the evidence based management approach.
Why choose Orgnostic for Scenario Planning and HR targets?
- Seamless interface: Our user-friendly platform offers a hassle-free experience, ensuring ease of use and quick adoption.
- Accurate modelling: Our algorithms provide accurate simulations, enabling you to make well-informed decisions.
- Real-time insights: Gain real-time insights into the potential impact of your workforce planning decisions, allowing for agile adjustments.
- Customizable solutions: Tailor our workforce planning tools to fit the unique needs of your organization, ensuring maximum effectiveness.
Scenario planning for HR refers to the process of analyzing and preparing for various future scenarios that may impact the workforce and overall HR strategy of an organization. This involves identifying potential trends, challenges, and opportunities, and developing strategies to adapt to different scenarios.
Scenario planning is important for HR because it helps organizations prepare for future workforce challenges. By considering different scenarios, HR can develop strategies to address talent gaps, changes in employee needs, technology advancements, and other factors that may impact the workforce.
Scenario planning in HR involves creating and evaluating potential future scenarios to prepare for changes or challenges in the workforce. This can include projecting changes in the workforce, such as demographic shifts or technological advancements, and considering how the organization can adapt to these changes.
Workforce planning can be seen as a subset of scenario planning, as it involves analyzing current and future workforce needs and developing strategies to meet those needs. In scenario planning, one of the potential scenarios to consider is changes in the workforce, which can be addressed through workforce planning.