Workforce management for enterprises takes into account capabilities, capacities, and availability in a unified way to answer questions:
Workforce Management answers the following complex questions by considering the capabilities, capacities, and availability of Human Resources.
1) What enterprise organizational structures and groupings are needed to execute required functions (processes)?
2) How many roles and positions are needed to perform this enterprise function?
3) How many individual staff at what price are needed to fill roles and positions?
4) How does the performance of groups and processes compare to the metrics of other groups and enterprises looking at processes?
5) What are the present and future costs likely to be for the enterprise with different financial and operational assumptions?
More than other areas, the capabilities of workforce management applications often incorporate “AI-style” functions of heuristic/Bayesian modeling, statements of facts (i.e., structures) and assumptions (productivity, costs, elapsed time), and rule-based processing (turnover/churn, transformational changes (linear/non-linear), and validity checking tests).
Prior efforts employed ‘mechanistic’ methods of workforce estimating. They used techniques from manufacturing (time and motion studies, production flow planning, consumer-server relationships, etc.). Unfortunately, these ‘mechanistic’ techniques (and modeling) have not proven flexible and accurate in mapping enterprise operations with actual talent levels. The misestimation has been due in part to a lack of domain knowledge, know-how, and actual job performance.
To Be Continued.
If you’d like to read more of our series about AI and HR, you can find those articles at www.ekalore.com/bad-project-blog
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