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Strategic Workforce Planning & Analytics DuringUniversity Sector Change10thUniversities HR Benchmarking Conference1 November 2013 Ephraim Spehrer-Patrick, Workforce Strategy & Planning LeaderPacificOlivia Tsen,Principal, TalentLeadership & Organisational PerformanceMERCER1 Strategic Workforce Planning & Analytics DuringUniversity Sector Change1. university Sector Context2. Strategic Workforce Planning3. Workforce Analytics4. Case Study: OECDQ & AAgendaMERCER2 Strategic requires managing contradictionsUniversities today face a range of contradictions .. and tough choicesHave talent surpluses in some shortages in other areasandValue and seek diversity from a cohesive cultureandWant efficient structures growing emphasis on innovationand leadershipandAre constrained by to retain top talentandDesire to increase use of technologysolutionscompete with online educationprovidersandNeed to provide clear vision less certain about some futurechallenges and changesandMERCER3 DynamicsPotential Workforce & organisation impactsUniversity SectorDrivers for more Strategic Workforce management Difficulty attracting Highly mobile Workforce (Gen X, Y and Z) Loss
Strategic Workforce Planning & Analytics During University Sector Change 10th Universities HR Benchmarking Conference 1 November 2013 Ephraim Spehrer-Patrick, Workforce Strategy & Planning Leader
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