Workforce strategy

The right talent mix to drive value

With up to 85% of costs tied up in people, organisations need to predict their strategic and operational requirements and allocate resources accordingly. But the world is changing. The bionic workforce is here -- and the new possibilities that man and machine in collaboration brings us are almost endless and are transforming the role of people at work. The COVID-19 global pandemic further highlighted the need to understand workforce skills in order to enable a quick pivot -- and those organisations that were further along in embracing digitisation came out ahead.

By understanding the possibilities of automation, the changing ways organisations harness the potential of human skills, and the needs of the business in a changing global business landscape and throughout the employee lifecycle we ensure organisations can find, nurture and incentivise the right adaptable, innovative and skilled people they need for the digital age.

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PwC's Joint Global People and Organisation leaders, discuss what good workforce strategy looks like, and why it's so important for organisations when they are thinking about the future of work. | Duration: 2min 44sec

Does your organisation have the right workforce to meet your immediate and emerging business challenges? Do you know what skills you will need for the future of your business? And do you have an understanding of how today’s complex global environment will impact where and how you deploy your talented people?

How we can help

We help our clients realise the potential of their people through an integrated approach across six key areas, which are all enabled by proven tools and accelerators.

Strategic workforce planning

We work with clients to connect the dots between business strategy and people with the goal of having the right people, with the right skills, in the right places, at the right time and for the right cost. Our scenario-based methodology ties the analysis of workforce gaps into the talent strategy and planning, connecting recruiting, talent development, mobility and other talent processes to the workforce plan.

Find out how we can help you upskill your Diversity and Inclusion world here

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Talent acquisition

We work with clients to support all aspects of their talent acquisition strategies, including recruitment function transformation and data analytics to better understand and predict recruitment/talent acquisition needs, recruitment process outsourcing, and recruiting tactics such as gamification.

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Learning and upskilling

We have a dedicated team of L&D experts who have a wealth of experience in developing both the approach and content for learning curricula and in the selection of technology platforms and providers. We help clients think through innovative new solutions to developing workforce skills and behaviours – including applying lifelong learning concepts to overhaul traditional models and how to leverage cost-effective solutions such as Massive Open Online Courses (MOOCs) – and apply them to deliver business objectives. We do so by identifying and building targeted learning and development interventions such as incentivized learning through spot rewards and bonus, digitized, on-demand and bite-sized learning through mobile apps, podcasts and learning bursts, and digital badging to recognize earned skills and promote through social channels.

Find out how we can help you upskill your workforce of the digital world here

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Leadership and succession planning

Attracting and retaining high performers and the future leaders of an organization requires a thoughtful and proactive approach, offering those individuals rewarding development opportunities and a clear path to the next level. Leadership and succession planning provides the tools to manage this element of the workforce and minimise risk in leadership roles across an organisation.

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Performance management

Aligning organizational goals to individual performance metrics is a complex balancing act. As organizations shift to enhance focus on ‘how’ work is executed and impact to the business, performance management has come into the spotlight. We believe that robust performance management offers a clear connection between organization-wide and individual performance, and brings a broader range of rewards that appeal to changing generations in the workplace, such as compelling career paths, relevant skills, and flexible work policies.

Employee Experience

By understanding what is happening in the wider world ofwork, along with the interplays of organisational DNA, we can focus on getting the employee value proposition right by generating a purpose that contributes to larger business ideas and goals, delivering value through automation of manual tasks, promoting diversity of learning opportunities and formats to foster personal and professional growth, and motivating employees through benefits and rewards.

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Diversity and inclusion

Many organisations have identified diversity as a key element to driving innovation, improved working environments for employees and enhanced customer service. And, studies show that a diverse and inclusive environment drives outcomes and better business performance. Our global D&I framework identifies the four key components of developing and executing a D&I strategy, each of which must be considered at all stages of the talent lifecycle.

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Do you have the workforce strategy you need for tomorrow?
 

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Build your workforce strategy

5 key focus areas across the workforce ecosystem to drive greater business outcomes

build your workforce strategy

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Contact us

Julia Lamm

Julia Lamm

People and Organisation, Principal, PwC United States

Tel: +1 (646) 471 6392

Bhushan Sethi

Bhushan Sethi

Joint Global Leader, People and Organization, Principal, PwC United States

Tel: +1 (646) 471 2377

Alastair Woods

Alastair Woods

Partner, PwC United Kingdom

Tel: +44 (0) 78 3425 0359

Nicky  Wakefield

Nicky Wakefield

Global FS Advisory Leader, PwC Singapore

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