Now more than ever, companies must take a strategic, proactive approach to workforce planning, one that reflects their value proposition, current and projected workforce demographics, and vision for the future of the business. Recruiting, training and performance management programmes can then be targeted to ensure that the companyhas the right people, in the right number and mix, for the desired length of time and at an appropriate cost. 5. They also provide built-in vehicles for quantifying the financial, customer and operational effects. Offering the right mix of rewards can influence behaviours in critical employee groups and, in turn, help remove significantobstacles to business success. Customise the deal.
Flexibility is very attractive to the new-economy workforce.
In an era of intense information overload, it is a challenge to keep employees connected and productive. It often comes down to how people receive, manage and use information in an increasingly virtual world. High-performing companies capitalise on the power of the web to deliver the personalised content employees and managers need to do their work, collaborate with others and manage their lives efficiently and productively. And by taking advantage of the immediacy that web communications afford, they bring employees the right experience in the right way at the right time, helping them understand the business, their roles, their current and potential contributions, their development needs and their rewards. Most companies today feel overwhelmed by the extent of change confronting them.