Facilities Staffing Requirements for the Veterans Health Administration–Resourcing, Workforce Modeling, and Staffing Proceedings of a Workshop (2019) / Chapter Skim
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5 Modeling Considerations
5 Modeling Considerations
Pages 35-40
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From page 35... ...
could play in human resources modeling and the business implications of AI use. The second one considered the importance of incorporating change management practices into the implementation of workforce planning initiatives.
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From page 36... ...
It is no longer okay to have clunky experiences within the workplace and exceptional experiences at home while you're watching a movie or buying diapers on a webpage." These disruptions in the marketplace, noted Sheopuri, are occurring simultaneously with an explosion in the number of AI tools and technologies that can be used to manage various aspects of human resources, including recruiting, hiring, staffing, recognition, performance management, and leadership and development. Enterprises will have to determine how to navigate this new technological complexity in order to transform their practices and achieve positive business outcomes in this new environment.
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From page 37... ...
Sheopuri encouraged the use of bots, stating that in his opinion bots "can drive massive productivity gains and employee experience gains in many settings." To conclude, Sheopuri shared what he sees as the main takeaway from IBM's use of AI: the technology is only a building block, and it will not drive business outcomes in the absence of a more holistic transformation of an organization. He concluded: "What we have found is that, when you only focus on the tools and technology without these other building blocks, without upskilling the teams, without new ways of working, without clarity on the offering strategy, without having a data platform that is fit for purpose, what ends up happening is you have a good shiny object, but that doesn't necessarily translate into business outcomes." CHANGE MANAGEMENT This workshop session covered change management practices to drive successful workforce planning.
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From page 38... ...
Successful workforce planning has to integrate the various perspectives of stakeholders to create an aligned plan that will "build an army" in support of the proposed changes. In Motion's words: "The idea here is, by putting this together as a collaborative crossfunctional team, we end up with one voice across the organization." Motion listed four key capabilities needed in order for human resources to support workforce planning effectively: data acumen, general business acumen, partnering skills, and change management skills.
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From page 39... ...
Paullin asked how Motion's human resources team developed its expertise in change management. Motion explained that Raytheon has an organizational effectiveness department, that, at the time of the described workforce planning initiative, had recently developed a very robust change management curriculum specific to the company.
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