Headcount and Compensation Planning
workforce planningBUSINESS VALUE GUIDE VOLUME 5
COGNOS PLAN-TO-PERFORM BLUEPRINTS
HEADCOUNT & COMPENSATION PLANNING
Headcount and Compensation Planning helps corporations manage cross-enterprise employee headcount, compensation, and benefit costs to align departmental decisions with corporate objectives.
Employee-related costs often comprise the greatest share of corporate operating expenses. It is no surprise that executive management focuses on controlling employee expenses in every way possible. At divisional and departmental levels, however, managers must make hiring and compensation decisions that will help their units meet objectives: hiring the right people for the right jobs, compensating them fairly, helping them become rapidly productive, and retaining them as long as possible. Human Resources (HR) administers the headcount and compensation planning process. It makes sure managers adhere to corporate hiring and compensation policies. HR seeks forward visibility to hiring decisions so that it can source the best talent. It analyzes employee trends—like attrition— so that the corporation can make decisions to help retain top talent. Consequently, executive management, finance, and HR are looking for tools and disciplines to manage headcount and compensation planning so that business unit decisions are aligned with corporate objectives.
MARKETING
FINANCE
SALES
PRODUCTION & DISTRIBUTION
EXECUTIVE MANAGEMENT
PURCHASING
CUSTOMER SERVICE
TECHNOLOGY IT/R&D
HUMAN RESOURCES
2
2
Headcount and Compensation is linked by business drivers to various process areas in a corporation.
Enterprise headcount plans are dependent on a number of business drivers. For instance, sales forecast trends can have immediate impact on headcount in sales, marketing, and operations. Service KPI objectives can also affect headcount: If product failure rates are higher than expected, additional hotline support and on-site field service staff
COGNOS PLAN-TO-PERFORM BLUEPRINTS
HEADCOUNT & COMPENSATION PLANNING
Headcount and Compensation Planning helps corporations manage cross-enterprise employee headcount, compensation, and benefit costs to align departmental decisions with corporate objectives.
Employee-related costs often comprise the greatest share of corporate operating expenses. It is no surprise that executive management focuses on controlling employee expenses in every way possible. At divisional and departmental levels, however, managers must make hiring and compensation decisions that will help their units meet objectives: hiring the right people for the right jobs, compensating them fairly, helping them become rapidly productive, and retaining them as long as possible. Human Resources (HR) administers the headcount and compensation planning process. It makes sure managers adhere to corporate hiring and compensation policies. HR seeks forward visibility to hiring decisions so that it can source the best talent. It analyzes employee trends—like attrition— so that the corporation can make decisions to help retain top talent. Consequently, executive management, finance, and HR are looking for tools and disciplines to manage headcount and compensation planning so that business unit decisions are aligned with corporate objectives.
MARKETING
FINANCE
SALES
PRODUCTION & DISTRIBUTION
EXECUTIVE MANAGEMENT
PURCHASING
CUSTOMER SERVICE
TECHNOLOGY IT/R&D
HUMAN RESOURCES
2
2
Headcount and Compensation is linked by business drivers to various process areas in a corporation.
Enterprise headcount plans are dependent on a number of business drivers. For instance, sales forecast trends can have immediate impact on headcount in sales, marketing, and operations. Service KPI objectives can also affect headcount: If product failure rates are higher than expected, additional hotline support and on-site field service staff