Workforce planning helps different roles and initiatives.

Companies increasingly adopt HR systems to make operations more efficient and design better employee experiences. However, any human resources system (often coming under the name of Human Resources Management System (HRMS), Human Resources Information System (HRIS) or Human Capital Management (HCM)) is built around individual data and does not offer functionalities to manage your organizational structure as a whole. Meanwhile, this is crucial for large organizations, for long-term planning and for implementing new organizational models or work forms.

Colmeia’s suite maximizes the ROI of your investment in HR software and assures that it’s delivering value company-wide.

Structure your workforce

• Transform your heterogenous job landscape into a high quality, multi-language, globally standardized job catalog.
• Map your employees to the target jobs, with skills, competencies and grades.

Minimize time used for data collection and data entry

• Use a single point of truth for all data and control it with your individual approval workflow.
• Integrate all relevant employees worldwide in the process.
• Save time with mass assignments.
• Save time on translations.
• Use standard industry content to write the best job descriptions.

Assure the quality of your data

• Define an approval workflow that supports your processes.
• Achieve compliance both with internal and external rules.
• Have your data ready for reporting and audits.
• Detect cross-references and possible constraints and assure accuracy of the data you put into your HR system.

Assure the consistency of your data

• Create clarity and alignment for jobs on all levels, worldwide.
• Allow for benchmarking (externally) and job comparison (internally).

Overcome internal resistance

• Provide the people which work with your HR system with accurate and consistent data.
• Involve all stakeholders in the process, each with individual access rights.

Digital transformation is also a workforce transformation. For digital transformation to succeed, internal processes need to follow. Colmeia’s suite equips HR with the workforce transparency and flexibility they need to assist senior management in all change processes.

Create workforce flexibility

• Create job structures that balance both consistency and flexibility.
• Create a flexible, team centric job architecture by reducing the number of levels, titles, and pay grades, and introducing fewer, broader pay bands.
• Get ability to deploy resources in a project-based manner around the organization without the need for accompanying administrative changes such as job descriptions or pay administration.
• Move faster and adapt more quickly by lowering time spent on structural changes.

Enhance talent management

• Run talent capability diagnostics before embarking on each step of the digital transformation path and find out which talent to hire at which stages of your initiatives.
• Design and match both vertical and horizontal career opportunities.
• Develop compelling career paths that embrace dynamic career demands from your people.
• Create learning opportunities which match the demand for missing skills and capabilities.

Improve employee experience

• Create meaningful career progressions by introducing flatter structures and learning opportunities which match your actual needs.
• Reward employees for their skills, abilities, and contributions, not for their position, title or ‘market rate’.
• Raise employee engagement through greater breadth of experience and accumulation of broader skills.
• Create trust by building and communicating clear career paths and giving visibility into internal mobility opportunities.
• Create understanding by making the long-term impact of new technologies and the need for changes visible.

Manage the impact of new technologies

• Ensure competitive advantage by gaining early visibility of the impact of new technologies on your workforce.
• Find the right time for optimal investments and effective scaling of new technologies.
• Give employees guidance for long-term development and engagement with new technologies.
• Detect the skills your company needs to compete in the future.
• Design re-skilling programs and create greater internal mobility.

It is no news that reskilling and upskilling are top priorities for any organization and the Covid-19 pandemic only made things worse. The pace of technological change has been too rapid for reskilling activities being sufficient to master the change. Companies need an approach that both considers the dynamic nature of changing job requirements and the dynamic need for people to reinvent themselves.

Organizations should look simultaneously at the changing skill requirements and the changing set of skills available in their workforce. Colmeia provides you with both, a stable repository of data about your employees and the necessary foresight to plan your reskilling activities.

For employers

• Anticipate changing workforce demographics to engage in timely actions.
• Asses profiles and uncover critical roles and skills.
• Reduce training and hiring costs by reskilling the right people at the right time. Retain company knowledge.
• Increase internal mobility: Fill new or vacated positions within the company and keep top employees in your organization.
• Create more versatile employees: They can heighten efficiency and improve time-to-market.
• If social responsibility is part of your mission, prove your engagement with pro-active development of your employees.

“Half of [employees] … need new, more advanced skills to move to occupations one or even two wage brackets higher”, as compared to only 6% before the pandemic. (McKinsey, 02/2021)

For employees

• Keep stable employment in an unstable environment.
• Higher motivation and engagement: Provide a greater breadth of opportunity within the organization.
• Possibility for personal growth and lifelong learning.
• Improve employees’ understanding about how careers progress in the organization and motivate employees by providing career maps and plans.
• Clearly define criteria for high performers to get promoted through the organization.

Mergers & acquisitions

Organizational structures change over time but it’s especially during M&A processes that the need for a sound infrastructure comes to light. The objective is usually to align multi-dimensional hierarchies such as legal entities or geographies to realize the synergies for which the M&A process was started in the first place. With Colmeia you can create a reliable set of master data to decouple the employee data from specific systems, design the most promising workforce structure and speed up your M&A process.

• Make M&A activities quicker by gaining transparency and oversight.
• Make M&A activities culturally successful by harmonizing responsibilities, value, compensation and career paths based on enterprise-wide criteria.
• Easily create a single job architecture for the new, larger organization.
• Enable accurate HR reporting and planning during complex processes.
• Detect which titles are not needed anymore or might have been created only for one single job and get a leaner, more flexible organization.

In a world of exponential developments, a company’s best answer to keep up with creating value for customers is enabling agility and innovation within their processes and employees. But efficiency is far from being out of the picture. Especially with workforces usually being the largest cost factor, it is paramount for organizations to keep payroll costs under control. This doesn’t necessarily mean reducing the workforce but rather managing the required, changing skill sets, gaining transparency to create efficient pay systems and enable HR to contribute to overall business success.

Colmeia’s tools give you the transparency and flexibility to manage your workforce more efficiently and the foresight to manage the long-term technological impact.

• Create a leaner organizational structure and make administrative HR processes more efficient.
• Detect on time which roles are prone to be replaced by new technologies and reskill your teams to match new requirements.
• Feed your main HR system with correct, comprehensive structural data and detect inefficiencies and cost saving opportunities.
• Improve employee productivity by creating and communicating a harmonized structure, clear responsibilities and career paths.
• Enable internal and external benchmarking and create an efficient pay system based on market values.
• Enable more accurate HR reporting by getting better insights.
• Maintain control over your core master data when you rely on outsourcing for specific HR services, such as benefits administration, recruiting, relocation or training.
• Enable providers to extend your data with additional attributes and govern it outside of your organization.