Workforce Management  (WFM) Trends in 2018

By Dr. Shivakumar Rudrappa, PhD, WFM Thought Leader & Founder President Global WFM Forum (fastest growing Professional forum in India)
“As we observe and analyze Year after year the workforce continues to dynamically evolve and change with the times. If your staff management tactics and processes are not evolving with them, you are bound to fall behind.”   

David Galic
Today’s CXOs war room discussion continue to be on workforce management  .Strategic Workforce Planning is currently Static, Manual based and Excel sheet intensive. The urgency caused by Digital Disruption, changing employee skill sets, technology and innovation andGeo – political environmental changes are the factors that influence the need for Strategic Workforce Planning backed by Analytics to ensure that you have future ready Workforce to meet your product and service demands, i.e, the near future will be filled by data lakes and Automation will be playing a greater role.

Today’s organizations have realized to set-up and invest in WFM Framework , being an integral process  for identifying the gaps in the skill needed for the critical roles.

What WFM means for an Organization:

The capability of build trustand provide confidence to Business & other functions on the ability to provide the right talent at the right time at the right cost.
Develop  talent fulfilment strategy, interfacing with multiple groups in order to execute and deliver on commitments.
Satisfy employee aspirations through providing the right opportunity, considering their progression, rotation, skilling and onsite travel aspirations & competence


By Dr. Pramod Sadarjoshi

Disruptive landscape calls for Disruptive measures. The blitzkrieg of Digital Economy that is sweeping the entire gamut of business ecosystem has made Digital HCM an imperative. The onslaught of ‘start-ups’, has made the game only more complex and challenging; and Talent is at the core of this fascinating game. The most critical parameter to be addressed in this ‘turbulent upheaval’ is that of human capital. While technology remains the predominant game-changer, it cannot be the panacea, without the people-energy – a lethal blend of PASSION, PROWESS & PERFORMANCE.

In this context, Talent-magnetism is the most crucial ingredient for a sizzling ‘kick-off’ of sorts. How are organizations gearing up, through use of technology, to possess and keep the ‘best & the brightest’? What goes into ensuring the ‘stickiness’ of talent to your organization? Having got the talent on-board, it is super-critical to develop and nurture an eco-system which is analytical, innovative and intuitive. How do you tap and sustain that people-energy resulting in seamless business efficiency? This change is driven by futuristic technologies that aid in the delivery of HR mandates, including fascinating new horizons such as ‘Heart-fullness’ that will fundamentally alter how we view our people, their motivations, to deliver targeted HR strategy. Moving from the ‘fringe’ to the ‘core’ i.e. moving from being a business-partner to being a business-centric DNA, becomes extremely crucial to keep HR community relevant.


– Pramod Sadarjoshi, Senior Director – HCM Strategy & Transformation,

Oracle – Asia-Pacific ; Certified Marshal Goldsmith Stakeholder Centered Coach

It is natural & tempting to express a PoV and get into a CONSULTING / ADVISORY mode, whenever a major development (in Corporate or National or International arena) takes place. A lot of us want to give our two-cents of ‘PRESCRIPTION’. Availability of social media platforms have only made it more inviting & easy.

Well, nothing wrong with that. But those of us, who want to have a PoV / take a stance on this any issue / event / episode and MORE SO WHEN WE WANT TO SHARE THAT PoV, on PUBLIC PLATFORMS / SOCIAL MEDIA, we MUST be very ALERT / CONSCIOUS about that malaise / demon called: “UNCONSCIOUS BIAS”. We all know how dangerously / slimily, it creeps into our decision-making, & raises its ugly head much to our embarrassment & detriment.

As we all know, “WHEN ‘A’ tells you about ‘B’, you get to know more about ‘A’.”