ManpowerGroup 2004 Annual Report Download - page 10

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The critical question for companies seeking optimal flexibility and responsiveness is: are we
optimizing the use of skills, and the cost of those skills, within this workforce? A perfectly
balanced workforce is achieved when the right people are performing work that is most critical to
executing the business strategy…at the right value.
Demand management or talent planning is the key to determining which employees and positions
in the company will result in having the right people at the right value. Understanding which talent
to invest in, and deciding which supply strategy (internal, external, contingent/supply partners,
alternative sourcing) offers the most total savings, is a complex but rewarding process. A flexible
workforce model allows clients to:
Align investments in compensation, development and training with strategic impact
Close the gaps between supply and demand
Develop strategies to describe roles and skills consistently internally and externally
Determine the best sources for talent
The net result of this effort is a sharp decrease in unnecessary labor spend, coupled with the
improved ability to invest more in those roles that will continue to drive demand for the company’s
services and products. Manpower’s capability to properly analyze the risks and costs of talent
management, while delivering innovative supply alternatives delivers competitive advantages
for employers of all shapes and sizes around the world, and we expect this trend to continue
into the future.
DEVELOPING A FLEXIBLE WORKFORCE