Organizational planning and analysis (OP&A) prepares your business for the future. It anticipates market developments and brings together HR and Finance to build a cohesive plan for the workforce of tomorrow.
Organizational planning and analysis (OP&A) is a new approach to
managing your workforce to achieve the business performance outcomes you need. It’s
a data-driven discipline for analyzing and monitoring your organization, and
regularly adjusting your workforce plans and financial models in order to meet
taking a leaf out of Finance’s book: a new model for HR
Let’s look at how things are now with HR and Finance. When you compare
these two departments, both have operational and planning functions, but they’re
organized quite differently.
While Finance consolidates work such as credit control and debtor
management under financial operations, it has a financial planning and analysis
(FP&A) function for planning and monitoring the overall financial health of
the business. It’s the FP&A function that’s highly regarded by senior
executives and regularly consults to the Board.
FP&A provides a good model for HR that could be similarly organized, with work such as recruitment, performance reviews, and grievance management being grouped in an operations function. An organizational planning and analysis (OP&A) function would then be free to focus on managing the overall organizational health of the business – a natural partner to FP&A.
rethinking workforce planning for a disruptive age: OP&A leads the way
To discover more about the ‘Eureka moment’ of OP&A, read this article
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