As operating environments become more fluid and less predictable, it becomes more important to build organizational adaptability and resilience, especially for the leadership team. In such circumstances, human resources and finance departments must collaborate effectively to meet two related challenges: how best to enhance workforce agility and how to eliminate unnecessary friction in the daily routine of work. Along with addressing the obvious policy and process requirements, organizations must ensure that they have and share all the necessary data between operating units, HR and finance to support these critical objectives, and that they are employing the right software to collect and manage that data.
In order to achieve workforce agility and utilize it as a source of competitive advantage, an organization must first have a clear workforce strategy. That strategy must enable the organization to define on an ongoing basis its resource deployment requirements and its shorter- and longer-term staffing needs. It must also afford leadership the means to assess all viable options for meeting those goals, and it must support the ability of teams to respond quickly to various business or data triggers. Furthermore, any such strategy must fit within any fiscal or other structural constraints and be responsive to all applicable legal and regulatory conditions.
