The strategic workforce planning workshop aims to advance the science of industrial-organizational (I-O) psychology by integrating cutting-edge predictive modeling and workforce analytics into strategic planning. Participants will gain practical skills in data-driven decision making, linking workforce planning to business planning and performance optimization. The workshop’s interactive format, featuring real-world case studies and hands-on activities, ensures that attendees can immediately apply these techniques, enhancing their ability to drive organizational success.

Selected for its relevance to both SIOP members and nonmembers, this program addresses critical industry needs and reflects the latest research and best practices in I-O psychology. Attendees will leave with a comprehensive toolkit for strategic workforce planning, positioning them as leaders in their field and equipping them to tackle complex workforce challenges with confidence and expertise. This workshop not only bridges the gap between theory and practice but also fosters a deeper understanding of how advanced analytics can transform HR functions.

Questions? Contact the Program Coordinator: Courtney Van Overberghe, PhD, SHL

 

Presenters

Partner, Head of Transformation & Chief Behavioral Scientist
Aaron Sorensen
Lotis Blue Consulting, Inc.

Aaron’s passion is helping businesses find new ways to grow and transform using data and behavioral science. He has over 2 decades of experience helping businesses change their performance trajectory. At Lotis Blue, Aaron leads client engagements where complex and interrelated issues related to organization, leadership, and workforce constrain growth and create execution challenges. He also serves as the head of the Business Transformation practice and leads the Behavioral Science Center of Excellence. He has shared his perspectives with many organizations, including The Conference Board, SHRM, WorldatWork, HR Retail, and SIOP. He is a two-time contributor to The Talent Management Handbook on topics related to workforce planning and the employee value proposition.  Aaron has a PhD and master’s degree in Industrial/Organizational Psychology from DePaul University and a bachelor of science with honors in Psychology from the University of Iowa.

Senior Director of Workforce Analytics and Planning
Michael Walsh
Eaton

Michael’s passion is helping organizations and business leaders bridge the gap between academic research and practical business outcomes. This passion led him to his current position as the director of Workforce Analytics and Planning at Eaton.  In this role, Michael leads a team that is responsible for the evolution of workforce analytics tools, enabling strategic workforce planning and predictive modeling, and driving standardization and automation in the use of HR analytics.  Michael is also an adjunct professor at the University of Illinois, where he teaches a graduate-level human resources analytics course.  Michael’s work has been published in several industry and academic outlets and has served as a speaker on numerous panels.  His book, HR Analytics Essentials, was awarded “Readers’ Favorite” from Vibrant Publishers. Michael holds a PhD in Industrial/Organizational Psychology from Grand Canyon University and a master’s degree in HR and Industrial Relations from the University of Illinois at Urbana-Champaign.

Intended Audience

Intermediate: Solid understanding of the basic concepts covered in this learning program is assumed and may not be discussed or only discussed briefly in this learning program. Intended for someone with some experience in this content area. Basic knowledge learned in graduate level classes such as legal considerations in selection, organizational metrics and outcomes, typical retention strategies, and basic data analysis, interpretation, and visualization (e.g., Excel).

Learning Objectives

Understand the differences between three types of workforce planning and to which business situations they apply.
Translate business strategy into the 7-10 differentiating organizational capabilities and workforce requirements.
Determine the top 10 roles and skills most critical to executing the business strategy and organizational capabilities.
Use data and analytics to highlight workforce gaps (roles, skills, costs) and influence leadership decisions.
Build a talent strategy and create connections to five other talent and HR processes (recruiting, talent reviews, succession, rewards, and development).
Avoid five common pitfalls when implementing workforce planning.

Times Offered
All times are in timezone.

  • Wed Apr 2nd 8:00 a.m. to 12:00 p.m.
  • Wed Apr 2nd 1:00 p.m. to 5:00 p.m.

Delivery Type

In-Person

Certification Type

Continuing Education (CE)

Add to Calendar
All times are in timezone.