MEDIA RELEASES

Latest Media Release

Infohrm Launches New Modelling Solution To Quantify the Financial Cost of Future Talent Decisions and Boost Accountability

“What If?” Financial Modeling: Links Bottom-Line Impact of Human Capital Investment Decisions

Brisbane – November 3, 2008 – Infohrm, the global leader in workforce planning, reporting, and analysis solutions today released its “What If?” financial modelling application for workforce planning. For the first time, finance departments deploying the new Infohrm solution will be able to quantify the implications of various talent management scenarios and compare the true business impact of employee hiring, development, and retention decisions. Up until now, this process has typically been handled with a separate manual spreadsheet process, leading to slow and potentially error-prone planning.

Workforce costs are both analysed and optimised in the new Infohrm modelling solution by combining base workforce cost drivers with Infohrm’s new proprietary cost of turnover, staffing and mobility models. In addition, Infohrm’s workforce planning application now offers integrated external labour force supply and salary data, such as that provided by the Australian Bureau of Statistics, the ability to view forecasts by business unit or job family, and competency-based workforce plans. The entire process is presented in a dashboard and is fully automated, enabling rapid deployment and ease-of-use.

Importantly, in a period of economic uncertainty, the modelling application enables organisations to analyse unncessary costs of employment and inefficiencies in non-revenue generating activities.

“Finance Directors have always struggled with the concept of “investing” in human capital when employee salary costs sit squarely in the operating expenses section of the annual income statement. The market demands a workforce planning application that can integrate with financial and strategic planning cycles,” said Anastasia Ellerby, Managing Director, Infohrm. “Infohrm’s “What If?” financial modelling increases the power of workforce planning by demonstrating how different talent management scenarios materially impact the entire organisation. This is particularly important in a period where we are facing a graying workforce, a shortage of skills and increased competition for future employees.”

Finance departments deploying the Infohrm solution will also be able to boost accountability by combining traditional financial and strategic planning performance metrics such as revenue, profit and operating expense growth rates with workforce cost drivers. They will also be able to align corporate financial objectives with divisional workforce decisions.

With employee-related costs often comprising the largest share of corporate operating expenses, this will help to not only identify total workforce needs and gaps in the future but provide multiple cost scenarios based on different assumptions about what talent will fill those workforce gaps.

“Creating a structure in which finance staff have the skills and resources to mine the data, generate hypotheses, test their ideas, produce reports and analytics, and engage internal customers in discussions of what the data means for an organisation’s future requirements, is no small feat but is certainly possible with this new “What If” application,” said Ellerby.

About the Infohrm Workforce Planning Program

Infohrm’s membership program provides the methodology, tools, training, advice, coaching, and technology to supportyour in-house workforce planning function. Infohrm manages the extraction of workforce data from your HRIS to deliver a state-of-the art, user friendly, web-based interface that facilitates workforce planning forecasts and gap identification. Leveraging Infohrm’s consulting and training services ensures that HR professionals are fully equipped to design and deliver workforce plans to audiences across the organisation.

About Infohrm

Infohrm is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting and training services to focus on the analysis of data to help organizations make informed decisions around human capital practices. In April 2008, Gartner named Infohrm to its “Cool Vendors for Human Capital Management Software” report. Learn more at www.infohrm.com

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

Previous Media Releases

October 16, 2008
Infohrm’s SaaS-based Workforce Planning, Reporting, and Analytic Solution’s Latest Release Boosts Workforce Planning Capabilities
Download this media release (PDF, 51KB)

Brisbane – October 16, 2008 - Infohrm, the global leader in workforce planning, reporting, and analytics solutions, today announced the launch of its fourth generation (4G) technology.

“The market demands a workforce planning application that can integrate with financial and strategic planning cycles,” said Brian Kelly, Infohrm’s President of North America. “Infohrm’s “What-If?” financial models increase the power of workforce planning by demonstrating how different talent management scenarios will materially impact the entire organization.”

The 4G Release of Infohrm’s i3 (icubed) Portal is delivered in a Software-as-a-Service (SaaS) model and offers organizations a powerful visual and navigational experience for aggregating, publishing and analysing workforce data.

In addition, the underlying technology of the Workforce Forecasting tool has been completely rebuilt providing a platform for very advanced workforce forecasting and modelling.

“Infohrm solutions are characterised by our commitment to quality. In our quest for perfection, we have rebuilt the engine of our workforce planning application. The new engine provides for massive increases in speed, scalability and also allows us to more flexibly add new modelling capability,” said Anastasia Ellerby, Managing Director, Infohrm.

Infohrm Members are treated to a complimentary i3 upgrade combining change management and training to leverage the portal’s enhanced capability.

Within this latest release, the Infohrm Workforce Forecasting tool now features enhanced supply modelling which can factor in an organization’s historical trends for promotions, transfers and external recruits and then project this forward. Users can also override the historical trends and develop forecasts for strategies they require to model, for example, if a department wants to see the impact of a changed hiring or internal mobility strategy.

The new 4G Release also includes additional forecast dimensions allowing users to forecast in a greater level of detail across their organization in areas such as Job Families by level, location or employment status.

The solution integrates extensive data from the Australian Bureau of Statistics census data to provide human resources directors with the tools to create a highly customised workforce planning, forecasting and analytics platform against their specific ongoing requirements.

“This latest release of our solution offering is a key tool for businesses and public sector organizations to gain a clear insight into the individual environments in which they operate. It is a purpose-built tool designed to reduce risk and uncertainty for businesses where workforce planning matters. Integration with information from the Australian Bureau of Statistics means Australian businesses and government organizations now have access to more relevant location information to assist in making informed business decisions,” said Ellerby.

Infohrm has also enhanced its powerful role-based security model in this latest release and provides for organizations running a matrix based structure to readily report and analyse across multiple structures, such as a line of business by geographic location.

Leading Australian-based organizations which leverage Infohrm’s SaaS-based workforce planning, reporting, and analytics’ solution include Ergon Energy, Brisbane City Council, Airservices Australia, Water Corporation, National Australia Bank, and Department of Immigration and Citizenship.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

Infohrm Member Client Saves Millions of Dollars Through Workforce Analytics

WellPoint, Inc Identifies Potential Savings of $6 Million in Early Tenure Turnover Costs

Washington, DC – November 10, 2008 - Infohrm, the global leader in workforce planning, reporting and analytics solutions, today released a case study highlighting the tremendous financial success of its member client WellPoint, Inc.’s workforce analytics program. Through in-depth analysis of workforce data, WellPoint is on track to save over $6 million dollars by dramatically reducing early tenure staff turnover.

WellPoint, a $61 billion dollar commercial healthcare benefits company (NYSE: WLP), faced a similar challenge to most global firms: rising turnover rates among staff with less than one year of tenure. High turnover among this segment of the employee population had significant financial impact—the recruiting, onboarding, and training costs for new hires were not being returned to the business in the form of productivity gains.

WellPoint leveraged Infohrm’s i3 human capital dashboard to determine that turnover was highest among two specific job families and several distinct geographic locations. Armed with workforce and business insights that pinpointed the areas of greatest opportunity for improvement, the WellPoint team created a financial Cost of Turnover model (to translate workforce data into financial metrics), analyzed data across five key dimensions of the employment experience—including the hiring process and starting salaries—and tracked a range of metrics, including employee engagement, quality of hire, and job preview effectiveness.

The results: A 13.5% decrease in First Year Voluntary Turnover and a direct cost avoidance of almost $6 million.

"The Infohrm i3 dashboard is a reliable, dynamic, customizable, and consistent source of human capital data for WellPoint." explained David Ibarra, Director of HR Metrics & Analytics for WellPoint. ―The partnership with Infohrm has allowed our organization to drive business performance through improved workforce productivity and performance.‖

"Infohrm is delighted to partner with progressive Human Resource leaders such as David Ibarra and organizations like WellPoint,‖ said Brian Kelly, President of Infohrm North America. ―David and the WellPoint team quantified the financial impact of an issue facing all large companies by identifying a critical human capital opportunity, analyzing data from across the entire organization, and significantly reducing turnover costs. It is a great example of success in workforce analytics."

To read the entire case study, visit http://www.infohrm.com/services/case_studies/

About WellPoint, Inc.

WellPoint, Inc. is the largest health benefits company in terms of medical membership in the United States.WellPoint is an independent licensee of the Blue Cross and Blue Shield Association and serves its members as the Blue Cross licensee for California; the Blue Cross and Blue Shield licensee for Colorado, Connecticut, Georgia, Indiana, Kentucky, Maine, Missouri (excluding 30 counties in the Kansas City area), Nevada, New Hampshire, New York (as the Blue Cross Blue Shield licensee in 10 New York City metropolitan and surrounding counties and as the Blue Cross or Blue Cross Blue Shield licensee in selected upstate counties only), Ohio, Virginia (excluding the Northern Virginia suburbs of Washington, D.C.), Wisconsin; and through UniCare. Additional information about WellPoint is available at www.wellpoint.com.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

Previous Media Releases

May 16, 2008
Infohrm Releases New Workforce Planning Application to Quantify the Financial Cost of Future Talent Decisions
Download this media release (PDF, 147KB)

“What-If?” Financial Modeling Capabilities Demonstrate Bottom-Line Impact of Human Capital Investments

Washington, DC – May 16, 2008 – Infohrm, the global leader in workforce planning, reporting, and analysis solutions today announced the release of its “What-If?” financial modeling application for workforce planning. For the first time, organizations will be able to quantify the implications of various talent management scenarios, comparing the true business impact of employee hiring, development, and retention decisions. Equipped with the new application, Human Resources professionals can now create workforce models and strategic plans with the same analytical power as Finance and Operations.

In addition to the “What-If?” functionality, Infohrm’s workforce planning application now offers integrated external labor force supply and salary data, such as that provided by the Bureau of Labor Statistics, the ability to view forecasts by business unit or job family, and competency- or FTE-based workforce plans. The entire process is fully automated, enabling rapid deployment and ease-of-use.

The application’s initial release will be at the Infohrm Workforce Planning Summit to be held at the JW Marriott Las Vegas Resort & Spa on May 19-20, 2008. The event will demonstrate proven methods of workforce planning and highlight how workforce planning should integrate with financial and strategic planning processes. Confirmed speakers include Google, Microsoft, Safeco Insurance, Ameriprise Financial, Starbucks, Freddie Mac, Greater Baltimore Medical Center, and The Williams Companies.

About the Infohrm Workforce Planning Program

Infohrm’s membership program provides the methodology, tools, training, advice, coaching, and technology to support your in-house workforce planning function. Infohrm manages the extraction of workforce data from your HRIS to deliver a state-of-the art, user friendly, web-based interface that facilitates workforce planning forecasts and gap identification. Leveraging Infohrm’s consulting and training services ensures that HR professionals are fully equipped to design and deliver workforce plans to audiences across the organization.

Infohrm’s Advanced Workforce Planning. Delivered. Today.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

April 6, 2008
Infohrm named as 2008 Cool Vendor for Human Capital Management Software by Gartner
Download this media release (PDF, 131KB)

Infohrm Named “Cool Vendor” for Human Capital Management Software 2008 by Leading Industry Analyst Firm

Vendors Selected for the “Cool Vendor Report” are Innovative, Impactful, and Intriguing

Washington, DC – April 6, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions today announced that Gartner has named Infohrm to its “Cool Vendors for Human Capital Management Software, 2008” report, published on April 1, 2008. Infohrm was one of four technology vendors evaluated in this year’s Cool Vendors report authored by analysts James Holincheck and Thomas Otter.

This year's report notes that workforce analytics is a major emerging trend in HCM software that provides the context for better talent management and more focused HCM interventions. The report also finds that HR leaders looking to build strong links between HR and business bottom-line success will require strong empirical and analytical proof points. Gartner expects the demand for tools and services that collate, present, and interpret HR analytical data to grow significantly in 2008.

Infohrm has an innovative Software-as-a-Service (SaaS) offering, providing sophisticated analytics, benchmarking, and workforce planning capabilities. Infohrm has more than 60 members, including General Dynamics, MetLife, Time Warner, Nokia, and Starbucks.

“We are delighted that Gartner has analyzed Infohrm, which we feel is acknowledgement of our innovative solutions, as one of the most intriguing, and “cool”, offerings in the HCM marketplace,” said Brian Kelly, President of Infohrm North America. “Our proprietary on-demand software is unmatched in its ability to help business leaders manage their human capital through increasingly more sophisticated analytics.”

“Nokia has partnered with Infohrm for several years and we’re extremely pleased to see Gartner include them as a Cool Vendor”, said Matthew Hanwell, Senior Manager at Nokia. “Workforce analytics is a key capability we are developing to support strategic talent management at Nokia.”

About Gartner's Cool Vendors Selection Process

Gartner's listing does not constitute an exhaustive list of vendors in any given technology area, but rather is designed to highlight interesting, new and innovative vendors, products and services. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness of a particular purpose. Gartner defines a cool vendor as a company that offers technologies or solutions that are: Innovative, enable users to do things they couldn't do before; Impactful, have, or will have, business impact (not just technology for the sake of technology); Intriguing, have caught Gartner's interest or curiosity in approximately the past six months.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

November 20, 2007
Infohrm Announces the Schedule for its 2008 Workforce Planning and Analytics Workshops
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Infohrm Announces the Schedule for its 2008 Workforce Planning and Analytics Workshops

The Infohrm Academy Workshop Series Offers Human Resources Professionals a Practical Approach to Conducting Workforce Analytics and Workforce Planning

Washington, DC – November 20, 2007 – Infohrm, the global leader in on-demand, full service workforce planning, reporting, and human capital analytics today announced dates and cities for the 2008 Workforce Planning and Workforce Analytics multi-day workshops.

The two workshops, Workforce Analytics: Interpreting and Using HR Data to Drive Human Capital Decision-Making, and Workforce Planning: A Strategic Approach to Future Talent Needs, will benefit professionals looking for a hands-on approach to aligning the workforce with business strategy and understanding the key principles on using metrics to manage the workforce. Infohrm’s workshops are organized especially for HR directors, managers, and analysts seeking to improve their skills in implementing and managing workforce analytics and planning initiatives.

The Workforce Planning session is typically a three-day workshop where attendees:

Build scenarios on future workforce needs
Create workforce supply and demand forecasts
Employ statistical tools to calculate and investigate staffing gaps
Devise succession planning, career development, and change management strategies

The Workforce Analytics session is a two-day workshop where attendees receive practical training in how to:

Select and employ key performance indicators, targets, and benchmarks
Segment the workforce to enable deeper analysis of critical job families
Structure an analytic investigation of pressing workforce risks and opportunities
Utilize an HR Analytic Toolkit for comparing and visualizing workforce data

According to Glenn Mack, MetLife's Director of HR Information Management, "We our currently transforming our HR department into a data-driven culture. The Workforce Analytics workshop proved to be an invaluable experience for me and my team, providing several effective approaches to leveraging human capital data. It also focused on the stages of data analysis that ensure true business value, a critical component of how we empower our HR professionals."

"We are delighted to be able to translate our extremely successful 2007 series into an enhanced program of North American workshops in 2008," said Brian Kelly, President of Infohrm North America. "These sessions bring together HR practitioners seeking to bolster their analytical capabilities and Infohrm’s workforce planning and analytics experts who can draw from the experience of working on strategic initiatives with hundreds of organizations. With a track record of strong content and fulfillment of participants’ learning objectives, the workshops have also qualified for HRCI continuing education credits.”

The 2008 Workshop Schedule

The Workforce Planning workshop runs for 3 days, while the Workforce Analytics session takes place on the first two days only.

January 16 - 18: San Francisco, CA
January 23 - 25: Toronto, ON
February 20 - 22: New York, NY
April 8 - 10: Chicago, IL
May 21 - 22: Las Vegas, NV (Both workshops last 2 days)
June 18 - 20: Boston, MA
September 25 - 26: Washington, DC (Both workshops last 2 days)
December 10 - 12: Dallas, TX

A 20% “early-bird” price discount is available to participants registering for the San Francisco or Toronto workshops before December 14. Participants can also obtain HRCI credit upon successful completion of any workshop.

***To maximize participants’ learning and networking opportunities, each workshop is limited to 30 attendees***

For more information or to register for an Infohrm workshop, visit www.infohrm.com and click on "Upcoming Workshops and Events" or call Infohrm at (202) 589-2660.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

November 9, 2007
Infohrm Announces the Results of a 2007 European Survey on the Future of Human Capital Measurement
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Infohrm Announces the Results of a 2007 European Survey on the Future of Human Capital Measurement

The findings show that many senior HR Executives are concerned with the ability of current measurement systems to meet the increasing demands of HR reporting and analytics, and that the greatest opportunity for impact exists within 3 HR themes— Workforce Planning, Employee Engagement and Satisfaction, and Training & Development

Washington, DC – November 9, 2007 – The Infohrm Group, the global leader in workforce planning, reporting, and analytics today announced the results of their 2007 survey of European organizations entitled “The New Frontier of Human Capital Measurement.” Featuring data from 60 HR leaders, the survey polled participants on such issues as satisfaction with current human capital measurement systems, the extent to which workforce data is used in business decision-making, and the HR areas in greatest need of more effective measurement and reporting.

Key findings include:

Current State of Play:

European HR leaders are extremely concerned with the ability of current measurement systems to meet the increasing demands of HR reporting and analytics
Fewer than 25 percent of organizations have made the leap from measurement efficiency to measurement effectiveness, defined as making extensive use of workforce data in business decision-making
While process-based metrics are common, human capital impact measures are less widely-used

Vision of the Future:

Leaders strongly agree that HR measurement will increase in importance over the next 5 years
The greatest opportunities for measurement ROI are in 3 areas: Workforce Planning, Employee Engagement and Satisfaction, and Training & Development
An effective assessment of individual and organizational measurement capabilities is critical for developing a metrics strategy and change management plan

According to Infohrm’s CEO, Peter Howes, “The survey results confirm our assumptions about the growing importance of effective human capital measurement, especially in such mission-critical activities as workforce planning and analytics. In order to keep up with the demand for workforce data and insights, European organizations will need to invest in measurement systems that enhance organizational access to data, and in developing the analytics and business partner skills of their HR professionals.”

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

October 30, 2007
Infohrm Presents Current and Future Trends in Workforce Planning at the HR Southwest Conference
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Infohrm Presents Current and Future Trends in Workforce Planning at the HR Southwest Conference

HR practitioners discuss the results of Infohrm’s international survey on workforce planning during a presentation on “The Future of Workforce Planning”

Washington, DC – October 30, 2007 – The Infohrm Group, the global leader in workforce planning, reporting, and analytics today announced that Paige Menge, Infohrm’s Manager of Consulting Services, shared the results of Infohrm’s international workforce planning survey with practitioners attending the HR Southwest Conference in Fort Worth, Texas.

The “Global Approaches to Workforce Planning: What is Working?” survey features data from over 180 organizations and polls participants on their level of preparedness for a skills shortage, the extent to which they conduct comprehensive planning processes, and the critical success factors required for effective workforce planning.

Key findings include:

Only 14% of organizations are prepared for the potential loss of skills, corporate knowledge and leadership that will occur within the next five years.
Prepared firms are much more likely (42% as compared to just 8% of under-prepared firms) to conduct formal workforce planning processes integrated with strategic business planning.
While industry thought-leaders have long recommended that firms focus workforce planning efforts on critical job roles, results indicate that prepared organizations conduct planning for all job roles, a finding with significant implications for human capital resource allocation.

A copy of the full survey findings can be found here.

HR Southwest is the largest regional HR conference and exposition held in the United States, and featured world-renowned keynote speakers, over 100 educational sessions covering all facets of HR planning and management, and plenty of networking opportunities across the 2000+ HR professionals who attended.

The survey findings were included in a presentation entitled “The Future of Workforce Planning,” in which Paige Menge discussed the increasing importance of workforce planning and how Infohrm’s data aggregation and workforce planning capabilities assist organizations in identifying critical supply and demand gaps. Audience questions ranged from “How should we build an urgency business case for workforce planning?” to “What steps can we take to integrate workforce planning with strategic business planning?”

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

Announcing the Infohrm Partnership Awards at the Workforce Analytics Conference, 18-19 November in London

London - 5 November, 2008 - The Infohrm Partnership Awards were established to recognise those members of the Infohrm Programme that have made significant contributions and investments to the Infohrm membership, in the areas of workforce planning, reporting and analytics. This award highlights the outstanding benefits that can be achieved through partnering with a global leader such as Infohrm.

The winners will be announced at the 2008 European Conference on 18-19 November in London. A range of outstanding speakers will present on workforce analytics, reporting and planning, providing case studies and practical examples of workforce planning and analytics in action.

"For HR to become a strategic function, to add value and to attract investment, it needs to be closely reflected in the business outcomes. Recognising windows of opportunity, building foundations for data driven decisions and making impact across the organization are key to the agenda this year," said Peter Howes, CEO of The Infohrm Group.

Read more about the Infohrm European Conference on Workforce Analytics and Planning at: www.infohrm.com/conference

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

Previous Media Releases

27 October, 2008
Infohrm Europe Conference Set To Focus on Workforce Analytics - HR and Academic Leaders Will Outline New Approaches to Maximizing the Value of Human Capital
Download this media release (PDF, 1.1MB)

London - 27 October, 2008 - Successful execution on change to deliver impact in the workplace and implementation of HR solutions optimised for the fast changing workforce of the future, are set to take centre stage for discussion at this year’s Infohrm Europe Conference.

Martin Tiplady (Metropolitan Police) will join Greig Aitken(Royal Bank of Scotland), and Professor Paul Sparrow, (Lancaster University) as some of the keynote speakers in presentations highlighting new approaches to maximising human capital assets in light of uncertain economic conditions, rapidly changing employee demographics and preferences, and future talent shortages.

As in the previous year, the 2008 Infohrm Europe Conference will bring together a range of outstanding local and internationals HR leaders who will provide attendees with key insights into workforce analytics, planning and reporting.

Delegates will be treated to a variety of topics introducing the latest HR development and techniques, including presentations on building a human capital management capability, using analytics to improve business outcomes, and the role of workforce planning in delivering competitive advantage.

In addition, the Conference offers a range of case study presentations from the HR leaders in public and private organizations, appealing to individuals who are in the early stages of launching workforce analytics and planning as well as experts seeking advanced practices. The presentations are arranged into two concurrent streams:

1. Making a difference with data— A forensic view of understanding, creating and using analytics to improve business outcomes. Case studies and examples of advanced analytics and workforce planning in action will be used. Presentations include:

National Grid
Nokia
BAA
National Australia Bank

2. Building a capability for human capital measurement—Having good data is necessary, but not sufficient for success. Build the foundations needed for data driven decision making through changes in people, processes and systems, leveraging metrics and analytics. Presentations include:

Deloitte
Royal Mail
Unilever
Allied Irish Bank

“As in the previous year, the underlying message of the Conference is the contribution of HR to organizational effectiveness and driving business outcomes. However, in a fast changing and uncertain business climate, this Conference will also enable attendees to unlock potential Windows of Opportunity by learning about using data to improve the quality of short and long-term talent management decisions through a mixture of applied analytics and planning case studies, best practices from around the world and academic thought leadership," says Peter Howes, the CEO of Infohrm Europe.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

16 October, 2008
Infohrm Announces Top Speaker Line-up for 2008 European Workforce Analytics Conference
Download this media release (PDF, 1.0MB)

London, UK – October 16, 2008 – Infohrm, the global leader in workforce planning, reporting and analytics solutions, today announced the agenda for its upcoming annual Workforce Analytics Conference: Windows of Opportunity to be held on November 18-19, 2008 London, UK. Building on the success of last year’s conference, the agenda will feature a combination of expert keynote speeches, company case studies, best practice workshops, and networking events. The Conference will focus on several critical business issues facing organizations today, especially given the global financial crisis:

Measuring human capital and its link to the bottom line
Understanding how to apply analytics to link your people, customers and business outcomes
Establishing sustainable workforce planning programs that integrate with larger strategic planning processes
Structuring workforce planning & analytic Centers of Excellence

Dynamic keynote speakers in this year's event include:

Greig Aitken, Group Head of Employee Engagement, Royal Bank of Scotland
Paul Sparrow, Professor of International Human Resource Management, Lancaster University
Martin Tiplady, Director of Human Resources, Metropolitan Police
Peter Howes, Chief Executive Officer, Infohrm

The two-day event will also feature streams devoted to Workforce Planning and Workforce Analytics, using a range of case study presentations, appealing to individuals who are in the early stages of launching workforce analytics and planning as well as experts seeking advanced practices. The presentations are arranged into two concurrent streams with presentations from such industry leaders as:

National Grid
Nokia
National Australia Bank (NAB)
Royal Mail
Unilever

"In challenging economic times, with increasing cost and resource constraints, leading organizations use workforce analytics and planning to pinpoint the drivers of employee productivity and mitigate the risk of future talent shortfalls," says Peter Howes, the CEO of Infohrm Europe. "Through a combination of academic thought leadership, applied analytics and planning case studies, and best practices from around the world, attendees will leave with a fresh viewpoint and a comprehensive toolkit for using data to improve the quality of short- and long-term talent management decisions."

Please go to www.infohrm.com/conference to register for the 2008 Infohrm Workforce Analytics and Planning Conference in London

The Conference will be held at centrally located Kingsway Hall Hotel in London, UK, within just a short walk from Covent Garden.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

25 August, 2008
Workforce Planning Takes Off - But Evaluation of its Impact Still Lags
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London - 25 August, 2008 - Workforce planning is set to become one of the dominant issues facing human resources managers according to What is the Value of Workforce Planning?, a 2008 global survey of 325 human resources practitioners conducted by The Infohrm Group, the leader in workforce planning, reporting and human capital analysis. For more information view the executive summary online.

The study identifies that 45 percent of organizations intend to implement workforce planning within the next three years while almost 50 percent have already begun introducing such processes. Only 6 percent of the total survey sample does not intend to implement workforce planning in the near future.

Yet, despite the growing interest, few organizations are succeeding in evaluating the impact of workforce planning processes. 47 percent of respondents can point to positive results such as a reduction in the gap between labour demand and supply, but none are confident that they can demonstrate a return on their workforce planning investment. Only 39 percent indicate that they hope to introduce performance measurements in the future.

“If HR executives are serious about obtaining resources for future workforce planning projects it is imperative that they take the time now to evaluate how they will determine the return on that investment,” said Peter Howes, CEO, Infohrm. “Demonstrating the outcomes of a workforce plan with a quantifiable return that is readily understood by business managers will be essential to the growth and success of the practice.”

The main drivers for workforce planning are: labour shortages, skills shortage and business growth, with over 70 respondents motivated to a large extent by one of these factors. Other triggers (in decreasing order of popularity) include the ageing workforce, changes to business strategy, high labour turnover and the actions of competitors.

Successful Workforce Planning Tied to Business Unit Ownership and Clear Management Support

One of the key findings is that the structural location of workforce planners has a direct impact on the success of the planning process. The majority of organizations (61 percent) maintain workforce planning within the human resources function, while 22 percent are located with management and only 12 percent reside within business units. Unexpectedly, it is the latter two groups – those that integrate workforce planning within the business – which report the most success. The report notes that reasons for this are as yet undetermined, but speculates it may be related to the remoteness of human resources departments from core business decision making.

One of the other major success factors for workforce planners is senior management involvement which respondents indicate is directly linked to the quality of the planning process and to the provision of adequate resources.

Despite the predicted increase in workforce planning as labour and skills shortages continue, the majority of organizations (61 percent) expect their workforce planning resourcing to remain the same. The report suggests that in most organizations improved workforce planning outcomes will need to be achieved within current resource levels. This may present an opportunity for specialist software, as over half (56 percent) the respondents who currently use workforce planning software believe there is a link between the software and successful planning outcomes.

The proportion of organizations deriving an advantage from workforce planning also appears to be influenced by their approach to demand forecasting – the process of estimating future staffing requirements. 57 percent of respondents employing a combination of quantitative and qualitative techniques state that workforce planning gives them an advantage compared to only 35 percent of organizations relying on solely on quantitative measures.

The report concludes by noting that successful workforce planning requires an effective marriage of processes and enablers. The two fundamental processes are the evaluation phase of the workforce planning framework and the inclusion of quantitative techniques in demand forecasting exercises. The primary enablers include appropriate resourcing, the use of workforce planning software, executive level management involvement and line management support.

Results from this survey will be presented in a free web conference at 10am BST on 2 September, 2008. Visit the survey homepage for details.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

29 May, 2008
Infohrm Announces Key Themes and Presentations for 2008 European Workforce Planning Summit
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Infohrm Announces Key Themes and Presentations for 2008 European Workforce Planning Summit

Workforce Planning Experts Emphasise Importance of Integrating Workforce Plans with Key Financial and Strategic Decision Making Processes

London – 29 May, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions, today announced the agenda for its upcoming Infohrm European Workforce Planning Summit to be held June 24 in London. Infohrm has expanded its thought leadership agenda to cover leading-edge discussions highlighting how to integrate workforce planning with the organization’s financial and strategic planning processes.

This event will build upon the success of the Infohrm North American Workforce Planning Summit, held May 19-20, 2008 in Las Vegas, which attracted over 120 participants. The London Workforce Planning Summit will incorporate an impressive speaker line-up. Attendees will learn from leading-edge experts on how to build an integrated workforce planning and analytics capability aligned with the organization’s strategic goals, and receive hands on advice from best practice organizations.

“In partnership with our global membership, Infohrm has identified pressing need to integrate workforce planning activities with financial metrics and mission-critical business processes,” said Peter Howes, Infohrm’s Chairman and CEO. “The 2008 Summit offers attendees the opportunity to learn from best in breed HR practitioners and reframe workforce planning as a clear organizational imperative.”

The Summit will also feature the release of Infohrm’s new “What If?” financial modeling application for workforce planning. For the first time, organizations will be able to quantify the implications of various talent management scenarios, comparing the true business impact of employee hiring, development, and retention decisions. Equipped with the new application, Human Resources professionals can now create workforce models and strategic plans with the same analytical power as Finance and Operations.

In addition to the “What If?” functionality, Infohrm’s workforce planning application now offers integrated external labour force supply and salary data, such as that provided by the National Statistics Office, the ability to view forecasts by business unit or job family, and competency- or FTE-based workforce plans. The entire process is fully automated, enabling rapid deployment and ease-of-use.

The 2008 Workforce Planning Summit also features:

Optional two-day, post-summit workshop on Workforce Planning
First UK release of Infohrm’s 2008 Workforce Planning Survey results

The Summit (at which registrations are filling up fast), will be held at the Institute of Directors, Pall Mall, London

Click here for more information or to register for the 2008 Workforce Planning Summit.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

7 May, 2008
Infohrm Releases New Workforce Planning Application to Quantify the Financial Cost of Future Talent Decisions
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Infohrm Releases New Workforce Planning Application to Quantify the Financial Cost of Future Talent Decisions

“What If?” Financial Modeling Capabilities Demonstrate Bottom-Line Impact of Human Capital Investments

London – 7 May, 2008 – Infohrm, the global leader in workforce planning, reporting, and analysis solutions today announced the release of its “What If?” financial modeling application for workforce planning. For the first time, organizations will be able to quantify the implications of various talent management scenarios, comparing the true business impact of employee hiring, development, and retention decisions. Equipped with the new application, Human Resources professionals can now create workforce models and strategic plans with the same analytical power as Finance and Operations.

“The market demands a workforce planning application that can integrate with financial and strategic planning cycles,” said Brian Kelly, Infohrm’s President of North America. “Infohrm’s “What If?” financial models increase the power of workforce planning by demonstrating how different talent management scenarios will materially impact the entire organization.”

In addition to the “What If?” functionality, Infohrm’s workforce planning application now offers integrated external labour force supply and salary data, such as that provided by the National Statistics office the ability to view forecasts by business unit or job family, and competency- or FTE-based workforce plans. The entire process is fully automated, enabling rapid deployment and ease-of-use.

“More than ever, Human Resources is expected to calculate the top- and bottom-line returns from investments in human capital,” said Nick Nyhus, Vice President of Workforce Planning and HR Compliance at Ameriprise Financial. “Infohrm’s state-of-the-art technology will continue to serve as the foundation for our workforce planning and analytics processes here at Ameriprise.”

The application’s initial European release will be at the Infohrm European Workforce Planning Summit to be held 24 June in London at the Institute of Directors. The event will demonstrate proven methods of workforce planning and highlight how workforce planning should integrate with financial and strategic planning processes.

Click here for more information or to register for the 2008 Workforce Planning Summit.

About the Infohrm Workforce Planning Program

Infohrm’s membership program provides the methodology, tools, training, advice, coaching, and technology to support your in-house workforce planning function. Infohrm manages the extraction of workforce data from your HRIS to deliver a state-of-the art, user friendly, web-based interface that facilitates workforce planning forecasts and gap identification. Leveraging Infohrm’s consulting and training services ensures that HR professionals are fully equipped to design and deliver workforce plans to audiences across the organization.

Infohrm’s Advanced Workforce Planning. Delivered. Today.

Learn more about Infohrm’s workforce planning program

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

28 April, 2008
Infohrm to announce results of 2008 Workforce Planning Survey at European Summit
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Infohrm to announce results of 2008 Workforce Planning survey at European Summit

London – 28 April, 2008 – Infohrm (http://www.infohrm.com), the global leader in workforce planning, reporting, and analytics, today announced that Sam Hill, Senior Consultant of Infohrm Europe, will share the results of Infohrm's international workforce planning survey with practitioners attending the inaugural Infohrm Workforce Planning Summit to be held in London at the Institute of Directors, Pall Mall on the 24th June 2008.

The second annual "Global Approaches to Workforce Planning: What is Working?" survey was launched in early March 2008, featuring data from over 300 organizations across Europe, the US and APAC. The survey itself polled participants on their level of preparedness for a skills shortage, the extent to which they conduct comprehensive planning processes, and the critical success factors required for effective workforce planning. The survey was first launched in 2007 as a result of the increasing need to get a grip on the readiness and maturity of organizations facing a need to manage the future workforce gaps. "Increasingly we are seeing organizations that will not be able to act on corporate strategy, based on deficits in their critical jobs roles into the future. The 2007 survey results highlighted a lack of preparation globally, with many organizations not knowing where to start in their Workforce Planning efforts. I look forward to presenting our 2008 results to the summit delegates," said Hill.

In 2007 the key findings included:

Only 14% of organizations are prepared for the potential loss of skills, corporate knowledge and leadership that will occur within the next five years.
Prepared firms are much more likely (42% as compared to just 8% of under-prepared firms) to conduct formal workforce planning processes integrated with strategic business planning.
While industry thought-leaders have long recommended that firms focus workforce planning efforts on critical job roles, results indicate that prepared organizations conduct planning for all job roles, a finding with significant implications for human capital resource allocation.

See the full report here.

The Infohrm Workforce Planning Summit is the largest European HR conference focusing on the growing discipline of Workforce Planning in organizations. The Summit will featuring world renowned keynote speakers from companies including Microsoft and TDC, hands on advice from best practice organizations and frameworks and resources that can be applied immediately. Directly following the Summit, delegates are invited to attend an optional two day workshop on 25-27 June, aimed at providing practical training on workforce planning.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

8 April, 2008
Infohrm Named “Cool Vendor” for Human Capital Management Software 2008 by Leading Industry Analyst Firm
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Infohrm Named “Cool Vendor” for Human Capital Management Software 2008 by Leading Industry Analyst Firm

Vendors Selected for the “Cool Vendor Report” are Innovative, Impactful, and Intriguing

London – 8 April, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions today announced that Gartner has named Infohrm in its “Cool Vendors for Human Capital Management Software, 2008” report, published in April, 2008.

The report confirms that workforce analytics is a major emerging trend in HCM software that provides the context for better talent management and more focused HCM interventions. Gartner expects the demand for tools and services that collate, present, and interpret HR analytical data to grow significantly in 2008.

Gartner says of Infohrm – “Infohrm has an innovative Software-as-a-Service (SaaS) offering, providing sophisticated analytics, benchmarking, and workforce planning capabilities. Infohrm is well positioned to offer analytics solutions and services to HR leaders.”

Gartner suggests that VPs of HR looking to leverage analytical decision making, and finance executives seeking rigorous analysis of employee costs and intangibles should look at Infohrm.

“We are delighted that Gartner has analysed Infohrm, which we feel is acknowledgement of our innovative solutions, as one of the most intriguing, and “cool”, offerings in the HCM marketplace,” said Peter Howes, President and CEO of Infohrm. “Our proprietary on-demand software is unmatched in its ability to help business leaders manage their human capital through increasingly more sophisticated analytics.”

Infohrm has more than 150 members, including BAA, Time Warner, Starbucks. And Nokia.

About Gartner's Cool Vendors Selection Process

Gartner defines a cool vendor as a company that offers technologies or solutions that are: Innovative, enable users to do things they couldn't do before; Impactful, have, or will have, business impact (not just technology for the sake of technology); Intriguing, have caught Gartner's interest or curiosity in approximately the past six months.

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

19 March, 2008
Infohrm Launches New Workforce Planning Tools to Help Organizations Better Predict and Manage Critical Workforce Gaps
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Infohrm Launches New Workforce Planning Tools to Help Organizations Better Predict and Manage Critical Workforce Gaps

Enhanced Features and Functionality Permit Comprehensive Skills/Capabilities Planning & FTE Forecasting

London – 19 March, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions today announced the release of several major enhancements to its workforce planning program tools. The tools, which enable organizations to develop scenario-based workforce plans, establish demand forecasts by job role and business unit, automate supply forecasts, and conduct future workforce gap analyses, will be bolstered by a new suite of features and increased functionality.

“We are excited to be able to rollout a suite of product enhancements that will add to Infohrm’s impressive array of workforce planning tools,” said Jeff Higgins, Infohrm’s Executive Vice-President of Client Services. “Not only will the new features improve the flexibility and functionality of the current market-leading technology, but also increase the ease with which forecasting data can be positioned for workforce analytics and scorecards.”

External Labour Force Data: View a range of external labour statistics that provide rich context for workforce planning and scenario development.

Skills and Capabilities Forecast Planning: Use your organization’s custom skill or capability framework or Infohrm-designed templates to rank the relative importance of specific capabilities, rate the current and desired levels for each, and immediately visualise potential gaps.

Vacancy Tracking: Incorporate known open positions, or contingent labour data maintained outside your core HRIS system, into your forecasts to increase the accuracy of gap analyses.

FTE-Based Forecasts: Build forecasts using either End-of-Period or FTE headcounts, calculated to suit your organization’s unique workforce profile.

Strategy Bank and Resource Centers: Access Infohrm’s Strategy Bank for support materials on how to design gap-closing interventions. Search the Research Center for workforce planning templates and industry-specific case studies.

Enhanced Reporting Capabilities: Generate on-demand workforce planning reports featuring demographic trends and analysis, combined with scenario, demand, supply, gap, and capabilities data, to be viewed online or distributed via email throughout your organization.

Improved User Interface and Forecast Display: Customise the user-interface and entry-point, define how each forecast should be displayed, hide and expand content on each screen, and access on “How To” support for reference information on each step of the workforce planning process.

The new tools are currently being made available to existing members of the Infohrm Workforce Planning Program. Additionally, HR practitioners will have the opportunity to view the enhancements at the Infohrm Workforce Planning Summit to be held 24 June in London.

The event will demonstrate proven methods of workforce planning and highlight how workforce planning should integrate with financial and strategic planning processes. Confirmed speakers include Microsoft, Starbucks and TDC.

Click here for more information or to register for the 2008 Workforce Planning Summit.

About the Infohrm Workforce Planning Program

Infohrm’s membership program provides the methodology, tools, training, advice, coaching, and technology to support your in-house workforce planning function. The program’s value is realised through the coupling of in-house and external resources to ensure a sustainable and cost-effective workforce planning function. Infohrm manages the extraction of your workforce data from your HRIS to deliver a state-of-the art, user friendly, web-based interface to facilitate workforce planning forecasts and gap identification.

Learn more about Infohrm’s workforce planning program

About Infohrm

CONTACT:
Mick Collins
Director of Marketing, North America
202-589-2660
Email Mick

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Infohrm’s Advanced Workforce Planning. Delivered. Today.

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Infohrm to announce results of 2008 Workforce Planning survey at European Summit

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Infohrm Named “Cool Vendor” for Human Capital Management Software 2008 by Leading Industry Analyst Firm

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Infohrm Launches New Workforce Planning Tools to Help Organizations Better Predict and Manage Critical Workforce Gaps

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