Predictive Initiative Task PDF Print E-mail
Wednesday, 12 September 2007
The Workforce Intelligence Institute formed a coalition of some of the leading HR consultants and major corporations. To date, we have commitments from two of America’s leading management associations:
 
  • American Management Association
  • The Conference Board
 
In addition, the following organizations are active members of the Predictive Initiative:
  • Accenture
  • Blue Cross of FL
  • Blue Shield of CA
  • Ceridian
  • Fidelity Investments
  • Future of Work
  • Google
  • IHRIM
  • Jeitosa
  • KnowledgeAdvisors
  • Leadersphere
  • Lehman Brothers
  • Menlo Worldwide
  • Monster
  • Oracle
  • PDI
  • ROI Institute
  • Scarlett Surveys
  • Sextante Brasil
  • SuccessFactors
  • Target
  • Workplace
  
With the collective knowledge of this group we are building the first integrated, predictive, strategic human capital management system; HCM-21. The system will include all major human capital management components from Workforce Planning through to Outsourcing and Metrics.

By attacking the problem from all angles and perspectives we overcome the siloed approach that sub-optimizes most human capital management projects.
 
How it Works

Assume you plan to open a regional office, data or call center, store, or make an HR investment and want to insure the best possible result. The predictive system links all key issues and steps, predicts outcomes, and helps synchronize the operation ensuring the most cost effective solution.

End Product

  • The integrated and predictive, strategic human capital management model breaks down HR silos and coordinates all functions to insure the optimum return on talent management investments. For the first time HR will have the benefit of a cohesive, strategic, business management and reporting system.

  • The open system software package is programmable to suit your special needs. The software will feature predictive statistics to help you plan and execute the most cost effective, interconnected, staffing, compensation, development and retention strategy.

  • A set of templates outlining process implementation issues along with a training program. This is, in a sense, your system operating manual to execute your plan.

  • A future-facing metrics system that goes beyond benchmarking. Like accounting, benchmarking reports the past. This is the next generation of HR measurement. It emphasizes leading indicators and intangible measurements.
 
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