{"id":15579,"date":"2024-10-08T09:50:08","date_gmt":"2024-10-08T07:50:08","guid":{"rendered":"https:\/\/www.strimgroup.com\/?p=15579"},"modified":"2024-10-15T14:22:11","modified_gmt":"2024-10-15T12:22:11","slug":"sustainability-begins-with-people","status":"publish","type":"post","link":"https:\/\/www.strimgroup.com\/en\/blog\/sustainability-begins-with-people\/","title":{"rendered":"Sustainability begins with people"},"content":{"rendered":"<p><a href=\"https:\/\/www.strimgroup.com\/blog\/tag\/strategic-workforce-planning\/\" target=\"_blank\" rel=\"noopener\">Strategic workforce planning<\/a> and <a href=\"https:\/\/www.strimgroup.com\/en\/blog\/category\/workforce-analytics-2\/\" target=\"_blank\" rel=\"noopener\">people analytics<\/a> are essential tools for optimizing the entire <a href=\"https:\/\/www.aihr.com\/blog\/employee-life-cycle\/\" target=\"_blank\" rel=\"noopener\">employee life cycle<\/a> based on data-driven decisions.<\/p>\n<p><!--more--><\/p>\n<p>Key topics in <b>strategic workforce planning<\/b>, such as<\/p>\n<ul>\n<li>developing models and scenarios that predict future workforce requirements and ensure that the right skills are available at the right time,<\/li>\n<li>building internal and external talent pipelines to fill key positions in a future-proof manner,<\/li>\n<li>identifying and developing core skills that are crucial for future strategic requirements,<\/li>\n<li>continuous training and development programs \u2013 <a href=\"https:\/\/www.strimgroup.com\/en\/blog\/upskilling-reskilling-hr\/\" target=\"_blank\" rel=\"noopener\">reskilling and upskilling<\/a> \u2013 to enable employees to transition to new roles,<\/li>\n<\/ul>\n<p>and <b>people analytics<\/b>, such as<\/p>\n<ul>\n<li>gathering and analyzing data on employee satisfaction and retention,<\/li>\n<li>using analytics to identify and promote high-performing teams,<\/li>\n<li>analysing demographic data to promote a diverse and inclusive workforce,<\/li>\n<li>developing models that predict employee attrition and suggest countermeasures,<\/li>\n<li>useing analytics for optimized recruitment and selection of new employees,<\/li>\n<\/ul>\n<p>are therefore already standard practice in numerous companies.<\/p>\n<h3><span style=\"color: #333399;\">What does the statement \u201csustainability begins with people\u201d mean?<\/span><\/h3>\n<p>The connection between sustainability permeates strategic workforce planning and people analytics in many ways:<\/p>\n<ul>\n<li>Sustainability means that companies build a <a href=\"https:\/\/www.strimgroup.com\/en\/blog\/dei-in-the-sustainability-report\/\" target=\"_blank\" rel=\"noopener\">diverse, fair and inclusive workforce<\/a>. The social component in ESG focuses on employee well-being and fair working conditions, which can be precisely managed and measured through people analytics.<\/li>\n<li>Strategic planning takes into account the ethical treatment of employees, fair wages, development opportunities and work-life balance, which is part of social sustainability.<\/li>\n<li>Sustainability can help identify and develop the skills needed to meet future social and environmental challenges. This can be realized through targeted <a href=\"https:\/\/www.strimgroup.com\/en\/blog\/upskilling-reskilling-hr\/\" target=\"_blank\" rel=\"noopener\">upskilling and reskilling programs<\/a>.<\/li>\n<li>A strong focus on sustainability strengthens employer branding, which in turn can be measured using people analytics; e.g. through employee satisfaction surveys and through metrics and indicators on fluctuation and employee retention.<\/li>\n<li>Sustainability integrates programs to promote the well-being and health of employees, supported by analytical insights to improve physical and mental working conditions.<\/li>\n<\/ul>\n<p>This is nothing less than our aim when we address strategic workforce planning and people analytics in companies.<\/p>\n<h3><span style=\"color: #333399;\">The following aspects are essential:<\/span><\/h3>\n<ol>\n<li>We consistently link sustainability aspects to strategic workforce planning and people analytics. By combining ESG standards with relevant (HR) processes, e.g. through a <a href=\"https:\/\/bscdesigner.com\/sustainability-scorecard.htm\" target=\"_blank\" rel=\"noopener\">Sustainability Balanced Scorecard (SBSC)<\/a>, we create added value that goes beyond a purely economic focus.<\/li>\n<li>We deeply embed sustainability into workforce and talent strategies by aligning with the <a href=\"https:\/\/sdgs.un.org\/goals\" target=\"_blank\" rel=\"noopener\">Sustainable Development Goals (SDGs)<\/a> and <a href=\"https:\/\/finance.ec.europa.eu\/capital-markets-union-and-financial-markets\/company-reporting-and-auditing\/company-reporting\/corporate-sustainability-reporting_en\" target=\"_blank\" rel=\"noopener\">CSRD\/ESRS standards<\/a>. We even go one step further and incorporate the still non-binding <a href=\"https:\/\/www.ifrs.org\/issued-standards\/integrated-reporting\/\">IFRS standards<\/a> to keep integrated reporting in mind from the start! This enables a comprehensive sustainable transformation.<\/li>\n<li>Our favored <a href=\"https:\/\/www.strimgroup.com\/en\/blog\/workforce-planning-short-term-short-sighted\/\" target=\"_blank\" rel=\"noopener\">HR Flex Value Strategy<\/a>, which we have implemented in our own company, stands out from rigid, traditional workforce planning approaches by prioritizing flexibility, resilience and sustainability. Such a strategy can be invaluable, especially in times of crisis and change.<\/li>\n<li>We combine HR and digital transformation with sustainability, for example, through \u201cgreen\u201d digital solutions and the reduction of the carbon footprint in HR management.<\/li>\n<\/ol>\n<p>In this way, we take strategic workforce planning and people analytics to the next sustainability level.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Strategic workforce planning and people analytics are essential tools for optimizing the entire employee life cycle based on data-driven decisions.<\/p>\n","protected":false},"author":2,"featured_media":15587,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[851,281,687,1139,686],"tags":[1134,1169,709,1170],"class_list":["post-15579","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-capital-2-en","category-press-and-news","category-strategic-workforce-planning","category-sustainability","category-workforce-analytics-2","tag-dei-en","tag-evidence-based-approach-en","tag-people-analytics-en","tag-predictive-analytics-en"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/posts\/15579","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/comments?post=15579"}],"version-history":[{"count":5,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/posts\/15579\/revisions"}],"predecessor-version":[{"id":15590,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/posts\/15579\/revisions\/15590"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/media\/15587"}],"wp:attachment":[{"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/media?parent=15579"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/categories?post=15579"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strimgroup.com\/en\/wp-json\/wp\/v2\/tags?post=15579"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}