All Future of Work conversations acknowledge that in a knowledge-based world people are truly your greatest asset, and will always be required to find insights and make decisions.
This is supported by a movement from efficiency only to co-creation, and a holistic focus on the life-work journey.
Future planning is critical to having the right people in place when you need them. That's an organizational requirement.
But equally, your people need to take ownership of their career, work programmes, and future. That's a personal requirement.
Connecting-up your business means you can clearly see structures, teams, groups and individuals and understand how work, workloads, and responsibilities, are being allocated and managed.
‘Resource planning and management’ can be complex and difficult. Sometimes managers expect the systems will be sophisticated enough to push a button and level out conflict and overload issues. This is seldom the case.
There are real benefits from keeping resource planning simple, and visible, as teams try to solve conflicts and challenges.
It's now recognized that diversity within teams is positive as it broadens thinking, encourages teams to think wider about potential solutions and outcomes and builds collegiality.
It's now possible to bring your people into work and career planning in more substantive ways than previously. The difference is that staff and managers take greater control over how, and when, they work, and what performance means for their future aspirations and career steps.
The key is that everyone can own their personal work information, and can demonstrate how well they are performing.
In this sense everyone can become more active in what was called ‘resource planning and management’, but is now all about engagement and mobilization of people in a more personal way.