通过对8,500名员工的完整生命周期视图，提供更好的洞察力和决策

It was a challenging mandate for the company, and two factors made it even more complicated: First, with 8,500 employees in 38 countries, the workforce is the company’s largest single expense; and second, its finance team wanted to forecast headcount costs on a three-year basis but could barely plan a year in advance. HR and finance tried to solve the problem using spreadsheets customized with complex macros, and then spent more than a year attempting to customize a large ERP system to do the job. “It was still unable to provide the level of detail we needed,” the HR general manager recalls. “That’s when we heard about Anaplan.”

A workforce planning proof-of-concept created by Anaplan convinced the company’s HR team that planning at their desired level of granularity was achievable. After a five-month deployment period, the system went live; the HR team has improved and refined the solution further in the months since launch. “Our forecasting and planning are now much more accurate than they were before,” the HR general manager notes. “And the journey of making it sharper and sharper still continues.” With Anaplan, the global telecommunications company can track every position through its entire lifecycle — from requisition creation to onboarding to employee movement — which has given leaders visibility into headcount costs and deep insights that previously were hidden in the planning process.

The company initially chose Anaplan for its quick implementation and ability to support workforce planning at a granular level. As the implementation matured and improved, the company has taken advantage of the platform’s versatility to improve other workforce-related business processes. For example, because plans are now consistent across the company’s divisions, the workforce planning cycle has become much faster and more accurate. The HR general manager notes, “We’re able to enforce a tight schedule for all of the HR teams to complete their simulations and submit their plans.”

The team is also exploring Anaplan’s advanced capabilities. In one instance, a test project with machine learning is helping users choose the best simulations for their needs and build plans based on their desired outcomes. These capabilities and more have made HR a strategic partner throughout the company. “Because we can accurately measure staffing costs, we are driving productivity and making decisions that contribute to a healthy cost/revenue ratio,” the HR general manager concludes.

一家知名全球电信公司的人力资源总经理表示:“很多公司都把员工视为一种商品，但我们不是这样。”“这就是为什么我们的首席人力资源官(CHRO)希望我们的劳动力规划系统不仅能与财务集成，还能与人才招聘、职位管理甚至空间管理等其他人力资源流程集成。”

这对公司来说是一项具有挑战性的任务，有两个因素使其变得更加复杂:首先，公司在38个国家拥有8500名员工，劳动力是公司最大的一项支出;其次，该公司的财务团队希望以三年为单位预测员工人数成本，但几乎无法提前一年制定计划。人力资源和财务部门试图使用使用复杂宏定制的电子表格来解决这个问题，然后花了一年多的时间尝试定制一个大型ERP系统来完成这项工作。这位人力资源总经理回忆道:“它仍然无法提供我们所需的细节水平。”“就在那时，我们听说了Anaplan。”

由anplan创建的劳动力计划概念验证说服了公司的人力资源团队，以他们想要的粒度级别进行计划是可以实现的。经过5个月的部署期，系统正式上线;人力资源团队在发布后的几个月里进一步改进和完善了解决方案。这位人力资源总经理指出:“我们现在的预测和计划比以前准确得多。”“让它变得越来越锋利的旅程仍在继续。”通过ananplan，这家全球电信公司可以跟踪每个职位的整个生命周期——从申请创建到入职再到员工流动——这让领导者可以看到员工人数成本，并深入了解以前隐藏在规划过程中的情况。

该公司最初选择了Anaplan，因为它的快速实施和支持粒度级劳动力规划的能力。随着实现的成熟和改进，公司已经利用平台的多功能性来改进其他与劳动力相关的业务流程。例如，由于公司各部门的计划现在是一致的，因此劳动力计划周期变得更快、更准确。人力资源总经理指出:“我们能够为所有人力资源团队执行紧凑的时间表，以完成他们的模拟并提交他们的计划。”

该团队还在探索Anaplan的先进功能。在一个例子中，一个使用机器学习的测试项目正在帮助用户根据他们的需求选择最佳的模拟，并根据他们期望的结果构建计划。这些能力使人力资源成为整个公司的战略合作伙伴。这位人力资源总经理总结道:“因为我们可以准确地衡量人力成本，我们正在提高生产率，并做出有助于健康的成本/收入比率的决策。”