Workforce control and influence: A quick poll

Yesterday, I conducted a Webinar with Monster.com titled "Workforce Trends and Best Practices: Trends in the Workforce - Decentralization Prevents Agile Decision Making." I talked a little bit about the results of our Workforce Trends Study, particularly the difference between perceptions of workforce control and the controls actually in place, and it really just reminded me how quickly the business world has changed.

To demonstrate, during the session I asked the participants (about 100 total, most of whom were HR pros) a few questions about control and influence in the workforce. The results highlight how things have changed in the past 16-19 months, and reflect current thinking about workforce management:

Question 1: Define "Control" as it relates to the workforce.

• I get regular reports on the demographics of my workforce (headcount, types of workers, etc.)   8%
• We have established policies and procedures related to workforce engagements (when to use temporaries, independents, etc.)   25%
• I get detailed metrics on the workforce (time to fill, rates, supplier quality, etc.)   13%
• All workforce engagements go through a centralized process   54%

Not surprisingly, 54% chose the last option. What does this tell us? It indicates that the HR population understands the move toward centralization is a way to control what's going on (and as you'll see, reinforces the answer we received to the question below). The bottom line is that we are beyond simple reports and metrics. Real control is in the process and procedures you put in place to manage your workforce.

Question 2: Today, who would you say has the most influence on business decisions?

• The corporate office  53%
• The business units      34%
• Individual managers   13%

Again, these results indicate that in today's bear market, the corporate office is pulling business units closer, looking for ways to centralize, and exerting more influence on the business units who may or may not be performing.

The future of workforce management will require corporate offices and in particular, HR professionals, to get engaged with the business to enable this centralization. The keys will be to control without being restrictive, and to ensure quality workforce management that supports your employment brand.

Now let me ask you, how would you respond to the above questions?