What's Happening?
Danone, a multinational food corporation, has successfully redeployed 90% of its employees affected by workforce changes. The company achieved this by integrating strategic workforce planning (SWP) into its business operations rather than treating it as a separate
HR project. Vincent Favre, Danone's organizational development director, emphasized embedding workforce planning into the company's business reviews and operating plans. This approach shifted the focus from people to positions, allowing for a more precise alignment of workforce strategy with business goals. Danone's HR and organizational design teams streamlined the company's structure from 90,000 positions to 1,300 roles, improving accuracy and making workforce data a shared asset across HR, finance, and operations.
Why It's Important?
Danone's approach to workforce planning represents a significant shift in how companies can manage workforce changes. By focusing on positions rather than individuals, Danone has been able to align its workforce strategy more closely with its business objectives, leading to higher employee engagement and a better HR net promoter score. This method also transformed severance costs into investments in upskilling and reskilling, offering new roles to 90% of affected employees, with 70% accepting these roles. This strategy not only mitigates the negative impacts of workforce changes but also enhances the company's ability to retain talent and maintain productivity.
What's Next?
Danone's success in workforce planning could serve as a model for other companies facing similar challenges. By making workforce planning a shared discipline across functions, Danone has shifted HR from a reactive support role to a strategic partner in business operations. This integration allows HR to lead discussions on the future of work, skills, and performance, potentially influencing other organizations to adopt similar strategies. As companies continue to navigate workforce changes, the emphasis on strategic workforce planning could become more prevalent, driving a shift in how businesses approach talent management.
