: Using data to test "what-if" scenarios, such as the impact of a merger or a shift in market conditions.
: Distinguishing between long-term talent needs and immediate workforce requirements.
Effective OP&A requires merging data from HR, Finance, and IT. Organizational Planning and Analysis: Building ...
The concept was popularized by Rupert Morrison in his 2022 book, Organizational Planning and Analysis: Building the Capability to Secure Business Performance . It bridges the gap between Human Resources (HR) and Finance to ensure the organization has the right people, in the right roles, at the right cost to drive performance. Core Components of OP&A
Start by scoping the "macro operating design" and proving the ROI of a dedicated planning function. Finance typically spends 25% of its budget on Financial Planning & Analysis (FP&A), whereas HR often spends less than 12% on equivalent workforce planning. 2. Establish a Unified Data Environment : Using data to test "what-if" scenarios, such
: Analyzing the specific work being done and its actual cost to the business.
: Identifying and developing internal talent to fill key leadership roles in the future. Steps to Build the Capability The concept was popularized by Rupert Morrison in
: Bring in data scientists and business analysts to move beyond basic reporting and into predictive modeling. 4. Implement Ongoing Optimization Planning is not a one-time event.