SOLUTIONS SPOTLIGHT

ENTERPRISE COMPENSATION PLANNING (ECP)

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A dynamic Workforce planning and management solution for both top-down and bottom-up planning including: driver-based forecasting, what-if scenario planning, and employee compensation management.

Configure to your business needs and accelerate your deployment.


MODEL STRATEGIC TARGETS FROM THE TOP DOWN AS A BUILDING BLOCK TO OPERATIONAL fORECASTS

LEVERAGE REAL-TIME CONSOLIDATED COMPENSATION ANALYTICS & REPORTING THROUGHOUT YOUR PLANNING PROCESS

  • Start with the goal in mind by modeling a workforce plan based on % of sales and other executive targets

  • Make broad, position based headcount changes to “what if” how targets can be met with an operational plan

  • View positional synopsis of headcount and compensation by position, level, and ethnicity

  • Leverage workflow to submit targets and allowing regional managers to plan operational hiring & raises based on the targets

  • Report and analyze headcount at both the strategic and operational level in real-time


→ DEVELOP OPERATIONAL WORKFORCE PLAN BY PERSON AND POSITION FROM THE BOTTOM UP - INFORMED BY TARGETS AND DRIVEN BY YOUR PAYROLL SYSTEM DATA

  • Review targets in real time and model operational forecasts based on set targets

  • Automate the load of employee roster and salary data from your HR and Payroll systems to develop a “current state” baseline

  • Plan regional taxes, benefits, bonus, and merit increases by person and position for accurate compensation forecasting

  • Add planned hire, named employees to determine the impact on financials

  • Model bulk to-be-hired employees by position, utilizing a headcount multiplier and average salary adjustment for large planning organizational changes


→ Manage GLOBAL DRIVERS, BUSINESS UNIT ASSUMPTIONS, AND EMPLOYEE TRANSFER ACTIVITY TO DRIVE CONSOLIDATED P&L REPORTING

  • Use what-if planning for salary raises and bonus structures for existing employees to meet established workforce expense forecast targets

  • Plan for positional changes and promotions at the employee level, including title changes, new start dates, and salary changes

  • Request and approve employee transfers between regions to determine the financial impact on the region’s workforce expense

  • Update the employee roster to reflect the positional and regional employee changes once the planned changes have been approved


Learn more through a live demo