SWP and Transformation – The Chicken and the Egg? Turning your Threats into Opportunities
Rapidly changing consumer preferences and shorter business cycles are accelerating the pace of change in the FMCG industry, making transformation inevitable. Trends like technology and AI, green transition, demographic shifts, and evolving work relationships are reshaping the business landscape and challenging organisations' capacity to thrive in the future. Strategic Workforce Planning (SWP) offers a proactive approach to turn these disruptions into opportunities, positioning the organisation for long-term success. This session will show how SWP was essential to the people-driven success of two major transformations at Danone:
• Shifting the manufacturing network to Industry 4.0 standards
• Harmonising and centralising the European organisation with centres of excellence to leverage scale and new technologies
Frequent transformations in fast-moving industries like consumer goods, combined with the need for new capabilities, can strain both people and operations. SWP offers a forward-thinking framework to anticipate future skills needs, reduce talent loss, and ensure smoother transitions, all while preparing the organisation for future challenges. The double win: by strategically redeploying and reskilling employees, businesses can balance the social and operational impacts of change and foster workforce resilience.
• How to begin: SWP as an enabler in managing transformation
• Future projection: identifying future capabilities and skills needs
• Cross-functional internal redeployment strategies
• Leadership buy-in and organisational alignment
• SWP as an enabler, not an endpoint
• My personal journey with SWP.
• Dare to start without complete readiness
• Understand how to leverage SWP to mitigate negative impacts of organisational transformations
• Explore strategies to anticipate and plan for future workforce capability needs
• Gain insights into securing leadership buy-in for SWP initiatives
• Learn how to implement cross-functional redeployment and upskilling to minimise talent loss
• Develop an anticipatory mindset at scale for SWP stakeholders.
