I want to access the health of the organisation and the staff—not in the traditional sense of health, but making sure we are retaining our staff, recruiting quality staff, making sure our culture is intact and all employees are engaged. All that adds up to being an employer of choice. Sometimes the anecdotal conversations and the conversations around the water cooler are not enough to clarify whether we are that organisation, or not. We need some more concrete data to confirm our assumptions.

I have now got a workforce strategy for the next three years. Not only do I have [the strategy], but I have a step-by-step guide of what we need to achieve and how we’re going to measure it.

An organisation like a school doesn’t have a massive HR department … But with the Workforce Strategy Builder you’ve got enough information there to get a comprehensive tool that you can actually use as your strategic plan for your staff for the next three to five years.

It’s made my life a lot easier. I’m able to look at our HR strategy from a different angle in respect to our analytics. It’s added another dimension to our HR strategic planning.