mii People Planning is a workforce demand and risk planning tool which facilitates a digital conversation with line managers on a regular basis; addressing critical issues associated with recruitment and retention, learning and development, wellbeing, succession planning and talent management.
It’s also a HR SaaS platform that connects a HR function directly to front line health and care. The platform digitises and automates the extraction of key recruitment needs and people risks from every potential line manager, at every level, in a health and care organisation.
mii People Planning does the HR heavy lifting. With co-designed digital conversations, we work with the Trust to tailor wellbeing questions using a consultative approach.
mii People Planning helps to track, monitor and drive discussions using the data from wellbeing conversations to determine team and organisational wellbeing needs, developing wellbeing programmes according to employee feedback as well as delivering actions which can then be measured.
How does it work?
We focus on harnessing data that comes out of health and wellbeing conversations. The manager records wellbeing requirements, feedback, progress and actions. We automate directing line managers to support resources. We collate and analyse the data, providing insights to enable informed decision-making to support staff wellbeing.
- Take the temperature on wellbeing
- Encourage managers to have individual health and wellbeing conversations
- Use the feedback to develop health and wellbeing interventions
- Improve morale and wellbeing through more engaged staff who feel supported
- This is a digital solution to your mandated wellbeing conversations
- Insights that are generated can be linked with existing programmes of work e.g. Compassionate leadership culture, manager development, programme, equality, diversity and inclusion strategy, flexible working, mental health and race training, employee engagement, coaching and mentoring
- Data gained from digital conversations provide the base understanding of workforce wellbeing needs, pointing you in the direction of where we need to investigate further (sickness data, appraisal data).
Recruitment and Retention
Each HR team member sees just the data for their set of hiring managers, which includes flight risks/itchy feet i.e. staff who are at risk of leaving the Trust, performance risks, absence cover needed and what, where, when and how many vacancies to recruit over the coming 12-18 months. Managers can gain and positively act on information, by streamlining lengthy planning processes, removing any need for last-minute activity.
How does it work?
mii People Planning is flexible and can be tailored to cater for many areas of concern across workforce, helping to proactively drive HR to take the most effective recruitment and retention management actions. It utilises a web-based interface to ask managers a series of straightforward questions about their team. The answers form the basis of the data over a period of time.
This produces insights for HR teams through digital nudges and signposting to action and measure progress as well as close those actions down, which can also be used to feed into board reporting. With co-designed digital conversations, we work with the Trust to tailor recruitment and retention questions using a consultative approach.
- Fewer vacant posts and reduced bank and agency spend
- Improved diversity and inclusivity campaigns
- Understand actual future people gaps
- Time to properly search for and attract top candidates from the external market or overseas
- Itemised roles that will need filling in the next 12-24 months
- Plan for recruitment and therefore vacancies due to people retiring, going on maternity or long-term sick leave
- Capture not only the recruitment need but those that have been hard to fill in the past
- Put plans in place to mitigate unwanted attrition by identifying flight risks/itchy feet
- Receive a list of flight risks so that HRBPs will be able to proactively reach out to the managers who need support with retaining and engaging their talented team members who are at risk of leaving
Learning and Development
mii People Planning shares quality learning and development insights with managers on a regular basis, without having to spend time to get it. They can gain and positively act on information, by streamlining lengthy planning processes, removing any need for last-minute activity. And by informing your workforce planning strategies, it can help you towards your goal of having happy staff with the right skills in the right roles, all whilst saving time and cost.
How does it work?
It utilises a web-based interface to ask managers a series of straightforward questions about their team. The answers form the basis of the data over a period of time. This produces insights for HR teams to action and measure progress as well as close those actions down, which can also be used to feed into board reporting.
The information is then channeled through a digital conversation/digital nudges with the manager to achieve all the things set out within business areas, including talent management, learning and development, and performance management. With co-designed digital conversations, we work with the Trust to tailor wellbeing questions using a consultative approach.
- Quarterly high-level overview of training and development demand is presented by an automated report
- Understand qualifications and critical skills gaps
- Proactive use of L&D budget
- Enables focus on issuing detailed learning and development needs analysis in the right areas
- Raises awareness of available training to all the Trust by line managers which instigates regular conversations with their teams for fairer distribution on training
- Ability to form plans for apprenticeship to fill areas
- Ability to help with Health Education England returns on future gaps and budget needs for training
- The chance to buy or grow talent
- More impactful internal mobility