course | Strategic Workforce Planning
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HRM-2165 | Strategic Workforce Planning
Course Sector : HR Strategy and Training
| Duration | Date from | Date to | Course Venue | Course fees | Book a course |
|---|---|---|---|---|---|
| 5 Days | 2025-06-01 | 2025-06-05 | Online | $2,150 | Book now |
| 5 Days | 2025-07-14 | 2025-07-18 | London | $4,950 | Book now |
| 5 Days | 2025-08-04 | 2025-08-08 | London | $4,950 | Book now |
| 5 Days | 2025-12-08 | 2025-12-12 | Dubai | $4,250 | Book now |
Course Introduction
Workforce Planning is now a critical factor in the longer-term ability of International Business to compete globally.. It is now seen as a key business requirement, organisations must have a clear strategy, to support the Workforce Planning process, we will discuss a number of real-life strategies and approaches. Having a clear strategy will enable informed decisions to be made to achieve a balanced approach, how to assess and when to develop current staff or, actively recruiting external candidates into the company to satisfy future requirements.
Course objective
- Understand how to predict and therefore manage future trends
- Consider the balance between managing individuals’ careers and business needs
- Appreciate the relationship between operational and human resource management
- Be able to use the most appropriate approach to your business workforce planning process
- Develop your process management skills to maximize the use of resources
- Learn and be able to implement new dynamic workforce planning systems
- Consider several strategic models for workforce planning
- Be able to convert predictive data into a monetary value
- Re-energize interviewing, appraisal processes and systems
- Create a methodology to present business information effectively
- Be aware of organizational measurement tools and those that can be applied to individuals
- Develop business techniques to manage the workforce planning process
- Plan and implement action plans for self and individuals/managers involved in the Workforce Planning process
Course Outline | DAY 01
- Introductions, programme, objectives and ways of working
- HR models and how to satisfy potential future organisational structures
- The growing business importance of HR workforce planning (HRMP)
- The changing shape of organisations and work requirements – the effects on today’s organisation
- Trends – right sizing; what’s appropriate – use of decision making tools and examples
- The four main areas of workforce planning – Strategic focus, Data and analysis, workforce planning and people development including case study
Course Outline | Day 02
- The new HR strategic map
- How to use a strategic template – exercise and case study
- Measuring organisational maturity – a trigger for workforce planning activities – exercise
- Converting strategy into workable plans, the collection and analysis of business data to trigger appropriate action – including exercise
- Techniques for delivering on time and on budget
Course Outline | Day 03
- Understanding trends – examples and exercise
- Use of predictive software to support the supply of workforce
- How to measure relationships and understand results – exercises
- The need for using unit costs – exercise
- Individual measurements, exactly how competencies are structured
- Managing expectations and individual’s needs
- Measuring and forecasting individuals performance using behavioral techniques
Course Outline | Day 04
Workforce supply – Business planning and workforce re- engineering
- Selecting the “right” principal for workforce supply
- Consider the three approaches to succession planning
- The use of pre selection for key posts – the role of psychometric testing, emotional intelligence assessment centre’s, agreements and visual development maps
- Business review – why workforce planning should be considered and where it has an impact – including case study
Course Outline | Day 05
- The use of management tools and techniques to achieve maximum effect
- Why performance appraisals on their own don’t work for selection into development pools
- Three approaches, talent pool, individual selection and head hunting
- The cooperation needed in order to achieve the business benefits
- How the whole workforce planning process should ‘fit’ together
BOOST’s Professional Attendance Certificate “BPAC”
BPAC is always given to the delegates after completing the training course,and depends on their attendance of the program at a rate of no less than 80%,besides their active participation and engagement during the program sessions.
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