Introduction to Strategic Workforce Planning and HR Management

Overview of Strategic HR Management

• The evolving role of HR in modern organizations
• HR's contribution to organizational success and sustainability
• HR as a strategic business partner

Phases of Workforce Planning

• Understanding the workforce planning lifecycle
• Key elements of effective workforce planning: forecasting, budgeting, and talent management
• Identifying key stakeholders and their roles in HR planning
• Tools for workforce planning: HR analytics and predictive modeling

Identifying Workforce Gaps

• Performing a workforce supply and demand analysis
• Techniques for identifying skill gaps and workforce shortages
• Aligning workforce needs with organizational strategy

Case Study and Workshop

• Application of SWOT and GAP analysis to workforce planning
• Group activity: Develop a workforce plan based on organizational case studies

Advanced Workforce Planning Techniques and HR Reengineering

Strategic Workforce Management

• Differentiating between short-term and long-term workforce planning
• Linking workforce planning to talent acquisition and retention strategies
• Optimizing the use of human capital in dynamic environments

Forecasting Future Workforce Needs

• HR forecasting methods: Quantitative and qualitative approaches
• Predicting future workforce requirements based on industry trends
• Scenario planning: How to prepare for workforce changes and disruptions

Reengineering HR Processes

• Introduction to Business Process Reengineering (BPR) for HR
• Techniques to enhance efficiency in HR operations (e.g., automation, digital HR tools)
• The role of continuous improvement in HR (ISO PDCA, Six Sigma, Lean methodology)

Practical Session

• Application of SIPOC (Suppliers, Inputs, Process, Outputs, Customers) analysis in HR
• Group exercise: Reengineering a recruitment process for efficiency
• Case study on continuous HR process improvement

Employee Relations Management and Conflict Resolution

Introduction to Employee Relations (ER)

• Definition and importance of employee relations in organizational health
• The psychological contract: Understanding mutual expectations between employees and employers
• ER's role in promoting employee engagement and retention

Managing Employee Behavior and Performance

• Types of disciplinary actions: Gross misconduct, poor performance, and absenteeism
• Effective procedures for dealing with performance and behavior issues
• Framework for disciplinary procedures and grievance handling

Communication and Consultation in ER

• Techniques for effective communication: Team briefings, consultations, and updates
• Best practices for conducting return-to-work interviews after employee absence
• Supporting supervisors and managers in managing employee relations

Case Study and Practical Activity

• Group role-play: Conducting a grievance interview and resolving conflict
• Workshop on implementing disciplinary actions fairly and legally

Performance Management and Employee Motivation

Understanding Performance Management Systems

• The performance management cycle: Planning, monitoring, evaluating, and rewarding
• Linking performance management to organizational objectives
• The role of performance reviews and appraisals in improving employee performance

Effective Feedback and Coaching

• Techniques for providing constructive feedback
• Coaching employees for improved performance: Strategies and best practices
• The importance of regular performance conversations

Motivating and Engaging Employees

• Understanding intrinsic and extrinsic motivators
• Implementing motivation theories in the workplace (Maslow, Herzberg, etc.)
• Encouraging employee engagement through recognition and development programs

Employee Assistance Programs (EAPs)

• Overview of Employee Assistance Programs and their benefits
• How to use EAPs to support employee well-being and productivity
• Counseling employees: Supporting mental health and work-life balance

Practical Session

• Case study: Developing and delivering effective performance improvement plans (PIPs)

• Workshop: Practicing feedback and coaching techniques in real-life scenariosPerformance Management and Employee Motivation

Understanding Performance Management Systems

• The performance management cycle: Planning, monitoring, evaluating, and rewarding
• Linking performance management to organizational objectives
• The role of performance reviews and appraisals in improving employee performance

Effective Feedback and Coaching

• Techniques for providing constructive feedback
• Coaching employees for improved performance: Strategies and best practices
• The importance of regular performance conversations

Motivating and Engaging Employees

• Understanding intrinsic and extrinsic motivators
• Implementing motivation theories in the workplace (Maslow, Herzberg, etc.)
• Encouraging employee engagement through recognition and development programs

Employee Assistance Programs (EAPs)

• Overview of Employee Assistance Programs and their benefits
• How to use EAPs to support employee well-being and productivity
• Counseling employees: Supporting mental health and work-life balance

Practical Session

• Case study: Developing and delivering effective performance improvement plans (PIPs)
• Workshop: Practicing feedback and coaching techniques in real-life scenarios

Integrating Employee Relations with Strategic HR Planning

The Role of Employee Relations in HR Strategy

• ER's influence on organizational change, nationalization efforts, and diversity
• Developing policies and procedures that align ER with organizational goals
• Managing organizational culture through effective employee relations

Linking Employee Relations to Workforce Planning

• Integrating employee relations strategies into overall HR planning
• Addressing workforce challenges through employee engagement and relations
• Managing organizational change and fostering a positive work environment

Future Trends in HR and Employee Relations

• Emerging trends in employee relations: Remote work, flexible work arrangements, and diversity & inclusion
• The impact of technology on HR and ER functions (AI, HR analytics)
• Preparing for future challenges in workforce planning and employee relations

Final Case Study and Group Workshop

• Comprehensive case study: Integrating employee relations into strategic HR planning
• Group presentations: Developing a holistic strategy that addresses both workforce planning and employee relations
• Review of key learnings and action plans for workplace implementation