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Why Attend
Workforce planning is one the most important HR processes and is necessarily linked to every other function in HR management. Yet, in spite of its importance, it is often implemented haphazardly due to organizational and market complexities. In addition to surveying the drivers for workforce planning and its key performance indicators, the course presents and elaborates on an operational model for forecasting demand and supply of employees and demonstrates how resulting gaps can be bridged with a variety of controllable staffing initiatives. Moreover, participants will have the opportunity to learn and apply the forecasting techniques that are normally used in workforce planning.
Course Methodology
The course uses a mix of interactive techniques such as lecturettes, group activities, case studies, scenario analysis and team presentations
Course Objectives
By the end of the course, participants will be able to:
Define workforce planning within the context of human resources management
Explain how HR planning is related to the overall strategic plan of the organization
Identify the economic concepts of demand and supply and how they apply to the labor market
Apply forecasting tools to the demand and supply of different types of human resources, both in terms of quantity and quality
Recognize the relationship of HR planning to the staffing process
Describe why an understanding of the external labor market is important in workforce planning
Formulate staffing strategies to fill labor gaps whether shortages or surpluses
Apply budgeting techniques for workforce planning
Target Audience
Recruitment and workforce planning managers and specialists, HR professionals and strategy analysts with at least three years experience in workforce planning, general HR management and business partners. This course is also useful to corporate planning managers who want to make sure their strategies are implemented successfully.
Target Competencies
Deciding and initiating action
Working with people
Relating and networking
Persuading and influencing
Presenting and communicating
Analytical thinking
Applying expertise and technology
Formulating concepts and strategies
Planning and organizing
Achieving goals and objectives
Course Outline
Overview of organizational development
The glue that makes an organization
Organizational objectives
Key terms in organization
Departmentalization
Mechanistic versus organic organization
Strategy and organizational structure
Choosing the right organization
The economics of the organization
Fundamentals of workforce planning
Workforce planning to get, keep and grow
Defining workforce planning
Strategic planning and workforce planning
It is all a question of demand and supply
Workforce planning and forecasting employee needs
Aims and phases of workforce planning
Drivers of workforce planning
Benefits of workforce planning
Keys to successful workforce planning
Workforce planning Key Performance Indicators (KPIs)
An operational model for workforce planning
Workforce planning analysis
The strategic staffing process
Causes of supply and demand gaps
Static versus dynamic workforce planning
Demand analysis and forecasting staffing needs
Trend analysis
Ratio analysis
Scatter plot
Zero manning methodology
The supply analysis phase
The gap analysis phase
Workforce formulation: application of the basic model
Defining required staffing gaps or surpluses
Defining required staffing actions
Producing the staffing plan
Beyond staffing plans
Using workforce planning to support management successions and development planning
Proactive talent management
Measuring staffing effectiveness and efficiency
Budgeting: process and approach
Importance of budgeting
Types of budgets
Master budget components
Approaches to budgeting
Characteristics of effective operating budgeting
Tools of budget estimation
HR budgeting
Cost control
Control systems
The control process
Variance analysis
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