By the end of this training course, trainees will be able to :
- Planning and staffing organizational manpower requirements.
- Analyze organizational environment, including future business challenges and their likely impact on your organization's workforce and evaluate strategies to integrate human resources planning with the strategic initiatives of senior management to achieve overall business objectives.
- Integrate workforce planning into the strategic plan of your organization.
- Describe the key steps to developing a strategic workforce plan, including analysis, forecasting, strategy development and cost modeling.
- Explain fundamental concepts, principles, techniques and judgment in supply-demand forecasting and supply programs in determining HR planning.
- Summarize the role of HR planning in functions such as training and development, compensation and benefits programs, payroll, performance management and health and safety at work.
- Appraise succession plans and critical staffing objectives.
- HR generalists or HR specialists seeking to gain further practical skills and up-to-date insights in all of the key domains of HR.
- Individuals currently working in HR who lack a formal academic qualification in business or HR.
- Individuals considering transitioning into an HR managerial role.
- Introduction to HR Planning:
- Staffing Model.
- Strategic Planning Model.
- Stages of Strategic HR Planning.
- Alignment of Business Planning and HR Planning.
- Environmental Analysis:
- PESTLE Analysis.
- SWOT Analysis.
- Forecasting Employment Needs.
- Judgmental vs. Statistical :
- The Nominal Group Technique.
- The Delphi Technique.
- Long-term Forecasting:
- Unit Demand.
- Trend Projection .
- Markov Analysis.
- Short-Term Forecasting:
- Work-load analysis.
- Succession Planning & Career Path.
- Labor shortage & labor surplus.