Introduction

This unique strategic workforce planning recruitment and selection course provides participants with all they need to know about the new manpower planning cycle, Human Resource Planning (HRP).

This dynamic area has become integral in today's human resources departments and, in some cases, has become a specialised department. The new manpower planning iterations require modern skills, innovative tools, and advanced software.

This strategic workforce planning course will equip you with the knowledge and capabilities to achieve remarkable results.

Through the comprehensive exploration of these subjects, participants in the strategic workforce planning recruitment and selection course will thoroughly understand workforce planning and recruitment and how to apply strategic workforce planning principles in real-world HR scenarios.

Course Objectives

By the end of this strategic workforce planning course, participants will be able to:

Utilize the new linear strategic model for effective manpower planning.

Calculate and produce persuasive results from manpower data, including predictive trends.

Understand each component of the manpower model, from data collection and analysis to succession planning.

Design organizational charts and ratios with expertise.

Select appropriate software for predictive trend analysis and forecasting.

Construct a business process map and engage in business process re-engineering.

Grasp the fundamental principles of job analysis and evaluation.

Carry out comprehensive job analysis interviews.

Draft detailed job descriptions based on rigorous analysis.

Advocate for job evaluation as an essential tool for ensuring internal consistency and fairness.

Course Content

Unit 1: Manpower Strategy and Organizational Analysis

The critical role of the new manpower planning activity in workforce management in HR.

Strategic timelines for effective workforce planning.

The new strategic model and the 10 crucial inputs.

Emergency planning and its importance in the strategic workforce planning process.

Predicting organizational change by using the land model.

The land model associated questionnaire.

Case study on what strategic workforce planning should achieve.

DAY 2:

Essentials of organizational design in the context of workforce solutions recruitment.

Common flaws in the 21st century's corporate design.

Rules for determining manpower levels, including workforce recruitment process considerations.

The impact of teamwork on management levels and productivity.

In-depth examination of downsizing.

Right-sizing with a case study.

DAY 3:

Areas of strategic focus, manpower analysis, predictive forecasting, and situation fulfilment

Manpower analysis: the data, projections, and what is involved.

Critical data and software are needed to do the job.

Understanding the pillars of performance.

Understanding competencies.

Productivity in workforce planning recruitment

Essential applications of software supporting workforce recruitment solutions.

DAY 4

The correct principle in workforce planning.

The trend analysis, retrospective, and projective techniques.

Utilizing techniques like Monte Carlo simulation in workforce planning.

Examining the financial advantages through manpower data correlations.

Succession planning - the three-option approach.

Group development for succession planning.

Individual and deputy selection.

External selection through workforce recruitment programs.

DAY 5:

Exploring the psychological contract within the context of pay and rewards.

Innovations in recruitment: new techniques equalling new results.