Strategic WorkForce Planning

About Course

Who is this course designed for?

The course is designed for mid to beginner level HR professionals who want to have a broad understanding of Strategic Work Force Planning.

What will you take away?

The learner will be able to understand and apply Work Force planning strategies to align with business strategy. The learner will be able to identify gaps in current and future work force requirements and devise strategies to fill the gaps.

Session :

Let’s Get Started!
Introduction to SWP
What is Strategic Workforce Planning?
Organizational Imperatives, Challenges, and Macro Trends
Strategic Workforce Planning Model
Apply Your Knowledge!
Aligning Future Workforce Requirements To Strategy
Key Concepts of SWP
Strategic Roles Within An Organisation
PESTLE Analysis
The Relationship Between Business Strategies and SWP
Apply Your Knowledge!
Environmental Scan
Sources of Recruitment
Build, Buy, Borrow
Acquiring Talent: Low Cost and Fast Acquisition
Talent Pipeline
Talent Risks Within An Organization
Gap Analysis And Current State Analysis
Gap Analysis
Current State Analysis (I)
Current State Analysis (II)
Apply Your Knowledge!
Predictive Analytics and Workforce Development Planning
Introduction to Predictive Analysis
Addressing Attrition With Predictive Analytics
Specialized Software for Workforce Planning
Workforce Development Planning (WDP)
WDP – Developing Your Workforce Competency
WDP – Talent Acquisition
WDP – Talent Management
WDP – Workforce Optimization
Apply Your Knowledge!
Program Evaluation

Planning for current and future workforce demand and supply to meet strategic and organizational objectives.
Demand side analysis: Quantitative and qualitative workforce requirements based on budget considerations, business strategy, and outcome objectives.
Environmental scan: Current internal/external supply & demand, risk factors, skills assessment.
Gap analysis: alignment on critical gaps, internal and external filling of gaps including the use of non-traditional sources of talent (e.g. contingent workforce) and contracting.
Predictive analytics: Employing analytics in determining attrition and the future supply of workforce.
Workforce development planning: To make recommendations on assessment and deployment, including learning and development, talent management, acquisition, compensation, workforce optimization, and organization design to deliver business impact.

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