Talent Acquisition and Workforce Planning

Introduction:

This Talent Acquisition and Workforce Planning course provides a comprehensive understanding of the modern Human Resource Planning (HRP) cycle. HRP has become a pivotal focus in HR departments, with some organizations establishing dedicated HRP divisions. Participants will gain proficiency in the latest tools, skills, and software required for effective manpower planning and learn to excel using cutting-edge HRP strategies.

Objectives:

Upon completion of this course, participants will be able to:

• Implement the new linear strategic model for manpower planning within their organizations.
• Calculate and analyze manpower data, including predictive trends.
• Manage all segments of the manpower model, including data collection, processing, and succession planning.
• Design organizational charts and ratios.
• Select appropriate software for predictive trend analysis and forecasting.
• Create business process maps and perform business process re-engineering.
• Apply principles of job analysis and evaluation.
• Conduct thorough job analysis interviews.
• Write clear and accurate job descriptions based on detailed job analysis.
• Advocate for the importance of job evaluation to ensure internal consistency and fairness.

Training Methodology:

• Role-Playing Scenarios
• Software Training Sessions
• Business Process Mapping Trainings
• Job Analysis Drills
• Organizational Chart Design Exercises
• Predictive Trend Analysis Trainings
• Succession Planning Workshops
• Job Description Writing Sessions
• Job Evaluation Techniques
• Peer Review and Feedback Sessions

Course Outline:

Unit 1: Manpower Strategy and Organizational Analysis

• The role and significance of contemporary manpower planning.
• Strategic timelines for effective manpower planning.
• Key inputs of the new strategic model.
• Emergency planning and its role in manpower planning.
• The "land model" for organizational change.
• Case study on manpower planning.

Unit 2: Organizational Design, Downsizing, Right-Sizing, and Employee-to-Manager Ratios

• Principles of organizational design.
• Major faults in organizational design for the 21st century.
• Rules for determining manpower levels.
• Teamwork in management level and productivity determination.
• Concepts of downsizing and right-sizing.

Unit 3: The Three Key Functions of Today’s Manpower Planners

• Strategic focus, manpower analysis, predictive forecasting, and situational fulfillment.
• Data involved in manpower analysis and projections.
• Essential software for manpower planning.
• Understanding performance, competencies, and productivity.

Unit 4: Situational Fulfillment of Manpower

• Principles of the "right" approach.
• Retrospective, trend analysis, and projective techniques.
• Use of Monte Carlo simulation.
• Manpower data correlations and financial benefits.
• Succession planning and external selection methods.

Unit 5: The Five Critical Processes That Support Manpower Planning

• Pay and rewards: The psychological contract.
• Recruitment techniques and innovations.
• Modern interviewing techniques.
• Effective and measurable training.
• Performance appraisal policies and procedures.
• Business process re-engineering.