Organizational Manpower , Succession Planning

Code Date City Fees Register
HR005 April 28, 2024 - May 2, 2024 Al-Doha $ 5000

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HR005 July 7, 2024 - July 11, 2024 Madrid $ 5000

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HR005 October 27, 2024 - October 31, 2024 Dubai – UAE $ 5000

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HR005 December 8, 2024 - December 12, 2024 Dubai – UAE $ 5000

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Objectives

  • By the end of this Course participants will be able to:
  • Use the new linear strategic model works for manpower planning
  • Calculate and produce convincing results from manpower data including predictive trends .
  • How each segment of the manpower model works, data collection, analysis and succession planning .
  • Design and master the ability to construct organizational charts and ratios .
  • Know what software to use for predictive trend analysis and forecasting

The Delegates

  • HR Personnel .
  • Manpower Planners .
  • Department Heads .
  • Succession Planners and Developers .

The Contents

  • Manpower Strategy and Organizational Analysis (1) :
  • The critical role of the new manpower planning activity .
  • Getting strategic time lines for effective manpower planning .
  • The new strategic model and the 10 critical inputs .
  • Emergency planning –the critical role of manpower planning .
  • Predicting when the organisation needs to change – use of the land model .
  • The land model – questionnaire .
  • Case study on Manpower planning –what should manpower planning do?
  • Organizational Design, Down Sizing, Right Sizing and Employee to Manager Ratios :
  • How organizations are designed
  • Organizational design and its two major faults for the 21st century
  • The rules that apply to determine manpower levels – Exercise F and group feedback
  • The value of team working and its impact on management levels and productivity
  • The Three Key Functions of Today’s Manpower Planners :
  • The three areas, Strategic focus, Manpower analysis and predictive fore casting (2) and Situation fulfillment .
  • Manpower analysis – data and projections – what is involved ?
  • Critical data needed and software to do the job .
  • Understanding performance – data needed .
  • Understanding competencies – data needed .
  • Understanding productivity – data needed .
  • Critical software needed to action the above –demonstration
  • Case study, rightsizing and producing a work flow improvement in an existing organisation

 

  • Situational Fulfillment of Manpower (3) :
  • Understanding the “right” principle .
  • Trend analysis, retrospective and projective techniques .
  • Use of Monte Carlo simulation – demonstration and discussion .
  • Manpower data correlations – the financial advantage to the organisation .
  • Succession planning – the three option approach .
  • Group development for succession planning – option 1 .
  • Individual and deputy selection – option 2 .
  • External selection – use of head hunters – option 3 .
  • The Five Critical Processes That Support Manpower Planning
  • Pay and rewards – the psychological contract .
  • Recruitment – new techniques = new results .
  • Innovations in interviewing .
  • Training – making training effective and measurable .
  • The critical role of performance appraisal .
  • Business process re engineering –demonstration and practical exercise .

The Discount

10% in case of Three P. (or more)

Course File

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2024-05-23T12:49:33+00:00