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Objectives

• Consider a number of strategic models for manpower planning.
• Master and be able to use methods to explore predictive trends.
• Be able to convert predictive data into a  monetary value .
• Re-energise interviewing, appraisal processes and systems .
• Create a methodology to present business information effectively
• Be aware of organisational measurement tools and those that can be applied to individuals .
• Develop business techniques in order to manage the manpower planning process .
• Discuss a number of clearly worked examples from the world of International Business for your reference and use back at work .
• Plan and implement action plans for self and individuals/managers involved in the Manpower Planning process .
• Be able to draw a business  process map .

The Delegates

• Manpower planning managers/supervisors .
• personnel who are involved in manpower planning .
• Succession/Emergency Planners .
• Anyone who is specifically interested in maximising the Human Resource, especially professionals who are seeking. to improve efficiency in manpower planning .
• Managers who are interested in succession planning and improving resource management .
• Facilitators who operate across the business functions .

The Contents

• Introduction and course overview.
• Understanding the new HRM model and how it fits into the Strategic context:
  • Human resource Management – the three component parts: Data Collection, Analysis and forecasting and Succession planning.
  • How the new 8 step strategic planning model works and its relevance to HRM.
  • The challenges for HRM as organisations mature .
  • Translating the strategy into achievable action –how to get commitment to action ?
• Manpower planning into action :
  • Getting to grips with all the element HR can measure as part of manpower (HRM) planning.
  • How to use correlations to identify key trends use of Pearson’s Moment Correlation .
  • How to translate data into trend graphs .
  • Delivering Manpower supply –identifying who the weakest link is likely to be
• Three key processes to enhance the value of your staff :
  • How manpower supply can be enhanced –Recruitment and new selection methods
  • How to improve development skills and capabilities of new employees and upgrade existing employees
  • Performance Appraisal –correctly used –the king of performance tools
  • How to manage divestment – practical strategies
  • The value of process re –engineering for  HR .
• Succession planning:
  • Three different approaches to succession planning .
  • How to design a succession model to achieve the RIGHT model
  • What competencies are needed –there are five different approaches –what’s right for you?
  • The value of benchmarking and where to bench mark.
• Delivering your plan:
  • Practical review of progress
  • Likely action for returning to work
  • Measuring success
• Course assessment  .

Notes:

• Great Discount for companies and governmental Organizations .
• All programs are held in five star hotels .
• All lecturers have sufficient knowledge and experience to implement the programs at an optimal level .
• Large package of services is offered to the participants .

The Discount

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