Manpower Planning and Employment Stability

Code Date City Fees Register
HR008 April 21, 2024 - April 25, 2024 Dubai – UAE $ 5000

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HR008 July 14, 2024 - July 18, 2024 London $ 5000

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HR008 October 20, 2024 - October 24, 2024 Istanbul $ 5000

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HR008 January 12, 2025 - January 16, 2025 Online $ 1500

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  • By the end of this Course participants will be able to:
  • Define workforce planning in the context of the organization’s human resources.
  • Understand how workforce planning relates to the organization’s overall strategic plan.
  • Understand the concept of labor demand and labor supply.
  • Understand the impact of external labor markets on this critical business process.
  • Provision of human resources through training, promotion, succession planning and other similar tools.
  • Reducing replacement costs associated with hiring and leaving .
  • Improve employee morale.
  • Develop personnel and retention processes and policies to meet educational requirements

The Delegates

  • HR Directors.
  • HR Heads.
  • HR Professionals.
  • Manpower Planning Managers.
  • HR officers.
  • HR Supervisors.
  • Career Analysts.
  • HR Analyst.
  • Career Development Manager.
  • HR Specialists.
  • Training Managers/Executives.

The Contents

  • Introduction and Course overview:
  • Define workforce planning and its importance relationship with the company’s strategic vision.
  • Workforce scheduling and links with other HR processes
  • KPIs (key performance indicators) for staffing plans.
  • Analysis of Manpower Planning:
  • Anticipate human resource needs according to the company’s vision, long-term goals, medium-term and short-term goals.
  • Workforce scheduling techniques and backup cards.
  • Record staffing requirements for different projects in different departments.
  • Preparing and inventorying the actual number and capabilities of resources.
  • Analysis of the current and future external and internal factors affecting workforce planning.
  • Roles and responsibilities.
  • Forming the Workforce as Planned:
  • Fill the workforce gap.
  • Strategic issues to consider when closing the gap.
  • Monitoring and Evaluation:
  • Process integration.
  • Methods and means of collecting feedback.
  • Process audit.
  • Beyond Human Resources Planning:
  • Leverage workforce planning to support management decisions regarding promotions, transfers, succession planning, and more.
  • Ensure a regular inflow of talent.
  • Measuring the effectiveness and efficiency of the staffing processes.
  • Regular review and analysis of labor force supply and demand gaps.
  • Evaluate other staffing options.

The Discount

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