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Objectives

• 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.

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)