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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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