Manpower Planning and Employment Stability

Code Date City Fees Register
IS008 June 2, 2024 - June 6, 2024 Cairo - EGYPT $ 4000

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IS008 September 29, 2024 - October 3, 2024 Online $ 1500

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IS008 December 1, 2024 - December 5, 2024 Dubai – UAE $ 5000

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IS008 March 24, 2025 - March 26, 2025 Basel $ 3000

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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)

2024-04-25T06:40:52+00:00