Manpower Planning: Strategy Development, Execution & Assessment

Section One: DEVELOPING MANPOWER PLANNING STRATEGIES

• The importance of a strategic approach to manpower planning
• HR models and how to support potential future organizational requirements and structure
• The growing business importance of HR manpower planning (HRMP)
• The pace of change, shaping organizations, work requirements – the effects on today’s organization
• Trends – expanding, reducing and right-sizing; what’s appropriate – use of decision-making tools and worked examples
• The four main areas of manpower planning – Strategic focus, Data/analysis, manpower planning and people development including case studies

Section Two: MANPOWER PLANNING AND DELIVERY; STRATEGIC FOCUS

• The new HR strategic map explained
• How to develop and execute a strategic model – exercise and case study
• Measuring organizational health including maturity, a trigger for manpower planning activities – case study and exercise
• Converting vision and strategy into workable plans, the collection, and analysis of business challenges to trigger appropriate action – including exercise
• Processes for delivering on time and creation of budgets

Section Three: MANPOWER PLANNING APPROACH; FORECASTING AND TREND ANALYSIS

• Monitoring and updating strategic trends – case study and exercise
• Use of predictive software to support the supply of talented manpower
• How to measure relationships and understand results – exercises
• The strategy of using unit costs approach to create a winning solution
• Individual performance measurement, exactly how and why competencies are structured the way they are
• Managing expectations and individual’s needs by using objective data from current performance
• Measuring and forecasting individuals future performance using behavioral techniques

Section Four: MANPOWER SUPPLY – BUSINESS PLANNING, ASSESSMENT TOOLS, AND TECHNIQUES

• Selecting the “right” principal for manpower supply
• Consider three approaches to satisfy short and longer-term succession planning requirements
• The use of pre-selection techniques for key posts – the role of psychometric testing, emotional intelligence and assessment centers, agreements and individual visual development maps
• Business reviews – why manpower planning should a regular topic for discussion, and where it has an impact – case study

Section Five: DELIVERING THE MANPOWER PLANNING PROCESS, AND MAXIMISING RETURNS

• Why performance appraisals used in isolation do not work when selecting individuals into development or talent pools
• Understand the value of manpower planning, and importance of staff satisfaction
• Reacting to requirements and situations, talent pools, individual selection and headhunting
• Working within the agreement by the individual and the business in order to achieve the business goals
• How the whole manpower planning process should ‘fit’ together