Workforce Planning and Recruitment

Section One: Manpower Strategy And Organisational Analysis

• The Critical Role Of The New Manpower Planning Activity
• Getting Strategic Timelines For Effective Manpower Planning
• The New Strategic Model And The Critical Inputs
• Emergency Planning - The Critical Role Of Manpower Planning
• Predicting When The Organization Needs To Change
• What Should Manpower Planning Do?
• Case Study And Review

Section Two: Organisational Design

• How Organizations Are Designed
• Organisational Design And Its Two Major Faults For The 21st Century
• The Rules That Apply To Determine Manpower Levels
• The Value Of Team Working And Its Impact On Management Levels And Productivity
• Case Study And Review

Section Three: The Key Functions Of Today’s Manpower Planners

• Strategic Focus, Manpower Analysis And Predictive Forecasting And Situation Fulfillment
• Manpower Analysis - Data And Projections - What Is Involved
• Critical Data Needed And Software To Do The Job
• Understanding Performance
• Understanding Competencies
• Understanding Productivity
• Critical Software Needed To Activate The Above

Section Four: Situational Fulfillment Of Manpower

• Understanding The 'right' Principle
• Trend Analysis, Retrospective, And Projective Techniques
• Use Of Monte Carlo Simulation
• Manpower Data Correlations
• Succession Planning
• Group Development For Succession Planning
• Individual And Deputy Selection
• External Selection

Section Five: The Critical Processes That Support Manpower Planning

• Pay And Rewards - The Psychological Contract
• Recruitment - New Techniques
• Innovations In Interviewing
• Training - Making Training Effective And Measurable
• The Critical Role Of Performance Appraisal
• Business Process Re-Engineering