Course Description
This course provides participants with all they need to know about the new manpower planning cycle - now called Human Resource Planning (HRP). This has become the fastest growing and most dynamic area in today’s Human Resources departments. In some organizations, its value is fully recognized and it becomes a department in its own right.
What Do Participants Learn?
- 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 work, 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
- Be able to draw a business process map and understand how to do business process re-engineering.
Who Should Attend?
- Managers
- Supervisors
- Executives
- Anyone involved in HR planning
- Anyone who is or will be responsible for human resources management
What Will the Learning Experience Include?
Phase: 1
Introduce
- Comprehensive pre-program activities include:
- Web-based information forms & surveys completed by attendee.
- Direct consultation with the attendee about the expectations.
- During the training, participants engage in data, activities, and conversations that lead to insight and knowledge.
- Participants learn from expert trainers who have both academic and business experiences.
- Highly applicable training content & instructive activities for adding depth to training topics.
- **A half-day site visit for integrating the experience & plan next steps. Opportunities to provide connections, ideas & support.
Phase: 2
Explore & Practice
Phase: 3
Apply
- Apply & sustain the learning experience by using this ongoing support:
- To ensure participant has new skills or behavior progress.
- Optional, fee-based mentoring & coaching with the trainer.
- Training materials & additional documents (e-books, pdf files, presentations and articles)
- Evaluate your training experience by giving us feedbacks and help us to reach our organizational goals.
- Participant's Evaluation
- Trainer's Evaluation
Phase: 4
EVALUATE
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