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.
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?
Anyone involved in HR planning
Anyone who is or will be responsible for human resources management
The Course Content
Day 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
Day 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
Day 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
Critical software needed to activate the above
Day Four: Situational Fulfillment of Manpower
Understanding the “right” principle
Trend analysis, retrospective, and projective techniques
Use of Monte Carlo simulation
Manpower data correlations
Group development for succession planning
Individual and deputy selection
Day 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
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