ICTD International Centre for Training and Development

Workforce Planning Statistical Analysis

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About the course

Workforce planning is a systematic process for identifying and addressing the gaps between the current and future workforce resources and needs.

Course Objectives

By the end of the program, participants will be able to:

  • Use and understand the HR strategic model and its impact for manpower planning
  • Master the key data managers for manpower planning information production
  • Mater organizational design and organizational structures including downsizing and more importantly right sizing
  • Plan succession planning effectively using the three approach method
  • Know how to produce predictive forecast information and its benefits to the organization
  • Show other how to do business process mapping and demonstrate the benefits of workflow management

Course Outline

Structure and strategy for HRP

  • Introduction and seminar objectives
  • The difference between the old and new roles of manpower planning
  • How HRP departments need to be structures
  • The three principal areas of operation in today’s HRP function
  • Area One - STRATEGY - What is strategy and how we are involved
  • The 10 key inputs for HRP
  • Predictive tools for organizational change – the LAND/MILLER model
  • Case study and group exercise

Understanding Organizational Design

  • The basis of organizational design
  • Downsizing – case study and group work
  • Right sizing any organization
  • How much does the human resource cost – calculating your value – case study
  • How to calculate how many people you need in any organization – group work
  • Which employees give the most value? – Case study
  • What does lost production cost – group work
  • Review of group work

Producing Management Information

  • Of the 52 formula’s used by manpower planners less that 10 really work
  • What management information is critical – group work
  • Two critical criteria for HRP
  • Understand Competencies and their essential role in forecasting
  • Demonstration on how to measure and forecast competency data
  • Performance – what is it –how to measure it and how to predict it – demonstration and group work
  • How to do some of the key calculations needed in today’s HRP
  • Software needed for calculations and predictive forecasting

Key Process to Master in HRP

  • There are 3 critical process that support and are critical to the new HRP function
  • Recruitment and selection – cost of poor recruitment – exercise review – lessons learnt
  • Performance appraisal –The key role performance appraisal has on HRP statistical information
  • Business process re-engineering – Why BPR is so essential
  • How to create Business process maps – group work and case study
  • How to get benefits from process mapping – group exercise
  • Presenting the business benefits

Workflow Management Succession Planning & Emergency Planning

  • The business need for work flow management
  • Workflow management – have efficient can you make this company – what is the value you have created?
  • Case study and group work
  • New approaches to targeted succession planning – three different approaches
  • The critical role of testing and personality profiling.
  • Manpower planning’s role in emergency situations
  • Ways of solving critical manpower shortages

Course Methodology

A variety of methodologies will be used during the course that includes:

  • (30%) Based on Case Studies
  • (30%) Techniques
  • (30%) Role Play
  • (10%) Concepts
  • Pre-test and Post-test
  • Variety of Learning Methods
  • Lectures
  • Case Studies and Self Questionaires
  • Group Work
  • Discussion
  • Presentation

Who should attend

  • HR personnel, Managers, and those responsible for organizational efficiency. Anyone who is interested in how to maximize your human resource.
  • All existing personnel involved in either manpower planning or succession planning who wish to significantly upgrade their skills and knowledge

Course reviews

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