Event Menu
 
  FREE eNewsletter
eNewsletter


 

  Home >> Events >> Human Resources >> Strategic Workforce Planning >> Programme Agenda

  Programme Agenda

DAY 1

WORKFORCE PLANNING - INTRODUCTION AND OVERVIEW

  • workforce planning explained
  • overview of workforce planning process
  • workforce planning process diagram
  • where does workforce planning fit?
  • relationship between workforce planning, strategic business planning and HR strategies
  • reasons why workforce planning is critical
  • 16 key questions to undertaking workforce planning
  • types of workforce planning (operational; strategic and workforce management)
  • documenting workforce planning
  • busting workforce planning myths
  • workforce planning checklist

INITIATING WORKFORCE PLANNING

  • determine your level of readiness
    • readiness assessment tool
  • ACTIVITY: self-assessment: determine your readiness
  • who is responsible?
  • gaining senior leadership buy-in
  • linking workforce planning to business and financial planning cycles

PLANNING FOR WORKFORCE PLANNING

  • clarify your objectives
  • establishing resources
  • ACTIVITY: self-assessment: assess your resources
  • determine scope: organizational level and workforce segmentation - time-frame setting
  • stakeholder engagement
  • risk assessment
  • ACTIVITY: self-assessment: assess your risks

DAY 2

SEGMENTING YOUR WORKFORCE

  • introduction...why segment?
  • approaches to workforce segmentation
    • organizational structure
    • location
    • job family
    • job function
    • job role
    • systematic workforce segmentation
  • profiling data sets
    • job family information
    • profile information
  • ACTIVITY: case study on workforce segmentation

DEMAND ANALYSIS

  • demand analysis explained
  • understanding your organization
  • current workforce demand
  • ACTIVITY: self-assessment...assess your current demand
  • future demand
  • ACTIVITY: self-assessment...assess your future demand
  • demand forecasting techniques and scenario planning
  • ACTIVITY: qualitative and Quantitative forecasting techniques
  • key questions on future demand
  • Internal demand drivers
  • external demand drivers
  • ACTIVITY: group activity on external demand drivers

DAY 3

SUPPLY ANALYSIS

  • supply analysis introduction
  • workforce database creation for workforce planning
  • skills and capability audit
  • team skills database
  • methods for assessing employee skills (RPL and RCC)
  • analyze current workforce
    • workforce by segment
    • workforce profile

INTERNAL SUPPLY

  • ACTIVITY: case study on internal supply
  • ACTIVITY: self-assessment on internal supply
  • future internal supply
    • creating a pool of talent for internal supply
    • examples of creating internal supply from the oil industry
    • BP virtual mentoring model
  • outflows and internal movements
  • assessing workforce trends
  • intention to leave survey
  • ACTIVITY: self-assessment on workforce trends

EXTERNAL SUPPLY

  • current external supply
  • ACTIVITY: self-assessment on external supply
  • future external supply
  • indicators of external supply
  • ACTIVITY: self-assessment on future external supply
  • ACTIVITY: bringing it all together with a SWOT on today's learning outcomes
  • formalize data collection
  • ACTIVITY: self-assessment on data collection

DAY 4

GAP ANALYSIS AND STRATEGY

  • gap analysis introduction
  • gap analysis criticality...likelihood and consequences
  • risk rating matrix
  • ACTIVITY: self-assessment on risk analysis
  • ACTIVITY: case study managing risk for workforce planning

STRATEGY AND INITIATIVE DEVELOPMENT

  • developing strategies to close gaps
  • manage or mitigate? assessment criteria
  • SMART strategies
  • elements of workforce planning strategies and initiatives
    • recruitment and selection
    • leadership development and talent management
    • employment conditions and remuneration
    • organization and management development
    • structure and job design
    • employment type
    • individual development
    • performance, recognition and reward
  • ACTIVITY: self-assessment on elements of workforce planning strategies and initiatives

IMPLEMENTATION

  • introduction to implementation
  • action planning
  • approval process
  • ACTIVITY: self-assessment on implementation
  • monitor, evaluate, review, adjust (MERA)
  • ACTIVITY: self-assessment on MERA
  • program close and Q&A
Click here to request brochure with complete and detailed agenda