Strategic Workforce Planning
$59.00
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Description
Strategic Workforce Planning Training Course
Overview:
The Strategic Workforce Planning Training Course is designed to provide participants with the knowledge and skills necessary to develop and implement an effective workforce plan. The course will cover a wide range of topics, including how to assess current and future workforce needs, identify talent gaps, create a talent pool, and develop succession plans. In addition, the course will also address the importance of workforce analytics and how to use data to drive workforce planning decisions.
Upon completion of the course, participants will be able to:
– Understand the concept of strategic workforce planning and its importance
– Identify the steps involved in developing a workforce plan
– Conduct a needs assessment to determine current and future workforce requirements
– Identify talent gaps and create a talent pool to address those gaps
– Develop succession plans to ensure continuity of key roles and functions
– Use data and analytics to drive workforce planning decisions
Course Outline
I. Introduction:
A. What is Strategic Workforce Planning?
B. Benefits of Strategic Workforce Planning
C. Overview of the Training Course
D. Course Objectives
E. Who Should Attend this Course?
F. Course Format
G. Prerequisites for this Course
H. Certificate of Completion
II. The Strategic Workforce Planning Process:
A. Defining the Workforce Plan
B. Conducting a Workforce Analysis
C. Developing Strategies to Address Workforce Gaps
D. Implementing the Workforce Plan
E. Monitoring and Evaluating Progress
F. Updating the Workforce Plan
III. Tools and Techniques for Strategic Workforce Planning:
A. Job Analysis
B. Environmental Scanning
C. SWOT Analysis
D. Gap Analysis
E. Workforce Modeling
F. Succession Planning
G. Talent Management
H. Change Management
I. Project Management
J. Communications Planning
This course is intended for human resource professionals, business leaders, and anyone else who is responsible for developing and implementing a workforce plan. If you are looking to gain a better understanding of how to create an effective workforce plan, this course is for you.
Glossary of Terms & Concepts from the Course
Strategic workforce planning: A process for determining the future workforce needs of an organization and developing plans to meet those needs.
Workforce analysis: The process of assessing the current and future workforce needs of an organization.
Workforce gap: A difference between the workforce that an organization currently has and the workforce that it will need in the future.
Talent pool: A group of individuals with the skills and experience needed to fill future workforce requirements.
Succession planning: A process for identifying and developing individuals who are capable of assuming key roles within an organization.
Workforce modeling: The process of creating simulations to predict future workforce needs.
Talent management: The process of attracting, developing, and retaining individuals with the potential to fill future workforce requirements.
Change management: The process of planning, implementing, and monitoring changes to an organization.
Project management: The process of planning, executing, and controlling projects.
Communications planning: The process of developing a communications strategy for an organization.
Strategic Workforce Plan:
The strategic workforce plan is a document that outlines the long-term human resources needs of an organization. It takes into account the current workforce, projected future workforce needs, and the strategies that will be used to address any gaps. The plan also includes a timeline for implementing the various strategies and ensuring that the goals are met.
Workforce Planning Strategy:
The workforce planning strategy outlines the steps that will be taken to identify and meet the future workforce needs of an organization. It takes into account the current workforce, projected future workforce needs, and the strategies that will be used to address any gaps. The strategy also includes a timeline for implementing the various strategies and ensuring that the goals are met.
Business Strategy:
The business strategy is the overall plan for achieving the desired results of an organization. It takes into account the current workforce, projected future workforce needs, and the strategies that will be used to address any gaps. The strategy also includes a timeline for implementing the various strategies and ensuring that the goals are met.
Addressing Current Workforce Gaps:
One of the goals of the workforce planning strategy is to address any current workforce gaps. This includes identifying the skills that are needed and developing plans to attract and retain individuals with those skills. It may also involve training or retraining existing employees to fill the gaps.
Business Objectives:
The business objectives are the goals that an organization hopes to achieve. They should be specific, measurable, achievable, relevant, and time-bound. The workforce planning strategy should be designed to help an organization meet its business objectives.
Aging Workforce:
One of the challenges that organizations face is an aging workforce. As employees retire, they take with them a wealth of knowledge and experience. This can create a skills gap that needs to be filled. The workforce planning strategy should address this issue by identifying the skills that will be needed in the future and developing plans to attract and retain individuals with those skills.
Anticipating Future Hiring:
Another goal of the workforce planning strategy is to anticipate future hiring needs. This includes identifying the skills that will be needed in the future and developing plans to attract and retain individuals with those skills. It may also involve training or retraining existing employees to fill the gaps.
Workforce Planning Model:
There are a variety of workforce planning models that organizations can use. The model that is best for an organization will depend on its specific needs. Some of the more common models include the skills matrix, replacement chart, and manpower planning.
Competitive Advantage:
The workforce planning strategy should be designed to give an organization a competitive advantage. This can be achieved by identifying the skills that will be needed in the future and developing plans to attract and retain individuals with those skills. It may also involve training or retraining existing employees to fill the gaps.
Skills Gap:
One of the challenges that organizations face is a skills gap. This occurs when there is a mismatch between the skills that are needed and the skills that employees have.
Business Planning:
The business planning process is the overall plan for achieving the desired results of an organization. It takes into account the current workforce, projected future workforce needs, and the strategies that will be used to address any gaps. The strategy also includes a timeline for implementing the various strategies and ensuring that the goals are met.
Business Goals:
The business goals are the goals that an organization hopes to achieve. They should be specific, measurable, achievable, relevant, and time-bound. The workforce planning strategy should be designed to help an organization meet its business objectives.
Future Needs:
One of the goals of the workforce planning strategy is to anticipate future needs. This includes identifying the skills that will be needed in the future and developing plans to attract and retain individuals with those skills. It may also involve training or retraining existing employees to fill the gaps.
Staffing Costs:
Another goal of the workforce planning strategy is to minimize staffing costs. This can be achieved by identifying the skills that will be needed in the future and developing plans to attract and retain individuals with those skills. It may also involve training or retraining existing employees to fill the gaps.
Long Term Business Objectives:
The workforce planning strategy should be aligned with the organization’s long-term business objectives. This means that the goals of the strategy should support the overall goals of the organization.
Business Outcomes:
The workforce planning strategy should be designed to achieve specific business outcomes. These outcomes should be aligned with the organization’s business objectives.
Talented Employees:
One of the goals of the workforce planning strategy is to attract and retain talented employees. This can be achieved by identifying the skills that will be needed in the future and developing plans to attract and retain individuals with those skills. It may also involve training or retraining existing employees to fill the gaps.
Human Resources:
The human resources department is responsible for implementing the workforce planning strategy. They will work with line managers to identify the skills that are needed and develop plans to attract and retain individuals with those skills. They will also provide training and development opportunities for employees.
Talent Risks:
There are several risks associated with the workforce planning strategy. These include the risk of losing talented employees, the risk of not being able to attract and retain talented employees, and the risk of not being able to meet the needs of the organization.
Business Models:
The workforce planning strategy should be designed to fit the specific business model of the organization. This means that the goals and strategies of the workforce planning should be tailored to the needs of the organization.
Organization’s Strategy:
The workforce planning strategy should be aligned with the organization’s overall strategy. This means that the goals of the workforce planning should support the overall goals of the organization.
Employee Turnover:
One of the risks associated with the workforce planning strategy is employee turnover. This risk can be minimized by developing strategies to retain employees and providing training and development opportunities.
Talent Analytics:
Talent analytics is a tool that can be used to identify the skills that will be needed in the future and develop plans to attract and retain individuals with those skills. It can also be used to identify the most effective training and development programs.
Workforce Planning Process:
The workforce planning process includes several steps. The first step is to identify the business objectives. The second step is to assess the current workforce. The third step is to develop the workforce plan. The fourth step is to implement the workforce plan. The fifth step is to evaluate the results of the workforce plan.
Workforce Planning Tools:
There are several tools that can be used to help with the workforce planning process. These include talent analytics, workforce planning software, and online resources.
Workforce Planning Best Practices:
There are several best practices that should be followed when developing a workforce planning strategy. These include aligning the workforce plan with the organization’s business objectives, assessing the current workforce, developing the workforce plan, implementing the workforce plan, and evaluating the results of the workforce plan.
Basic Guiding Principles:
There are several basic principles that should be followed when developing a workforce planning strategy. These include aligning the workforce plan with the organization’s business objectives, assessing the current workforce, developing the workforce plan, implementing the workforce plan, and evaluating the results of the workforce plan.
Growth Percentage:
The growth percentage is a key factor that should be considered when developing a workforce planning strategy. This percentage will help to determine the number of employees that will be needed in the future.
Future Staffing:
Future staffing needs should be considered when developing a workforce planning strategy. This includes predicting the types of positions that will be needed in the future and the number of employees that will be needed to fill those positions.
Continued Growth:
Continued growth should be considered when developing a workforce planning strategy. This includes predicting the rate of growth for the organization and the impact that this growth will have on the workforce.
Internal Promotions:
Internal promotions should be considered when developing a workforce planning strategy. This includes identifying the employees that have the potential to be promoted and developing plans to promote them.
Mass Retirement:
Mass retirement should be considered when developing a workforce planning strategy. This includes predicting the number of employees that will retire in the future and the impact that this will have on the workforce.
Future Potential:
Future potential should be considered when developing a workforce planning strategy. This includes identifying the employees that have the potential to be promoted and developing plans to promote them.
HR Leaders:
HR leaders should be involved in the workforce planning process. They can provide valuable insights and perspectives that can help to make the process more effective.
Strategic Decisions:
Strategic decisions should be made when developing a workforce planning strategy. These decisions can have a significant impact on the future of the workforce and the organization.
Potential Challenges:
There are several potential challenges that can be faced when developing a workforce planning strategy. These challenges include predicting the future, dealing with mass retirements, and managing the talent pipeline.
HR Analytics:
HR analytics can be used to help with the workforce planning process. This includes using data to assess the current workforce, predict future staffing needs, and develop plans to meet those needs.
Plan Ahead:
It is important to plan ahead when developing a workforce planning strategy. This includes predicting the future, assessing the current workforce, and developing plans to meet the future needs of the organization.
Data Driven Approach:
A data driven approach should be used when developing a workforce planning strategy. This includes using data to assess the current workforce, predict future staffing needs, and develop plans to meet those needs.
Long Term Focus:
A long term focus should be used when developing a workforce planning strategy. This includes considering the future of the organization and the workforce, and developing plans to meet the future needs of both.
Critical Roles:
Critical roles should be considered when developing a workforce planning strategy. This includes identifying the roles that are essential to the organization and developing plans to ensure that these roles are filled.
Revenue Goals:
Revenue goals should be considered when developing a workforce planning strategy. This includes predicting the revenue that the organization will generate in the future and the impact that this will have on the workforce.
Key Roles:
Key roles should be considered when developing a workforce planning strategy. This includes identifying the roles that are essential to the organization and developing plans to ensure that these roles are filled.
Key Areas:
Key areas should be considered when developing a workforce planning strategy. This includes identifying the areas that are essential to the organization and developing plans to ensure that these areas are staffed.
Current Performance:
Current performance should be considered when developing a workforce planning strategy. This includes assessing the current workforce, predicting future staffing needs, and developing plans to meet those needs.
Demographic Changes:
Demographic changes should be considered when developing a workforce planning strategy. This includes assessing the impact that these changes will have on the workforce and the organization, and developing plans to address them.
People Analytics:
People analytics can be used to help with the workforce planning process. This includes using data to assess the current workforce, predict future staffing needs, and develop plans to meet those needs.
Skill Set:
The skill set of the workforce should be considered when developing a workforce planning strategy. This includes assessing the current skills of the workforce, predicting future staffing needs, and developing plans to meet those needs.
Action Plan:
An action plan should be developed when implementing a workforce planning strategy. This plan should include the steps that need to be taken in order to meet the future staffing needs of the organization.
Low Potential:
Employees with low potential should be considered when developing a workforce planning strategy. This includes assessing the current workforce, predicting future staffing needs, and developing plans to meet those needs.
Business Needs:
The business needs of the organization should be considered when developing a workforce planning strategy. This includes assessing the current workforce, predicting future staffing needs, and developing plans to meet those needs.
Customer Testimonials
***** 5/5 “The Strategic Workforce Planning Training Course was extremely instructive, and it supplied me with the tools I needed to create and implement an effective workforce plan. The course was also very well run, and the instructor was quite skilled.”
– Mark Stevens, HR Director
**** 4/5 “I gained a better understanding of the process of workforce planning and how to use data and analytics to make personnel decisions after taking this course. I’d recommend this course to anybody who is in charge of creating and executing a workforce strategy.”
– Lisa White, Business Analyst
**** 4/5 The Strategic Workforce Planning Training Course is an excellent way to gain the skills needed to create and execute an impactful workforce plan. The course provides detailed information and practical examples that are easy to follow. I would highly recommend this course to anyone who wants learn more about workforce planning.
– Pierre LeBlanc, Business Owner
