DAY 1 -

INTRODUCTION TO MANPOWER PLANNING STRATEGIES

• Introductions, programme, objectives and ways of working
• HR models and how to support potential future organisational requirements and structure
• The growing business importance of HR manpower planning (HRMP)
• The pace of change, shaping organisations, work requirements – the effects on today’s organisation
• Trends – expanding, reducing and right sizing; what’s appropriate – use of decision making tools and worked examples
• The four main areas of manpower planning – Strategic focus, Data/analysis, manpower planning and people development including case studies
• Daily review

DAY 2 -

MANPOWER PLANNING, STRATEGIC FOCUS FROM FIRST PRINCIPALS

• The new HR strategic map explained
• How to create and deploy a strategic template – exercise and case study
• Measuring organisational health including maturity, a trigger for manpower planning activities – case study and exercise
• Converting vision and strategy into workable plans, the collection and analysis of business challenges to trigger appropriate action – including exercise
• Processes for delivering on time and creation of budgets
• Daily review

Monitoring and updating strategic trends – case study and exercise

• Use of predictive software to support the supply of talented manpower
• How to measure relationships and understand results – exercises
• The strategy of using unit costs approach to create a winning solution
• Individual performance measurement, exactly how and why competencies are structured the way they are
• Managing expectations and individual’s needs by using objective data from current performance
• Measuring and forecasting individuals future performance using behavioral techniques
• Daily review

DAY 4 -

MANPOWER SUPPLY - BUSINESS PLANNING AND ASSESSMENT TOOLS AND TECHNIQUES

• Selecting the “right” principal for manpower supply
• Consider three approaches to satisfy short and longer term succession planning requirements
• The use of pre selection techniques for key posts – the role of psychometric testing, emotional intelligence and assessment centres, agreements and individual visual development maps
• Business reviews – why manpower planning should a regular topic for discussion, and where it has an impact – case – study
• Daily review

Day 5

EXECUTING THE MANPOWER PLANNING PROCESS, AND ENSURING CONNECTION WITH BUSINESS REQUIREMENTS TO MAXIMIZE RETURNS

• The use of management tools and techniques to achieve maximum effect
• Why performance appraisals used in isolation do not work when selecting individuals into development or talent pools
• Reacting to requirements and situations, talent pools, individual selection and head hunting

• Working within the agreement by the individual and the business in order to achieve the business goals

• How the whole manpower planning process should ‘fit’ together
• Final review and presentation of certificates and CPE points