COURSE OBJECTIVES:
At the end of this course the participants will be able to:
- 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 works, 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.
- Apply the basic principles of job analysis and evaluation.
- Prepare comprehensive job analysis interviews.
- Write clear job descriptions based on thorough job analysis.
- Defend the importance of job evaluation as a tool to guarantee internal consistency and fairness.
TARGET AUDIENCE:
- HR Managers.
- HR Supervisors.
- HR Professionals.
- HR Business Partners.
COURSE OUTLINE:
DAY 1: Manpower Strategy and Organisational Analysis
- The critical role of the new manpower planning activity.
- Getting strategic timelines for effective manpower planning.
- Emergency planning –the critical role of manpower planning.
- Predicting when the organization needs to change – use of the land model.
- The land model – questionnaire.
DAY 2: Organisational Design, Downsizing, Right-Sizing, and Employee to Manager Ratios
- How organisations 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.
- Downsizing.
DAY 3: The Three Key Functions of Today’s Manpower Planners
- The three areas, Strategic focus, Manpower analysis, and predictive forecasting, and Situation fulfilment.
- Manpower analysis – data and projections – what is involved.
- Critical data needed and software to do the job.
- Understanding performance, Competencies and Productivity.
- Critical software needed to action the above.
DAY 4: Situational Fulfilment of Manpower
- Trend analysis, retrospective, and projective techniques.
- Manpower data correlations – the financial advantage to the organisation.
- Group development for succession planning.
- Individual and deputy selection.
- External selection – use of head hunters.
DAY 5: The Five Critical Processes That Support Manpower Planning
- Pay and rewards – the psychological contract.
- Innovations in interviewing.
- Training – making training effective and measurable.
- The critical role of performance appraisal.
- Business process re-engineering.
This is an ONLINE training program.
