Training Course Goals of Improving Manpower Planning as well as Training Management

• Consider a number of strategic designs for workforce planning
• Master and also be able to utilize approaches to explore anticipating fads.
  
• Develop company methods in order to manage the workforce planning procedure
• Strategy and also implement action prepare for self as well as individuals/managers associated with the Workforce Preparation process
• Connect all the above stated to managing the training function in an organization

Day 1
The dynamic role of manpower planning vis-à-vis Training Management

• Introductions, programmed, objectives, and ways of working

• HR models and how to satisfy potential future organizational structures

• The growing business importance of HR manpower planning (HRMP)

• The changing shape of organizations and work requirements – the effects on today’s organization

• Trends – right-sizing; what’s appropriate – use of decision-making tools and examples

• The four main areas of manpower planning – Strategic focus, Data and analysis, manpower planning, and people development including a case study

Day 2
The strategic focus on manpower planning from first principals

• The new HR strategic map

• How to use a strategic template – exercise and case study

• Measuring organizational maturity – a trigger for manpower planning activities – exercise

• Converting strategy into workable plans, the collection, and analysis of business data to trigger appropriate action

• Techniques for delivering on time and on budget

Day 3
Manpower, forecasting, trend analysis, and Training planning

• Understanding trends – examples and exercise

• Use of predictive software to support the supply of manpower

• How to measure relationships and understand results – exercises

• The need for using unit costs – exercise

• Individual measurements, exactly how competencies are structured

• Managing expectations and individual’s needs

• Measuring and forecasting individual’s performance using behavioral techniques

Day 4
Manpower supply – Business planning and manpower re-engineering

• Selecting the “right” principal for manpower supply

• Consider the three approaches to succession planning

• The use of pre-selection for key posts – the role of psychometric testing, emotional intelligence assessment centers, agreements, and visual development maps

• Business review – why manpower planning should be considered and where it has an impact

• Explore the linkages and interrelation with training

Day 5
Making the Manpower planning process fit together to maximize results

• The use of management tools and techniques to achieve maximum effect

• Why performance appraisals on their own don’t work for selection into development pools

• Three approaches, talent pool, individual selection, and headhunting

• The cooperation needed in order to achieve the business benefits

• How the whole manpower planning process should ‘fit’ together with HR & Training function