PROGRAM'S BACKGROUND

This unique course provides participants with all they need to know about the new manpower planning cycle –now called Human Resource Planning (HRP). This has become the fastest growing and most dynamic area in today’s Human Resources Departments. In some organizations its value is fully recognized and it became a department in its own right. The new manpower planning requires a complete set of new skills, tools and software. This advanced program will show you what needed and what results can be achieved.

Recent articles have projected a significant growth in HR, leading in this expansion is New Workforce planning, the dynamic arm of HR. New workforce planning is significantly different to the old manpower planning; it uses new techniques, innovative predictive software and produces accurate financial results. This program is in the frontline of these new practical and hands on techniques and processes. You will be able to:

›       Find out about the software needed for predictive manpower planning

›       Master the way to do organizational charts, and manager/ supervisor ratios

›       New approach used on this program will provide a very high ROI on your investment

›       Benefit from manpower utilization research

›       Use a strategic template to organize new workforce planning objectives and outcomes

›       Understand and be able to design structures in organizations using three templates

›       Use a new set of formulas that work

›       Use trend and correlation information to produce predictive forecasts

›       Master the new approaches to session planning, workflow design and business process mapping

PROGRAM'S OBJECTIVES

This Program’s Attendees Will Be More Able To:

›       Use the key inputs to form a strategic plan

›       Be able to use the organizational change model to forecast organizational change and when restructuring is appropriate

›       Master the new formulas and be able to dispense with those old formulas that no longer add value

›       Be able to select form from design models for organization design

›       Use techniques for predictive forecasting using your existing data

›       Master key succession planning, emergency planning, productivity management, workflow techniques and BPM

›       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

PROGRAM'S ATTENDEES

›       CEO’s and Directors

›       Department Heads

›       HR personnel

›       Those responsible for providing workforce data

›       Strategic planners

›       Succession planners

›       Anyone interested in the measurement of the Human Resource

›       Those interested in transforming HR into a profit center

›       Personnel involved in either manpower planning or succession planning who wish to significantly upgrade their skills and knowledge

PROGRAM'S OUTLINE

FROM STRATEGY TO ORGANIZATIONAL DESIGN & WORKING RATIOS

›       Introductions and program objectives

›       The key difference between manpower planning and new workforce planning

›       The importance of a strategic approach in workforce planning

›       The use of the organizational maturity tool

›       The critical inputs of workforce planning

›       How organizations are designed

›       The current types of organizational design

›       Innovations in reporting ratios

OUR ROLE IN ORGANIZATIONAL PRODUCTIVITY

›       What is productivity

›       Collecting the information (you already do this) but something extra

›       Understanding the ingredients – Competency and how to measure it

›       Understanding and measurement of productivity information

›       Reliability – what is it? How to measure and improve it

›       Measurement of reliability – new tools –great results

›       The value of time and people - essential calculations and information

›       The value to the organization of forecasting

TRENDS CORRELATIONS & VERY USEFUL NEW FORMULAS

›       What are trends

›       Correlations

›       Trend information for growth

›       Trend information for contraction

›       Formula for Rightsizing the organization

DOWNSIZING, RIGHT SIZING & WORKFLOW MANAGEMENT

›       What is the difference between downsizing and rightsizing?

›       Techniques for right sizing

›       Downsizing the organization

›       Calculating the value of rightsizing

›       Using workflow management to improve efficiency

›       How much can you improve productivity by?

›       Making the financial case – what is the added value here?

THE WORKFORCE PLANNING DASHBOARD / BUSINESS PROCESS MAPPING, SUCCESSION & EMERGENCY PLANNING

›       Understand the value of the workforce planning dashboard

›       Importance of staff satisfaction

›       Why do we need business process mapping?

›       What it has to offer

›       How to draw business process maps & calculate the value of improvement

›       Emergency planning

›       A new approach to critical succession planning

MANPOWER STRATEGY AND ORGANIZATIONAL ANALYSIS

›       The critical role of the new manpower planning activity

›       Getting strategic time lines for effective manpower planning

›       The new strategic model and the 10 critical inputs

›       Emergency planning –the critical role of manpower planning

›       Predicting when the organization needs to change

›       The land model

›       Case study on Manpower planning –what should manpower planning do?

›       Case study and review

ORGANIZATIONAL DESIGN, DOWN SIZING, RIGHT SIZING AND EMPLOYEE TO MANAGER RATIOS

›       How organizations are designed

›       Organizational design and its two major faults for the 21^st century

›       The rules that apply to determine manpower levels

›       The value of team working and its impact on management levels and productivity

›       Down sizing

›       Right sizing

›       Right sizing

THE THREE KEY FUNCTIONS OF TODAY’S MANPOWER PLANNERS

›       The three areas, Strategic focus, Manpower analysis and predictive fore casting and Situation fulfillment

›       Manpower analysis – data and projections

›       Critical data needed and software to do the job

›       Understanding performance

›       Understanding competencies

›       Understanding productivity

›       Critical software needed to action the above

›       Case study, rightsizing and producing a work flow improvement in an existing organization

ADDITIONAL DETAILS