HTP0402 | Manpower Organization, Succession Planning & Trend Analysis

Start End Duration Venue Fees
06 Jan 2020 17 Jan 2020 2 Weeks Bangkok $7,500 Register
02 Feb 2020 13 Feb 2020 2 Weeks Dubai $6,900 Register
01 Mar 2020 12 Mar 2020 2 Weeks Cairo $6,400 Register
06 Apr 2020 17 Apr 2020 2 Weeks Kuala Lumpur $7,300 Register
11 May 2020 22 May 2020 2 Weeks Barcelona $7,900 Register
07 Jun 2020 18 Jun 2020 2 Weeks Abu Dhabi $6,900 Register
06 Jul 2020 17 Jul 2020 2 Weeks New York $10,000 Register
16 Aug 2020 27 Aug 2020 2 Weeks Alexandria $6,400 Register
14 Sep 2020 25 Sep 2020 2 Weeks Bali $8,000 Register
12 Oct 2020 23 Oct 2020 2 Weeks Beijing $9,000 Register
02 Nov 2020 13 Nov 2020 2 Weeks Istanbul $7,300 Register
14 Dec 2020 25 Dec 2020 2 Weeks Jakarta $8,000 Register


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 21st 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




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Material published by Pioneers shown here is copyrighted.
All rights reserved. Any unauthorized copying, distribution, use, dissemination; downloading, storing in any medium, transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.
P.O. Box 11111,
Ibn Al-Hakam Square, Helmyat El-Zaytoon, Cairo, Egypt
Tel: 002 01117866099 | 01117864455, Email: info@pioneerscenter.com
 

Benefits to Organization

1. The candidates will become competent, effective and productive on their jobs. This training program is useful for:
        · Competency building where existing employee is promoted or planned to be promoted.
        · Technical knowledge, skills and competencies.
        · Needs and expectations of the stakeholders/ customers both internal and external.
        · Opportunities to exceed stakeholder/ customer expectations.
2. Create a pool of trained manpower that can cost-effectively spread the knowledge to large number of employees inside the organization.
3. Our facilitators often act as mentors for your trained employees and thus provide a most effective way to ensure effective competency development and application by your motivated staff.
4. We adopted a one-to-one approach that can provide more room for your employees to work at their own pace and address individual needs more freely.

Benefits to the Individuals

1. The candidates will gain a multi-discipline understanding of the subject matter.
2. Have an individual action plan to take away that will help the candidates make a difference in their organizations. This will add value to the expertise and experience of the candidates’.
3. Be more able to enhance job satisfaction and reduce wasted time and effort.
4. Ensure that the candidates will know and appreciate the strategic imperatives that drive the organization's efforts in their relevant job area.
5. Be more able to align your roles and job requirements with the organization’s mission and vision.
6. Be more able to meet your deadlines and tasks and successfully complete any scorecard in a timely fashion.

Additional Benefits

1. Good & best industry practices.
2. Checklist approach for ease of understanding and practical application.
3. Latest technologies including information technology, quality assurance and methodology.
4. Quality assurance and quality improvement incorporated in each program.
5. One-to-one approach and small groups will lead to learner-centered environment.
6. Experienced and qualified instructors both academically and in practice.
7. Customized programs to meet and suit individual training needs.
8. Letters of recommendation for the exceptional performers.

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