Strategic Workforce Planning - AT (Arabian Time, GMT+03:00)

Benefits of Attending:

By the end of the workshop, you will be able to: Appreciate the need for workforce plans to align with business strategy Influence stakeholders effectively Use people analytics for greater insight into workforce planning Use qualitative and quantitative methods of demand forecasting Use gap analysis and scenario planning to align worker availability with business needs Understand how to use the five talent management levers Approach planning with an agile mindset

Who Should Attend:

This workshop is ideal for HR professionals with a foundational understanding of workforce planning who are looking to enhance their skills. It is particularly suited for HR Managers, Talent Acquisition Specialists, Workforce Planners, Learning and Development Professionals, and other HR practitioners eager to deepen their expertise in strategic workforce planning.

Workshop Content:

Insights and Baseline

Introduction to Strategic Workforce Planning

• Overview of the programme
• Importance of SWP in today’s organisations
• Levels of SWP in organisations
• The seven ‘rights’ model
• The six-stage methodology

Business Acumen and Corporate Strategy

• The future of work and its impact on people
• Aligning workforce plans with business strategy
• Organisational business models and strategy

Stakeholder Management and Valuing People

• Professional courage influencing stakeholders
• Identifying key roles in workforce planning
• Making decisions and valuing people

The Role of Data and Assumptions in SWP

• Data collection and assumptions
• Agreement on key data for action

People Analytics for Insights

• Introduction to people analytics
• Transforming data into insights
• The scientific method in SWP

Workforce Segmentation

• Understanding workforce segmentation

Forecasting

Business-Critical Roles

• Identifying key roles and capability segmentation
• Managing business-critical positions

Internal and External Talent Supply

• Strategies for talent attraction, development, and retention
• Forecasting internal and external talent supply
• Understanding labour market trends and future skills

Demand Factors: Qualitative and Quantitative

• Forecasting demand: quantitative vs. qualitative
• Understanding fixed and variable demand

Gap Analysis and Scenario Planning

• Conducting gap analysis
• Scenario planning and contingency strategies
• Re-engaging stakeholders

Strategic Planning

Workforce Planning Levers and Cost-Benefit Analysis

• Action planning and workforce planning levers
• Conducting cost-benefit analysis and optimising demand

Talent Management: Addressing Skills Gaps

• Strategies for talent management: buy, build, borrow, bind, and bounce
• Addressing skills shortages, surpluses, and mismatches

Action and Contingency Planning

• Agile approach to workforce planning
• Strategic alignment and delivering the plan