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SWP CIPD
Strategic Workforce Planning
CIPD Training Course

Rating:
4.8
English
Intermediate
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Course Overview

In order to ensure the right people have the right skills at the right time, place and cost, workforce planning needs to be evidence-based. Featuring the use of interactive tools and techniques to run analyses across component elements of both demand and supply criteria, this programme provides good practice case studies on how these models work in practice.

Key Takeaways

1
Understand the relationship between business and people strategy
2
Assess and anticipate external market factors to mitigate people risks
3
Use the techniques and tactics applicable to workforce planning
4
Reflect on global best practice case studies across private and public sectors
5
Develop action plans to identify critical roles to improve recruitment and retention
6
Implement robust workforce plans

(CIPD) The Chartered Institute of Personnel and Development
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We're the professional body for experts in people at work. For more than 100 years, we've been championing better work and working lives by setting professional standards for HR and people development, as well as driving positive change in the world of work.
With hubs in the UK, Ireland, Middle East and Asia, we're the career partner of choice for over 200,000 members around the world. We're the only body in the world that can award Chartered status to individual HR and L&D professionals, and our independent research and insights make us trusted advisers to governments and employers.

Course Outline

DAY 1
Creating linkage between business and people strategies
• Exploring key concepts to anticipate and respond rapidly to change
• Clarity in a world of change
• Changing job roles and adapting to different working arrangements
Obtaining buy-in
• Proposals and solutions for evidenced-based and pragmatic solutions
• From concept to actionable workforce planning
• Gaining buy-in from key influencers to deliver business value
Basics of workforce planning
• Interactive workforce strategy – changing dynamics of labour demand and supply
• Understanding areas which you have control and areas where you do not
• Mitigating risk – likely attrition, difficulty to recruit, cost-benefit analysis of development
The flexible organisation
Best practice research / case studies into how organisations are dealing with disruption
• Organisation structures blending with external partners
• Pinpoint critical or key roles and their future digital needs
Linkage and integration of HR interventions
• People analytics
• Organisation design and effectiveness
• Workforce rightsizing
• Spotting potential / Succession planning
DAY 2
Collate data inputs within your organisation
• Review of required data collation
• Identification of business sponsors / stakeholder
Identify tools required to carry out workforce planning
• Using excel as a starting point
• What can HRIS systems do in SWP?
• How to utilise best-in-class add-ons
Understand demand planning and workforce analytics
• Case studies and exercises
• What data do we really need?
• Trend and shape analyses
Building holistic models
• How people analytics has evolved to become a guiding force
• Critiquing business plans from a people perspective (stresstesting)
• Case study
Creating governance
• Setting out ground rules
• Start date for analysis – avoiding moving targets
• Moratorium on role / people changes
• Playback and agreement
DAY 3
Employee engagement and talent retention
• Exercise in measuring attrition and improving retention
Addressing diversity and inclusion
• Beyond words – analysing the facts
Supply planning
• Understanding the labour market and unexploited sources of talent
• Case study – sourcing scarce talent
Strategic Workforce Planning
• Creating your model
• Templates / reports / challenge and consulting
• Creating the story…interpreting the insights
Creating integrated strategic HR interventions
• Succession planning and talent reviews
• Assessing potential
• High impact recruitment
• Active employee engagement
Implementing the workforce plan
• Templates for implementation and action plans
• Pulse checks
• Dashboards for monitoring

Who Should Attend?

This highly practical and interactive course has been specifically designed for
This course is best suited to HR professionals with a basic understanding of workforce planning, looking to build on their skills.

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FAQ

What language will the course be taught in and what level of English do I need to take part in an LEORON training program?
Most of our public courses are delivered in English language. You need to be proficient in English to be able to fully participate in the workshop and network with other delegates. For in-house courses we have the capability to train in Arabic, Dutch, German and Portuguese.
Are LEORON Public courses certified by an official body/organization?
LEORON Institute partners with 20+ international bodies and associations.We also award continuing professional development credits (CPE/PDUs) for:1. NASBA (National Association of State Boards of Accountancy) 2. Project Management Institute PDUs 3. CISI credits 4. GARP credits 5. HRCI recertification credits 6. SHRM recertification credits
What is the deadline for registering to a public course?
The deadline to register for a public course is 14 days before the course starts. Kindly note that occasionally we do accept late registrations as well, but this needs to be confirmed with the project manager of the training program or with our registration desk that can be reached at +91 4 95 5711 or [email protected].
What does the course fee cover?
The course fee covers a premium training experience in a 5-star hotel, learning materials, lunches & refreshments, and for some courses, the certification fee and membership with the accrediting bodies.
Does LEORON give discounts?
Yes, we can provide discounts for group bookings. If you would like to discuss a discount on a corporate level, we will be happy to talk to you.

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