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Home All Courses SWP Strategic Workforce Planning

SWP Strategic Workforce Planning

Certification Program

1 alternative location(s) available

Course Overview

In an economy driven by innovation and constant change, strategic workforce planning cannot be wholly delegated to HR. Disruptive change is likely to first impact the organization at the divisional or unit level, and operating leaders must be able to respond with local workforce planning to execute effectively. As a result, strategic workforce planning is now an important competency for all business leaders.

Strategic Workforce Planning Certification Program prepares high-potential and high-performing HR and business leaders to identify critical roles and competencies, develop organizational agility and align workforce planning with integrated human capital and business strategy.

Course participants will receive the official SWP Toolkit, which contains dozens of practical job aids that reinforce principles learned in order to save time and simplify execution. The kit includes tools for environmental scanning, assessing current state, risk mitigation, talent segmentation, cascading competencies and more.

1 alternative location(s) available



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5 Key Takeaways


Identify and execute against specific workforce, management and leadership gaps.

Adapt to global and local labor trends.



Imagine and prepare for multiple economic, market or competitive scenarios.

Skills required to integrate quantitative measures such as headcount planning and workforce analytics into a qualitative decision framework that can inform and transform organizational strategy.



Keen understanding of workforce planning methodology, bolstered by in-depth case studies from organizations like GE, Google and Procter & Gamble.



See What’s Inside Our 2022 Catalog

Course Outline


Talent Management Context

  • Talent management aligned with strategy

  • Talent management by the numbers

  • Agenda

  • Introduction

Strategic Workforce Planning: Background and Context

  • Workforce Planning Evolution Operational versus Strategic Workforce Planning

  • HCI’s Perspective on Strategic Workforce Planning

  • The HCI Strategic Workforce

  • Planning Model

Workforce Planning in Action

  • The Hallmarks of Successful SWP Efforts

  • Strategic Workforce Planning as Risk Mitigation

  • Case Studies:
    - VF Corporation
    - NASA
    - NCR

  • Self Assessment of workforce planning maturity

Business Strategy

  • Strategy first

  • Competitive differentiation map Examples of strategic statements Strategic alignment

  • Strategy references

Differentiated Segments

  • Four stages of workforce differentiation Segmenting roles

  • A spectrum of roles Examples of critical roles

  • Competencies for critical roles

  • Activity: Case Study

Environmental Scan

  • Quantitative and qualitative information

  • Environmental scan quadrants Internal supply: Profile and trend data

  • External supply Internal demand External demand Risk assignment to environmental factors

  • Activity: Case Study

The Data Requirements of Strategic Workforce Planning

  • Marketing segmentation Current state workforce supply groups

  • Workforce data

  • Activity: Conducting Current State Analysis

Current State Analysis

  • The data requirements of Strategic Workforce Planning Using and evaluating talent information

  • Case Study examples:
    - GE
    - Proctor & Gamble
    - Husqvarna



  • Recap day 1

  • Preview day 2

  • Activity: Preparation activity


  • Possible futures Futuring techniques Limits of forecasting

  • The no change future state Scenario planning

  • Examples of a scenario matrix Scenario modeling in practice

  • The targeted future state

Gap Analysis

  • Examples of gap dimensions Gaining consensus on critical gaps

  • The SWP toolkit gap template

Action Planning

  • Solutions to close gaps

  • 6 Bs for skill acquisition and development

  • Work design

  • Rewards and recognition Development Acquisition

  • Manage and lead Retention

  • Activity: Case Study

Telling Stories with Data and Enlisting Support

  • The Elements of Compelling Stories

  • Influencing skills and driving change

  • Infographics and other visualization techniques Case Study examples: - McGraw Hill Federal Credit Union - Grant Thornton - Conagra

Bringing Strategic Workforce Planning to Life and Practice

  • Compelling cases for workforce planning

  • The competencies of successful workforce planners

  • Roles and responsibilities of the SWP project team

  • The SWP workshop session Walkthrough assessment and getting started toolkit

Workforce Planning in a State of Perpetual Change

  • The ongoing Environmental Scan Building a data dictionary: the importance of a common vernacular

  • The continuous process of review and (re)alignment Designing for flexibility and innovation


  • Summary

  • Key learnings

  • Next steps


HCI - Human Capital Institute

Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. We are a global clearinghouse and catalyst for new ideas and next practices, and a resource for the most progressive organizations and executives in the world, with over 20,000 participants trained through our education programs. HCI courses use the most current insights, perspectives, and original research to create a highly adaptive, interactive, and collaborative learning experience that incorporates:
» Intense focus on building strategic perspective and enabling better decision-making.
» Guided action planning to ensure on-the-job utilization and produce measurable results.
» A blended, learner-centered approach to maximize engagement and outcomes.
» An extensive library of learning resources and comprehensive toolkits for deeper learning and application.



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Who Should Attend?

This highly practical and interactive course has been specifically designed for:

  • VPs, Directors and Managers of Human Resources

  • VPs, Directors and Managers of Talent Acquisition and Recruitment

  • VPs, Directors and Managers of Strategy and Workforce Planning

  • Strategic HR Practitioners

  • People Analytics Lead

  • Business Line Managers and Executives

  • Future leaders in the disciplines of HR, OD or the Line






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