Workforce Planning and Recruitment

DAY 1

Manpower Strategy and Organisational Analysis (Area 1)

• The critical role of the new manpower planning activity
• Getting strategic timelines for effective manpower planning
• The new strategic model and the 10 critical inputs
• Emergency planning –the critical role of manpower planning
• Predicting when the organisation needs to change – use of the land model
• The land model – questionnaire
• Case study on Manpower planning –what should manpower planning do?
• Case study and review

DAY 2

Organisational 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 – Exercise F and group feedback
• The value of team working and its impact on management levels and productivity
• Downsizing – Case study and group work
• Right-sizing – case study
• Right-sizing – group exercise

DAY 3

The Three Key Functions of Today’s Manpower Planners

• The three areas, Strategic focus, Manpower analysis and predictive forecasting ( area 2) and Situation fulfillment
• Manpower analysis – data and projections – what is involved
• Critical data needed and software to do the job
• Understanding performance – data needed
• Understanding competencies – data needed
• Understanding productivity – data needed
• Critical software needed to action the above –demonstration
• Case study, rightsizing and producing a workflow improvement in an existing organization

DAY 4

Situational Fulfillment of Manpower (Area 3)

• Understanding the “right” principle
• Trend analysis, retrospective, and projective techniques
• Use of Monte Carlo simulation – demonstration and discussion
• Manpower data correlations – the financial advantage to the organization
• Succession planning – the three option approach
• Group development for succession planning – option 1
• Individual and deputy selection – option 2
• External selection – use of head hunters – option 3

DAY 5

The Five Critical Processes That Support Manpower Planning

• (1) Pay and rewards – the psychological contract
• (2) Recruitment - new techniques = new results
• Innovations in interviewing since 2008
• (3) Training – making training effective and measurable
• (4) The critical role of performance appraisal
• Business process re-engineering –demonstration and practical exercise