Manpower Strategic Design & Planning

Manpower Strategic Design & Planning

 

 

Place: London , Istanbul , Kuwait ,Amman 

May 15 - May 19\ 2022                  : Amaan 

May 15 - May 19\ 2022                  : London

Oct 10—Oct 14 \ 2022                    : Istanbul

 Oct 10—Oct 14 \ 2022                   :Kuwait

May 15 - May 19\ 2022                  : London

October 10  - October 14 \2022   : Istanbul

 

Introduction

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 training course is in the vanguard of these new practical and hands on techniques and processes.

Five good reasons for attending - find out how to:

  • 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

 

Objectives

 

At the end of this course, delegates will be 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
  • Understand Organizational Development process to increase productivity or value and reach the strategic goals via change in leadership, power, policies, job redesign or control
  • Understand the Succession Planning philosophy
  • Best Practices and Analysis - Know what you would do in your organization and be prepared if a key employee resigned, fell ill or had to be fired

 

Training Methodology

The Course will be highly participative and will include a wide range of methods including presentations, discussions, videos, case studies and exercises. Where appropriate, these will include real issues brought to the Course by delegates.

This interactive training course includes the following training methodologies as a percentage of the total tuition hours:

  • 30% Lectures, Concepts, Role Play
  • 30% Workshops & Work Presentations, Techniques
  • 20% Based on Case Studies & Practical Exercises
  • 20% Videos, Software & General Discussions
  • Pre and Post Test

 

Who Should Attend?

  • HR Personnel, Manpower Planners, Department Heads, Succession Planners and Developers and Emergency Planners
  • Anyone who runs an organization, or a department, also those dealing with efficiency issues, mergers and acquisitions, business growth and the future management of the workforce

 

 

 

Outline

Day 1          

The Types of Organizational Structures

  • Flat organizational structure
  • Functional organizational structure
  • Product organizational structure
  • Geographical organizational structure
  • Divisional structure and Matrix structure
  • Team structure and Network structure

The Types of Organizational Structures (2)

  • The traditional hierarchy
  • Flatter and Flat organizations
  • Flatarchies and Holacratic organizations

Day 2

Organizational Development OD

  • What is Organizational Development
  • OD Values and Objectives
  • Who implements Organizational Development

What Will OD Department Do?

Organizational Development Techniques

Manpower Strategy and Organizational

Analysis (Area 1)

  • ⎯ New manpower planning activity critical role
  • ⎯ Getting strategic time lines for effective planning
  • ⎯ The new strategic model - the 10 critical inputs
  • Emergency planning – the critical role of manpower planning
  • Predicting when the organization 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 3

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 – Exercise F and group feedback
  • The value of team working and its impact on management levels and productivity
  • Downsizing and right sizing – case study and group work

Day 4

The Three Key Functions of Today’s Manpower Planners (Area 2)

  • The three areas, Strategic focus, Manpower analysis and predictive fore casting and Situation fulfillment
  • Manpower analysis – data and projections – what is involved
  • Understanding performance, competencies and productivity – data needed
  • Case study, rightsizing and producing a work flow improvement in an existing organization Situational Fulfillment of Manpower (Area 3)
  • Understanding the “right” principle
  • Trend analysis, retrospective and projective techniques
  • Monte Carlo simulation
  • Manpower data correlations –financial advantage

 

 

 

Day 5

The Five Critical Processes That Support Manpower Planning

  • Pay and rewards – the psychological contract
  • Recruitment - new techniques = new results
  • Innovations in interviewing since 2008
  • Training – effective and measurable
  • The critical role of performance appraisal
  • Business process re-engineering –demonstration and practical exercise HR Succession Planning
  • What is Succession Planning?
  • The Succession Planning Philosophy
  • Why Is Important? Who Is Responsible?

10 Challenges in Succession Planning Succession Planning in Organizations

  • Developing a Succession Plan for the Executive Director
  • Steps to Put in Place
  • Capacity and Needs Assessment
  • Develop and Implement the Plan
  • Monitor and Manage the Plan
  • Trends and Tips for Successful Succession Planning

 

 

 

 

 

 

 

 

 

 

Schedule

 

  • 08:30 – 11:00 First Session
  • 11:00 – 11:30 Break
  • 11:30 – 13:45 Second Session

 

Fees

  The Fee for the seminar, including :

Design, preparation and presentation of training materials.

Training Handouts for all participants(softcopy)

Training will be deliveres through WebEx OR MS.Teams applications.

  • Us$ 1,300 per person