Training Course: Enhancing Manpower Planning & Training Management

Introduction

Course Objectives of Improving Manpower Planning and Training Management

• Consider a number of strategic models for manpower planning
• Master and be able to use methods to explore predictive trends.
• Develop business techniques in order to manage the manpower planning process
• Plan and implement action plans for self and individuals/managers involved in the Manpower Planning process
• Relate all the above mentioned to managing the training function in an organization

Improving Manpower Planning and Training Management Course Outlines

Day 1

The dynamic role of manpower planning vis-à-vis Training Management

• Introductions, programmed, objectives, and ways of working
• HR models and how to satisfy potential future organizational structures
• The growing business importance of HR manpower planning (HRMP)
• The changing shape of organizations and work requirements – the effects on today’s organization
• Trends – right-sizing; what’s appropriate – use of decision-making tools and examples
• The four main areas of manpower planning – Strategic focus, Data and analysis, manpower planning, and people development including a case study

Day 2

The strategic focus on manpower planning from first principals

• The new HR strategic map
• How to use a strategic template – exercise and case study
• Measuring organizational maturity – a trigger for manpower planning activities – exercise
• Converting strategy into workable plans, the collection, and analysis of business data to trigger appropriate action
• Techniques for delivering on time and on budget

Day 3

Manpower, forecasting, trend analysis, and Training planning

• Understanding trends – examples and exercise
• Use of predictive software to support the supply of manpower
• How to measure relationships and understand results – exercises
• The need for using unit costs – exercise
• Individual measurements, exactly how competencies are structured
• Managing expectations and individual’s needs
• Measuring and forecasting individual’s performance using behavioral techniques

Day 4

Manpower supply – Business planning and manpower re-engineering

• Selecting the “right” principal for manpower supply
• Consider the three approaches to succession planning
• The use of pre-selection for key posts – the role of psychometric testing, emotional intelligence assessment centers, agreements, and visual development maps
• Business review – why manpower planning should be considered and where it has an impact
• Explore the linkages and interrelation with training

Day 5

Making the Manpower planning process fit together to maximize results

• The use of management tools and techniques to achieve maximum effect
• Why performance appraisals on their own don’t work for selection into development pools
• Three approaches, talent pool, individual selection, and headhunting
• The cooperation needed in order to achieve the business benefits
• How the whole manpower planning process should ‘fit’ together with HR & Training function