Objectives

I. To understand the impact of globalization and technological evolution on the challenges and issues faced by organizations when formulating and implementing workforce management strategies.

II. To be able to define issues, identify alternative strategies and select optimal strategies based on relevant evidence and utilizing sound processes.

III. To be able to present recommendations to executive management in business terms in order to gain support for implementation.

What Questions This Training Program Provides Answers To:

• How can the risk exposure of the organization to not having the human capital required for success be determined and quantified?

• What kind of workforce planning is required to ensure workforce viability in the future?

• How can external opportunities be exploited and threats dealt with?

• How can the organization effectively brand itself as an employer of choice?

• What kind of decision-making process should be used, to ensure it is sound and based on relevant evidence?

• How can executive management support be gained for recommendations?

Outline

I. Defining Issues and Challenges

• Utilizing gap analysis: comparing “Is” with “Should Be”.

• Analyzing the magnitude of gaps and their impact, the costs of not addressing them and the resources required to address them.

• Developing proposed actions for resolving issues, overcoming challenges and making decisions that facilitate organizational success.

II. Formulating Proposed Strategies

• Formulating HR strategy that fits the organization’s context.

• Defining alternative strategies for staffing, development, performance  management, rewards management and employee relations.

• Developing assumptions about their probable impact of strategies.

• Identifying metrics to be used in testing cause – effect relationships.

• Testing the validity of proposals.

III. Problem/Issue Resolution: Closing The “Is” – “Should Be” Gaps

• Searching for solutions; alternative processes.

• Evaluating research; benchmarking internally and externally.

• Quantitative analysis techniques.

IV. Scenario-Based Planning Techniques

• Defining probable futures based on environmental scanning.

• Developing strategies that are robust and that will work well in all.

• Continuously refining strategies based on actual conditions.

V. Implementing Decisions

• Determining the need to change.

• Common types of implementation/change initiatives.

• Characteristics of successful implementation/change processes.

Who should attend

• Senior HR Executives; HR Managers and Senior HR Practitioners; Managers.

Methodology

• Presentations
• Exercises
• Case Studies
• Dialogue
• Group decision-making

Benefits of Attending This Course

Participants will be introduced to processes and methods that are effective in dealing with the complexity of making effective decisions related to managing a workforce in today’s environment. Strategies must be based on sound decision-making and be supported by relevant evidence.

It is necessary for HR executives to develop adequate business acumen and to understand how to employ the scientific method and processes in making and supporting decisions. Working on exercises and case studies that deal with the kinds of issues and challenges faced today participants will increase their expertise in defining issues, identifying alternatives, evaluating options, selecting optimal strategies and providing compelling support for recommendations.

They will utilize analytic methods and structured models to select the best alternatives and tools for gaining executive management approval for recommendations.