Cambridge
Academy
In London

 Introduction

Planning for the workforce inside and outside the organization in line with the organization's ever-evolving and changing future < Identify the strengths and weaknesses of the human force, enhance the strengths, and address the weaknesses. Protect the organization from any changes in the human force and develop effective ways to address themContribute to the efficient and effective utilization of the human resources available to the organization. Define the parameters of the recruitment and training policies and plans necessary to ensure access to the level of sound and stable economic operation within the facilityHow to diagnose the job climate and know how ready it is for positive interaction with human resources management Providing the resources and the appropriate and qualified human element with modern scientific and skill Any manager's strategic success - Business analysis and strategic analysis - their importance, approaches, and benefits

Course Objectives

By the end of this course, participants will be able to:

·        Identify modern methods of strategic planning for the workforce.

·        Identify the advanced steps to develop a workforce plan.

·        Provide participants with modern criteria for evaluating job performance and also with institutional performance evaluation criteria.

·        Apply strategic analysis to human resources

·        formulation and preparation of the objectives of the establishment in human resources.

·        familiarity with the role of human resources in the facility

·        Prepare the formulation of the vision of human resources management with the application Professional analysis, planning, and strategic management of human capital

·        Program Themes:

·        Human Resource Management (Concept–Objectives–Challenges)

Target Audience

This course is designed for:

Heads of departments and those responsible for human resources, manpower, personnel affairs, and development in the public and private sectors.

Course Outlines

Day 1: Strategic Planning Systems for Human Resources

·        The importance of workforce planning

·        Stages of strategic workforce planning

·        Human investment planning

·        Foundations and requirements for workforce planning

·        Manpower planning methods (quantitative methods and non-quantitative methods

·        Linking workforce planning to the vision, mission, and objectives of the organization

·        Requirements to achieve effective workforce planning

·        Problems in achieving effective workforce planning

·        Planning career future of employees

·        Planning strategies for managing intellectual capital in the organization

Day 2: Strategic Planning Models for the Workforce "Seminars and Workshops"

·        Define the strategic direction

·        The Design of the Human Resources Management System

·        Planning the total workforce

·        Find and generate the required human resources.

·        Future workload analysis

·        Identify the impact of the expected change in the functional structure.

·        Determine the impact of new investments

·        Invest in human resource development and performance.

·        Evaluate and strengthen organizational efficiency and performance.

Day 3: Classification of Manpower with Business Strategy

·        Classification of the workforce, understanding its dynamics

·        Align with the business strategy and draw conclusions from the analysis.

·        Designing business solutions for human capital policies and initiatives

·        Integrated linkage of all HR initiatives with business strategy

·        Plan scenarios, and determine the impact of each part of the solution on professional and career development.

Day 4: Workforce Planning Strategies and Their Relationship to Recruitment

·        Manpower Planning Stages

·        Manpower planning levels

·        Analysis of the workforce and its impact on employment levels

·        Determine the size of the required labor and methods of forecasting and analyzing it.

·        Modern strategies to address the supply and demand of the workforce

·        Problems and obstacles to workforce development

·        Mechanisms for formulating a general framework for workforce planning and development 

Day 5: Job Climate Analysis "Workshops

·        Climate content analysis

·        According to Charles Handy, divide the functional climate.

·        The breakdown of the job climate according to the patterns of employees – M&S

·        Job Analysis "Seminars and Workshops

·        The importance of functional analysis in diagnosing and resolving complex requests

·        What do we mean by functional analysis?

·        From vision to job positions

·        The comprehensive card of the job position

·        The most important results of the Career Analysis Card (the comprehensive card)

·        How to collect and fill in the job card data

·        The most important information to be collected for functional analysis

·        The most important approaches to job analysis