Strategic Planning and Development of Human ResourcesHuman Resources

In any city around the world 00447455203759 Course Code: AC/2021/068

Course Description

Course Duration: Five Training Days

Course Language : Arabic or English

Include:

Scientific material with TAB

Workshops

Reception and farewell at the airport

Daily lunch

Coffee Break

To register, please contact us by email.

info@caclo.co.uk

Importance of the course:

• Identify and know the organization's manpower needs and develop a clear strategy to provide these needs.

• 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 them.

• Contribute 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 facility.

• How 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 qualifications

• Any manager's strategic success - Business analysis and strategic analysis - their importance, approaches, and benefits

Course Objectives:

• 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)

• Attributes: Management duties: Optimal use of human resources

• The difference between people management and human resource management

• Human resources planning requirements, stages, and methods

• Career path planning, succession, replacement, and renewal

• Senior management's role in succession planning

• Performance evaluation and assessment

• Training and development, the role of training in the development process, and the concept and curriculum of identifying training needs

• Concept and steps for preparing the substitution path

• Creativity in management

Target Audience:

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

Program Contents:

Module One: 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

Module Two: 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.

Module Three: 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.

Module Four: 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

Module Five: 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

Module Six: 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