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