By the end of this course, trainees will be able to :-
- Analyze organizational environment, including future business challenges and their impact on the organization's workforce .
- Integrate workforce planning into the strategic plan of their organization
- Describe the key steps to developing a strategic workforce plan, including analysis, forecasting, strategy development and cost modeling
- Explain fundamental concepts, principles, techniques and judgment in supply-demand forecasting and supply programs in determining HR planning
- Summarize the role of HR planning in functions such as training and development, compensation and benefits programs, payroll, performance management and health and safety at work.
- Define recruitment, list its main steps and learn the best methods/sources for attracting qualified candidates.
- Practice the various techniques used for short listing and assessing candidates and the reliability and validity of each.
- Discover the main types of selection interviews and when and how to use each.
- Prepare and conduct a probing interview for any vacancy/level in the organization.
- HR generalists or HR specialists seeking to gain further practical skills and up-to-date insights in all of the key domains of HR.
- Individuals currently working in HR who lack a formal academic qualification in - business or HR.
- Individuals considering transitioning into an HR managerial role.
- HR generalists or HR specialists seeking to gain further practical skills and up-to-date insights in all of the key domains of HR.
- Individuals currently working in HR who lack a formal academic qualification in - business or HR.
- Individuals considering transitioning into an HR managerial role.
- Introduction to HR Planning:
- Staffing Model.
- Strategic Planning Model.
- Stages of Strategic HR Planning.
- Environmental Analysis:
- PESTLE Analysis.
- SWOT Analysis.
- Forecasting Employment Needs.
- Judgmental vs. Statistical :
- The Nominal Group Technique.
- The Delphi Technique.
- Long-term Forecasting:
- Unit Demand.
- Trend Projection .
- Markov Analysis.
- Short-Term Forecasting:
- Work-load analysis.
- Succession Planning & Career Path.
- Labor shortage & labor surplus.
- Recruitment:
- Recruiting Program Goals.
- Attract Highly Qualified Applicants.
- Recruitment Planning Steps.
- Identify the job opening.
- Decide how to fill the job opening.
- Identify the target population.
- Notify the target population.
- Meet with the candidates.
- Selection:
- Validity Defined.
- Reliability Defined.
- Behavior Consistency Model.
- Selection Methods.
- Application blanks.
- Bio data inventories.
- Background investigations.
- Reference checks.
- Employment interviews.
- Employment tests.
- Assessment centers.
- Employees' socialization.
- Orientation & On-boarding .
- Cases study.