Move your career – and your business – forward with the most sought after skill in talent management today.
An Agile Framework
Is strategic workforce planning a strength in your organisation? If not, you’re not alone. Only 13% of organisations report they are good at predicting future skills. In fact, two-thirds of US employers have no planning for their talent needs.
In an economy driven by innovation, disruption and constant change, strategic workforce planning is a crucial competency for HR professionals seeking to align workforce strategy with overarching business goals.
Move the Needle
By arming yourself with the most sought-after talent management competency, you’ll be able to demonstrate the value of HR as a strategic partner to the business. This course will arm you with a keen understanding of workforce planning methodology, bolstered by in-depth case studies from organisations like GE, Google and Procter & Gamble. You’ll gain the consultative and change management skills necessary for developing an action plan to make effective strategic workforce planning a reality in your organisation.
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What You Will Learn
HCI’s Strategic Workforce Planning Certification Programme prepares high-potential and high-performing HR and business leaders to identify critical roles and competencies, develop organisational agility and align workforce planning with integrated human capital and business strategy.
Over the course of two days, you will explore actionable concepts presented through case studies, multimedia learning modules, and interactive problem-solving.
Course graduates will be able to:
• identify and execute against specific workforce, management and leadership gaps;
• adapt to global and local labour trends; and
• imagine and prepare for multiple economic, market and competitive scenarios.
All HCI courses are built on a foundation of:
■ Substantive and contemporary content, consistent with business school standards;
■ Practical and actionable concepts, presented in case format;
■ Active involvement, engagement and participation;
■ Real-world practices, that require application of the material;
■ Use of best media and methods across learning styles;
■ Highest quality instructors in both subject matter and pedagogy; and
■ An objective emphasis on measurably improving business performance.
■ Optimised blended learning environment;
■ Grounded in original research;
■ Designed and taught by senior academics and executives;
■ Highly interactive, case-based and collaborative;
■ Continually updated with new content, tools and information;
■ Practical, effective and focused on measurable business results; and
■ Supported by deep informal learning resources.
29- 30 Nov | Kuala Lumpur, Malaysia
Module 1 – Talent Management Context (Talent management aligned with strategy; Talent management by the numbers;Agenda; Introduction).
Module 2 – Strategic Workforce Planning: Background and Context (Workforce planning evolution; Operational vs Strategic Workforce Planning; HCI’s perspective on Strategic Workforce Planning; The HCI Strategic Workforce Planning Model).
Module 3 – Workforce Planning in Action (The hallmarks of successful SWP efforts; Strategic Workforce Planning as risk mitigation; Case studies – VF Corporation, NASA, NCR; Self-assessment of workforce planning maturity).
Module 4 – Business Strategy (Strategy first; Competitive differentiation map; Examples of strategic statements; Strategic alignment; Strategy references).
Module 5 – Differentiated Segments (Four stages of workforce differentiation; Segmenting roles; A spectrum of roles; Examples of critical roles; Competencies for critical roles; Activity : Case Study).
Module 6 – Environmental Scan (Quantitative and qualitative information; Environmental scan quadrants; Internal supply: Profile and trend data; External supply; Internal supply; External demand; Risk assignment to environmental factors; Activity: Case Study).
Module 7 – The Data Requirements of Strategic Workforce Planning (Marketing segmentation; Current state workforce supply groups; Workforce data; Activity: Conducting Current State Analysis).
Module 8 – Current State Analysis (The data requirements of Strategic Workforce Planning; Using and evaluating talent information; Case study examples :GE, Proctor & Gamble, Husqvarna).
Summary (Summary; Tomorrow’s agenda).
Introduction (Recap of Day 1; Preview of Day 2; Activity : Preparation activity).
Module 1 – Futuring (Possible futures; Futuring techniques; Limits of forecasting; The no change future state; Scenario planning; Examples of a scenario matrix; Scenario modeling in practice; The targeted future state).
Module 2 – Gap Analysis (Examples of gap dimensions; Gaining consensus on critical gaps; The SWP toolkit gap template).
Module 3 – Action Planning (Solutions to close gaps; 6B’s for skill acquisition and development; Work design; Rewards and recognition; Development; Acquisition; Manage and lead; Retention; Activity : Case Study).
Module 4 – Telling Stories with Data and Enlisting Support (The Elements of Compelling Stories; Influencing skills and driving change; Infographics and other visualisation techniques; Case study examples – McGraw Hill Federal Credit Union, Grant Thornton, Conagra).
Module 5 – Bringing Strategic Workforce Planning to Life and Practice (Compelling cases for workforce planning; The competencies of successful workforce planners; Roles and responsibilities of the SWP project team; The SWP workshop session; Walkthrough assessment and getting started toolkit).
Module 6 – Workforce Planning in a State of Perpetual Change (The ongoing Environmental Scan; Building a data dictionary: the importance of a common vernacular; The continuous process of review and (re)alignment; Designing for flexibility and innovation).
Conclusion (Summary; Key learning; Next steps).
About (This certification-led programme is by the Human Capital Institute (HCI). The Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. A global clearinghouse and catalyst for new ideas and next practices HCI is a resource for the most progressive organisations and executives in the world).
Audience Profile(195, 000 HCI members worldwide; 18 % in emerging markets; 96 % of the Fortune 500; 77 % of the Inc 500; 52,000 mid-sized firms; 726 colleges & universities; all major federal agencies and all branches of the military).
Online Talent Communities (world’s largest aggregator of open source news, information and research at the intersection of human capital and business strategy; access to over 100, 000 articles, white papers and case studies; digital library of over 1,800 webcasts, podcasts and videos; daily feed of over 200 expert blogs).
HCI Alumni (Since 2005, more than 20,000 progressive talent leaders have taken an HCI education course. As a participant, you will receive complimentary Community Membership with HCI.)
Who Should Attend
VP/Director/Manager, Human Resources;
VP/Director/Manager, Talent Acquisition and Recruitment;
VP/Director/Manager, Organisational Development;
Strategic HR practitioners;
Business line managers/executives.
Exam Format (multiple choice exam; can be taken any time after attending the course (does not expire); exam consists of between 40-60 questions depending on which course is taken; pass score of 75%).
Exam Conditions (Please note that you can re-take the exam by clicking on the exam link provided. There is no re-set once the examination is open to be taken. You are, however, not allowed to stop and start ie once you begin the exam, you must complete it in entirety once you have entered. There are no limits on the number of re-takes you can do).
Certification (In order to receive your certification you must pass a test receiving a score of 75% or higher).
Recertification (each certification is valid for 3 year period; renewal is based on continuing education credits that demonstrate currency in the field; credits may be earned by attending HCI learning events, completing additional courses or through outside educational activities; the accumulation of 60 credits extends the certification for three additional years. For the Strategic Workforce Planning (SWP) course only, you may attend an SWP Alumni Workshop and pass the exam in the last year of certification to recertify your SWP.
Once you register for a course, you will be signed up as a member on the HCI portal. You can refer to the “Education” tab of your online profile and download HCI’s Recertification Tracker which outlines the requirements for recertification credits.
Credits :(1) This programme has been approved for 12 General recertification credit hours towards PHR®, SPHR® and GPHR® recertification through the HR Certification Institute; (2) SHRM has pre-approved this certification for 12 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications. The Human Capital Institute is recognised by SHRM to offer Professional Development Credits (PDCs) for courses named above.
A meal and light refreshments will be provided at this course.
This price is inclusive of the cost of taking the exam.
Training Grants – applicable to courses in Malaysia
Vertical Distinct Sdn Bhd is a PSMB (Pembangunan Sumber Manusia Berhad) Approved Training Provider and the courses offered in Malaysia are HRDF (Human Resource Development Fund) claimable. For guidelines and details on how to submit your application or claims to the HRDF, please visit HRDF.
1. Terms and conditions apply. Please visit Vertical Distinct for the full terms.
2. This course is brought to you in partnership with the Human Capital Institute and Ron Thomas.
3. Adult blur business busy image courtesy unsplash.com