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CERTIFICATION PROGRAM
Strategic Workforce Planning
Forecast and plan the workforce your organization will need to succeed in the future
STRATEGIC WORKFORCE PLANNING CERTIFICATION PROGRAM
Move your career, and your business, forward with the most sought after skill in talent management today. HCI’s Strategic Workforce Planning Certification Program provides you with the skills required to integrate quantitative measures such as headcount planning and workforce analytics into a qualitative decision framework that can inform and transform organizational strategy.
An Agile FrameworkIs strategic workforce planning a strength in your organization? If not, you’re not alone. Only 13% of organizations 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 NeedleBy 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 organizations 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 organization.
2-day interactive session
Offered in-person, online and in-house at your organization
Includes industry-recognized certification
Supports HRCI and SHRM recertification
Delivered in partnership with
What You’ll LearnHCI’s Strategic Workforce Planning Certification Program prepares high-potential and high-performing HR and business leaders to identify critical roles and competencies, develop organizational 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 labor trends.
Imagine and prepare for multiple economic, market or competitive scenarios.
The course is highly interactive, providing the opportunity for networking with HR leaders across industries.
Additionally, course participants will receive the official HCS Toolkit, which contains dozens of practical job aids that reinforce principles learned in order to save time and simplify execution. The kit includes tools for environmental scanning, assessing current state, risk mitigation, talent segmentation, cascading competencies and more.
Delivered in partnership with
CERTIFICATION PROGRAM
Strategic Workforce Planning
Course Outline | Day 1
Section Title Key Topics
Talent Management Context
Talent management aligned with strategy
Talent management by the numbers
AgendaIntroduction
Strategic Workforce Planning: Background and Context
Workforce Planning EvolutionOperational versus Strategic
Workforce PlanningHCI’s Perspective on Strategic
Workforce PlanningThe HCI Strategic Workforce
Planning Model
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
Business Strategy
Strategy first Competitive differentiation mapExamples of strategic statementsStrategic alignmentStrategy references
Differentiated Segments
Four stages of workforce differentiation
Segmenting rolesA spectrum of rolesExamples of critical rolesCompetencies for critical rolesActivity: Case Study
Section Title Key Topics
Environmental Scan
Quantitative and qualitative information
Environmental scan quadrantsInternal supply: Profile and trend
dataExternal supplyInternal demandExternal demandRisk assignment to
environmental factorsActivity: Case Study
The Data Requirements of Strategic Workforce Planning
Marketing segmentationCurrent state workforce supply
groupsWorkforce dataActivity: Conducting Current
State Analysis
Current State Analysis
The data requirements of Strategic Workforce Planning
Using and evaluating talent information
Case Study examples: • GE • Proctor & Gamble • Husqvarna
Day 1 Summary SummaryTomorrow’s agenda
Delivered in partnership with
CERTIFICATION PROGRAM
Strategic Workforce Planning
Section Title Key TopicsDay 2 Introduction
Recap day 1Preview day 2Activity: Preparation activity
Futuring Possible futures Futuring techniquesLimits of forecastingThe no change future stateScenario planningExamples of a scenario matrixScenario modeling in practiceThe targeted future state
Gap Analysis Examples of gap dimensionsGaining consensus on critical
gapsThe SWP toolkit gap template
Action Planning Solutions to close gaps 6 Bs for skill acquisition and
development Work design Rewards and recognition Development Acquisition Manage and lead Retention Activity: Case Study
Telling Stories with Data and Enlisting Support
The Elements of Compelling Stories
Influencing skills and driving change
Infographics and other visualization techniques
Case Study examples:• McGraw Hill Federal Credit
Union• Grant Thornton• Conagra
Section Title Key TopicsBringing 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 Workforce Planning in a State of Perpetual Change
The ongoing Environmental ScanBuilding a data dictionary: the
importance of a common vernacular
The continuous process of review and (re)alignment
Designing for flexibility and innovation
Conclusion SummaryKey learningsNext steps
Course Outline | Day 2
Delivered in partnership with
CERTIFICATION PROGRAM
Strategic Workforce Planning
VPs, Directors and Managers of Human Resources
VPs, Directors and Managers of Talent Acquisition and Recruitment
VPs, Directors and Managers of Organizational Development
VPs, Directors and Managers of Strategy and Workforce Planning
Strategic HR Practitioners
Business Line Managers and Executives
Future leaders in the disciplines of HR, OD or the Line
Approved for 12.25 Business recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
Pre-approved for 12.25 Professional Development Credits (PDCs) toward SHRM-CP or SHRM-SCP Certifications.
HCI’s Approach to LearningHuman Capital Institute provides solutions that advance the practice of human capital and strategic talent management. We are a global clearinghouse and catalyst for new ideas and next practices, and a resource for the most progressive organizations and executives in the world, with over 20,000 participants trained through our education programs.
HCI courses use the most current insights, perspectives, and original research to create a highly adaptive, interactive, and collaborative learning experience that incorporates:
Practical and actionable concepts, facilitated in a case-based format by senior thought leaders and executives.
Intense focus on building strategic perspective and enabling better decision-making.
Guided action planning to ensure on-the-job utilization and produce measurable results.
A blended, learner-centered approach to maximize engagement and outcomes.
An extensive library of learning resources and comprehensive toolkits for deeper learning and application.
Who Should Attend?The Strategic Workforce Planning (SWP) curriculum is designed for high-potential and high-performing human capital and business practitioners.
Delivered in partnership with
TO LEARN MORE OR REGISTER NOW, PLEASE CONTACT:
Mr. [email protected]+8801753881177
CERTIFICATION PROGRAM
Strategic Workforce Planning
