Manpower Organisation, Succession Planning & Trend Analysis. Saudi Arabia, Riyadh, Al Faisaliah Hotel. Training Course :

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1 Training Course : Manpower Organisation, Succession Planning & Trend Analysis Training Course For One Week In Saudi Arabia, Riyadh, Al Faisaliah Hotel Which Be Held As Under Details : Tel. : , Fax : info@abarsolutions.com, W.Site :

2 Abar Solutions Petroleum Consultancy Invite Your Employee To Participate With Us In Special Training Course As Under Details : Course Name Manpower Organisation, Succession Planning & Trend Analysis Code Period Language Start End Location 06/09/ /09/ /10/ /10/ /11/ /11/ /12/ /12/2015 Bilingual 10/01/ /01/2016 MLT 57 5 Days (Arabic & 14/02/ /02/ /03/ /03/2016 Saudi Arabia, Riyadh, Al Faisaliah Hotel English) 17/04/ /04/ /05/ /05/ /06/ /06/ /07/ /07/ /08/ /08/2016 ** The Fees Includes : Lecturer, Training Material, Training Room With One Coffee Break Daily, Certificate Of Attendance In Last Day Training Course ** Course Description Manpower Planning or Human Resource Planning is the systematic and continuing process of analysing workforce needs under changing conditions and developing HR policies appropriate to organizational effectiveness. It is an integral part of business planning since workforce costs and forecasts both affect and are affected by longer term business plans.research and experience shows that workforce planning fails when it is applied in a manner that is inconsistent with the needs of the organization. If it is viewed as too complicated, lacking serious senior management support or focused on issues that 2

3 are not important to the organization's success, it may be perceived as just another "HR procedure". However, when it involves managers in meaningful and significant ways, when it provides useful information and stimulates effective decision making and when it addresses important issues before they become expensive problems, then manpower planning is seen as a valuable process of management. Ensuring first class executive succession requires identifying and cultivating the best talent throughout the organization. The goal must be to build bench strength and a pipeline of talent through the managerial ranks. Succession planning is about managing a company s pool of leadership talent. All too often, however, succession planning, like manpower planning, is shrouded in mystery, with information funneled only upwards. The lack of clarity about the process and its results stands in the way of effective evaluation, assessment and development planning. Course Objectives Manpower planning and succession planning best practice Strategic, tactical and operational manpower planning Situation analysis Manpower demand and supply The manpower plan Aggressive management of high leverage development assignments Key Benefits Consistent approach to manpower planning and talent development Link manpower planning to the overall strategic direction of your organization Understanding the staffing requirements necessary to implement your organization's plans, in terms of, for example, skill mix and development programme requirements, as they affect the organization as a whole. Training Methodology Together with your fellow participants you bring a wide variety of experience and resources to the programme. The course facilitator s role is to help you learn for 3

4 yourself and to assist you as you make sense of new ideas and techniques that you can use at work. We learn things as we try them out, stepping out of the zones that we find comfortable. Joining in role plays and having a go may feel awkward but is often the best way to find out how we are doing with our learning. You will have plenty of opportunity during the workshop to experiment and try out new skills and understanding. The course facilitator will give you some input and then help you to make sense of the models through some discussion and then practice. You ll then decide actions to apply the learning to your workplace. Organization Impact Determine the extent to which your organization's objectives are at risk due to any shortfall between manpower demand identified and the supply of skills available. Personal Impact This workshop serves as a tool to direct, manage and reinforce actions within the organization to address key succession and talent development issues. Workshop Competencies Develop HR policies appropriate to organizational effectiveness Business planning of workforce costs and forecasts that are affected by and impacted (longer term) business plans. Linking workforce planning with the needs of the organization Ensuring the plan generates useful information and effective decision making Executive succession via identifying and cultivating best talent Course Content & Outlines The purpose of manpower planning strategic, tactical and operational Strategic formulate strategic direction using processes both analytical and consultative. Being proactive on critical issues facing the organization and be accountable for ensuring changes made are effective Tactical understand staffing requirements necessary to implement the organization's plans. The wider implications of the organization's manpower plans in terms of, for example, skill mix and development programme requirements 4

5 Operational deal with specific programs defined necessary by management to meet their objectives The stages to the manpower planning process Situation Analysis defines the "world" in which the organization is planning for its manpower both externally and internally. Manpower Demand must activity link with business and financial planning activities and involves determining current and future requirements for key jobs. Manpower Supply involves analyzing the numbers and skills (and development capability) of people who are likely to be employed by the organization over a given time period. It should enable managers to understand what skills are available to them now and likely to be available in future. Successful manpower planning is action oriented More effort should be applied to execution of the manpower plan than to its development. Essen ally ac on plans will be developed in a combina on of the 4 areas: Recruitment of the right people Development of skills and capabilities Effective performance management Divestment of excess manpower through retirements, transfers, redundancy, etc. Succession Planning Meaningful executive reviews and mechanisms to ensure follow up on development plans Leadership competency models and introduces 360 feedback sessions Multiple points of view in assessment Benchmark against external talent elsewhere Leverage external search firms Delivering the Plan The Manpower Plan must be constructed and developed from a thorough analysis of the demand and supply analyses in terms of the major manpower challenges. Conclusions reached should determine the extent to which the organization's objectives are at risk due to any shortfall between the demand identified and the supply of skills available 5