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1 The Human Capital Institute's Strategic Workforce Planning (SWP) Certification Course Forecast and plan the workforce that your organisation will need to succeed in the future Vertical Type Sub-Category Website Human Resource Certification-led Talent Course page jointly presented by

2 Welcome Note Hello there You've considered embarking on an exciting journey to strengthen your professional status and career trajectory. The choice to obtain professional certification and/or further credentials in the subject matter area that you choose to specialise in, puts a powerful tool, right in your hands. It will bring you competitive edge, career progression and market opportunity. This brochure will provide further information about the course of your choice. There is a wide selection of other courses on our website, a selection that is constantly added and improved upon. Feel free to or call us if you need help with anything. We welcome the chance to be part of your journey. Sincerely Rowena Morais Programme Director rmorais@verticaldistinct.com 2

3 Course Background Two Day Course Offered by the prestigious Human Capital Institute, this is the premier credential that provides you the skills required to integrate quantitative measures such as headcount planning and workforce analytics into a qualitative decision framework that can inform and transform your organisational strategy. 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. COURSE OFFERINGS TECHNOLOGY Certificate of Cloud Security Knowledge Cloud Technology Associate Business Architecture - Techniques & Deliverables Business Process Management - Techniques & Deliverables Scrum : PSM, PSD (Java &.NET), PSPO Certified Kanban Management Professional KMP I and II Certified in the Governance of Enterprise IT COBIT 5 Foundation Certified in Risk & Info Systems Control Certified Professional in Health IT Software Testing : ISTQB Foundation, ATM, ATA, ATTA, isqi Certified Agile Tester ISTQB Foundation Exam Prep Course ITIL Lifecycle- Service Strategy + 3 more Transitioning to Agile How to Implement Practical Data Quality Management Ethical Hacker & Penetration Tester HUMAN RESOURCE HCI's The Strategic Human Resources Business Partner (shrbp) HCI's Strategic Talent Acquisition (STA) HCI's Performance Management Innovation (PMI) HCI's Human Capital Strategist (HCS) HCI's Analytics for Talent Management (ATM) HCI's Strategic Workforce Planning (SWP) Certified Mentor Practitioner (Level 1) The Language of Effective Presentations The Engaged Manager Inspiring the Best in Your People A Mach 2 HR Masterclass 3

4 Learning Objectives Forecast and plan the workforce that your organisation will need to succeed in the future What You'll 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. 4

5 Learning Architecture 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, and a resource for the most progressive organisations and executives in the world, HCI has more than 20,000 participants trained through our education programmes. The course is highly interactive, providing the opportunity for networking with HR leaders across industries. The Foundation 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. Learning Fundamentals Optimised blended learning environment; Grounded in original research; Designed and taught by senior academics and executives; Highly interactive, casebased 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. 5

6 Curriculum Guide DAY ONE Talent Management Context Strategic Workforce Planning : Background & Context Workforce Planning in Action Business Strategy Differentiated Segments Environmental Scan 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 demand; External demand; Risk assignment to environmental factors; Activity : Case Study. 6

7 Curriculum Guide Module 7 - The Data DAY ONE The Data Requirements of Strategic Workforce Planning Current State Analysis Summary 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. 7

8 Curriculum Guide DAY TWO Introduction Futuring Gap Analysis Action Planning Telling Stories with Data and Enlisting Support Bringing Strategic Workforce Planning to Life and Practice 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; 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 " o McGraw Hill Federal Credit Union; The targeted future state. Module 2 - Gap Analysis o o Grant Thornton Conagra. Examples of gap dimensions; Gaining consensus on critical gaps; The SWP toolkit gap template. Module 5 - Bringing Strategic Workforce Planning to Life and Practice Compelling cases for workforce planning; The competencies of Module 3 - Action Planning Solutions to close gaps; 6B's for skill acquisition and development; Work design; Rewards and recognition; Development; Acquisition; successful workforce planners; Roles and responsibilities of the SWP project team; The SWP workshop session; Walkthrough assessment and getting started toolkit. 8

9 Curriculum Guide DAY TWO Workforce Planning in a State of Perpetual Change Conclusion 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; Desiging for flexibility and innovation. Conclusion Summary; Key learning; Next steps. 9

10 Why HCI? HCI At a Glance Online Talent Communities AUDIENCE The Human Capital Institute world's largest aggregator of open source news, PROFILE provides solutions that advance the practice of information and research at the intersection of human human capital and strategic capital and business talent management. A global strategy. 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 clearinghouse and catalyst for new ideas and next practices, HCI is a resource for the most progressive organisations and executives in the world. 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. brances of the military. 10

11 Certification - Exam Info THE EXAM CERTIFICATION CREDITS Multiple choice exam; In order to receive your 1. Approved for 12 General Can be taken anytime certification you must pass a recertification credit hours after attending the course test receiving a score of 75% towards PHR, SPHR and (does not expire); or higher. GPHR recertification through Exam consists of between the HR Certification Institute questions RE-CERTIFICATION depending on which Each certification is valid 2. SHRM has pre-approved this course is taken; for 3 year period; certification for 12 Pass score of 75%; Renewal is based on Professional Development continuing education Credits (PDCs) toward SHRM- EXAM CONDITIONS credits that demonstrate CP SM or SHRM-SCP SM You can re-take the exam currency in the field; certifications. The Human by clicking on the exam Credits may be earned by Capital Institute is recognised link provided. There is no attending HCI learning by SHRM to offer Professional re-set once the events, completing Development Credits (PDCs) examination is open to be additional courses or for courses named above. taken. You are, however, through outside not allowed to stop and educational activities; Supports HRCI and SHRM start ie once you begin the exam, you must complete it in entirety once you have entered; The accumulation of 60 credits extends the certification for three additional years. recertification. No limits on the number of re-takes you can do. 11

12 Faculty Cited by CIPD as one of the top five HR thinkers in the MENA region, Ron Thomas MHCS SWP GHCS is Managing Director at Strategy Focused Group - MENA based in Dubai. His writing has been featured in the New York Times, Wall Street Journal, Crain's NY Business, Workforce Management Magazine, TLNT.com, CEO.com, People and Management Magazine and Vertical Distinct. Ron Thomas MHCS SWP GHCS Ron was formerly CEO, Great Place to Work Gulf and the former CHRO for the RGTS Group in Riyadh, Saudi Arabia. A senior faculty member of the Human Capital Institute (HCI), he holds HCI certification as a Master Human Capital Strategist (MHCS) and Strategic Workforce Planner (SWP). A sought after keynote speaker, he was recently named one of the "50 Most Talented Global HR Leaders in Asia" by the World HRD Congress. He has held senior level positions within Xerox HR Services, IBM and Martha Stewart Living. Board memberships include the Harvard Business Review Advisory Council, McKinsey Quarterly Executive Online Panel and HCI's Expert Advisory Council on Talent Management Strategy. 12

13 Additional Information Important Note 1. This course is brought to you in partnership with The Human Capital Institute and Ron Thomas. 2. Terms and conditions apply. Please visit Vertical Distinct for the full terms. Inclusives A meal and light refreshments will be provided at this course. This price is inclusive Locations Geographies covered : Asia Pacific Africa Europe Complete and updated list of all cities and dates are available on Relevant To - VP/Director/Manager, Human Resources; - VP/Director/Manager, Talent Acquisition and Recruitment; - VP/Director/Manager, Organisational Development; - Strategic HR practitioners; - Business line managers /executives. of the cost of taking the exam. Candidates 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. engineer at Concentra. As a consultant, he was a project lead on over a dozen projects spanning the manufacturing, healthcare, oil & gas, internet, banking & finance, and education verticals. His experience included projects at Fortune 500 and Global 1000 companies such as GE Medical Systems, BP Amoco, and William Blair. In addition to consulting, he has worked part-time as a corporate trainer and obtained certifications in Java (SCJP, SCJD) and Microsoft technologies (MCP+SiteBuilding). He has certifications in CIO, ecommerce, Data Warehousing and Business Intelligence. Prerequisites None applicable. 13

14 VERTICAL DISTINCT SDN BHD Suite 1208 Level 12 Amcorp Tower, Amcorp Trade Centre No. 18 Persiaran Barat, Petaling Jaya, Selangor Darul Ehsan, Malaysia