Includes:

• Basic Level

• 34 Microlearning Sessions

• 588 min. of Experiential Content

• 210 Learning Actions

• Group Discussions & Sharing

• Offline Access

• Lifetime Access via Mobile and Web

• Digital Certificate shareable on LinkedIn

Bundle Overview

1. Let’s Get Started!

2. Introduction to SWP

3. What is Strategic Workforce Planning?

4. Organizational Imperatives, Challenges, and Macro Trends

5. Strategic Workforce Planning Model

6. Apply Your Knowledge!

7. Aligning Future Workforce Requirements To Strategy

8. Key Concepts of SWP

9. Strategic Roles Within An Organisation

10. PESTLE Analysis

11. The Relationship Between Business Strategies and SWP

12. Apply Your Knowledge!

13. Environmental Scan

14. Sources of Recruitment

15. Build, Buy, Borrow

16. Acquiring Talent: Low Cost and Fast Acquisition

17. Talent Pipeline

18. Talent Risks Within An Organization

19. Gap Analysis And Current State Analysis

20. Gap Analysis

21. Current State Analysis (I)

22. Current State Analysis (II)

23. Apply Your Knowledge!

24. Predictive Analytics and Workforce Development Planning

25. Introduction to Predictive Analysis

26. Addressing Attrition With Predictive Analytics

27. Specialized Software for Workforce Planning

28. Workforce Development Planning (WDP)

29. WDP - Developing Your Workforce Competency

30. WDP - Talent Acquisition

31. WDP - Talent Management

32. WDP - Workforce Optimization

33. Apply Your Knowledge!

34. Program Evaluation

What is this 'Microlearning Course' about?

Planning for current and future workforce demand and supply to meet strategic and organizational objectives.

Demand side analysis: Quantitative and qualitative workforce requirements based on budget considerations, business strategy, and outcome objectives.

Environmental scan: Current internal/external supply & demand, risk factors, skills assessment.

Gap analysis: alignment on critical gaps, internal and external filling of gaps including the use of non-traditional sources of talent (e.g. contingent workforce) and contracting.

Predictive analytics: Employing analytics in determining attrition and the future supply of workforce.

Workforce development planning: To make recommendations on assessment and deployment, including learning and development, talent management, acquisition, compensation, workforce optimization, and organization design to deliver business impact.

Who is this course designed for?

The course is designed for mid to beginner level HR professionals who want to have a broad understanding of Strategic Work Force Planning.

What will you take away?

The learner will be able to understand and apply Work Force planning strategies to align with business strategy. The learner will be able to identify gaps in current and future work force requirements and devise strategies to fill the gaps.