Workforce Planning - Workforce Planning Talent Management...

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Workforce Planning Strategic Human Resources 2016
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The Talent Management Cycle Identifying & Attracting Succession Planning Leadership Pipeline Continuous Learning & Development Experiences Onboarding Recruiting & Selection Talent Management Transitioning Promotion Engaging and Retaining
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Outline Session 1: Workforce Planning Session 2: Recruitment Strategies and Sources Session 3: Employment Branding & the importance of the Employee Value Proposition
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Objectives Understand the Workforce planning process and learn how to analyze workforce inventory Understand the main steps of recruitment, identify and evaluate the effectiveness of internal and external recruitment sources and discuss various ways of eliminating labor surplus/shortage Understand the Strategic role of HR in branding the company as an employer of choice Understand the importance of Employees as brand ambassadors
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KFF | Human Resources SESSION 1 WORKFORCE PLANNING
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Objectives At the end of this session, you will be able to: Be introduced to PEST factors that influence an organizations talent acquisition and retention strategies Understand the Workforce Planning Process Analyze your company’s current Workforce inventory Understand the importance of Workforce forecasts and plans Discuss various ways of eliminating labor surplus and avoiding labor shortage
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The HR Role Implement approaches to ensure that appropriate workforce levels exist to deliver on organizational goals and objectives Consult on and initiate strategies to create a robust workforce plan that will address current & future organizational needs
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PEST Political Economic Social Technological
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Political Factors Government & Legal systems Tax and other socialized incentives Government Business policies on hiring Political Changes
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Economic Factors Globalization The Country’s Economy Stability of Economy Currency Unemployment rates Skill Availability Access to Credit for Businesses
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Social Factors Population growth and age Workforce demographics Health, Education, Mobility Attitude towards Work and Industries Taboos Life style Religion/ Beliefs/ Tradition
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Technological Factors New Technologies that could radical change the work New Technologies as opportunities Org. Infrastructure
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Workforce Planning is A process that identifies the workforce that can implement the organization’s strategies and goals, both now and in the future. It projects workforce needs Evaluates internal talent supply Assesses external talent supply Defines & prioritizes gaps between supply and demand and results in an action plan to close the gaps Strategically aligns the human capital with the business direction Robust workforce planning helps to protect the organization against unforeseen difficulties. The right workforce mix is unique to the organization.
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