Workforce Planning and Budgeting

Workforce Planning and Budgeting

Methodology

This course utilizes a combination of interactive techniques such as lectures, group exercises, case studies, scenario analysis, and participant presentations.

Course Objectives

By the end of the course, participants will be able to:

• Identify workforce planning within the framework of human resource management.
• Explain how workforce planning is linked to the organization’s overall strategic plan.
• Understand economic concepts related to supply and demand and their application in the labor market.
• Apply forecasting tools related to supply and demand to different types of human resources.
• Recognize the relationship between workforce planning and the recruitment process.
• Describe the importance of understanding the external job market for workforce planning.
• Formulate recruitment strategies to address workforce gaps, whether they are shortages or surpluses.
• Apply budgeting techniques to workforce planning.

Target Audience

This course is aimed at recruitment and workforce planning managers, human resource specialists, strategic analysts with at least three years of experience in workforce planning, general human resource management, and partners. It is also suitable for organizational planning managers who want to ensure the successful implementation of their strategies.

Program Content

• Overview of organizational development
• The building block of an organization
• Organizational goals
• Key terminologies in an organization
• Division into departments
• Mechanistic vs. flexible organization
• Strategy and organizational structure
• Selecting the right organization
• Economics of an organization
• Basics of workforce planning
• Workforce planning for acquisition, retention, and development
• Defining workforce planning
• Strategic planning and workforce planning
• Is it a supply and demand issue?
• Workforce planning and employee demand forecasting
• Objectives and stages of workforce planning
• Workforce planning programs
• Benefits of workforce planning
• Keys to successful workforce planning
• Key performance indicators for workforce planning (KPIs)
• Workforce planning operational model
• Workforce planning analysis
• Strategic recruitment process
• Causes of supply and demand gaps
• Static vs. dynamic workforce planning
• Demand analysis and employee demand forecasting
• Trend analysis
• Ratio analysis
• Scatter analysis
• Zero-based Manning methodology
• Supply analysis stage
• Variance analysis stage
• Workforce shaping: applying the basic model
• Identifying required recruitment gaps or surpluses
• Determining necessary recruitment procedures
• Implementing the recruitment plan
• Beyond recruitment plans
• Using workforce planning to support succession planning and development
• Proactive talent management
• Measuring recruitment effectiveness and efficiency
• Budgeting: the process and approach
• Importance of budgeting
• Types of budgets
• Key elements of the budget
• Budgeting methods
• Characteristics of an effective operational budget
• Budget estimation tools
• Human resource budgeting
• Cost control
• Control systems
• Monitoring process
• Variance analysis