About the Course

In today’s talent-based economy, human capital is arguably the most important tangible asset of any organisation. Despite its importance, this asset is often not carefully planned, measured, or optimised. Many organisations are not sufficiently aware of the current or future human capital gaps that will limit the execution of the Organisational Business Strategy.  A lack of consistent human capital planning objectives and processes, predictive modeling, and misalignment with the organisation’s Strategic Business Objectives is where a business starts to become reactive and inefficient in its ability to effectively manage and retain talent.

Organisations require an approach that moves human capital planning from sheer recruitment needs to the domain of Operational Effectiveness.

This course outlines what a pragmatic and operational Human Capital Planning process looks like and predictive tools that help organisations measure and respond to their human capital gaps. Using this framework and tools, high-performing organisations can use Human Capital Planning to ensure they have the required talent to drive business objectives.

Core Objectives

The delegates will achieve the following objectives:

• Demonstrate a thorough understanding of the HC plan
• Create an HC plan that is aligned with the organizational business plan
• Review the progress of the HR initiatives
• Evaluate an HC plan and recommend adjustments
• Demonstrate how an HC plan can increase value of human capital management 

Training Approach

This course uses a methodology that combines the explanation of the HC plan components reaching the end of the course with a real HC Plan that will be assessed and evaluated. Also, individual exercises, team exercises, and case studies will be used in this course.

The Attendees

Likewise, it will be valuable to the professionals but not limited to the following:

• HR/HC Heads and Managers
• HR/HC Team Leaders and Specialists
• Business Partners

Daily Discussion

DAY ONE: ANALYSIS OF ORGANISATIONAL PLANS AND OBJECTIVES

• Understanding Business Vision, Mission, and Values
• Understanding Strategic Business Objectives
• Human Capital Plan Definition and Purpose
• Linking the Human Capital Plan with Business Objectives

DAY TWO: HUMAN CAPITAL DEMAND FORECASTING

• Talent Demand Planning
• Internal Talent Analysis
• Human Capital Movement Trend Analysis
• Personal/Career Development Planning
• Succession Planning

DAY THREE: HUMAN CAPITAL PLANNING GAP ANALYSIS

• Estimating Gaps
• Underperforming Human Capital Analysis
• Talent Development System Analysis
• Attrition, Retention, Separation Analysis
• Human Capital Planning SWOT Analysis

DAY FOUR: FORMULATING AND EXECUTING A HUMAN CAPITAL PLAN

• Human Capital Plan Framework
• Human Capital Plan Key Components
• Human Capital Stakeholder Engagement and Management
• Communication Management Plan
• Effectively Managing Changes to the Human Capital Plan

DAY FIVE: MONITORING AND CONTROLLING A HUMAN CAPITAL PLAN

• Measuring, Monitoring, and Controlling the Performance of a Human Capital Plan
• Executive Reporting of a Human Capital Plan Status, Progress, and Performance
• Human Capital Plan Drafting, Executing, Measuring, and Reporting Simulation Brief
• Simulation Execution
• Simulation Retrospective