Every organisation eventually faces the same question: do we have the right number of people, with the right skills, in the right roles, at the right time? Workforce planning is how HR teams answer that question before it becomes a crisis. Rather than reacting to gaps as they appear, structured planning lets a company anticipate its staffing needs and build a pipeline of talent that matches where the business is heading.

Arab British Fellowship Training Academy built this course around that practical need. It walks HR professionals through the full planning cycle, from mapping current competencies to matching people with tasks and reviewing outcomes, so that workforce decisions are based on evidence rather than guesswork, and the organisation keeps moving toward its goals without being slowed down by staffing surprises.

What You Will Learn

• How to translate business goals into concrete staffing and skills requirements.
• Practical methods for forecasting future workforce supply and demand.
• How to match people to roles based on verified competencies rather than assumptions.
• Ways to control the cost of hiring, training, and retaining staff while protecting output.
• How to build recruitment and training budgets that are tied to real organisational needs.
• Techniques for reviewing and adjusting the workforce plan as circumstances change.

Who Should Attend

• Professionals responsible for designing training and development programmes for staff.
• Those in charge of preparing budgets for employee training initiatives.
• Graduates and job seekers who want to learn contemporary approaches to managing human resources.

Module 1: Why Workforce Planning Matters Today

• The link between HR planning and business performance.
• Core concepts, purpose, and expected outcomes of workforce planning.
• The wider HR planning system and how its parts connect.
• How planning approaches have evolved to meet modern business challenges.

Module 2: Forecasting Talent Supply and Demand

• Stages of workforce planning from data collection to execution.
• Who owns the planning process within the organisation.
• Methods for building a skills inventory and forecasting future needs.
• Common obstacles in workforce forecasting and how to overcome them.

Module 3: Sourcing, Selecting and Interviewing the Right People

• The full recruitment and selection system, step by step.
• Conducting written, practical, and psychological assessments.
• Interviewing techniques that reveal genuine competence.
• Evaluating values and traits to place the right person in the right job.

Module 4: Job Analysis and Role Design

• Why job analysis matters for modern organisations.
• Linking job analysis to administrative performance.
• Approaches and tools used to analyse roles across different organisations.
• Writing job descriptions and setting ideal performance standards.

Module 5: Measuring and Reviewing Workforce Performance

• Setting job performance standards and their practical uses.
• Building performance measurement tools.
• Evaluation methods and how to avoid evaluator bias.
• Who conducts performance reviews, with applied case exercises.

Module 6: Career Pathing and Long-Term Talent Development

• Why career path planning matters to organisations.
• Key factors that shape a career path plan.
• Who is responsible for managing career paths.
• Tools for identifying career tracks and building progression maps.