Talent Forecasting and Strategic Workforce Planning Training Course
1Summary
Most organisations don't run out of budget before they run out of the right people — a skills gap that was never forecast, a critical role with no successor, a growth plan nobody staffed for. This Talent Forecasting and Strategic Workforce Planning Training Course by Arab British Fellowship Training Academy helps HR and management professionals see workforce gaps coming and build a talent pipeline before they turn into a crisis.
This Human Resources Training Course covers forecasting workforce demand and supply, succession planning for critical roles, and building a talent strategy that keeps pace with where the business is heading, not just where it has been.
2Objectives and target group
- Explain why strategic workforce planning matters and how it links to business strategy
- Assess current workforce capabilities and identify skills and capability gaps
- Forecast future workforce demand and supply, including scenario-based forecasting
- Apply manpower planning techniques to close internal and external supply gaps
- Build succession pipelines for critical and business-critical roles
- Develop an integrated talent strategy aligned with where the business is heading
- Use workforce analytics and metrics to support planning decisions
- Prepare the organisation for future workforce and reskilling challenges
Target Audience
- HR Managers and HR Professionals
- Workforce Planning Managers
- Talent Management and Talent Acquisition Professionals
- HR Business Partners
- Learning and Development Managers
- Succession Planning Specialists
- Organisational Development Professionals
- Strategic Planning and Workforce Analytics Professionals
3Course Content
Module 1: The Cost of Not Planning Ahead
- What happens when workforce planning is missing
- Relationship between business strategy and workforce needs
- The workforce planning lifecycle and roles
- Key challenges organisations face
Module 2: Reading the Current Workforce
- Workforce demographics, skills and capability assessment
- Structure and productivity analysis
- Strengths, vulnerabilities and building a current-state profile
Module 3: Forecasting Demand and Supply
- Workforce demand forecasting techniques and drivers
- Internal supply and external labour market analysis
- Manpower planning and identifying supply gaps
- Scenario-based forecasting models
Module 4: Talent Forecasting and the Future Workforce
- Identifying emerging skills and labour market trends
- Technology's effect on job requirements
- Building a future workforce profile and talent scenarios
Module 5: Succession Planning for Critical Roles
- Identifying business-critical roles
- Talent readiness assessment and succession pipelines
- Developing high-potential employees and reducing key-person risk
Module 6: Building an Integrated Talent Strategy
- Aligning talent priorities with business objectives
- Acquisition, development, retention and internal mobility
- Building sustainable talent pipelines
Module 7: Closing Skills Gaps and Using Workforce Analytics
- Skills gap analysis and reskilling and upskilling strategies
- Learning and development alignment
- Workforce metrics, dashboards and data-driven decisions
Module 8: Practical Strategic Workforce Planning
- Conducting a full workforce planning assessment
- Building demand and supply forecasts and a manpower framework
- Building a succession pipeline and a forward-looking talent strategy
- Creating a future workforce action plan