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Manpower
Organization and Succession Planning
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Audience:
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Manpower planners, HR Professionals, Personnel
staff, anyone who needs to understand the value Manpower planning can make.
Others who would benefit are planners, Training managers and anyone in HR who
is building a career.
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Objectives:
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By the end of this training program,
each participant will be able to:
- Understand
the fundamentals of how organizations work, internal processes and
constraints, and how to manage change.
- Utilize techniques for forecasting ongoing
requirements, and understand how wastage occurs.
- Develop manpower
plans, including assessing the costs and benefits of “contracting out”.
- Develop
succession plans and associated systems and identify the main sources of
Human Resources supply.
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Course Outline:
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i
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Introduction to
Manpower Planning and Organization
- Definition
of Manpower Planning and organization
- Contributions
to Manpower Planning and organization
- Reasons
for Manpower Planning
- Knowing
the goals and plans of the organization
- Forecasting
the organizational structure
- Estimating
Manpower requirements
- Key
elements of the Manpower Plan
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ii
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Manpower
Planning into Action
- Getting
to grips with all the element HR can measure as part of manpower (HRM)
planning
- Delivering
Manpower supply
- How
manpower supply can be enhanced –Recruitment and selection methods
- How to
improve development skills and capabilities of new employees and upgrade
existing employees
- Performance
Appraisal –correctly used –performance tools
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iii
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Organization and
Manpower Planning
- Organization
Design
- Guiding
Principles
- Common
Mistakes in Organizations
- Organization
Culture
- Managing
Change
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iv
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Developing Successors
in your organization
- Succession
planning options
- Reasons
for alternatives to key role replacement
- Why
internal succession?
- Devise
and implement an effective succession plan to get the right people in
the right position
- Understand
the organization's long-term goals and objectives
- Identify
the workforce's developmental needs
- Determine
workforce trends
and predictions
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v
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Identify “Profiles of
Positive Hires” for Leadership Positions
- Recognize
talent from multiple organizational levels early in their careers
- Assess
individuals’ readiness to assume possible job openings and compare
competency levels
- How to
ensure Leadership Continuity
- Prepare
individuals for increased leadership and managerial responsibilities
- Communicate
key competencies needed for leadership positions presently and in the
future
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