Manpower Organisation, Succession Planning & Trend Analysis

Introduction

This unique course provides participants with all they need to know about the new manpower planning cycle –now called Human Resource Planning (HRP). This has become the fastest growing and most dynamic area in today’s Human Resources Departments. In some organisations its value is fully recognised and it become a department in its own right. The new manpower planning requires a complete set of new skills, tools and software. This advanced program will show you what needed and what results can be achieved.

• Find out about the software needed for predictive manpower planning
• Master the way to do organisational charts, and manager/ supervisor ratios
• New approach used on this programme will provide a very high ROI on your investment
• Benefit from manpower utilisation research completed in 2010

Objectives

Delegates attending this program will be able to:

• Use the new linear strategic model works for manpower planning
• Calculate and produce convincing results from manpower data including predictive trends
• How each segment of the manpower model works, data collection, analysis and succession planning
• Design and master the ability to construct organisational charts and ratios
• Know what software to use for predictive trend analysis and forecasting
• Be able to draw a business process map and understand how to do business process re engineering.

Who Should Attend?

Anyone who runs an organisation, or a department, also those dealing with efficiency issues, mergers and acquisitions, business growth and the future management of the workforce.

• HR Personnel
• Manpower Planners
• Department Heads
• Succession Planners and Developers
• Emergency Planners

 SEMINAR OUTLINE 

Manpower Strategy and Organisational Analysis

• The critical role of the new manpower planning activity
• Getting strategic time lines for effective manpower planning
• The new strategic model and the 10 critical inputs
• Emergency planning –the critical role of manpower planning
• Predicting when the organisation needs to change – use of the land model
• The land model – questionnaire
• Case study on Manpower planning –what should manpower planning do?
• Case study and review

Organisational Design, Down Sizing, Right Sizing and Employee to Manager Ratios (Area 1)

• How organizations are designed
• Organisational design and its two major faults for the 21st century
• The rules that apply to determine manpower levels – Exercise F and group feedback
• The value of team working and its impact on management levels and productivity
• Down sizing – Case study and group work
• Right sizing – case study
• Right sizing – group exercise

The Three Key Functions of Today’s Manpower Planners

• The three areas, Strategic focus, Manpower analysis and predictive fore casting ( area 2) and Situation fulfillment
• Manpower analysis – data and projections – what is involved
• Critical data needed and software to do the job
• Understanding performance – data needed
• Understanding competencies – data needed
• Understanding productivity – data needed
• Critical software needed to action the above –demonstration
• Case study, rightsizing and producing a work flow improvement in an existing organisation

Situational Fulfillment of Manpower (Area 3)

• Understanding the “right” principle
• Trend analysis, retrospective and projective techniques
• Use of Monte Carlo simulation – demonstration and discussion
• Manpower data correlations – the financial advantage to the organisation
• Succession planning – the three option approach
• Group development for succession planning – option 1
• Individual and deputy selection – option 2
• External selection – use of head hunters – option 3

The Five Critical Processes That Support Manpower Planning

• (1) Pay and rewards – the psychological contract
• (2) Recruitment – new techniques = new results
• Innovations in interviewing since 2008
• (3) Training – making training effective and measurable
• (4) The critical role of performance appraisal
• Business process re engineering –demonstration and practical exercise

Investasi dan Fasilitas

• Harga : (dilampirkan dalam Brosur penawaran)
• Fasilitas : Certificate, Training kits, USB 8 GB, Lunch, Coffe Break, Souvenir, City Tour
• Untuk peserta luar kota disediakan transportasi antar-jemput dari Bandara/Stasiun ke Hotel (berlaku bagi perusahaan yang mengirimkan minimal 2 peserta)
• Quota minimum Running 2 peserta (jogja, Solo, Semarang) Quota minimum Running 3 peserta ( Jakarta & Bandung) –  ( Untuk Manado, Bali , Balikpapan dan Lombok Quota minimal 4 peserta)

Tempat (Tentative):

• Hotel Santika Kuta, Bali
• Hotel Nagoya Plaza, Batam
• Hotel Fave, Balikpapan
• Hotel Aston, Manado
• The Santosa Villas and Resort, Lombok
• Hotel Gino Ferucci, Bandung
• Hotel Santika Pandegiling, Surabaya
• Hotel Fave Pasar baru Jakarta, Jakarta
• Hotel Ibis Solo
• Hotel Ibis Simpang Lima, Semarang
• Hotel Ibis Malioboro, Yogyakarta

Mobile : (081215875419 / 085643156780)

Email : seminarcenterindonesia@gmail.com / indotciproconsultant@gmail.com

Web: jadwalinformasitraining.com

Catatan :

• Pelatihan ini dapat di-customized sesuai kebutuhan perusahaan Anda bila diselenggarakan dalam bentuk In-House Training. Untuk permintaan In-House Training dengan jenis topik lainya, silahkan mengirimkan ke alamat email yang tercantum di web kami.
• Request Training. Jika anda membutuhkan informasi pelatihan yang belum tercantum pada website ini, atau anda ingin memberikan usulan materi yang sesuai dengan tingkat kebutuhan perusahaan anda, silahkan mengirimkan ke alamat email yang tercantum.
• Bila tidak ada tanggal dan waktu atau yang tercantum sudah kadaluarsa didalam artikel mohon tanyakan kepada kami untuk jadwal terbarunya.
• Peserta bisa mengajukan Tanggal Pelatihan / Training selain yang tertera pada silabus penawaran