This workshop provides a practical and methodical approach for creating and executing data-driven strategic workforce plans using a variety of analytical approaches and data sources.

Analytics for Workforce Planning

At its core, workforce planning is an analytical exercise in understanding the supply and demand for talent—so to get the right people with the right skills in the right place at the right time. Data requirements and analytical approaches are numerous in any workforce plan—but increasingly plans are not only dependent on analyzing traditional internal and external data about the workforce. In an ever-changing talent marketplace, analyses on competitive intelligence, industry disruptors, granular skills, employee sentiment, demographic changes, and more are key elements in a successful workforce planning exercise.

This workshop provides a practical and methodical approach for creating and executing data-driven strategic workforce plans using a variety of analytical approaches and data sources. Throughout the training, you will learn to incorporate both common analytical techniques in workforce planning, as well as the basics of incorporating advanced and non-traditional analytical techniques. Lectures, group hands-on exercises, and bonus materials are designed to allow you to immediately adopt analytical approaches and processes that you can take back to your organization for immediate strategic workforce planning.

Who Should Attend

 

All HR professionals at all levels, especially those involved with the analytical or technical aspects of workforce planning. Professionals with roles and backgrounds in analytics, reporting, project management, and planning are encouraged to attend.

Manuals and Bonus Materials provided

Participants will receive an interactive course manual with bonus materials containing reproducible end-to-end examples of all analytical components of a workforce plan.

About Your Instructor

 

 

 

Paul Lalovich

​​Paul successfully led and supported business transformations across a variety of industries, making significant progress in reducing costs and improving operating effectiveness. Paul worked extensively in the emerging markets of Europe and The Middle East (du, Gazprom, Norconsult, Global Medical Solutions, Sadara Chemical Company, Willis Towers Watson, Mercer Consulting, Oliver Wyman and more recently Emirates Nuclear Energy Corporation). Prior to this, during his career in Canada he worked as a Business Process Outsourcing (BPO) consultant with ORIS Creative Solutions supporting many organizations on the Fortune’s list “100 Best Companies to Work for in America”.

2010 - present

2010 - present

Learning objectives and benefits to you and your organization:

After attending and participating in this course, you will be better able to:

  • Create detailed and segmented workforce plans that help meet business objectives

  • Overcome common data and analysis problems that prevent realistic or actionable planning

  • Analyze data from a variety of internal and external sources

  • Effectively plan for multiple scenarios and recommend best outcomes to executives

  • Understand the basics of advanced analytic techniques in workforce planning

 

Course requirements and things to bring

 

A laptop is required to use the manual and bonus material, as well as to participate in group data analysis exercises outlined in the agenda--a common company laptop with Microsoft Excel installed is sufficient to complete exercises and use bonus materials.

A basic familiarity with Microsoft Excel is required; an intermediate understanding of excel is preferred (pivot tables, SUMIF, COUNTIF, vlookup); no background in statistics, economics, or analytics necessary.

 

22 - 23 August 2019

Singapore

SGD 2,995

24 - 25 October 2019

Hong Kong

SGD 2,995

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Schedule

Email us now for more information:

enquiry@hrd-future.com

Key Topics Covered

Section I: Introduction to analytics and other key drivers of successful Strategic Workforce Planning

Section II: Analyzing the current and future supply of talent

Section III: Analyzing and translating current and future talent demands of the organization

Section IV:  Analyzing the gaps between needs and supply: crafting a plan for the future

Section V: Monitoring and measuring progress, and helping the organization to pivot to changes in supply or demand

Section VI: Introduction to advanced analytics in workforce planning

 

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