The Scandinavian Academy adopts modern methods of training and development and raising the efficiency of human resource development, and we follow in that:
Theoretical lectures through PowerPoint presentations and visual presentations (videos - and short films)
Scientific evaluation of the trainee (pre-evaluation and post-evaluation)
Brainstorming and application and representation of roles
Practical cases that suit the scientific material and the nature of the trainees' work
Tests at the end of the course
The participant gets the scientific and practical material for the training program printed on paper and saved on CD or flash memory
Attendance reports for participants and final results reports with a general evaluation of the program
The scientific material for the training program is prepared in a scientific and professional manner, and this is done by the best professors and trainers in various fields and all specialties
At the end of the program, the trainee is awarded a professional attendance certificate (signed and certified) issued by the Scandinavian Academy for Training and Development in the Kingdom of Sweden (with the possibility of attestation from the Swedish Ministry of Foreign Affairs and the trainee's embassy in the Kingdom of Sweden)
Training program times are from ten o'clock in the morning until two o'clock in the afternoon, and the program includes a snack buffet during the lectures
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
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.
All the complex issues will be simplified using practical examples and case studies. All training will be conducted in a friendly participative environment. Extensive group work, with mini presentations at all major stages of the programme. Where appropriate, video and video clips will be use to reinforce key points. Each person will be encouraged to write up their own implementation plan for action when returning to work.
Dealing with only one area of HRM often does more harm than good, this course gives the big picture
Personnel attending will be able to master the new techniques which will aid organisational efficiency.
Data management as part of manpower planning is often inadequate, those attending will be able to calculate and produce predictive information which will be of great use and measurable value to the business
Be able to react to fast moving business changes by using the “RIGHT “ technique
Will be able to provide up to date advise on organisational design, link employee numbers with work don and fully understand downsizing and right sizing
Will have knowledge of the immense value that the organisation can benefit from using the latest formulas, software and predictive tools
There will be new things and approaches that will stimulate you and give you a great professional advantage
Learning the new models will be facilitated through numerous case studies and practical group work – aiding you learning experience.
Human Resource Management is rapidly becoming an essential element of HR departments –its new; the processes are new and this course will insure you can master the techniques and be ready for the new HR.
The practical nature of this course is designed to aid your learning and enjoyment- examples throughout including mastering how to do correlations and what data to use –will be simplified through many practical worked examples.
We would consider this course to be essential for any person wishing to have a successful career in HR or in building or changing organisations
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.
Succession Planners and Developers
Manpower Strategy and Organisational Analysis (Area 1)
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
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
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