People provide the only real competitive edge you have in business. Workforce planning is a method to ensure the right number of people with the right skills are in the right place at the right time to deliver an organisation’s short and long-term objectives. This innovative training will not confuse you with a lot of difficult mathematics and formula; rather it will focus on the practical and ‘real world’ application of Workforce Planning, Talent Management & Qatarisation.

In stable economic and social environments, it might appear relatively straightforward to plan for labour requirements. In more volatile situations, however, it may be far harder to establish how trends in the internal and external labour markets can affect the organisation’s need for staff and their skills. This highly practical and relevant training seminar presents a systematic approach to Workforce Planning, Talent Management and Qatarisation/Nationalisation initiatives.

By the end of this training, participants will be able to:

• Explain what is Strategic Workforce Planning versus Manpower Planning, and how it can contribute to organisational effectiveness
• Develop holistic 5 year strategic workforce planning using various scenario planning and predictive methodologies
• Analyse the practical use of Succession Planning
• Use data analytics to develop strategic workforce planning
• Discuss the key issues surrounding Qatarisation/ Nationalisation Initiatives
• Learn the fundamental processes of Workforce Planning
• Understand the importance of strategic job analysis

This training designed for employees working in Human Resources (HR) (from different positions & sections)

Module (01) Introduction to Human Resource Planning (HRP)

• The context for Workforce Planning
• People as a competitive edge
• HR as a strategic tool
• The process of Workforce Planning, Qatarization, Succession Planning and Hiring
• Workforce Planning information systems and analysis using data analytics
• Scenario planning and predictive methodologies to develop Workforce Plan

Module (02) Workforce Planning & Talent Management

• Planning human resources requirements
• Training and development issues
• Supply planning and issues of ‘flow’
• The talent management lifecycle
• Talent development needs/gaps
• How talent management and succession planning differ

 Module (03) Nationalization & Qatarisation Issues

• Overview of Qatarisation
• History, Context, Politics, Economics, Private sector
• Drivers for Qatarisation, Costs & benefits
• Issues & Challenges
• Strategies & Solutions
• Retention strategies and improved engagement from Nationals

 Module (04) Career Development: Tools and Methodologies

• Competencies: The Foundation for Career Development
• Coaching: An Essential Managerial Function
• Mentoring: A Must Have System for Career Development
• Career Counselling Services
• Assessing Present Work Requirements and Individual Job Performance
• Assessing Future Work Requirements and Individual Potential
• Closing the Development Gap – The Individual
• Development Plan (IDP)
• Designing the Individual Development Plan

 Module (05) Succession and Career Planning

• Understanding Demand issues
• Managing your ‘people inventory’
• Management continuity and exit plans
• A formula for effective Succession Planning
• How to assess readiness and roles in Succession Planning
• Career Planning and its relationship to Succession Planning
• Making the Business Case for Succession Planning and Management