COURSE OVERVIEW
The strategic planning of manpower, succession, and talent retention has become increasingly critical for global competitiveness. Organizations need well-defined processes to develop and implement effective manpower and succession strategies. A clear and structured approach ensures informed decision-making, enabling a balanced alignment between current workforce capabilities and future business needs.

KEY FEATURES

• Understand how to analyze and forecast organizational trends to plan effectively.
• Balance individual development with future business requirements.
• Recognize the link between operational management and human resource strategy.
• Apply appropriate approaches to optimize manpower planning and succession processes.
• Enhance process management skills to maximize resource utilization.
• Gain hands-on experience in implementing dynamic and practical manpower planning systems.

LEARNING OBJECTIVES
Participants in this masterclass will:

• Explore strategic models for successful manpower succession planning.
• Learn predictive tools and methods to analyze trends and organizational data.
• Use data to model potential outcomes and assess financial implications.
• Refresh and enhance interviewing, appraisal, and manpower planning techniques.
• Develop methodologies for effectively presenting business information.
• Understand organizational and individual measurement tools and their interconnections.
• Acquire skills to manage manpower planning processes efficiently.
• Learn strategies to retain key talent.
• Review international business case studies to apply insights in the workplace.
• Develop action plans for themselves and other managers involved in manpower planning.

TARGET AUDIENCE

• Manpower succession planning managers, consultants, and supervisors.
• HR professionals responsible for workforce planning.
• Succession and emergency planners.
• Managers seeking to improve resource management and succession planning.
• Individuals recently facing manpower planning challenges or involved in business strategy.
• Facilitators involved in cross-functional business planning.

TRAINING METHODOLOGY

• Interactive sessions incorporating participants’ experiences through group discussions, case studies, and analysis, guided by the Senior Consultant.
• Exploration of options, evaluating benefits, risks, and potential action plans.
• Exposure to global frameworks, methodologies, and theory assessments, reinforced with group presentations.
• Hands-on exercises for practical application, encouraging small group work on specific topics.
• Learning in a supportive, collaborative, and engaging environment to maximize retention.
• One-on-one consultations with the Senior Consultant available if needed.
• Pre- and post-course assessments to evaluate learning effectiveness.

COURSE CONTENTS

Module 1 – Introduction to Manpower Succession Planning Strategies

• Overview, objectives, and methods of working.
• HR models supporting future organizational needs.
• The growing importance of succession planning for business success.
• Impact of organizational changes and trends on workforce requirements.
• Decision-making tools and examples for right-sizing and adapting the workforce.
• The four core areas of manpower planning: strategic focus, data analysis, planning, and people development.

Module 2 – Strategic Focus in Manpower Succession Planning

• Understanding the new HR strategic map.
• Developing and applying a strategic template (exercise and case study).
• Measuring organizational health and triggers for succession planning.
• Translating vision and strategy into actionable workforce plans.
• Planning, budgeting, and process management for timely delivery.

Module 3 – Retention Strategies and Approaches

• Determining when and how to retain top talent.
• Measuring and tracking employee potential and performance.
• Designing talent management programs.
• Developing reward and career path strategies for specialists and generalists.
• Using performance data to manage expectations and forecast future performance.

Module 4 – Manpower Supply, Succession, and Assessment Tools

• Selecting key personnel for strategic positions.
• Addressing short-term and long-term succession needs.
• Using pre-selection methods, including psychometric tests, emotional intelligence, assessment centers, and development maps.
• Regular business reviews to evaluate the impact and effectiveness of manpower planning.

Module 5 – Executing Manpower Succession and Retention Processes

• Leveraging management tools to maximize outcomes.
• Integrating performance appraisals with talent pool selection.
• Managing talent pools, headhunting, and aligning individual agreements with business goals.
• Ensuring all succession planning and retention processes are interconnected and deliver value.
• Final review, reflection, and certificate presentation.