the human capital institute's strategic workforce planning ......planning and workforce...
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The Human Capital Institute's Strategic
Workforce Planning (SWP) Certification Course Forecast and plan the workforce that your organisation will need to succeed in the future
Vertical Human Resource
Type Certification-led
Sub-Category Talent
Website Course page
jointly presented by
Hello there
You've considered embarking on an exciting journey to
strengthen your professional status and career trajectory. The
choice to obtain professional certification and/or further
credentials in the subject matter area that you choose to
specialise in, puts a powerful tool, right in your hands.
It will bring you competitive edge, career progression and
market opportunity.
This brochure will provide further information about the
course of your choice. There is a wide selection of other
courses on our website, a selection that is constantly added
and improved upon. Feel free to email or call us if you need
help with anything.
We welcome the chance to be part of your journey.
Sincerely
Rowena Morais
Programme Director
Welcome Note
Rowena Morais
Programme Director
2
3
Two Day Course
Offered by the prestigious Human Capital Institute, this is
the premier credential that provides you the skills required
to integrate quantitative measures such as headcount
planning and workforce analytics into a qualitative decision
framework that can inform and transform your
organisational strategy.
Move your career - and your business - forward
with the most sought after skill in talent
management today.
An Agile Framework
Is strategic workforce planning a strength in your
organisation? If not, you’re not alone. Only 13% of
organisations report they are good at predicting future
skills. In fact, two thirds of US employers have no planning
for their talent needs.
In an economy driven by innovation, disruption and
constant change, strategic workforce planning is a crucial
competency for HR professionals seeking to align
workforce strategy with overarching business goals.
Move the Needle
By arming yourself with the most sought-after talent
management competency, you’ll be able to demonstrate
the value of HR as a strategic partner to the business. This
course will arm you with a keen understanding of workforce
planning methodology, bolstered by in-depth case studies
from organisations like GE, Google and Procter & Gamble.
You’ll gain the consultative and change management skills
necessary for developing an action plan to make effective
strategic workforce planning a reality in your organisation.
COURSE OFFERINGS
Rowena Morais
Programme Director
TECHNOLOGY
HUMAN RESOURCE
Certificate of Cloud Security Knowledge
Cloud Technology Associate
Business Architecture - Techniques &
Deliverables
Business Process Management - Techniques
& Deliverables
Scrum : PSM, PSD (Java & .NET), PSPO
Certified Kanban Management Professional
KMP I and II
Certified in the Governance of Enterprise IT
COBIT 5 Foundation
Certified in Risk & Info Systems Control
Certified Professional in Health IT
Software Testing : ISTQB® Foundation,
ATM, ATA, ATTA, iSQI® Certified Agile
Tester
ISTQB® Foundation Exam Prep Course
ITIL® Lifecycle- Service Strategy + 3 more
Transitioning to Agile
How to Implement Practical Data Quality
Management
Ethical Hacker & Penetration Tester
HCI's The Strategic Human Resources
Business Partner (sHRBP)
HCI's Strategic Talent Acquisition (STA)
HCI's Performance Management Innovation
(PMI)
HCI's Human Capital Strategist (HCS)
HCI's Analytics for Talent Management (ATM)
HCI's Strategic Workforce Planning (SWP)
Certified Mentor Practitioner (Level 1)
The Language of Effective Presentations
The Engaged Manager
Inspiring the Best in Your People | A Mach 2
HR Masterclass
Course Background
Learning Objectives
4
.
Forecast and
plan the
workforce that
your
organisation will
need to succeed
in the future
What You'll Learn
HCI’s Strategic Workforce Planning Certification Programme
prepares high-potential and high-performing HR and business
leaders to identify critical roles and competencies, develop
organisational agility and align workforce planning with
integrated human capital and business strategy.
Over the course of two days, you will explore actionable concepts
presented through case studies, multimedia learning modules,
and interactive problem solving.
Course graduates will be able to:
identify and execute against specific workforce, management
and leadership gaps;
adapt to global and local labour trends; and
imagine and prepare for multiple economic, market and
competitive scenarios.
5
Learning Architecture
The Foundation
All HCI courses are built on a
foundation of:
■ Substantive and
contemporary content,
consistent with business
school standards;
■ Practical and actionable
concepts, presented in case
format;
■ Active involvement,
engagement and
participation;
■ Real world practices that
require application of the
material;
■ Use of best media and
methods across learning
styles;
■ Highest quality instructors
in both subject matter and
pedagogy; and
■ An objective emphasis on
measurably improving
business performance.
Learning Fundamentals
■ Optimised blended
learning environment;
■ Grounded in original
research;
■ Designed and taught by
senior academics and
executives;
■ Highly interactive, case-
based and collaborative;
■ Continually updated with
new content, tools and
information;
■ Practical, effective and
focused on measurable
business results; and
■ Supported by deep
informal learning resources.
The Human Capital Institute
provides solutions that
advance the practice of
human capital and strategic
talent management. A global
clearinghouse and catalyst for
new ideas and next practices,
and a resource for the most
progressive organisations and
executives in the world, HCI
has more than 20,000
participants trained through
our education programmes.
The course is highly
interactive, providing the
opportunity for networking
with HR leaders across
industries.
Curriculum Guide
6
Module 1 - Talent
Management Context
Talent management
aligned with strategy;
Talent management by the
numbers;
Agenda;
Introduction.
Module 2 - Strategic
Workforce Planning :
Background and Context
Workforce planning
evolution;
Operational vs Strategic
Workforce Planning;
HCI's perspective on
Strategic Workforce
Planning;
The HCI Strategic
Workforce Planning
Model.
Module 3 - Workforce
Planning in Action
The hallmarks of
successful SWP efforts;
Strategic Workforce
Planning as risk
mitigation;
Case studies- VF
Corporation, NASA, NCR;
Self assessment of
workforce planning
maturity.
Module 4 - Business
Strategy
Strategy first;
Competitive
differentiation map;
Examples of strategic
statements;
Strategic alignment;
Strategy references.
Module 5 - Differentiated
Segments
Four stages of workforce
differentiation;
Segmenting roles;
A spectrum of roles;
Examples of critical roles;
Competencies for critical
roles;
Activity : Case study.
Module 6 - Environmental
Scan
Quantitative and
qualitative information;
Environmental scan
quadrants;
Internal supply : Profile
and trend data;
External supply;
Internal demand;
External demand;
Risk assignment to
environmental factors;
Activity : Case Study.
DAY ONE
Talent
Management
Context
Strategic
Workforce
Planning :
Background &
Context
Workforce
Planning in Action
Business Strategy
Differentiated
Segments
Environmental
Scan
Module 7 - The Data
Requirements of Strategic
Workforce Planning
Marketing segmentation;
Current state workforce
supply groups;
Workforce data;
Activity: Conducting
Current State Analysis.
Module 8 – Current State
Analysis
The data requirements of
Strategic Workforce
Planning;
Using and evaluating talent
information;
Case study examples : GE,
Proctor & Gamble;
Husqvarna.
Summary
Summary;
Tomorrow's agenda.
7
Curriculum Guide
DAY ONE
The Data
Requirements of
Strategic
Workforce
Planning
Current State
Analysis
Summary
Curriculum Guide
Introduction
Recap of Day 1;
Preview of Day 2;
Activity : Preparation
activity.
Module 1 - Futuring
Possible futures;
Futuring techniques;
Limits of forecasting;
The no change future
state;
Scenario planning;
Examples of a scenario
matrix;
Scenario modeling in
practice;
The targeted future state.
Module 2 - Gap Analysis
Examples of gap
dimensions;
Gaining consensus on
critical gaps;
The SWP toolkit gap
template.
Module 3 - Action Planning
Solutions to close gaps;
6B's for skill acquisition
and development;
Work design;
Rewards and recognition;
Development;
Acquisition;
Manage and lead;
Retention;
Activity : Case Study.
Module 4 - Telling Stories
with Data and Enlisting
Support
The Elements of
Compelling Stories;
Influencing skills and
driving change;
Infographics and other
visualisation techniques;
Case Study examples "
o McGraw Hill
Federal Credit
Union;
o Grant Thornton
o Conagra.
Module 5 - Bringing
Strategic Workforce
Planning to Life and
Practice
Compelling cases for
workforce planning;
The competencies of
successful workforce
planners;
Roles and responsibilities
of the SWP project team;
The SWP workshop
session;
Walkthrough assessment
and getting started
toolkit.
DAY TWO
Introduction
Futuring
Gap Analysis
Action Planning
Telling Stories with
Data and Enlisting
Support
Bringing Strategic
Workforce
Planning to Life and
Practice
8
Module 6 - Workforce
Planning in a State of
Perpetual Change
The ongoing
Environmental Scan;
Building a data dictionary :
the importance of a
common vernacular;
The continuous process of
review and (re)alignment;
Desiging for flexibility and
innovation.
Conclusion
Summary;
Key learning;
Next steps.
DAY TWO
Workforce
Planning in a State
of Perpetual
Change
Conclusion
Curriculum Guide
9
Relevant To
- VP/Director/Manager, Human
Resources;
- VP/Director/Manager, Talent
Acquisition and Recruitment;
- VP/Director/Manager,
Organisational Development;
- Strategic HR practitioners;
- Business line managers
/executives.
UPDATE
FOR COURSE DELIVERY
WITHIN MALAYSIA
This programme is
approved under the
HRDF SBL-Khas scheme.
As a certification
programme, employers
are advised to tick
“certification” when
submitting claims to
ensure it is approved
based on the quote they
received.
Subject to relevant terms
issued by HRDF (Human
Resource Development
Fund).
Why HCI?
AUDIENCE
PROFILE
195, 000 HCI members
worldwide;
18 % in emerging
markets;
96 % of the Fortune
500;
77 % of the Inc 500;
52, 000 mid-sized
firms;
726 colleges &
universities;
all major federal
agencies and all
brances of the military.
HCI At a Glance
The Human Capital Institute
provides solutions that
advance the practice of
human capital and strategic
talent management. A global
clearinghouse and catalyst for
new ideas and next practices,
HCI is a resource for the most
progressive organisations and
executives in the world.
Online Talent Communities
world's largest aggregator
of open source news,
information and research at
the intersection of human
capital and business
strategy.
access to over 100, 000
articles, white papers and
case studies;
digital library of over 1,800
webcasts, podcasts and
videos;
daily feed of over 200
expert blogs.
HCI Alumni
Since 2005, more than 20,000
progressive talent leaders have
taken an HCI education course.
As a participant, you will receive
complimentary Community
Membership with HCI.
10
Certification - Exam Info
CERTIFICATION
In order to receive your
certification you must pass a
test receiving a score of 75%
or higher.
RE-CERTIFICATION
Each certification is valid
for 3 year period;
Renewal is based on
continuing education
credits that demonstrate
currency in the field;
Credits may be earned by
attending HCI learning
events, completing
additional courses or
through outside
educational activities;
The accumulation of 60
credits extends the
certification for three
additional years.
THE EXAM
Multiple choice exam;
Exam must be taken
within six months of
course completion – no
extension of time given;
Exam consists of between
40-60 questions
depending on which
course is taken;
Pass score of 75%;
Up to three attempts
provided to take the
exam.
CREDITS
1. Approved for 12 General
recertification credit hours
towards PHR™, SPHR® and
GPHR® recertification through
the HR Certification Institute.
2. SHRM has pre-approved this
certification for 12
Professional Development
Credits (PDCs) toward SHRM-
CPSM
or SHRM-SCPSM
certifications. The Human
Capital Institute is recognised
by SHRM to offer Professional
Development Credits (PDCs)
for courses named above.
Supports HRCI and SHRM
recertification.
11
Faculty
Ron Thomas MHCS SWP GHCS
Cited by CIPD as one of the
top five HR thinkers in the
MENA region, Ron Thomas
MHCS SWP GHCS is
Managing Director at Strategy
Focused Group - MENA based
in Dubai.
Ron was formerly CEO, Great
Place to Work Gulf and the
former CHRO for the RGTS
Group in Riyadh, Saudi
Arabia. A senior faculty
member of the Human
Capital Institute (HCI), he
holds HCI certification as a
Master Human Capital
Strategist (MHCS) and
Strategic Workforce Planner
(SWP).
He has held senior level
positions within Xerox HR
Services, IBM and Martha
Stewart Living. Board
memberships include the
Harvard Business Review
Advisory Council, McKinsey
Quarterly Executive Online
Panel and HCI's Expert
Advisory Council on Talent
Management Strategy.
His writing has been featured
in the New York Times, Wall
Street Journal, Crain's NY
Business, Workforce
Management Magazine,
TLNT.com, CEO.com, People
and Management Magazine
and Vertical Distinct.
A sought after keynote
speaker, he was recently
named one of the "50 Most
Talented Global HR Leaders in
Asia" by the World HRD
Congress.
12
Faculty
Sharma Kumari
Sharma Kumari is founder of
Step by Stepz Solutions based
in Kuala Lumpur, Malaysia.
She has more than 25 years of
experience consulting,
coaching, and training clients
in HR, change management,
and behavioural
communication. She has
worked in numerous
industries with assignments in
Asia-Pacific, Australia, Europe,
and North America. Her most
recent formal employment
was at a shared services
centre of an international
organisation with more than
50,000 employees worldwide.
As a Training & Talent
Development Lead, Sharma
managed employee
development from graduate
trainees to senior leadership
including succession
planning. She also served as
an adjunct lecturer at a local
university on the topic of
“Thinking Skills &
Communication.”
As an accomplished Certified
Assessor for Assessment &
Development Centres,
Sharma has been the lead
assessor for more than 40
candidates earmarked for mid
to senior positions. She is also
a Certified Talent
Management Assessor,
PROSCI Certified Change
Management Practitioner,
Impact System Coach, NLP
Practitioner, and Coloured
Brain Communication Trainer.
Sharma is qualified to
administer DISC & WorkPlace
Big5 profiling tools and has
been recognised as 101 Top
Global Training &
Development Minds at the
World HRD Congress in
Mumbai.
Sharma has an MA in
Communication Management
and a BA Hons in Mass
Communication. She is a
Professional Member and
Exco of the Malaysian
Association of Professional
Speakers and a member of
both the Malaysian Institute
of Management and
Malaysian Institute of HR
Management.
engineer at Concentra.
As a consultant, he was a project lead on over a dozen projects spanning the manufacturing, healthcare, oil & gas, internet, banking & finance, and education verticals. His experience included projects at Fortune 500 and Global 1000 companies such as GE Medical Systems, BP Amoco, and William Blair. In addition to consulting, he has worked part-time as a corporate trainer and obtained certifications in Java (SCJP, SCJD) and Microsoft technologies (MCP+SiteBuilding). He has certifications in CIO, eCommerce, Data Warehousing and Business Intelligence.
13
Additional Information
Important Note 1. This course is brought to
you in partnership with The
Human Capital Institute and
Ron Thomas.
2. Terms and conditions
apply. Please visit Vertical
Distinct for the full terms.
Inclusives A meal and light refreshments
will be provided at this
course. This price is inclusive
of the cost of taking the
exam.
Candidates will receive the
official HCS Toolkit which
contains dozens of practical
job aids that reinforce
principles learned in order to
save time and simplify
execution. The kit includes
tools for environmental
scanning, assessing current
state, risk mitigation, talent
segmentation, cascading
competencies and more.
Prerequisites
None applicable.
Locations
Geographies covered :
Asia Pacific | Africa | Europe
Complete and updated list of
all cities and dates are
available on
www.verticaldistinct.com
Faculty The course is delivered by a
single approved faculty
member. Faculty are assigned
to teach classes in any number
of locations. Changes to the
schedule may arise from time
to time and may result in
changes to assigned faculty.
VERTICAL DISTINCT SDN BHD A-5-10 Empire Tower, SS16/1, Subang Jaya
Selangor Darul Ehsan, Malaysia.
+603 5021 8352 | [email protected]
www.verticaldistinct.com
From 2019 onwards, offering classes in major cities across Australia
For more details, contact Rowena Morais
[email protected] | +61 432 621 793