In today’s business environment, we cannot ignore Strategic Human Resource planning. Human Capital is our only vital resource that grows with an organization and setting apart the difference between Winners and the Average employers. All Strategic HR/ workforce planning (or staffing) cannot do without partnership with key stakeholders, the top management and employees with a comprehensive understanding on the external environment that we compete with each day. With fast moving adoption of new technology, the digitization process, virtual markets, borderless world and the aspiration of the millennium generation and a rapidly aging community, we have everything to lose if we do not plan ahead as many jobs will be lost with Smart generation of innovative processes that we have never experienced before.
Hence organizations cannot – not plan if they are here to stay. Ensuring that we have the Right type of skills at the Right time and the ability to sustain and motivate them is crucial for success. For successful implementation of strategic plans, we must have the right Strategic HR Strategy moving in tandem with the business environment. This program hopes to highlight to HR practitioners, business leaders what are the components to be included in the planning process.
- To understand the strategic human resource planning process and its importance
- To appreciate how strategic human resource planning is linked with business planning
- To understand the work environment that we are in and how technology is affecting our workplaces. The need to focus on Core competencies and the advantages of outsourcing in today’s competitive environment.
What is Strategy Oriented Human Resource management all about?
- Strategies companies commonly used.
- The Strategic Management Process used in Businesses
- Understanding the Business and the model that we are operating in
- Aligning HR Strategies to business strategies
The External factors affecting Human Resource Management
The Internal factors affecting Human Resource Management
Factors considered in HR /workforce planning process:
- Defining critical staffing that we must have
- Working on the gaps
- Developing a strategy for talent pipeline
- Designing Retention strategies
- Managing staffing strategies
Career development and succession planning
An integral part of HR/workforce planning
Who Should Attend
For HR Managers, Business Leaders, and aspiring HR professionals who wants to move up.
Profile of Trainer
Adrian Wong has more than 25 years of experience as a Senior Regional HR Professional with many years of experience in diverse industry especially manufacturing, food and beverage, FMCG, Supply Chain, freight and logistics, consultancy and Information, education, financial ratings and research sectors.
He covers more than 12 countries in Asia Pacific from India to Japan, China and down south to New Zealand. He led HR teams in different countries reporting to him and covers the full spectrum of HR activities: talent acquisition, total rewards, training and development including change management, HR Operations and benefits for the region. His experience covers a number of Mergers and Acquisitions, takeovers, HR workforce restructuring, corporate social responsibility, HR Outsourcing, Employee communications, Industrial and Union negotiation, etc. His experience includes Corporate Internal Trainer for Management Leadership Programs, Crestcom leadership programs for First Line managers, Business Development programs, Leadership transition Programs and certified DISC facilitator.
Note: SkillsFuture Funding is available
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Course fees are subject to the prevailing GST charge. All information is correct at the time of publication. SHRICORP reserves the right to amend any of the above information if necessary.