Human Resource Management and Workforce Planning and Analysis are essential areas that contribute to the success of organizations and the achievement of their strategic goals. This course, offered by the British Academy for Training and Development, aims to equip participants with the knowledge and skills needed to effectively plan and analyze the workforce, and to develop strategies for managing employees in an innovative and professional manner. The course provides participants with modern tools and techniques for determining workforce needs, analyzing performance, and employing best practices in human resources management using technology and artificial intelligence.

This course is targeted at leaders, managers, and human resources professionals who wish to enhance their skills in strategic workforce planning and analysis.

Who Should Attend?

• HR Managers.
• HR Professionals and Recruitment Specialists.
• Strategic Planning Officers.
• Team and Department Managers needing workforce planning.
• Specialists in workforce analysis and strategic planning.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Develop workforce planning strategies that align with the organization’s strategic goals.
• Analyze workforce data to derive actionable insights.
• Acquire skills to utilize technology and artificial intelligence in improving human resources processes.
• Apply effective techniques to determine employee needs through strategic analysis.
• Develop skills to measure workforce performance and analyze the effectiveness of human resources strategies.
• Enhance decision-making abilities regarding recruitment and professional development.

• Introduction to Human Resource Management
  • Definition of Human Resource Management and its Role in Organizations.
  • Evolution of Human Resource Management: From Traditional to Strategic Management.
  • Current Trends in Human Resource Management.
• Workforce Planning
  • The Concept of Workforce Planning and its Importance.
  • Steps of Workforce Planning: Analysis, Forecasting, and Implementation.
  • Workforce Planning Tools and Techniques.
  • Using IT Tools to Collect and Analyze Workforce Data.
  • Applications of Artificial Intelligence in Predicting Workforce Needs.
• Job Analysis and Design
  • Job Analysis Methods and Their Importance in Workforce Planning.
  • Job Design: Balancing Tasks and Responsibilities.
  • Preparing a Comprehensive Job Description.
  • Using Software and Applications to Analyze and Design Jobs.
  • Using Artificial Intelligence to Improve Job Descriptions.
• Recruitment and Selection
  • Effective Recruitment Strategies: From Advertising to Recruitment.
  • Interview Techniques and Candidate Selection.
  • Analysis of Ability Tests and Psychometric Measures.
• Performance Management
  • The Importance of Performance Appraisal in Employee Development.
  • Performance Appraisal Methods: 360 Degrees, Self-Assessment, and More.
  • How to Provide Feedback and Promote Continuous Development.
• Workforce Analysis
  • Collect and Analyze Data to Understand Workforce Dynamics.
  • Using Key Performance Indicators (KPIs) to Evaluate Workforce Effectiveness.
  • Data Analytics Techniques in HR Management.
  • Using Big Data in Workforce Analysis.
  • Artificial Intelligence Tools to Analyze Trends in Employee Performance.
• Learning and Development Management
  • The Importance of Training and Development in Improving Performance.
  • Designing Effective Training Programs: Training Needs and Their Evaluation.
  • Strategies for Enhancing Continuous Learning.
• Diversity and Inclusion
  • The Concept of Diversity and Its Importance in Workplaces.
  • Strategies for Enhancing Inclusion in the Workforce.
  • Dealing with Diversity-Related Challenges.
• Change Management in HR
  • Principles of Change Management: Why and How?
  • The Role of HR Management in Facilitating Change Processes.
  • Strategies for Dealing with Resistance to Change.
  • Applications of Artificial Intelligence in Managing Resistance to Change.
• Building a Comprehensive HR Strategy
  • Integrating All HR Management Elements into a Single Strategy.
  • Developing an Action Plan for Strategy Implementation and Evaluation.
  • Developing a Data and Technology-Driven HR Strategy.