This unique course provides participants with all they need to know about the new manpower planning cycle –now called Human Resource Planning (HRP). This has become the fastest growing and most dynamic area in today’s Human Resources Departments. In some organizations, its value is fully recognized and it becomes a department in its own right. The new manpower planning requires a complete set of new skills, tools, and software. This advanced program will show you what needed and what results can be achieved.
Use the new linear strategic model works for manpower planning
Calculate and produce convincing results from manpower data including predictive trends
How each segment of the manpower model works, data collection, analysis, and succession planning
Design and master the ability to construct organizational charts and ratios
Know what software to use for predictive trend analysis and forecasting
Be able to draw a business process map and understand how to do business process re-engineering.
CEO’s and Directors
Department Heads
HR personnel
Those responsible for providing workforce data
Strategic planners
Succession planners
Anyone interested in the measurement of the Human Resource
Those interested in transforming HR into a profit center
Personnel involved in either manpower planning or succession planning who wish to significantly upgrade their skills and knowledge
The critical role of the new manpower planning activity
Getting strategic timelines for effective manpower planning
The new strategic model and the 10 critical inputs
Emergency planning –the critical role of manpower planning
Predicting when the organization needs to change – use of the land model
The land model – questionnaire
Case study on Manpower planning –what should manpower planning do?
Case study and review
How organizations are designed
Organizational design and its two major faults for the 21st century
The rules that apply to determine manpower levels – Exercise F and group feedback
The value of team working and its impact on management levels and productivity
Downsizing – Case study and group work
Right-sizing – case study
Right-sizing – group exercise
The three areas, Strategic focus, Manpower analysis and predictive forecasting ( area 2), and Situation fulfillmen
Manpower analysis – data and projections – what is involved
Critical data needed and software to do the job
Understanding performance – data needed
Understanding competencies – data needed
Understanding productivity – data needed
Critical software needed to action the above –demonstration
Case study, rightsizing and producing a workflow improvement in an existing organization
Understanding the “right” principle
Trend analysis, retrospective, and projective techniques
Use of Monte Carlo simulation – demonstration and discussion
Manpower data correlations – the financial advantage to the organization
Succession planning – the three option approach
Group development for succession planning – option 1
Individual and deputy selection – option 2
External selection – use of head hunters – option 3
Pay and rewards – the psychological contract
Recruitment - new techniques = new results
Innovations in interviewing since 2008
Training – making training effective and measurable
The critical role of performance appraisal
Business process re-engineering –demonstration and practical exercise
With competition increasing every day and the mounting pressures that characterize tough economic times, you need proven marketing techniques to generate demand for your products and services. The Certified Marketing Professional training course offers a variety of important marketing concepts that will give you solid knowledge about conventional marketing topics such as marketing planning, marketing audit, marketing communications, and marketing research. It is a must for professionals who would like to exploit marketing arenas for the first time or wish to refresh their marketing know-how.
Certified Hotel Administrator (CHA) is a credential that recognizes your competence and talents in the hotel industry. It honors General Managers and Hospitality Executives’ leadership and management abilities and provides them with more prospects for advancement. CHA Certified Hotel Administrator credential is one of the most prestigious certifications available.
This course is designed for IT professionals who are looking to take on the role of Chief Information Security Officer (CISO) in an organization. The course will cover key concepts and skills in information security, including risk management, security governance, incident response, and compliance.
The Service Operation (SO) module is one of the certifications within the ITIL Service Lifecycle workstream. This module focuses on the principles, processes, operational activities, and functions that enable organizations and individuals to successfully manage how their products and services perform. These activities can also help improve their IT service management.
The SO module focuses on the coordination and execution of activities that enable the ongoing management and operation of the products or services developed or implemented during the service strategy, design, and transition phases of the IT Service Lifecycle as well as any technology and support resources that are used to deliver them.
The course covers management and control of activities and techniques that are documented in the ITIL Service Operation publication, but it does not provide the full detail of each supporting process. More information about these processes can be found in the Operational Support and Analysis module from the Service Capability workstream.
Understanding of Service Operation best practice enables organizations and IT teams to effectively sustain and maintain the products and services they develop and ensure that they provide efficient resources for their users.
The leadership bears new responsibilities and burdens posed by the successive challenges of change in the era of globalization, the communications revolution and the Internet sovereignty that have begun and will not end.
Together, these factors lead to the need to ascertain the readiness of the executive leader and his ability to deal with these challenges of a strategic nature and adapt them to serve the purposes, goals, and objectives of the institution and achieve its higher mission.