Workforce Planning

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Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.

Workforce planning is one the most important HR processes and is necessarily linked to every other function in HR management. Yet, in spite of its importance, it is often implemented haphazardly due to organizational and market complexities. In addition to surveying the drivers for workforce planning and its key performance indicators, the course presents and elaborates on an operational model for forecasting demand and supply of employees and demonstrates how resulting gaps can be bridged with a variety of controllable staffing initiatives. Moreover, participants will have the opportunity to learn and apply the forecasting techniques that are normally used in workforce planning.


Learning Objective

  • Define workforce planning within the context of Human Resources (HR) management;
  • Explain how HR planning is related to the overall strategic plan of the organization;
  • Apply forecasting tools to the demand and supply for different types of human resources, both in terms of quantity and quality;
  • Recognize the relationship of HR planning to the staffing process; and
  • Formulate staffing strategies to fill in a labor gaps whether shortages or surpluses.


Target Audience

HR Executives and Above


Program Duration

2 Days


Program Content (9.00am -5.00pm)

Training Assessment

Pre and Post training assessment will be conducted to ensure transfer of learning to participants.

 Post Training Support

Half day clinic after 30 days on completion of project paper (Separate Program Fees)

Introduction to Human Resource Management

  • Introduction to Human Resource Management
  • Key areas in Human Resource Management
  • Current Issues and Challenges in Human Resource Management

Workforce Planning – Roles and Responsibilities

  • Roles and Responsibilities in Workforce Planning
  • Importance of Management Support in Workforce Planning
  • Internal vs External Labor Challenges

Workforce Planning Model

  • Top Down Approach
  • Bottom-Up Approach
  • Hybrid Approach

Workforce Planning Cycle

Workforce Analysis

  • Strategic vs Operational Manpower Review
  • Current Issues and Challenges in Workforce Analysis
  • Alignment of Workforce Planning towards Business Strategies

Forecast Needs

  • Historical Analysis
  • Forecasting Technique
  • Right Number with the Right Skills at the Right Time

Analyse Gaps

  • Understand the Challenges in Talent Attraction and Retention
  • Square Pegs in Round Hole
  • Rightsizing vs Downsizing Approach

Develop Strategies

  • Understanding Internal and External Labour Demand and Supply
  • Matching Strategies with Business Direction
  • Short Term Strategies vs Long Term Strategies

Implement Strategies

  • Implement the appropriate Strategies
  • Getting support in implementing Workforce Strategies
  • Roles and Responsibilities in Implementing Strategies

Monitor and Evaluate

  • Monitoring Key Indicators
  • Evaluate Key Deliverables
  • Periodic Reporting
  • Alignment of Strategies

Putting It All Together

  • Preparing the Overall Workforce Planning for Management Approval
  • Convincing the Management on Workforce Requirements
  • Workforce Review where necessary


Training Approach

A combination of various learning methodology including lecture, group discussion, case study, group presentation and project discussion.