Self-paced online course that teaches HR and business professionals how to use Workforce Planning build a winning workforce without over paying for talent from success examples and case studies. No analytics or data science background is needed.

What This Course Is About

Combining analytics with Workforce Planning can lead to a transformational source of workforce value creation and cost savings. This course provides attendees with the tools, techniques and process to successfully achieve Workforce Planning excellence in any company. Most importantly, attendees leave this workshop with a set of practical tools and templates which they can immediately apply in their workplace. 

The following topics are covered:

• What is Workforce Planning and how it fits in the talent management process
• A business case supporting the impact-focused Workforce Planning practices
• Components of a highly effective workforce plan
• Case studies on how Workforce Planning can help drive workforce and business strategy
• Proven methods to calculate workforce ROI and align business and workforce strategy

Training Highlights

Have over 3 participants? Contact our consultants at hcmiseapac.info@hcminst.com to receive a lower cost per attendee while getting more value from our training.

Who This Course Is For

This course is designed for current and aspiring HR and business professionals interested in using Workforce Analytics and Planning to drive better talent management practices and business results. This course doesn't require any analytics or data science background.

Course Curriculum

welcome to the course!

• From HCMI CEO: Key workforce questions HR needs to answer
• About HCMI and course introduction
• How to use this course

Section #1 - Business Case for workforce planning

1.1 - Section Opening & Key Summary Learning Points
1.2 - Value Creation in Today's Marketplace

• Quick Quiz 1.2

1.3 - Challenges in Measuring Human Capital

• Quick Quiz 1.3

1.4 - The Emergence of Human Capital Reporting Standard

• Quick Quiz 1.4

1.5 - Business Case for Workforce Planning

• Quick Quiz 1.5

1.6 - Workforce Planning Benefits & Opportunities

• Quick Quiz 1.6

1.7 - Facts & Critical Questions in Workforce Planning
1.8 - Self-Guided Exercise #S1: Key Workforce Questions
​1.9 - Section Closing
​
Test Your New Knowledge

section #2 - Workforce planning foundation

2.1 - Section Opening & Key Summary Learning Points
2.2 - Workforce Planning Definition & Evolution

• Quick Quiz 2.2

2.3 - Workforce Planning: Process, Steps and Goals

• Quick Quiz 2.3

2.4 - Workforce Planning Top Dimensions & Keys to Success

• Quick Quiz 2.4

2.5 - Workforce Planning Requirements

• Quick Quiz 2.5

2.6 - The Path to Workforce Planning Success

• Quick Quiz 2.6

2.7 - Self-Guided Exercise #S2: Identify Pain Points
​2.7 - Exercise Answer & Discussion
2.8 - Implementing Workforce Planning Strategy

• Quick Quiz 2.8

2.9 - Section Closing

Test Your New Knowledge

section #3 - Workforce scenario design & forecasting

3.1 - Section Opening & Key Learning Points
3.2 - Scenario Modeling Basics

• Quick Quiz 3.2

3.3 - Scenario Selection

• Quick Quiz 3.3

3.4 - Where to Focus With Scenario Modeling & Strategy Alignment

• Quick Quiz 3.4

3.5 - High-Level Scenario Forecast Template & Examples
3.6 - Case Study: Snohomish County's Workforce Planning Initiative

• Quick Quiz 3.6

3.7 - Self-Guided Exercise #S3: Scenario Design
3.7 - Exercise Answer & Discussion
3.8 - Section Closing

Test Your New Knowledge

Section #4 - Workforce demand & talent management

4.1 - Section Opening & Summary Learning Points
4.2 - Demand Forecast & Talent Management Lifecycle

• Quick Quiz 4.2

4.3 - Recruiting & Onboarding

• Quick Quiz 4.3

4.4 - Internal Mobility & Career Path

• Quick Quiz 4.4

4.5 - Turnover & Retention

• ​Quick Quiz 4.5

4.6 - Case Study: Turnover Rate by Workforce Location

• Quick Quiz 4.6

4.7 - Expected Hires and Demand vs. Supply Gap

• Quick Quiz 4.7

4.8 - Self-Guided Exercise #S4: Expected Hires
4.8 - Exercise Answer & Discussion
4.9 - Example: Using Forecast Workforce to Calculate Expected Hires & Demand
4.10 - Section Closing

Test Your New Knowledge

Section #5 - workforce demand forecasting

5.1 - Section Opening & Summary Learning Points
5.2 - Building A Workforce Plan - What to Include (Part 1)
5.2 - Building A Workforce Plan - What to Include (Part 2)

• Quick Quiz 5.2

5.3 - Demand Forecasting Basics

• Quick Quiz 5.3

5.4 - Case Study: CFC Financial Services Company

• Quick Quiz 5.4

5.5 - The Basics of Forecasting Workforce Skills

• Quick Quiz 5.5

5.6 - Quantitative vs. Qualitative

• Quick Quiz 5.6

5.7 - Qualitative Demand Forecasting

• Quick Quiz 5.7

5.8 - Quantitative Demand Forecasting

• Quick Quiz 5.8

​5.9 - Self-Guided Exercise #S5: Macro Demand Forecasting
5.9 - Exercise Answers & Discussion
5.10 - Demand Forecast Questionnaire
5.11 - Identify Critical Job Roles

• Quick Quiz 5.11

5.12 - Micro Demand Forecasting
5.13 - Self-Guided Exercise #S5: Micro Demand Forecasting
5.13 - Exercise Answers & Discussion
5.14 - Section Closing 

Test Your New Knowledge

section #6 - workforce supply forecasting

6.1 - Section Opening & Summary Learning Points
6.2 - About Workforce Image Mapping (WIM)

• Quick Quiz 6.2

6.3 - Getting Insights from Workforce Image Map

• Quick Quiz 6.3

6.4 - Self-Guided Exercise #S6: Building Your Workforce Image Map
6.4 - Exercise Answer & Discussion
6.5 - Internal vs. External Supply & Human Capital Flow Statement

• ​Quick Quiz 6.5

6.6 - Example Human Capital Flow and Cost Statement
6.7 - Self-Guided Exercise #S6: Forecasting Internal Supply
6.7 - Exercise Answers & Discussion
6.8 - External Talent Market Analysis​

• Quick Quiz 6.8

6.9 - Workforce Supply Trends
6.10 - Case Study: Union Bank's Location Optimization Model

• Quick Quiz 6.10

6.11 - Self-Guided Exercise #S6: External Supply Analysis
6.11 - Exercise Answer & Discussion
6.12 - Section Closing

Test Your New Knowledge

Section #7 - workforce demand versus supply gap

​7.1 - Section Opening & Key Learning Points
7.2 - Workforce GAP

• Quick Quiz 7.2

7.3 - Case Study: Optimizing Workforce Performance & TCOW

• Quick Quiz 7.3

7.4 - Compare Headcount and Compensation Trends

• Quick Quiz 7.4

7.5 - Calculating and Interpreting the Gap

• ​Quick Quiz 7.5

7.6 - Example Workforce Gap Analysis and Best Practices

• Quick Quiz 7.6

7.7 - Self-Guided Exercise #S7: Calculating the Gap
7.7 - Exercise Answer & Discussion
7.8 - Section Closing

Test Your New Knowledge

Section #8 - scenario interventions, finalizing the workforce plan

8.1 - Section Opening & Key Learning Points
8.2 - Workforce Planning Implementation & Strategy
8.3 - Case Study: Scofield Financial Services - What-If Modeling
8.4 - Workforce Planning Value Evolution
​
Answer Keys for Self-Guided Exercises + Sample 1-Page Workforce Plan

next steps

• You're almost done!
• More resources for you
• Before you go...

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Instructor

Jeff Higgins, CEO HCMI

Jeff is a global thought leader with 25 years combined workforce planning, analytics and finance experience supporting Fortune 500 companies. Jeff has helped organizations around the world quantify the ROI of workforce decisions and realize cost saving opportunities of up to $1.0 billion USD. Jeff is both a former senior HR Executive and CFO, and a regular speaker at HR events.

Previously, Mr. Higgins worked in finance at Johnson & Johnson, Colgate Palmolive, Klune Industries and a senior HR leader at Countrywide Financial, IndyMac Bank, and Inform, a leading analytics software co. Jeff is on the SHRM Global Standards Committee on human capital, the Center for Talent Reporting board and founding member, PwC Saratoga Institute advisory council.

Have more questions about the training? Contact our experts at hcmiseapac.info@hcminst.com.