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Workforce Planning Workshop

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Workforce Planning Workshop

Measure Your Most Important Asset: Your Human Capital

Strategic Workforce Planning is the business process for ensuring that an organization has suitable access to talent to ensure future business success. Planning for both workforce and human resource needs is one of the greatest challenges facing managers and leaders today.
A consistent, disciplined approach for matching human resources with the anticipated, and sometimes unanticipated, needs of the company is essential. In this 2-day workshop, delegates learn how Workforce Planning links to strategic and financial planning while also serving as a true planning tool for the workforce, and a basis for justifying budget allocation and manpower staffing levels.
Delegates build a business case and a workforce plan scenarios to better learn and apply workforce planning to management decisions.

Workshop Leader – Don’t miss the opportunity to learn from an International Expert!

Jeff Higgins is a driving force in Human Capital analytic advances among Fortune 100 Most Admired Companies and other companies seeking to leverage their workforce data into a source of value and actionable information via workforce planning and predictive analytic modeling.  Using his unique combination of experience as both a senior HR executive and former CFO, Jeff has helped many companies advance in analytics and workforce planning maturity from basic to advanced world class practices, creating tens of millions in value for client companies.

Jeff Higgins is Principal and CEO at Human Capital Management Institute (HCMI) in USA, and a member of the Human Capital Disclosure Expert Panel at SHRM, and previous positions include: Executive Vice President at InfoHRM, Executive Vice President of Workforce Planning at Countrywide Financial Corporation, and VP of HR at The Irvine Company.

About HCMI

At HCMI we believe that there are methods for quantitatively measuring Human Capital much like Generally Accepted Accounting Principles (GAAP) provide a framework to measure and report organization financial performance. The workforce, often referred to as a company’s most valuable asset, should not just be a period expense on the income statement, but also an asset on the balance sheet. HCMI helps organizations like yours to optimize their workforce strategy, and with our deep workforce analytics and workforce planning expertise, enables organizations to make decisions today that drive value tomorrow.

Key Questions Answered …

  • How much of our workforce will retire in the next 3 – 5 years?
  • Do we have a leading indicator of employee turnover? What is the percentage of employees at risk?
  • Are leaders effectively managing our human capital? Is there a correlation between manager effectiveness and workforce engagement, performance and retention?
  • Is there a link between employee performance and total pay/rewards? If so, do we know the optimal pay for performance mix?
  • What percentage of the workforce moves internally each year?
  • What percent of the workforce has a defined career path?


This empowering workshop provides you with the tools, techniques and process to successfully achieve workforce planning excellence in any company. A highly engaging expert in workforce planning and human capital analytics, will bring the delegates through the process of forecasting workforce demand and supply at both the enterprise and the job family level. Most importantly, HR professionals will be able to project and quantify the future cost of HR and workforce decisions.
Attendees leave this workshop with a set of practical tools that can be immediately applied in their workplace.

Workshop Agenda (Day 1 and Day 2)

08:30 Registration
09:00 Morning Session Begins
10:40 – 11: 00 Refreshments and Networking Break
12:45 Lunch and Network Break
14:00 Afternoon Session Begins
15:30 – 15:50 Refreshments and Networking Break
17:00 Course Ends

Day 1

• What is workforce planning?
• Why is workforce planning important, what issues does it address?
• Workforce planning versus strategic planning and budgeting
• The business case for workforce planning
• Skills needed to perform workforce planning
• Workforce planning as a core competency or Center of Excellence (COE)
• The impact on productivity, costs and performance
Building tools to manage the largest business cost, “the workforce”
• Linking business strategy to workforce strategy
• Organizational partners for workforce planning
• Workforce planning methods and process
• Requirements for workforce planning – data, tools and people
• Best Practice: The Center of Excellence (COE) in action
• Overcoming challenges and obstacles that cause failure
• Fundamentals of scenario forecasting and modeling
• High level scenario forecasting
• Case study – Vision of the future workforce – Global transport Inc. • Quantitative versus qualitative forecasting methods
• In-depth scenario forecasting
• Case study – Workforce job design – Global transport Inc.
• Finding and using the right metrics – key performance indicators (KPIs)
• Digital organization chart – calculate and model certain key metrics which feed into the workforce plan. Also, the organization chart will be used as a framework element in reviewing certain organizational issues that directly impact the workforce plan
• Hands on exercise: Scenario forecasting and modeling. Advanced workforce analysis calculator -Workforce ROI Calculator, which will be used to model certain workforce prediction variables.
• About workforce demand forecasting
• Demand forecasting methods, processes and tools
• Data and metric requirements
• Linking workforce demand to key business outcomes productivity, service level and evenue
• Forecasting talent and skills needed in the future
• Micro demand forecasting – Critical job families
• Critical skills versus critical jobs and critical people
• Tools for success in forecasting job roles and families
• Recruiting Prediction Model – will be demonstrated to delegates and they will have an opportunity to use parts of this model in completing workforce planning steps.
• Hands on exercise: Demand forecasting critical job families
• Macro demand forecasting – Business unit and enterprise level
• Asking the right questions, triangulating on reality with multiple forecasting tools.

Day 2

• About workforce supply forecasting
• Data and metric requirements
• Internal supply forecasting – Job family, business unit and enterprise supply
• Assessing internal talent – Using historical data to identify trends
• Tools for forecasting internal supply
• Increases to workforce supply – Hiring, contingent labor, training and mobility
• Decreases to workforce supply – Turnover, retirement, mobility, restructuring
• Retirement Prediction Model – will be demonstrated and delegates will have the opportunity to use this model to test their calculations as part of the workforce planning training.
• Hands on exercise: Forecasting internal supply
• External supply forecasting – market, geographic and systemic supply
• External talent market analysis – (calculating your talent market share)
• Using external data sources to spot trends, issues and opportunities
• Talent arbitrage – Buy low sell high (geography, cost, education and productivity)
• Hands on exercise: Forecasting external supply
• Understanding demand (workforce needs), versus supply (workforce available)
• Overcoming missing or incomplete data • Hands on Exercise: Calculating the demand vs. supply GAP
• Linking workforce planning to strategic and operational (budget) planning
• Career paths, calculating the ROI and long term cost
• Quantification of workforce planning business impact and financial ROI
• Projecting future workforce costs, savings and their impact
• Optimizing total cost of the workforce
• Case study: Controlling total cost of workforce- General Products Corp
• Addressing the GAP
• Linking workforce planning with analytics to find root causes
• Putting key performance indicators (KPIs) to work
• Workforce impact levers, policies, practices and tools to change the workforce
• Recipes for success – Building a workforce planning strategy and plan
• Building accountability – KPIs and manager workforce accountability
• Case study: Critical Success factors – Scofield Financial Corp
• Using workforce planning to drive the business
• Communicating the strategy, telling a story with data and visuals
• Case study: Workforce planning and the aging workforce –Health link healthcare
• Change management and communication working with HR, Finance, IT and top management
• Getting top management support and linking to top business priorities
• Case study: Workforce planning success story – TechSoft Corp.

For costs and to register for this course click here.