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Workforce Planning and Budgeting for HR

Workforce Planning and Budgeting for HR

Workforce Planning and Budgeting for HR course will provide delegates with the skills needed to fully understand the costs involved with HR that allow them to present a realistic case to management.

It will feature case studies, business simulation and practical group exercises to show delegates how to prepare, monitor and control the HR budget and, most importantly, understand the link between organizational finance and HR budgets.

The human resources budget refers to the funds that HR allocates to all HR processes enterprise-wide. The HR budget will include funds allocated to hiring, salaries, benefits, talent management, training, succession planning, workforce engagement, and employee wellness planning.

HR budgets use financial information, performance results and historical data from every department.

Since the HR budget considers HR activities company-wide, it is an incredibly complex yet essential document in determining a company’s future HR activities.

Workforce planning is one of the most critical HR processes and linked to every other function in HR management. In spite of its importance, it is often implemented haphazardly due to organizational and market complexities.

Workforce Planning and Budgeting for HR serve as the foundation for managing an organization’s Human Resources. It enables organizations to plan strategically to meet current, and future workforce needs and prevents unnecessary surprises in maintaining steady-state human resources.

The right employees fill workforce planning further assists organizations by ensuring positions with the needed competencies, and appropriate planning is conducted to align the human resources to meet future organizational goals.

The more active the development and execution of the workforce plan, the more the organization can leverage its Human Resources for the accomplishment of its strategic goals.

The course uses a mix of interactive techniques such as lecturettes, group activities, case studies, scenario analysis, and team presentations.

You might be interested in other HR Programs as a next step.

YOU WILL LEARN HOW TO

In addition to surveying the drivers for workforce planning and its key performance indicators, this 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 typically used in workforce planning.

You will learn about building an adequate budget for HR, linking HR budget with organizational finance and monitoring, controlling and building the budget, identifying key elements and cost factors in HR and so much more.

IMPORTANT COURSE INFORMATION

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

This course approved for HRCI recertification credits.

COURSE OUTLINE

Modules

Module 1: What is a Budget?

Introduction to organizational finance

The link between budgets and organizational goals

Cash flow forecasts

Preparing a budget

Cost control

Planning revenue and expenditure

Monitoring plans against actuals

Module 2: Components of an HR Budget

Workforce planning

Compensation costs

Recruitment and selection

Training and development

Performance management

Administration

Module 3: Building an HR Budget

Successful forecasting

Flexible budgeting

Zero-based budgeting

Counting the cost of HR

Budgets and Return On Investment (ROI)

Budgets and discounted cash flows

Budgets and Internal Rate of Return (IRR)

Monitoring budget performance

Variance analysis

Management by exception

Accountability and responsibility

Module 4: The Role Of Manpower Planning Within An Effective Organisation

What is effective manpower planning?

The need for manpower planning

Links between manpower planning and the mission, vision, strategy, budgets, and objectives of the organization

Localization and manpower planning

Determining manpower needs

 

Module 5: Developing A Manpower Plan

The manpower inventory

The skills inventory

The manpower audit

Complications in manpower planning

The true costs of planning

The true costs of recruitment

The true costs of training and development

Understanding the links between reward and retention

Module 6: Manpower Planning And The Requirements Of Localisation

Recruitment strategies

Retention strategies

Balancing supply and demand within the requirements of localization

Exploring approaches that supply results

Module 7: Manpower Planning And Technology

Software programmes for manpower planning

The use of technology within a manpower plan

The importance of the plan and its image within the organization and how technology can assist in this process

Module 8: The Role Of Human Resources In Manpower Planning

The role of every HR manager

Links to other departments in the organization

Temporary resourcing

Job analysis

New roles, promotions and major change programmes

Productivity increases and how to balance the manpower books

 

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