Understanding Organization Structure, Climate and Culture
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Understanding Organization Structure, Climate and Culture Course
Introduction:
Manpower Planning, also known as Human Resource Planning, is a systematic and ongoing process that involves analyzing workforce needs in response to changing conditions and developing HR policies to enhance organizational effectiveness. It plays a vital role in business planning, as workforce costs and forecasts influence and are influenced by long-term business plans. However, research and experience have shown that workforce planning can fail if it is not aligned with the organization's needs.
When workforce planning is perceived as overly complex, lacks sufficient senior management support, or focuses on irrelevant issues, it may be disregarded as just another HR procedure. However, when it actively involves managers, provides valuable information, stimulates effective decision-making, and addresses critical issues before they become costly problems, manpower planning becomes a valuable management process.
Achieving exceptional executive succession requires the identification and development of top talent throughout the organization. The objective is to cultivate bench strength and establish a talent pipeline across managerial levels. Unfortunately, succession planning often remains shrouded in mystery, with information flowing only upward. The lack of clarity regarding the process and its outcomes hinders effective evaluation, assessment, and development planning.
To overcome these challenges, organizations need to prioritize transparency and involvement in succession planning, similar to manpower planning. This entails sharing clear information about the process and outcomes, enabling objective evaluation, and facilitating effective development planning.
By recognizing the value of manpower planning and succession planning, organizations can proactively manage their workforce and nurture the talent necessary for long-term success.
Course Objectives:
By the end of the Understanding Organization Structure, Climate and Culture Training Course, you will be able to :
- Manpower planning and succession planning best practice
- Strategic, tactical, and operational manpower planning
- Situation analysis
- Manpower demand and supply
- The manpower plan
- Aggressive management of “high leverage” development assignments
Who Should Attend?
This program is designed to provide technical Supervisors, HR/OD personnel, and interested supervisors and managers with the skills and knowledge that will enable them and their organizations to successfully build proactive manpower organizations and integrated succession planning policies and procedures.
Course Outlines:
The Purpose of Manpower Planning - Strategic, Tactical, and Operational
- Strategic - formulate strategic direction using processes both analytical and consultative. Being proactive on critical issues facing the organization and be accountable for ensuring changes made are effective
- Tactical - understand staffing requirements necessary to implement the organization's plans. The wider implications of the organization's manpower plan in terms of, for example, skill mix and development program requirements
- Operational - deal with specific programs defined necessarily by management to meet their objectives
The Stages to the Manpower Planning Process
- Situation Analysis defines the "world" in which the organization is planning for its manpower - both externally and internally.
- Manpower Demand must actively link with business and financial planning activities and involves determining current and future requirements for key jobs.
- Manpower Supply involves analyzing the numbers and skills (and development capability) of people who are likely to be employed by the organization over a given time period. It should enable managers to understand what skills are available to them now and likely to be available in the future.
Successful Manpower Planning is Action-Oriented
- More effort should be applied to the execution of the manpower plan than to its development. Essentially action plans will be developed in a combination of the 4 areas:
- Recruitment of the right people
- Development of skills and capabilities
- Effective performance management
- Divestment of excess manpower through retirements, transfers, redundancy, etc.
Succession Planning
- Meaningful executive reviews and mechanisms to ensure follow-up on development plans
- Leadership competency models and introduces 360° feedback sessions
- Multiple points of view in assessment
- Benchmark against external talent elsewhere
- Leverage external search firms
Delivering the Plan
- The Manpower Plan must be constructed and developed from a thorough analysis of the demand and supply analyses in terms of the major manpower challenges. Conclusions reached should determine the extent to which the organization's objectives are at risk due to any shortfall between the demand identified and the supply of skills available