Workforce Planning: Know Who You Need Before You Hire
HR Strategy & Workforce Planning: leave with a 12-month headcount plan with skills-gap analysis and budget assumptions.
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What this session would cover
Proposed outline — the mentor finalises the agenda once this topic is scheduled.
- 1Why hr strategy & workforce planning matters — the common problem: Hiring happens reactively, so teams are always short of the skills they need next.
- 2Core concepts in plain language: People strategy, HR operating models, HR business partnering, workforce forecasting, headcount planning, workforce budgeting
- 3Going further: skills inventories, capability mapping, competency frameworks, skills-gap analysis, succession risk, workforce segmentation
- 4Framework walkthrough: RACI, ADDIE, Kirkpatrick Model
- 5Practical workflow, built live: A 12-month headcount plan with skills-gap analysis and budget assumptions.
- 6How to measure it: Time to hire, Cost per hire, Employee turnover, Retention, Absenteeism, Engagement
- 7An illustrative case (a fictional example, not a client result), then live Q&A on your own situation
Who it's for
- • HR executives and HR managers
- • People managers and team leads
- • Founders building their first team
You'd leave with
- A 12-month headcount plan with skills-gap analysis and budget assumptions.
- A working understanding of RACI and ADDIE
- A short list of measures to track: Time to hire, Cost per hire, Employee turnover
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