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

What They're Saying

Southern California Edison

Senior Business Analyst

I found this training to be largely insightful, detailed and well organized. The proctor (Jeff Higgins) was knowledgeable and provided good examples to illustrate the curriculum.

Washington Health System

Marti Clister - Director Human Resources

I don’t believe in testimonials, however this workshop more than lives up to the expectations. It was very well presented and answered many questions and created more–which is exactly what I needed on our journey in HR metrics.

OCBC

Senior Vice President, HR

This course is a ‘must’ for HR professionals. The ability to ‘manage by fact’ is a key competency, not only for business units, but also for HR practitioners.

World Bank Group

Head of HR

A practical easy to follow training session on workforce analytics. I will recommend this to anyone wishing to make smarter insightful human capital decisions.

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.
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Training Highlights

  • Linkage to Business Outcomes

    Showing ROI and impact to financial outcomes is the no.1 deciding factor for Workforce Planning. We'll show you how to quantify this.

  • Self-Paced Training

    You set your own schedule and deadlines to fit your life, not the other way around.

  • Plenty of Examples & Case Studies

    Each course is packed with case studies, examples and hands-on exercises for a better learning experience.

  • Unlimited Access

    You have unlimited time to finish your course and continued access to training materials afterward.

  • 1,000+ Alumni

    Since 2008, thousands of analytics practitioners and managers have taken our training.

  • Mobile Ready

    Learn on the go, wherever you are and whenever you want.

Course Curriculum

  • 1

    Welcome to the course!

  • 2

    Section #1 - Business Case for Workforce Planning

  • 3

    Section #2 Workforce Planning Foundation

  • 4

    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
  • 5

    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
  • 6

    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
  • 7

    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 & dicussion

    • 6.12 - Section closing

    • Test your new knowledge
  • 8

    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
  • 9

    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
  • 10

    Next steps

    • You're almost done!

    • More resources for you

    • Before you go...

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  • $499.00

    $499.00 Workforce Planning for Business and HR

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  • $649.00 first payment, $359.00 / year onwards

    $649.00 first payment, $359.00 / year onwardsWorkforce Planning Starter Package

    Workforce Planning for Business and HR + SOLVE Metrics Personal
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Instructor

Jeff Higgins - HCMI CEO

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 former 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.

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