Strategic Programme for Workforce Planning

Human Resource Management and Talent Development October 25, 2025
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Introduction

**Strategic Workforce Planning (SWP)** is the disciplined process of ensuring an organization has the right people, with the right skills, in the right place, at the right time, and at the right cost to achieve its strategic objectives. This comprehensive program provides the methodology to integrate business strategy with human capital planning, moving **HR** from a reactive function to a proactive strategic partner. Participants will master the four-step **SWP** model, including demand forecasting, supply analysis, gap identification, and the development of targeted action plans (build, buy, borrow, or bot). This is essential for organizations seeking to navigate technological change, demographic shifts, and rapid business expansion.

Objectives

Upon completion of this course, participants will be able to:

  • Define and apply the four phases of the comprehensive **Strategic Workforce Planning (SWP)** methodology.
  • Accurately forecast future talent demand based on organizational growth, operational changes, and strategy.
  • Analyze the current and future internal labor supply (skills, demographics, attrition rates).
  • Systematically identify critical talent gaps and surpluses between forecast supply and demand.
  • Develop targeted **SWP** action plans using the 4 B's model (Build, Buy, Borrow, Bot/Bind) to close gaps.
  • Select and utilize appropriate technology and data analytics tools for effective workforce modeling.
  • Present compelling, data-driven **SWP** recommendations and business cases to executive leadership.
  • Integrate **SWP** outputs with other **HR** functions, including succession planning and talent acquisition.

Target Audience

  • HR Leaders, Directors, and HR Business Partners
  • Strategy and Business Planning Executives
  • Talent Acquisition and Learning & Development Leaders
  • Finance and Budgeting Professionals involved in headcount planning
  • Organizational Development and Design Specialists

Methodology

  • Group exercises applying demand forecasting techniques to a business growth scenario.
  • Workshops on analyzing internal skills inventory data and calculating talent gaps.
  • Case studies on organizations that successfully closed major talent gaps using the 4 B's model.
  • Individual exercises developing a prioritized **SWP** action plan for a specific functional area.
  • Role-playing scenarios presenting a compelling **SWP** business case to a simulated executive committee.

Personal Impact

  • Mastery of a disciplined, four-phase methodology for Strategic Workforce Planning (**SWP**).
  • The ability to use data and analytics to forecast future talent needs accurately.
  • Increased personal credibility as a strategic advisor who proactively manages talent risk.
  • Enhanced skill in developing integrated, multi-faceted action plans (Build, Buy, Borrow, Bot).
  • Improved collaboration with Finance and Strategy departments through a shared planning framework.
  • A proactive mindset focused on long-term human capital advantage.

Organizational Impact

  • Reduced risk of critical talent shortages hindering the achievement of strategic goals.
  • Optimized human capital expenditures through informed decisions on build vs. buy.
  • Improved efficiency of talent acquisition and Learning & Development functions through clear targeting.
  • A higher return on investment (**ROI**) from all human capital programs.
  • Enhanced organizational agility in responding to technological and market changes.
  • Stronger alignment between the organizations people strategy and business strategy.

Course Outline

Unit 1: Foundations and Alignment of Strategic Workforce Planning

Section 1: Linking Strategy to Talent
  • Defining **SWP** and its role as the bridge between business strategy and **HR** execution
  • The four-phase **SWP** model: Demand, Supply, Gap, and Action Planning
  • Identifying the critical roles and skill sets most essential for long-term strategic success
  • Structuring the **SWP** project team and securing executive sponsorship for the initiative

Unit 2: Forecasting Talent Demand and Supply

Section 1: Data-Driven Modeling
  • Demand forecasting techniques: statistical modeling, scenario planning, and judgmental approaches
  • Internal supply analysis: using skills inventories, attrition modeling, and demographic data
  • External supply analysis: leveraging **Labor Market Analysis** for competitor and industry benchmarking
  • Techniques for incorporating automation and technology impacts (the 'Bot' factor) into forecasts

Unit 3: Gap Analysis and Prioritization

Section 1: Identifying Risks and Opportunities
  • Systematically calculating the quantitative and qualitative talent gaps (skills, volume, location)
  • Prioritizing the most critical, high-impact gaps that pose the greatest risk to strategy execution
  • Analyzing talent surpluses and developing strategies for redeployment or planned attrition
  • Using 'heat maps' and visualizations to communicate gap severity to stakeholders

Unit 4: Developing SWP Action Plans (The 4 B's)

Section 1: Execution Strategy
  • **BUILD** (L&D strategy): developing internal capabilities through training and reskilling programs
  • **BUY** (TA strategy): targeted talent acquisition and external sourcing strategies
  • **BORROW** (Contingent strategy): utilizing freelancers, contractors, or external partnerships
  • **BOT/BIND** (Technology/Retention): leveraging automation and developing key retention strategies

Unit 5: Implementation, Integration, and Metrics

Section 1: Sustaining the Plan
  • Integrating **SWP** outputs with **HR** processes: succession, recruitment budget, and training plans
  • Developing key performance indicators (**KPIs**) to measure the success of the **SWP** action plans
  • Strategies for presenting the **SWP** business case (ROI) to secure funding and organizational commitment
  • Establishing a continuous review cycle to adapt the plan to ongoing strategic and market shifts

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