|

Course Overview

Workforce planning ensures that organizations have the right talent, in the right roles, at the right time. Coupled with HR analytics, it empowers leaders to make evidence-based decisions, optimize talent management, and strengthen organizational resilience.

This course covers workforce forecasting, demand-supply analysis, HR metrics, predictive analytics, and data visualization techniques. Participants will gain practical tools to analyze workforce trends and design strategies that improve talent acquisition, retention, and business performance.

At EuroQuest International Training, the program blends HR strategy, analytics, and case studies, preparing participants to leverage data and forecasting models for strategic workforce management.

Key Benefits of Attending

• Master workforce planning frameworks for strategic HR

• Apply HR analytics to data-driven talent decisions

• Forecast workforce supply and demand with accuracy

• Build predictive models for workforce trends

• Strengthen organizational agility through workforce insights

Why Attend

This course empowers HR professionals to integrate workforce planning with analytics, ensuring sustainable talent pipelines and informed organizational decision-making.

Course Methodology

• Expert-led lectures on workforce planning and analytics frameworks

• Case studies of organizations applying predictive HR analytics

• Workshops on forecasting models and HR data tools

• Group projects on workforce strategy design

• Interactive sessions on HR dashboards and visualization

Course Objectives

By the end of this ten-day training course, participants will be able to:

• Define workforce planning principles and HR analytics concepts

• Align workforce strategy with organizational goals

• Forecast workforce supply and demand effectively

• Apply HR metrics and dashboards for decision-making

• Use predictive analytics for talent trends and risks

• Integrate data visualization tools into HR planning

• Ensure diversity and inclusivity in workforce forecasting

• Monitor and evaluate workforce KPIs regularly

• Communicate HR analytics results to stakeholders

• Build resilience through workforce risk management

• Drive innovation through data-driven HR strategies

• Develop long-term workforce and analytics strategies

Target Audience

• HR managers and executives

• Workforce planning and talent management specialists

• HR analytics professionals

• Business leaders responsible for workforce strategy

• Organizational development consultants

Target Competencies

• Workforce planning and forecasting

• HR analytics and data-driven HR management

• Talent supply-demand analysis

• Predictive analytics for HR

• HR dashboards and visualization tools

• Workforce diversity and inclusion strategies

• Strategic HR decision-making

Course Outline

Unit 1: Introduction to Workforce Planning and HR Analytics

• Defining workforce planning and analytics

• Strategic role of data in HR management

• Linking HR analytics to business performance

• Case studies on workforce analytics

Unit 2: Workforce Planning Frameworks

• Principles of workforce planning

• Workforce segmentation and analysis

• Identifying critical roles and capabilities

• Workshop on workforce planning design

Unit 3: Workforce Demand and Supply Forecasting

• Methods of demand forecasting

• Assessing workforce supply and availability

• Bridging workforce gaps with strategic actions

• Practical forecasting exercises

Unit 4: HR Metrics and Key Performance Indicators

• Identifying critical HR metrics

• Turnover, retention, and engagement analysis

• Linking KPIs to workforce strategy

• Workshop on KPI dashboard design

Unit 5: Predictive HR Analytics

• Introduction to predictive analytics in HR

• Workforce risk and turnover prediction

• Tools for predictive modeling in HR

• Hands-on predictive analytics exercise

Unit 6: Data Collection and HR Information Systems

• Sources of HR data (HRIS, surveys, performance systems)

• Ensuring data quality and accuracy

• HR technology for workforce planning

• Case examples of HRIS integration

Unit 7: Talent Acquisition and Workforce Planning

• Linking recruitment to workforce strategy

• Building talent pipelines for critical roles

• Aligning acquisition with workforce forecasts

• Workshop on recruitment forecasting

Unit 8: Employee Retention and Workforce Optimization

• Retention analytics and strategies

• Managing workforce utilization effectively

• Balancing costs and productivity

• Practical workforce optimization exercises

Unit 9: Diversity and Inclusion in Workforce Planning

• Role of DEI in workforce forecasting

• Building inclusive workforce strategies

• Monitoring diversity metrics and trends

• Case studies in inclusive workforce planning

Unit 10: HR Dashboards and Data Visualization

• Designing HR dashboards for executives

• Tools for visualizing workforce analytics

• Communicating insights effectively

• Practical data visualization workshop

Unit 11: Strategic Alignment and Change Management

• Aligning workforce plans with organizational strategy

• Role of HR in change management

• Ensuring agility in workforce planning

• Group discussion on strategic alignment

Unit 12: Capstone Workforce Planning and Analytics Project

• Group-based workforce planning and analytics project

• Designing HR dashboards and forecasts

• Presenting strategies and action roadmaps

• Implementation plan for organizational adoption

Closing Call to Action

Join this ten-day training course to master workforce planning and HR analytics, enabling you to forecast talent needs, apply predictive insights, and design sustainable workforce strategies.