STRATEGIC MAN POWER PLANNING & WORKLOAD ANALYSIS

MENARA KADIN LEARNING CENTER

Presents:
A-Two day Practical Training
STRATEGIC MAN POWER PLANNING & WORKLOAD ANALYSIS

Menara Kadin, Lt 24 Jakarta
22-23 June 2010

Objectives :

This program will provide the tactical perspective of the Manpower Planning & Placement (MPP) methodology in organizations. It intends to give manpower planners, supervisors, senior management and staff members at all levels, detailed considerations on the day-to-day know-how of Manpower Planning work. It clarifies qualitative and quantitative aspects of the staffing methodology in organizations.

By focusing on the day-to-day way of determining the staff needed to perform the task of an organization, this program may also foster the common understanding of broader and long-term MPP considerations in the manning process. This program will also clarify the staffing methodology in organizations. It attempts to answer the question of "How"? by focusing on the day-to-day way of determining the staff needed as well as their proper placement to perform the task of the organization.

This program may foster improved common understanding of broader MPP considerations and manning processes. By describing in detail the staffing methodology, this program provides more transparency and awareness of the complex task of MPPs. As a result, it may, on one hand, help to create a better common understanding between staff and management on the business requirements from an operational point of view, but on the other hand, enable an increase in management’s awareness of staff workload and training needs. A higher level of awareness of the business requirements on MPP may also assist in the process of developing and implementing adapted best practices in the staffing of positions

Training Tools :
– Simulasi "Business Process" (Formula MS Excel)
– Simulasi "Analisa Beban Kerja" (Formula Ms Excel)
– Simulasi "Man Power Planning" (Formula Ms Excel)

Topics:
The change of competition as driver of organization
The alignment of manpower planning with business strategy
The Nature of Organizations
Diagnosing Symptoms of Organization Effectiveness
Manpower Planning Process
Basic Assumption in Manpower Planning and its prediction (input-manpower philosophy-output)
Internal & external analysis
Appreciating the Assets and Opportunities of the Organization
The staffing & placement methodology
Short-term to medium-term planning considerations
Long-term manpower planning considerations
Manpower Planning Implication; budget, competencies, HR Tools, etc.
Work Force Analysis & Man Power Planning (WFP)

Learning Methodology:
Each topic is introduced with a 15-20 minute lecturette. This is followed by a structured learning activity (e.g., case study). Each session is capped by the integration of insight shared by the participants. Concept presentation, job-related case studies, role-plays, structured learning exercises, program designing, group presentation and feedback, plenary sessions and individual consultation.

Target participants :
Managers whose group is undergoing or poised to undergo change; HRD personnel who are tasked with the responsibility of helping catalyze change in their organization; Members of a planning team in an organization that require staffing change; individuals who have been part of an organization that underwent change and are interested to learn the basics of organization change management

Speaker / Facilitator :
Pungki Purnadi is a HR practitioner, having more than 19 years experience in handling HR matter. He had various experiences regionally and internationally such as with TOTALFINAELF E&P Indonesie, MedcoEnergi, Petronas, WorleyParsons and some years with international management consultant, handling some HR matters in tobaccos, pulp & paper and cement industries. His background is Petroleum Engineering and Master Human Resource Management. He is also the former Chairman of Training & Develoment Organization within Oil & Gas Industry (KKSD). As HR practitioners, he is very active to run and facilitating several HR programs.

Investment Fee:
Rp 2.750.000 /peserta