Strategic Workforce Planning Certification Program Vienna 2025

5 & 6 March 2025 Vienna, Austria
Book Now!

Strategic Workforce Planning Certification Program Vienna 2025

Book Now!

5 & 6 March 2025 Vienna, Austria

About the Event

Due to popular demand, we are bringing back the LIVE edition of HCI's Strategic Workforce Planning Certification Program to Vienna in March!

Why is HCI's Strategic Workforce Planning Programme a Must Attend Training?

  • Forecast and plan the workforce your organization will need to succeed in the future.
  • Skill gaps or shortages. Turnover. An aging workforce. Changing business models. Managing talent risks and expenses. These issues' complexity and urgency make it impossible to plan more than a few months out.
  • You need a way to develop and implement a workforce plan that is agile and dynamic enough to help your organization thrive in today's environment—while at the same time establishing yourself as a strategic partner to the business. HCI's model takes workforce planning out of the theoretical realm and gives you a methodology and set of tools you can implement immediately—beginning in class. HCI's Strategic Workforce Planning Certification Program prepares high-potential and high-performing HR and business leaders to identify critical roles and competencies, develop organizational agility, and align workforce planning with integrated human capital and business strategy.

Course participants will receive the official SWP Toolkit, which contains dozens of practical job aids that reinforce principles learned to save time and simplify execution. The kit includes tools for environmental scanning, assessing the current state, risk mitigation, talent segmentation, cascading competencies, and more.

The course is highly interactive, providing the opportunity for networking with HR leaders across industries. Over two days, you will explore actionable concepts presented through case studies, multimedia learning modules, and interactive problem-solving.

What You Will Learn:

  • Assess your organization's Readiness

  • Align Your Strategy

  • Scan the Environment

  • Construct Data-Based Scenarios

  • Develop an Action Plan

Only

107days

11hours

21min

UNTIL THE EVENT

Brochure Download

Register Now

Facts & Figures

Who Should Attend?
The Strategic Workforce Planning (SWP) curriculum is designed for high-potential and high-performing human capital and business practitioners.

  • VPs, Directors, and Managers of Human Resources
  • VPs, Directors, and Managers of Talent Acquisition and Recruitment
  • VPs, Directors, and Managers of Strategy and Workforce Planning
  • Strategic HR Practitioners
  • People Analytics Lead
  • Business Line Managers and Executives
  • Future leaders in the disciplines of HR, OD, or the Line

Type Of Certification:
This certification has been approved for 13 Business recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
SHRM has pre-approved this certification for 13 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.

Certified By: HCI -Human Capital Market 

Speakers

Agenda

09:00

Talent Management Context


Talent management aligned with strategy
Talent management by the numbers
Agenda Introduction

Strategic Workforce Planning: Background and Context


Workforce Planning Evolution
Operational versus Strategic Workforce Planning
HCI’s Perspective on Strategic Workforce Planning
The HCI Strategic Workforce Planning Model 

Workforce Planning in Action


The Hallmarks of Successful SWP Efforts
Strategic Workforce Planning as Risk Mitigation
Case Studies:
• VF Corporation
• NASA
• NCR
Self Assessment of workforce planning maturity

Business Strategy


Strategy first
Competitive differentiation map
Examples of strategic statements
Strategic alignment
Strategy references

Differentiated Segments


Four stages of workforce differentiation
Segmenting roles
A spectrum of roles
Examples of critical roles
Competencies for critical roles
Activity: Case Study

Environmental Scan


Quantitative and qualitative information
Environmental scan quadrants
Internal supply: Profile and trend data
External supply
Internal demand
External demand
Risk assignment to environmental factors
Activity: Case Study

The Data Requirements of Strategic Workforce Planning


Marketing segmentation
Current state workforce supply groups
Workforce data
Activity: Conducting Current State Analysis

Current State Analysis


The data requirements of Strategic Workforce Planning
Using and evaluating talent information
Case Study examples:
• GE
• Proctor & Gamble
• Husqvarna

17:00

Day 1 Summary



Summary
Tomorrow’s agenda

09:00

Day 2 Introduction
Recap day 1
Preview day 2
Activity: Preparation activity

Futuring


Possible futures
Futuring techniques
Limits of forecasting
The no-change future state
Scenario planning
Examples of a scenario matrix
Scenario modeling in practice
The targeted future state

Gap Analysis 


Examples of gap dimensions
Gaining consensus on critical gaps
The SWP toolkit gap template

Action Planning 


Solutions to close gaps
6 Bs for skill acquisition and development
Work design
Rewards and recognition
Development
Acquisition
Manage and lead
Retention
Activity: Case Study

Telling Stories with Data and Enlisting Support


The Elements of Compelling Stories
Influencing skills and driving change
Infographics and other visualization techniques
Case Study examples:
• McGraw Hill Federal Credit Union
• Grant Thornton
• Conagra

Bringing Strategic Workforce Planning to Life and Practice


Compelling cases for workforce planning
The competencies of successful workforce planners
Roles and responsibilities of the SWP project team
The SWP workshop session
Walkthrough assessment and getting started toolkit

Workforce Planning in a State of Perpetual Change


The ongoing Environmental Scan
Building a data dictionary: the importance of a common vernacular
The continuous process of review and (re)alignment
Designing for flexibility and innovation

17:00

Conclusion 
Summary
Key learnings
Next steps

Our partners