Course Topics

Strategic Resourcing and Manpower Planning: including Talent Management and Succession Planning


This course will provide HR managers and practitioners with the tools and knowledge to carry out Resource Planning at a strategic level for their organisation. The event explores the influences and constraints on the organisation, and the role HR has to play in contributing to the organisational strategic goals through effective Manpower Planning, and the central elements of Talent Management and Succession Planning. The increasing competition for talent acquisition and retention is now a significant concern for HR departments, and the event will provide the frameworks and tools that can be adapted or applied directly in organisations. The retention of talented individuals also provides a source of internal candidates for promotion. The event explores the concept of succession planning from a wider perspective and identifies the activities that can be implemented to improve the effectiveness as a key element of strategic resourcing. Benefits of the Course

By the end of the course you will be able to:
  • Understand the elements of Strategic Resourcing
  • Be able to ensure the alignment of the elements with each other and to the organisational business drivers
  • Be able to create a manpower plan to meet the strategic needs of the organisation
  • Understand the process of Talent Management.
  • Apply the principles of talent acquisition and retention
  • Be able to create an effective Succession Planning process that reduces business risk
Who should attend?

This course is designed for HR managers, practitioners and organisational managers, who wish to develop the understanding and ability to produce effective resourcing plans, manage talent and develop robust succession plans within organisations.

Strategic Resourcing: Understanding Strategy

Understanding the strategic context of resourcing

  • Understanding the terminology
  • The benefits of a strategic perspective for organisations
  • The tools for developing a strategic plan
  • Practical exercise on analysing the business environment

How the external environment impacts on organisations approach to HR planning

  • Local and Global Economy
  • Culture, Education and Skills
  • Local and expatriate labour
  • Labour policies and role of Government
  • Understanding the labour market
  • Internal or External supply and how to choose

Establishing future needs

  • Principles of Strategic Human Resource Planning
  • Key elements of a Strategic Human Resource Plan
  • Identifying the strategic need
  • Understanding corporate structures

Structured approach to Manpower Planning

  • Information required: the ‘hard’ or ‘soft’ approach
  • Practical exercise: The first step in constructing your own plan

Building the Strategic Manpower Plan

Demand Forecasting: The information needed

  • Gap Analysis
  • Impact on Business strategy and plans
  • Presenting/Reporting on Data
  • Conducting Turnover/Stability Analyses
  • The links to other HR elements and an audit of Human Resources within organisations

Demand Forecasting Techniques

  • Methods for demand forecasting and planning
  • Systematic Techniques
  • Managerial Judgement
  • Working back from costs
  • Other techniques
  • Practical Exercise: Forecasting demand Case Study

Activities organisations employ to fulfil human resource requirements in line with organisational strategies

  • Internal Resourcing
  • Recruitment and Selection
  • "Employer of Choice" strategies
  • Learning and Development
  • Flexible working
  • Downsizing

Talent Management

Context and Strategy

  • Key Talent Management and Succession Planning Issues
    and Drivers impacting organisations.
  • Talent Management and Succession Planning risks and
  • challenges in organisations
  • Talent Management Principles
  • Key stages in developing a Talent Management Strategy
  • Applying the Talent Management Loop
  • Practical Exercise: Key Steps in a Strategy for your
    Organisation - Best practice context

Attraction and Identification of Talent

  • Principles of Attracting and Identifying Talent
  • Recruitment processes for Talent in organisations
  • Implementing talent identification activities
  • Practical Exercise: Processes for Talent Identification
  • Developing an Employer Brand
  • Practical Exercise: Developing your Employer Brand - Best practice context

Engagement and Management of Talent

  • Developing effective Performance Management
  • processes
  • Talent Retention Barriers
  • Rewarding Talent
  • Talent Retention Strategies
  • Practical Exercise: Developing Talent Engagement
    Strategies in organisations - Best practice context

Succession Planning and Talent Management

  • Key principles of succession planning
  • Links between succession planning and talent management strategies
  • How to identify key positions in succession planning
  • Succession planning approaches
  • Building pools for succession planning
  • Developing effective succession planning processes
  • Practical Exercise: Developing Succession Planning and Career Paths in organisations

Development Processes for Succession Planning and Talent Management

  • Understanding the current top 3 approaches
  • Creating appropriate Management, Leadership and Technical Development Programmes in organisations
  • Developing Coaching and Mentoring programmes for Talent
  • Practical Exercise: Implementing Development Programmes in organisations

Implementing Succession Planning and Talent Management Strategies

  • Managing Stakeholders – Categorising the key players
  • Range of support processes for talent and succession planning
  • Using technology
  • How to measure the success of the program Development of KPI's
  • Practical Exercise: Personalising measurements for stakeholders
  • Gaining top down support
  • Using metrics
  • Applying Business Risk Analysis to gain top down support
Training Methodology

The training process is based on a carefully planned mix of succinct tutor input - with practical illustration of tools and concepts, group work on case studies (all video based - and lively), feedback, and selective work on individual issues in pairs. Team involvement and working enable a strategy to be created from start to finish. The Training is based on the 4 mat systems to enable complete learning. There will also be some opportunity for role play. You will receive an electronic toolkit within the material for subsequent everyday use.

We can come to you !

Did you know Synergy can come to you and deliver this workshop ‘In Company’ at your own venue or location. If you have three or more people who you would like to benefit from attending this workshop our trainer can travel to you and deliver the same specification of course for your staff at a fraction of the overall cost.

If you’d like to know more about this option email us at  – our operations team manages all of our ‘In Company’ events and we can talk you though the logistics, pricing and whether you’d like the workshop as advertised here or something tailor made just for your business.

We have several packages on offer so contact us today.

What is Continuing Professional Development (CPD)?

Continuing Professional Development (CPD) is a personal commitment to keeping your professional knowledge up to date, improving your capabilities, proving commitment and competency in your profession. It focuses on what you learn and how you progress throughout your career, helping you gain more credibility within your industry, with your employer, clients and gain competitive edge over your peers.

Being actively committed to CPD may in the future:
  • Improve your Resume
  • Maintain professional recognition
  • Showcase your achievements, attributes and your brand
  • Accelerate your career prospects
  • Deliver job satisfaction: ensuring you are Career focused
  • Reassure your Employers and Stakeholders that you are upto date and competent
How do I gain CPD recognition

By attending Synergy Courses you can be assured that attendance, completion and certification will be rewarded by CPD points. To help advance your professional status CPD recognition is awarded on both public workshops and in-house courses, being dependent on the number of hours spent learning. On request Synergy Training Group will provide a certificate of attendance for you to use as evidence and to attach to your record card.

A number of our courses are accredited, endorsed or approved by a number of Learning & Development and Professional Bodies and Associations for more detail please contact us at 

Contact Name:*
Position in Company:*
Name of Company:*
Business Activities /
Business Sector:*
Direct Telephone:*
Number of Employees in Organisation:*
Budget for Training Project:* £

Any additional courses of interest? (to select multiple courses hold Ctrl and click on the courses)

How did you hear about us?

Enquiry Details

Refresh Image

would like to inform you about the "Strategic Resourcing and Manpower Planning: including Talent Management and Succession Planning" course.

Enter email address of the person to forward this course to: