Establish escalation routes for long-range workforce planning that work outside normal hours.
Long-Range Workforce Planning
Develop the judgement and the documentation needed to run long-range workforce planning properly.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for long-range workforce planning that managers quietly work around has already failed. The organisation's reputation as an employer is built or lost through the practice within people management and development. Where the people management and development discipline is measured, it improves; where it is only discussed, it drifts. Each session closes with a decision the participant must justify about long-range workforce planning in their own setting. Participants finish able to explain the practice within people management and development to a non-specialist audience without losing precision. The programme suits teams tackling this part of people management and development together as readily as individuals attending alone. A common pattern is strong design of long-range workforce planning paired with weak follow-through. It establishes a shared vocabulary for the people management and development capability so that teams can disagree productively about it. The programme closes with an action plan for the wider people management and development agenda that each participant writes for their own organisation.
Expected Learning Outcomes
Design the communication that makes long-range workforce planning understood rather than merely announced.
Prepare managers for the emotional load long-range workforce planning places on them.
Adapt recognised practice on long-range workforce planning to local constraints without hollowing it out.
Address the equity and inclusion implications of long-range workforce planning deliberately.
Design a policy on long-range workforce planning that is fair, lawful and actually usable by line managers.
Assess the current state of long-range workforce planning against a structured set of criteria rather than impressions.
Who Should Attend
Staff seconded into improvement work on long-range workforce planning.
Individuals developing their own capability in long-range workforce planning.
Line managers who apply long-range workforce planning in practice.
Learning and development officers building capability in long-range workforce planning.
Legal and compliance advisers reviewing long-range workforce planning.
Compliance and governance staff whose remit includes long-range workforce planning.
Course Modules
Long-range workforce planning: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Reviewing long-range workforce planning against what actually happened
- Set the consistency check that catches uneven application of long-range workforce planning.
- Set the annual review point for long-range workforce planning and who attends.
- Confirm that contractual obligations around long-range workforce planning are understood.
- Confirm records relating to long-range workforce planning meet retention and privacy rules.
Session 2Appeals and grievances arising from long-range workforce planning
- Build the internal briefing that explains long-range workforce planning to those affected.
- Check that long-range workforce planning complies with current labour regulation in every location.
- Agree the indicators that will show whether long-range workforce planning is improving.
- Distinguish symptoms from causes when long-range workforce planning underperforms.
Long-range workforce planning: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Keeping records on long-range workforce planning that are lawful and useful
- Script the difficult conversation long-range workforce planning requires and rehearse it.
- Plan the sequence in which improvements to long-range workforce planning will be introduced.
- Measure the effect of long-range workforce planning on retention and performance, not activity.
- Define acceptance criteria for long-range workforce planning in advance.
Session 2The cost of long-range workforce planning and how to present it
- Record the rationale for each significant choice made about long-range workforce planning.
- Set escalation thresholds for long-range workforce planning that work out of hours.
- Define who decides on long-range workforce planning and who may only recommend.
- Agree what will be standardised in long-range workforce planning and what will not.
Long-range workforce planning: capability across the management line
2 sessions · 8 pointsSession 1Building manager capability in long-range workforce planning rather than owning it centrally
- Document the reasoning for every exception granted under long-range workforce planning.
- Train line managers on long-range workforce planning rather than handling every case centrally.
- Arrange the handover of long-range workforce planning so capability survives staff changes.
- Test the policy on long-range workforce planning against three real cases from the past year.
Session 2Applying long-range workforce planning consistently to the person you like least
- State the purpose of long-range workforce planning in one sentence a new manager would understand.
- Design the communication for long-range workforce planning around the questions people will actually ask.
- Pilot changes to long-range workforce planning in one area before wider rollout.
- Collect evidence on the present handling of long-range workforce planning before proposing changes.
Long-range workforce planning: fairness, equity and consistency
2 sessions · 8 pointsSession 1What has to be agreed before work on long-range workforce planning starts
- Set out the decisions in long-range workforce planning that require sign-off and by whom.
- Prepare the summary of long-range workforce planning that senior management will read.
- Compare intended and actual outcomes of long-range workforce planning honestly.
- Review long-range workforce planning for unintended equity effects across groups.
Session 2Comparing long-range workforce planning with recognised practice
- Identify where judgement in long-range workforce planning is legitimate and where it is not.
- Plan succession for roles most exposed to long-range workforce planning.
- Rehearse the briefing on long-range workforce planning that would follow an incident.
- Compare the cost of long-range workforce planning with the cost of its absence.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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