Overview

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This course examines how senior HR professionals align workforce planning and forecasting methods with organizational strategy to ensure the right talent is in place to meet current and future business needs. You will explore demand and supply analysis, workforce metrics, and forecasting methods, including how economic cycles, organizational lifecycle stages, and PESTLE factors shape workforce risks and opportunities. The course also covers strategies for attracting, sourcing, assessing, and selecting talent, including employment branding, total rewards, recruiting channels, and structured interviewing and negotiation practices. You will examine how onboarding, staffing metrics, and feedback methods support hiring outcomes, along with inclusive practices, transition management, and succession planning that support long-term workforce continuity. By the end of this course, you will be able to: Align workforce planning and forecasting methods with organizational strategy. Identify strategies organizations use to attract, source, assess, and select talent. Examine how onboarding, staffing metrics, and feedback support hiring outcomes. Apply inclusive practices, transition management, and succession planning for continuity.

Syllabus

Workforce Planning and Forecasting
- In your first module, you will explore how organizations anticipate workforce needs and prepare for changing talent demands. You will examine planning methods, governance, PESTLE factors, economic conditions, organizational lifecycle stages, and forecasting approaches that shape workforce decisions.
Talent Attraction and Acquisition
- In this module, you will explore strategies organizations use to attract, engage, assess, and select candidates. You will also examine how employment branding, total rewards, recruiting channels, technology, alternative staffing approaches, interviewing, and negotiation support successful hiring outcomes.
Onboarding and Staffing Effectiveness
- In this module, you will investigate how onboarding helps new hires connect with their roles, systems, and organizational culture. You will also interpret staffing measures and use feedback to assess recruitment effectiveness and support stronger hiring outcomes.
Inclusive Workforce Continuity
- For your final module, you will investigate how organizations promote inclusion, manage workforce transitions, and sustain leadership continuity. You will consider practices that support dignity and belonging, review HR’s role in transition planning, and assess how succession planning develops talent and strengthens organizational resilience.

Taught by

Brad Boyson and Molly Jones

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