The Human Capital Institute's Strategic

Workforce Planning (SWP) Certification Course Forecast and plan the workforce that your organisation will need to succeed in the future

Vertical Human Resource

Type Certification-led

Sub-Category Talent

Website Course page

jointly presented by

Hello there

You've considered embarking on an exciting journey to

strengthen your professional status and career trajectory. The

choice to obtain professional certification and/or further

credentials in the subject matter area that you choose to

specialise in, puts a powerful tool, right in your hands.

It will bring you competitive edge, career progression and

market opportunity.

This brochure will provide further information about the

course of your choice. There is a wide selection of other

courses on our website, a selection that is constantly added

and improved upon. Feel free to email or call us if you need

help with anything.

We welcome the chance to be part of your journey.

Sincerely

Rowena Morais

Programme Director

rmorais@verticaldistinct.com

Welcome Note

Rowena Morais

Programme Director

rmorais@verticaldistinct.com

2

3

Two Day Course

Offered by the prestigious Human Capital Institute, this is

the premier credential that provides you the skills required

to integrate quantitative measures such as headcount

planning and workforce analytics into a qualitative decision

framework that can inform and transform your

organisational strategy.

Move your career - and your business - forward

with the most sought after skill in talent

management today.

An Agile Framework

Is strategic workforce planning a strength in your

organisation? If not, you’re not alone. Only 13% of

organisations report they are good at predicting future

skills. In fact, two thirds of US employers have no planning

for their talent needs.

In an economy driven by innovation, disruption and

constant change, strategic workforce planning is a crucial

competency for HR professionals seeking to align

workforce strategy with overarching business goals.

Move the Needle

By arming yourself with the most sought-after talent

management competency, you’ll be able to demonstrate

the value of HR as a strategic partner to the business. This

course will arm you with a keen understanding of workforce

planning methodology, bolstered by in-depth case studies

from organisations like GE, Google and Procter & Gamble.

You’ll gain the consultative and change management skills

necessary for developing an action plan to make effective

strategic workforce planning a reality in your organisation.

COURSE OFFERINGS

Rowena Morais

Programme Director

rmorais@verticaldistinct.com

TECHNOLOGY

HUMAN RESOURCE

Certificate of Cloud Security Knowledge

Cloud Technology Associate

Business Architecture - Techniques &

Deliverables

Business Process Management - Techniques

& Deliverables

Scrum : PSM, PSD (Java & .NET), PSPO

Certified Kanban Management Professional

KMP I and II

Certified in the Governance of Enterprise IT

COBIT 5 Foundation

Certified in Risk & Info Systems Control

Certified Professional in Health IT

Software Testing : ISTQB® Foundation,

ATM, ATA, ATTA, iSQI® Certified Agile

Tester

ISTQB® Foundation Exam Prep Course

ITIL® Lifecycle- Service Strategy + 3 more

Transitioning to Agile

How to Implement Practical Data Quality

Management

Ethical Hacker & Penetration Tester

HCI's The Strategic Human Resources

Business Partner (sHRBP)

HCI's Strategic Talent Acquisition (STA)

HCI's Performance Management Innovation

(PMI)

HCI's Human Capital Strategist (HCS)

HCI's Analytics for Talent Management (ATM)

HCI's Strategic Workforce Planning (SWP)

Certified Mentor Practitioner (Level 1)

The Language of Effective Presentations

The Engaged Manager

Inspiring the Best in Your People | A Mach 2

HR Masterclass

Course Background

Learning Objectives

4

.

Forecast and

plan the

workforce that

your

organisation will

need to succeed

in the future

What You'll Learn

HCI’s Strategic Workforce Planning Certification Programme

prepares high-potential and high-performing HR and business

leaders to identify critical roles and competencies, develop

organisational agility and align workforce planning with

integrated human capital and business strategy.

Over the course of two days, you will explore actionable concepts

presented through case studies, multimedia learning modules,

and interactive problem solving.

Course graduates will be able to:

identify and execute against specific workforce, management

and leadership gaps;

adapt to global and local labour trends; and

imagine and prepare for multiple economic, market and

competitive scenarios.

5

Learning Architecture

The Foundation

All HCI courses are built on a

foundation of:

■ Substantive and

contemporary content,

consistent with business

school standards;

■ Practical and actionable

concepts, presented in case

format;

■ Active involvement,

engagement and

participation;

■ Real world practices that

require application of the

material;

■ Use of best media and

methods across learning

styles;

■ Highest quality instructors

in both subject matter and

pedagogy; and

■ An objective emphasis on

measurably improving

business performance.

Learning Fundamentals

■ Optimised blended

learning environment;

■ Grounded in original

research;

■ Designed and taught by

senior academics and

executives;

■ Highly interactive, case-

based and collaborative;

■ Continually updated with

new content, tools and

information;

■ Practical, effective and

focused on measurable

business results; and

■ Supported by deep

informal learning resources.

The Human Capital Institute

provides solutions that

advance the practice of

human capital and strategic

talent management. A global

clearinghouse and catalyst for

new ideas and next practices,

and a resource for the most

progressive organisations and

executives in the world, HCI

has more than 20,000

participants trained through

our education programmes.

The course is highly

interactive, providing the

opportunity for networking

with HR leaders across

industries.

Curriculum Guide

6

Module 1 - Talent

Management Context

Talent management

aligned with strategy;

Talent management by the

numbers;

Agenda;

Introduction.

Module 2 - Strategic

Workforce Planning :

Background and Context

Workforce planning

evolution;

Operational vs Strategic

Workforce Planning;

HCI's perspective on

Strategic Workforce

Planning;

The HCI Strategic

Workforce Planning

Model.

Module 3 - 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.

Module 4 - Business

Strategy

Strategy first;

Competitive

differentiation map;

Examples of strategic

statements;

Strategic alignment;

Strategy references.

Module 5 - Differentiated

Segments

Four stages of workforce

differentiation;

Segmenting roles;

A spectrum of roles;

Examples of critical roles;

Competencies for critical

roles;

Activity : Case study.

Module 6 - 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.

DAY ONE

Talent

Management

Context

Strategic

Workforce

Planning :

Background &

Context

Workforce

Planning in Action

Business Strategy

Differentiated

Segments

Environmental

Scan

Module 7 - The Data

Requirements of Strategic

Workforce Planning

Marketing segmentation;

Current state workforce

supply groups;

Workforce data;

Activity: Conducting

Current State Analysis.

Module 8 – Current State

Analysis

The data requirements of

Strategic Workforce

Planning;

Using and evaluating talent

information;

Case study examples : GE,

Proctor & Gamble;

Husqvarna.

Summary

Summary;

Tomorrow's agenda.

7

Curriculum Guide

DAY ONE

The Data

Requirements of

Strategic

Workforce

Planning

Current State

Analysis

Summary

Curriculum Guide

Introduction

Recap of Day 1;

Preview of Day 2;

Activity : Preparation

activity.

Module 1 - 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.

Module 2 - Gap Analysis

Examples of gap

dimensions;

Gaining consensus on

critical gaps;

The SWP toolkit gap

template.

Module 3 - Action Planning

Solutions to close gaps;

6B's for skill acquisition

and development;

Work design;

Rewards and recognition;

Development;

Acquisition;

Manage and lead;

Retention;

Activity : Case Study.

Module 4 - Telling Stories

with Data and Enlisting

Support

The Elements of

Compelling Stories;

Influencing skills and

driving change;

Infographics and other

visualisation techniques;

Case Study examples "

o McGraw Hill

Federal Credit

Union;

o Grant Thornton

o Conagra.

Module 5 - 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.

DAY TWO

Introduction

Futuring

Gap Analysis

Action Planning

Telling Stories with

Data and Enlisting

Support

Bringing Strategic

Workforce

Planning to Life and

Practice

8

Module 6 - 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;

Desiging for flexibility and

innovation.

Conclusion

Summary;

Key learning;

Next steps.

DAY TWO

Workforce

Planning in a State

of Perpetual

Change

Conclusion

Curriculum Guide

9

Relevant To

- VP/Director/Manager, Human

Resources;

- VP/Director/Manager, Talent

Acquisition and Recruitment;

- VP/Director/Manager,

Organisational Development;

- Strategic HR practitioners;

- Business line managers

/executives.

UPDATE

FOR COURSE DELIVERY

WITHIN MALAYSIA

This programme is

approved under the

HRDF SBL-Khas scheme.

As a certification

programme, employers

are advised to tick

“certification” when

submitting claims to

ensure it is approved

based on the quote they

received.

Subject to relevant terms

issued by HRDF (Human

Resource Development

Fund).

Why HCI?

AUDIENCE

PROFILE

195, 000 HCI members

worldwide;

18 % in emerging

markets;

96 % of the Fortune

500;

77 % of the Inc 500;

52, 000 mid-sized

firms;

726 colleges &

universities;

all major federal

agencies and all

brances of the military.

HCI At a Glance

The Human Capital Institute

provides solutions that

advance the practice of

human capital and strategic

talent management. A global

clearinghouse and catalyst for

new ideas and next practices,

HCI is a resource for the most

progressive organisations and

executives in the world.

Online Talent Communities

world's largest aggregator

of open source news,

information and research at

the intersection of human

capital and business

strategy.

access to over 100, 000

articles, white papers and

case studies;

digital library of over 1,800

webcasts, podcasts and

videos;

daily feed of over 200

expert blogs.

HCI Alumni

Since 2005, more than 20,000

progressive talent leaders have

taken an HCI education course.

As a participant, you will receive

complimentary Community

Membership with HCI.

10

Certification - Exam Info

CERTIFICATION

In order to receive your

certification you must pass a

test receiving a score of 75%

or higher.

RE-CERTIFICATION

Each certification is valid

for 3 year period;

Renewal is based on

continuing education

credits that demonstrate

currency in the field;

Credits may be earned by

attending HCI learning

events, completing

additional courses or

through outside

educational activities;

The accumulation of 60

credits extends the

certification for three

additional years.

THE EXAM

Multiple choice exam;

Exam must be taken

within six months of

course completion – no

extension of time given;

Exam consists of between

40-60 questions

depending on which

course is taken;

Pass score of 75%;

Up to three attempts

provided to take the

exam.

CREDITS

1. Approved for 12 General

recertification credit hours

towards PHR™, SPHR® and

GPHR® recertification through

the HR Certification Institute.

2. SHRM has pre-approved this

certification for 12

Professional Development

Credits (PDCs) toward SHRM-

CPSM

or SHRM-SCPSM

certifications. The Human

Capital Institute is recognised

by SHRM to offer Professional

Development Credits (PDCs)

for courses named above.

Supports HRCI and SHRM

recertification.

11

Faculty

Ron Thomas MHCS SWP GHCS

Cited by CIPD as one of the

top five HR thinkers in the

MENA region, Ron Thomas

MHCS SWP GHCS is

Managing Director at Strategy

Focused Group - MENA based

in Dubai.

Ron was formerly CEO, Great

Place to Work Gulf and the

former CHRO for the RGTS

Group in Riyadh, Saudi

Arabia. A senior faculty

member of the Human

Capital Institute (HCI), he

holds HCI certification as a

Master Human Capital

Strategist (MHCS) and

Strategic Workforce Planner

(SWP).

He has held senior level

positions within Xerox HR

Services, IBM and Martha

Stewart Living. Board

memberships include the

Harvard Business Review

Advisory Council, McKinsey

Quarterly Executive Online

Panel and HCI's Expert

Advisory Council on Talent

Management Strategy.

His writing has been featured

in the New York Times, Wall

Street Journal, Crain's NY

Business, Workforce

Management Magazine,

TLNT.com, CEO.com, People

and Management Magazine

and Vertical Distinct.

A sought after keynote

speaker, he was recently

named one of the "50 Most

Talented Global HR Leaders in

Asia" by the World HRD

Congress.

12

Faculty

Sharma Kumari

Sharma Kumari is founder of

Step by Stepz Solutions based

in Kuala Lumpur, Malaysia.

She has more than 25 years of

experience consulting,

coaching, and training clients

in HR, change management,

and behavioural

communication. She has

worked in numerous

industries with assignments in

Asia-Pacific, Australia, Europe,

and North America. Her most

recent formal employment

was at a shared services

centre of an international

organisation with more than

50,000 employees worldwide.

As a Training & Talent

Development Lead, Sharma

managed employee

development from graduate

trainees to senior leadership

including succession

planning. She also served as

an adjunct lecturer at a local

university on the topic of

“Thinking Skills &

Communication.”

As an accomplished Certified

Assessor for Assessment &

Development Centres,

Sharma has been the lead

assessor for more than 40

candidates earmarked for mid

to senior positions. She is also

a Certified Talent

Management Assessor,

PROSCI Certified Change

Management Practitioner,

Impact System Coach, NLP

Practitioner, and Coloured

Brain Communication Trainer.

Sharma is qualified to

administer DISC & WorkPlace

Big5 profiling tools and has

been recognised as 101 Top

Global Training &

Development Minds at the

World HRD Congress in

Mumbai.

Sharma has an MA in

Communication Management

and a BA Hons in Mass

Communication. She is a

Professional Member and

Exco of the Malaysian

Association of Professional

Speakers and a member of

both the Malaysian Institute

of Management and

Malaysian Institute of HR

Management.

engineer at Concentra.

As a consultant, he was a project lead on over a dozen projects spanning the manufacturing, healthcare, oil & gas, internet, banking & finance, and education verticals. His experience included projects at Fortune 500 and Global 1000 companies such as GE Medical Systems, BP Amoco, and William Blair. In addition to consulting, he has worked part-time as a corporate trainer and obtained certifications in Java (SCJP, SCJD) and Microsoft technologies (MCP+SiteBuilding). He has certifications in CIO, eCommerce, Data Warehousing and Business Intelligence.

13

Additional Information

Important Note 1. This course is brought to

you in partnership with The

Human Capital Institute and

Ron Thomas.

2. Terms and conditions

apply. Please visit Vertical

Distinct for the full terms.

Inclusives A meal and light refreshments

will be provided at this

course. This price is inclusive

of the cost of taking the

exam.

Candidates will receive the

official HCS Toolkit which

contains dozens of practical

job aids that reinforce

principles learned in order to

save time and simplify

execution. The kit includes

tools for environmental

scanning, assessing current

state, risk mitigation, talent

segmentation, cascading

competencies and more.

Prerequisites

None applicable.

Locations

Geographies covered :

Asia Pacific | Africa | Europe

Complete and updated list of

all cities and dates are

available on

www.verticaldistinct.com

Faculty The course is delivered by a

single approved faculty

member. Faculty are assigned

to teach classes in any number

of locations. Changes to the

schedule may arise from time

to time and may result in

changes to assigned faculty.

VERTICAL DISTINCT SDN BHD A-5-10 Empire Tower, SS16/1, Subang Jaya

Selangor Darul Ehsan, Malaysia.

+603 5021 8352 | hello@verticaldistinct.com

www.verticaldistinct.com

From 2019 onwards, offering classes in major cities across Australia

For more details, contact Rowena Morais

rmorais@verticaldistinct.com | +61 432 621 793