Strategic Resourcing & Manpower Planning including Talent Management & Succession Planning
Resource planning done at strategic level — a manpower plan aligned to business drivers, with talent management and succession planning built in.
Format
Classroom · Live Virtual
Upcoming sessions
Pick a session to applyADMISSIONS OPENThe programme
Manpower plans built without reference to the organisation’s strategic goals produce headcount, not capability. This course gives HR managers and practitioners the tools and knowledge to carry out resource planning at a strategic level: the influences and constraints on the organisation, the role HR plays in contributing to strategic goals through effective manpower planning, and the central elements of talent management and succession planning. The cohort works through aligning the elements of strategic resourcing with each other and with the business drivers, creating a manpower plan that meets strategic needs, applying talent acquisition and retention principles, and building a succession planning process that measurably reduces business risk.
What you will do
Who attends
- HR managers and practitioners responsible for resource planning
- Talent management and succession planning leads
- Workforce planning teams
- Senior HR professionals contributing to organisational strategy
Programme agenda
Built for the decisions no textbook prepares you for
I.The strategic context
- Influences and constraints on the organisation
- HR’s role in contributing to organisational strategic goals
- The elements of strategic resourcing, aligned
II.Manpower planning
- Building the manpower plan against strategic needs
- Aligning the plan with business drivers
- Keeping the plan live as conditions change
III.Talent and succession
- The process of talent management
- Talent acquisition and retention principles
- A succession planning process that reduces business risk
Frequently asked
Do the HR programmes cover people analytics and workforce planning?
Yes. The curriculum runs from analytics for talent management through strategic workforce planning, competency frameworks and succession. Participants leave able to build a workforce plan, apply statistical techniques to the data already sitting in their HRIS, and connect talent decisions to business impact in numbers.
Do programmes address nationalisation and localisation mandates?
Yes — recruitment, retention and succession under nationalisation mandates are covered directly, including competency-based selection and the succession pipelines those policies demand. Participants leave able to build a localisation plan that fills roles with capability, not just headcount.
How does admission to an HR programme work?
Submit an application or a brochure request from the programme page; a senior practitioner answers within one business day, brochure included. There is no online checkout — dates, format and fees are settled in that conversation.
Can we train our whole HR function at once?
Yes. Every programme runs in-house, tailored to your HR operating model, your systems and your workforce priorities, in English or French. A private cohort lets the whole function work on the same live problem rather than sending individuals to separate courses.
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In their words
Knowledge transfer, emphasised throughout
“We worked with BIZENIUS for our Fresh Graduates Programme — they are simply amazing. Knowledge transfer and practical learning were emphasised throughout.”
Kuwait Investment Authority
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Take the brochure with you.
One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.