Course in Human Resources Planning in Recruitment and Performance Investment

In the contemporary landscape of organizational management, human resources planning stands as a cornerstone for sustainable success. It is no longer a supportive function but a strategic force that drives institutional efficiency and competitive advantage. Sound planning of workforce needs, aligned with effective recruitment and performance utilization, determines how well an organization can meet its goals while adapting to ever-changing business environments. Human Resources Planning in Recruitment and Performance Investment course, offered by Geneve Institute of Business Management, is designed to equip professionals with in-depth knowledge and tools to strategically plan human capital needs, attract and retain high-performing talent, and optimize employee performance to serve organizational priorities effectively.

Target Audience

• HR managers aiming to improve planning strategies and recruitment effectiveness.

• Personnel and workforce planning officers in public and private institutions.

• Professionals responsible for workforce analytics and staffing forecasts.

• Individuals overseeing employee performance and reward systems.

• Specialists involved in budgeting and aligning human capital with strategic goals.

• Career professionals seeking advanced capabilities in strategic HR management.

Objectives

• To provide a structured understanding of human resources planning within organizational frameworks.

• To develop the ability to assess workforce supply and demand and close existing skill gaps.

• To explore best practices in recruitment strategies and employer branding.

• To enhance the ability to measure, manage, and invest in employee performance.

• To guide participants in aligning HR planning with operational and financial targets.

• To empower professionals to lead talent management and employee retention efforts with measurable impact.

Course Outline

• Foundations of Human Resources Planning

  • Defining HR planning and its strategic importance in organizational success.

  • Linking human capital planning to business growth and transformation goals.

  • Identifying internal and external factors that influence workforce needs.

  • The step-by-step process of preparing an HR plan.

• Workforce Gap Analysis and Forecasting

  • Recognizing critical positions within the organizational structure.

  • Tools and methods for identifying workforce supply and demand gaps.

  • Quantitative and qualitative forecasting techniques.

  • Developing an actionable plan to address identified workforce gaps.

• Recruitment Strategy and Talent Sourcing

  • Creating workforce acquisition plans based on business needs.

  • Selecting appropriate internal and external recruitment channels.

  • Crafting job advertisements and developing employer branding strategies.

  • Building recruitment pipelines through partnerships and networks.

• Candidate Selection and Onboarding Process

  • Establishing selection criteria aligned with job competencies.

  • Conducting structured interviews and technical assessments.

  • Designing objective and reliable selection procedures.

  • Preparing documentation and onboarding new hires effectively.

• Performance Management Systems

  • Developing performance evaluation systems linked to organizational goals.

  • Designing Key Performance Indicators (KPIs) for individuals and teams.

  • Maintaining objectivity and fairness in appraisal practices.

  • Implementing regular feedback mechanisms to drive improvement.

• Leveraging Performance for Development

  • Categorizing staff based on performance outcomes.

  • Using performance data to guide training and development plans.

  • Aligning incentives and rewards with actual performance metrics.

  • Managing low performance through corrective and developmental strategies.

• Integrating HR Plans into Budgeting

  • Mapping HR requirements into the organization’s financial planning.

  • Estimating workforce-related costs and their implications.

  • Coordinating HR needs with available organizational resources.

  • Preparing human capital expenditure reports for decision-makers.

• Employee Retention and Turnover Reduction

  • Identifying key drivers of employee exit and retention.

  • Designing programs to boost engagement and loyalty.

  • Developing succession planning for critical roles.

  • Creating a culture that encourages long-term employee commitment.

• Talent Management and Career Pathing

  • Recognizing and nurturing high-potential employees.

  • Designing career progression frameworks aligned with strategic roles.

  • Preparing leadership successors through targeted development.

  • Facilitating individual career growth and institutional benefit.

• Evaluating HR Planning and Recruitment Effectiveness

  • Setting measurable KPIs for HR strategy execution.

  • Assessing the success of recruitment and workforce planning efforts.

  • Reviewing the quality of hire and selection processes.

  • Reporting HR performance insights to executive leadership.