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Description

Strategic Workforce and Career Path Planning: Reactivating Tools, Engaging Managers and Embedding Practice

Bring your skills-planning framework out of the shared drive so that it finally informs this year's decisions

  • 3 days — 21 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

The framework is approved. Job and skills profiles exist and the mapping exercise was completed once. Two years later the profiles no longer match the roles as they are actually performed. Managers no longer open the templates and people reviews are held with no follow-through. The approach is formally in place and has no effect on decisions.

These 21 hours are designed for those who already have a framework to keep alive. You diagnose what works and what has lapsed. You simplify tools that have become too heavy to use. You build an annual rhythm that connects appraisals, people reviews and learning decisions. You prepare the engagement of line managers and the reporting to your internal stakeholders.

Learning objectives

  • Diagnose the real state of a skills-planning framework and identify where it has lapsed
  • Simplify job and skills profiles that have become too heavy to be used
  • Build an annual rhythm linking appraisals, people reviews and decisions
  • Equip line managers to use the templates without continuous HR support
  • Connect the framework with the company's transformation projects
  • Report on the framework to management and employee representatives

What makes this programme different

A diagnosis of your own framework carried out in session using a structured review grid
Existing job and skills profiles streamlined then tested with a line manager for validation
A twelve-month engagement calendar with its milestones and deliverables

Programme

1Diagnosing the framework

What is alive and what has lapsed

  • Review grid for assessing the real state of the framework
  • Identifying which tools are used and which have been abandoned
  • Analysing the reasons for abandonment from the managers' perspective
  • Selecting the relaunch priorities

2Streamlining and updating the tools

Profiles, templates and data

  • Simplifying job and skills profiles and setting a genuinely useful level of detail
  • Updating roles reshaped by technological change
  • Improving data reliability and mapping available sources
  • Alignment with the existing HR information systems

3Establishing an annual rhythm

Appraisals, reviews and decisions

  • Sequencing appraisals, people reviews and resourcing decisions
  • Traceability of decisions taken during people reviews
  • Link with the annual skills development plan
  • Checkpoints and follow-ups during the year

4Engaging line managers

Ownership, facilitation and support

  • Recurring expectations and objections voiced by managers
  • Short support formats and self-contained templates
  • Handling managers who do not engage with the process
  • Giving visibility to the decisions produced by the framework

5Connecting the framework to projects and internal stakeholders

Transformation, information and review

  • Anticipating the impact of a project on roles and headcount
  • Alignment with the consultation and reporting requirements applicable to your organisation
  • Preparing the information shared with management and employee representatives
  • Indicators for monitoring the framework
  • Periodic review and adjustments

Who is it for

HR managers, HR development leads and learning managers responsible for a skills and workforce planning framework already under way.

Prerequisites

An existing skills and workforce planning framework already in place within your organisation.

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.