Demand forecasting
Map a current situation involving demand forecasting; separate facts from assumptions and identify questions that need clarification.
All programmesPeople & HR / PM-PEO-006
Workforce Trends and Succession
A practical programme in workforce trends and succession, connecting working concepts with team decisions and relevant workplace examples.
About the Course
This programme develops a working approach to workforce trends and succession in the context of people processes and workforce priorities. Participants move from understanding the main concepts to examining a case, testing alternatives and explaining a practical recommendation. The three modules focus on demand forecasting, succession risks and talent pipeline. Examples are selected after the training brief so that they reflect the responsibilities and experience of the participant group.
Course Objectives
- Explain the role of demand forecasting and identify the information required for a reliable assessment.
- Use a structured worksheet to examine succession risks and compare reasonable alternatives.
- Identify assumptions, missing evidence and implementation concerns related to talent pipeline.
- Prepare an evidence-based people initiative and follow-up measures for discussion with an HR or learning team.
- Translate the exercise into a workplace action plan with owners, review points and measurable progress.
Who Can Benefit
- HR and people-development professionals: apply demand forecasting to their responsibilities through a guided case and a course-specific worksheet.
- Line managers and workforce planners: apply succession risks to their responsibilities through a guided case and a course-specific worksheet.
- Learning and organisational-development teams: apply talent pipeline to their responsibilities through a guided case and a course-specific worksheet.
Participant experience and learning needs are reviewed before the programme is confirmed.
Curriculum & Practical Work
Succession risks
Compare two approaches to succession risks; explain the expected benefits, limitations and information gaps.
Talent pipeline
Develop an action plan for talent pipeline; assign responsibilities and agree how results should be reviewed.
Learning Method
Short concept discussions, guided worksheets, group comparisons and instructor feedback, followed by a workplace action plan.
Educational programme. No professional accreditation is implied; specialist legal, engineering or tax advice requires qualified professionals.