Course Curriculum: Strategic Resourcing

Module 1: Introduction to Strategic Resourcing

• Definition and concept of Strategic Resourcing

• Importance in achieving organizational goals

• Integration of business strategy and resourcing strategy

• Aligning workforce with organizational direction

• Outcomes of effective strategic resourcing

Module 2: The Six Strategic Resourcing Strategies

1. Employer Brand & EVP

   • Strengthening employer market reputation

   • Communicating compelling employee value

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2. Workforce Planning

   • Forecasting workforce needs

   • Balancing demand and supply

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3. Resourcing Plan

   • Identifying critical hiring priorities

   • Allocating recruitment resources

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4. Retention Strategy

   • Improving employee engagement

   • Reducing unwanted turnover

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5. Flexibility Strategy

   • Agile workforce models

   • Supporting work-life balance 

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6. Talent Management

   • Developing high-potential employees

   • Leadership succession readiness

Module 3: Employer Branding

• Definitions and academic perspectives

• Employer Brand vs Employer of Choice

• Characteristics of a Great Place to Work

• Key elements of a strong employer reputation

• Employer Branding Framework:

  • Controllable factors (career page, job listings, culture, communication)

  • Direct influence factors (reviews, employee advocacy, social media)

  • Indirect influence factors (public perception, awards)

Module 4: Employee Value Proposition (EVP)

• EVP definition and purpose

• Components of EVP:

  • Pay (salary, incentives, recognition)

  • Benefits (health, retirement, time off, flexibility)

  • Career (growth, training, advancement)

  • Work Content (variety, autonomy, impact)

  • Affiliation (mission, culture, reputation)

• EVP impact on attraction and retention

Module 5: Strategic Workforce Planning

• Definition and objectives

• Role in Organizational Development

• Types of Workforce Planning:

  • Strategic (3–5 years)

  • Operational (6–18 months)

• Workforce Planning Process Flow:

  1. Business Plan

  2. Data Collection

  3. Demand Forecast

  4. Supply Forecast

  5. Forecast Future Requirements

  6. Action Planning

  7. Implementation

  8. Monitoring & Evaluation

Module 6: Business Plan & Environmental Analysis

• Vision, Mission, and Values

• SWOT Analysis

• PESTLE Analysis

• Identifying Core Competencies (Behavioral & Technical)

• Strategic Goals & Objectives Alignment

Module 7: Workforce Data Collection & Alignment

• Qualitative and Quantitative Internal Data

• External Labor Market Analysis

• Skills Audit and Demographics

• Strategic Workforce Alignment

• Key workforce planning questions

Module 8: Demand & Supply Forecasting

Workforce Demand Forecasting

• Managerial Judgment

• Trend Analysis

• Ratio Analysis

• Workload Analysis

• Work Study Technique

• Regression Analysis

• Scenario Planning

Workforce Supply Forecasting

• Internal Supply (skills, turnover, succession, development)

• External Supply (labor market, demographics, regulations)

Module 9: Forecasting Future Workforce Requirements

• Calculating workforce deficits and surpluses

• Headcount analysis and adjustments

• Business growth impact on staffing

• Turnover and retirement projections

• Net workforce requirement calculations

Module 10: Workforce Action Planning

• Competency Modeling

• Recruitment & Selection

• Retention Strategies

• Professional Development

• Performance Management

• Succession Planning

Module 11: Implementation & Monitoring

• Executing workforce action plans

• Communicating responsibilities and timelines

• Workforce KPIs and dashboards

• Monitoring hiring and turnover

• Reviewing results against targets

• Identifying risks and corrective actions