In this dynamic business and global marketplace human capital is our critical resource needed to grow the organization/nation. To ensure we have the ready human resource to meet the future needs, strategic human resource planning must be carefully carried out in partnership with the key stakeholders.

With the rapid technological changes such as digitalization, virtual markets, borderless world, the high aspiration of the millennium generation and the rapid aging population, organisations or nations have everything to lose if there is no proper forward planning for the future need of human capital. It is vital to ensure that we have the right type of skills at the right time and correctly developed to be future ready.

This one day training workshop is specifically designed to help HR practitioners, Business leaders, and Department Heads to understand and practice the key processes in conducting proper Strategic Human Resource Planning to enable businesses succeed and excel.


Programme Objectives

  • To understand the Strategic Human Resource Planning process and its importance.

  • To appreciate the importance of aligning Strategic Human Resource Planning with Business Objectives

  • To experience hands-on practice of the Strategic Human Resource Planning process steps at the stage of the planning framework.

Date & Time

Contact us for Schedule

1 Day, 9AM - 5PM


$350 (STADA Member)

$500 (Non-STADA Member)

*Fees are subject to 7% GST charge

Target Audience

This one day customized training will be a facilitated workshop, which will be a combination of classroom presentation and hands on practice sessions to ensure learning through maximum involvement from the participants. 

Tried and tested Strategic Human Resource Planning framework will be introduced and specially designed templates will use to provide hands-on practice in the planning processes. The aim is get participants to transfer their learning and apply the essential planning skills set back to their workplace.

Course Content

Definition of Strategic Human Resource Planning

The Purpose of Strategic Human Resource Planning

The Benefits of Strategic Human Resource Planning

Human Resource Planning Framework

  • Define Strategic direction of the Organisation

  • Forecast Future Business Requirements

    • Determine the Business Objectives and growth forecast for the year and subsequent years.

  • Determine the Annual Manpower Requirement

    • Facilitate the Annual Manpower Planning Process

  • Determining Manpower Costing

    • Aggregate sum of the total projected manpower cost

  • Developing Action Plan

    • Recruitment & Selection

    • Career Management

    •  Job Redesign

    • Learning and Development

    • Restructuring

    • Outsource

    • Options

About the Facilitator

JIMMY CHEW, BBA (RMIT), MBA (Bradford), Certified Coach and Behavioural Consultant (IML, USA), Big Five Certified (RCI, Spore) Prof. Certification in Change Management (NTL-STADA), ATD Certified Trainer for Change Management, ACTA Certified Trainer.


Jimmy Chew has been a training consultant since 1990, and has worked with clients in the healthcare, telecommunication and aerospace industries across the SEA and Asia Pacific regions.

In last corporate position, he was the Director of Training, heading the Training and Development of Singapore Telecommunications Ltd. He was responsible for the operations of the Singapore Telecommunication Academy, which provided training and development for the 12,700 employees. He conducted training needs analysis, designed and developed training programmes. He provided internal consultancy and coaching services to all the line managers in OD and performance management. He led one of the major organisation change initiative, heading a team of 35 staff in driving the organisation capability building and cultural change for the whole organisation. Part of his job was providing external training and consultancy services. He has also done customisation of training packages to meet the specific needs of other telecommunications organisations and ministries in SEA, Asia Pacific, Asian and African countries. In this capacity, spearheaded the development of competency standards for SingTel’s 500 strong call center agents.

Prior to that, he was Head of the Air Engineering Training Institute responsible for the development of all the Republic of Singapore Air force’s (RSAF) aircraft engineers and technicians. In this capacity, he established the competency standards and assessment center of RSAF technical training for the various vocationalists.

He sat in several training advisory boards including the Singapore Polytechnic’s Mechanical & Manufacturing Engineering Advisory Committee, National Productivity Board Training Committee and STADA & NTL Institute’s Asia Pacific Conference & Exhibition on Change Management Advisory Board.

He has also undertaken several major overseas consultancy projects such as the Upgrading of the Myanmar Telecom Center under the ITU & UNDP sponsorship and the restructuring of P.T. Telekomunikasi Training Institute’s move to Learning Account system.


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