Strategic HR Planning for Business Growth
April 20, Monday
April 27, Monday
Meet your Program Faculty
MOHD. RAFIQUL ISLAM
Senior Program Faculty
Mohd. Rafiqul Islam is a distinguished Senior HR leader and Enterprise Transformation Consultant with over 27 years of experience in bridging the gap between people strategy and business outcomes. He is widely recognized for his expertise in Organizational Development (OD), KPI-driven Performance Management (Hoshin Kanri), and Compensation Architecture. Having worked across diverse sectors—including Pharmaceuticals, FMCG, Automobile Manufacturing, and Steel—hefocuses on integrating AI-enabled HR solutions to optimize workforce productivity and realize sustainable competitive advantage.
Education & Credentials
- MPHRM – University of Dhaka
- MBA (major in HR) – University of Science & Technology Chittagong (USTC)
- MSS Economics – University of Rajshahi
- Execution & Leadership – Harvard Business School
- Productivity & Innovation Management – Nanyang Polytechnic, Singapore
- Certified OD Professional (CODP) – CAP, UK
Areas of Expertise
- Strategic HR & Organizational Capability
- KPI-Driven Performance (Hoshin Kanri)
- Compensation Design & Reward Architecture
- AI-Enabled HR & Digital Transformation
Program Value Proposition
Organizations often struggle to align workforce capabilities with strategy, leading to talent shortages, capability gaps, and slowed growth. This program equips HR and business leaders with the tools and mindset to forecast demand, assess supply, identify gaps, and design workforce action plans—ensuring the right talent is in place at the right time to drive business results and operational scalability.
Program Architecture
This practitioner-focused program equips HR leaders and business partners with the capability to translate organizational strategy into actionable workforce priorities. Participants will learn to forecast future workforce demand, assess internal and external supply, identify gaps in roles, skills, and organizational capabilities, and design strategic interventions that drive growth, enable transformation, and ensure operational resilience.
Strategic HR Planning — why it wins
- Understand why Strategic HR Planning (SHRP) drives business performance,
- Aligns workforce to strategy, and prevents talent gaps
- Case discussion: Consequences of weak HR planning vs. strong SHRP
How HR Planning drives Business Growth
- Learn how SHRP directly supports growth, digital transformation, and operational scalability
- Exercise: Mapping HR levers to business growth objectives
Turning Business Goals into HR Priorities
- Convert business objectives into workforce requirements (roles, skills, capabilities)
- Workshop: Strategy-to-workforce mapping for selected business goals
Assess internal workforce stability, role readiness, skill levels, and organizational capability
- Assess internal workforce stability, role readiness, skill levels, and organizational capability
- Diagnostic lab: Internal supply analysis using turnover, talent, and absenteeism metrics
Forecasting the Workforce your Strategy demands
- Quantify future workforce needs,
- Identify demand for critical roles and competencies
- Demand forecasting exercise: Headcount, skills, and capability projections
Mapping Internal & External Talent supply
- Evaluate internal readiness and external labor market availability;
- Identify supply risks
- Supply analysis workshop: Markov modeling, labor market scan, competitor mapping
Supply analysis workshop: Markov modeling, labor market scan, competitor mapping
- Identify gaps in roles, skills, and organizational capabilities; prioritize by business impact
- Gap analysis lab: Role, skill, and capability gap mapping with AgroTech and global examples
Designing Actionable Strategic Workforce Plans
- • Convert gaps into actionable interventions (hiring, reskilling, mobility, succession, outsourcing);
- • Set timelines, budgets, owners, and KPIs
- Action planning workshop: 12-month workforce roadmap creation and KPI assignment
Capstone Case — apply SHRP Cycle
- • Integrate all modules to apply the full SHRP cycle in a real-world scenario;
- • Practice end-to-end strategic workforce planning
- Capstone simulation: Full-cycle application with presentation and feedback
Program Outcomes
Participants will be able to:
- Translate business strategy into workforce priorities
- Forecast workforce demand and assess internal/external supply
- Identify critical gaps in roles, skills, and organizational capabilities
- Design actionable workforce interventions aligned with strategic goals
- Lead execution and monitor impact through KPIs
- Strengthen leadership pipelines, digital capability, and operational readiness
Program Modality
- Executive-grade presentations
- Faculty-led lectures
- Case-based learning and real-world success stories
- Hands-on diagnostic exercises and simulations
Who Should Attend
- HR Business Partners and HR Leaders
- OD, Talent, and Change Practitioners
- Business Leaders responsible for workforce strategy, digital transformation, or scaling operations
- Consultants and Strategy Professionals
Certification Awarded
Certification Requirements
Participants must actively engage in all modules and exercises, including diagnostics, gap analysis, and workforce action planning, to earn the Certificate of Completion—demonstrating practitioner-level strategic HR capability.