Singapore University of Social Sciences

Workforce Planning

Workforce Planning (HRM357)

Applications Open: 01 October 2021

Applications Close: 15 December 2021

Next Available Intake: January 2022

Course Types: Modular Undergraduate Course

Language: English

Duration: 6 months

Fees: To be confirmed

Area of Interest: Management

Schemes: Lifelong Learning Credit (L2C)

Funding: To be confirmed

School/Department: S R Nathan School of Human Development


Workforce planning is an integral part of organizational performance and success. It provides management with a way to align the workforce with its business strategies and address current and future staffing requirements. Good planning creates direction and a foundation for allocating resources. While workforce planning is chiefly a responsibility of management, several business units within the organisation contribute towards the overall plan, including human resources.

Level: 3
Credit Units: 5
Presentation Pattern: Every semester
E-Learning: - Learning is done MAINLY online using interactive study materials in Canvas. Students receive guidance and support from online instructors via discussion forums and emails. This is supplemented with SOME face-to-face sessions. If the course has an exam component, this will be administered on-campus. To be confirmed


  • Human Resource planning (HRP): aims, objectives, and perspectives
  • Linking business plans to workforce plans
  • Economics and labour market demographics
  • Human resource planning: an overview of the HRP process
  • Estimating HR staffing requirements
  • Measuring success: workforce analytics and auditing
  • Barriers to successful HRP
  • The recruitment pipeline
  • Implementation: HRP in hiring, training and development
  • Managing growth and decline
  • HRP and globalisation
  • The legal framework and workforce planning: issues and challenges

Learning Outcome

  • Illustrate the frameworks and theories in workforce planning.
  • Recommend workforce planning strategies to support organisation strategy.
  • Judge the impact of the economic, labor and political environment on workforce planning.
  • Examine strategic job analysis as a prelude to forecasting and planning for staffing requirements, applying basic statistical tools.
  • Apply basic statistical tools in measuring the effectiveness of recruitment and selection processes.
  • Illustrate an organisation’s management of its workforce flow into, through and out of the organisation.
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