Strategic Workforce Planning (SWP) Certification
Make Smarter Workforce Decisions in the Age of AI
The old methods of workforce planning are a thing of the past. For today’s organizations, AI, continuously shifting business priorities, and evolving ways of working are changing how organizations create value. Traditional workforce planning approaches built around headcount, job titles, and long-term forecasts can’t keep up.
HR professionals need to understand what work drives business results, what is critical for that work to be completed, and what combination of people, skills, technology, and resources will deliver the greatest impact.
HCI's Strategic Workforce Planning (SWP) Certification gives you a practical framework for connecting business strategy to workforce decisions. You'll learn how to identify the work that matters most, pinpoint the tasks necessary to complete the consequential work, measure performance, anticipate workforce risks, and recommend actions grounded in business evidence.
What You'll Learn
Connect Workforce Planning to Business Strategy
Translate business priorities, performance goals, and organizational challenges into workforce questions that drive meaningful business results
Identify the Work That Drives Performance
Move beyond job titles and headcount to understand the critical workstreams, activities, and contributions that create value for your organization
Turn Performance Data into Workforce Insights
Identify meaningful performance gaps, connect workforce contributions to business outcomes, and use evidence to guide more effective talent decisions
Make Smarter Workforce and Technology Decisions
Evaluate workforce capacity, skills, AI, automation, and work redesign to determine how work can be accomplished more effectively
Anticipate Workforce Risks and Adapt to Change
Use scenario planning, internal and external signals, and evolving business needs to recognize emerging risks and adjust workforce priorities
What to Expect
- Select virtual or in-person training dates and times that fit your schedule
- Explore real-world application through a case study that helps you practice making evidence-based workforce recommendations
- Finish your HCI program with tools and templates to support workforce analysis, scenario planning, and decision-making back on the job
- Access log-in information, certification materials (participant guide and toolkit), and the exam in your MyHCI profile
- Gain insights from HCI faculty and peers to help you approach complex workforce challenges from new perspectives
- Earn your HCI certification by attending all the sessions, completing all classwork, and passing the multiple-choice exam with a score of 80% or higher
- Renew your HCI certification every three years by obtaining 60 credits
- Attend this certification program and earn 13 HCI, 13 HRCI, 13 SHRM, and 13 ATD recertification credits
Certify Your Team
Equip your team with industry-recognized credentials that build strategic capability and strengthen organizational impact. Through interactive learning and real-world application, your team gains unified expertise, common frameworks and language, and the credibility to drive measurable organizational results.
Start the conversation: Schedule time with a Strategic Learning Partner or email us anytime with questions.
Course Outline
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Day One
- The three workforce planning questions
- How organizations create value and where that value meets the customer
- Enduring workforce and talent priorities created by the business model
- Why strategically important work may shift over time
- From prediction to preparedness
- Introducing the Strategy → Work → Performance → Workforce model
- Business strategy realignment
- Value-creation context and enduring workforce priorities
- Business pressures and strategic choices
- Business outcomes and mathematically defensible KPIs
- Understanding the operating logic behind strategy
- Building line of sight from strategy to workforce questions
- Jobs, roles, workstreams and units of work
- Identifying consequential work
- Translating business KPIs into workstream outcomes and measures
- Changing work, technology and AI
- Performance management vs. performance intelligence
- Identifying meaningful performance variation
- Observable behaviors and outputs
- Using manager knowledge and operational evidence
Course Outline
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Day Two
- Performance management vs. performance intelligence
- Identifying meaningful performance variation
- Observable behaviors and outputs
- Using manager knowledge and operational evidence
- Capacity vs Headcount, capability requirements, turning performance requirements into workforce implications
- Human and technology contributions to work
- AI, automation and work redesign
- Workforce sourcing and development choices
- Planning under uncertainty
- Translating work demand into workforce capacity requirements
- Productivity and utilization assumptions
- AI productivity assumptions
- Converting capacity requirements into defensible headcount estimates
- Long-term workforce exposures
- AI-enabled scenario planning
- Lead time and capability risk
- Identifying where action is required before the risk becomes urgent
- Internal and external signals
- Testing assumptions
- Detecting shifts in how organizational value is created and delivered
- Decision triggers and thresholds
- Recognizing when strategy, work, performance or workforce priorities need to change
- Translating workforce analysis into business decisions
- Facts, assumptions and uncertainty
- Options and tradeoffs
- Recommendations
- Communicating workforce implications to business leaders
- Connecting strategic and operational workforce planning
- Key takeaways and next steps
