Contact information
London (UK) Office
22 Portman Square, Marylebone, London W1H 7BG, UK
Istanbul (Turkey) Office
19 Mayıs Mahallesi, 19 Mayis Street No 2 Sisli
Organizations succeed when their structure, workforce planning, and talent acquisition strategies work seamlessly together. Business strategies often fail not because of poor vision, but because the right people are not in the right roles at the right time. This training program provides a step-by-step, practical framework to align organization design (OD), workforce planning (WP), and talent attraction (TA) into a single, integrated plan. By connecting business strategy to people needs, forecasting future talent requirements, and developing effective attraction strategies, participants will be equipped to design sustainable talent pipelines that ensure organizational success.
Translate business strategy into workforce and organizational design needs.
Forecast future talent demands and identify skill gaps.
Create flexible workforce plans that balance internal development and external hiring.
Develop structures that improve efficiency, agility, and role clarity.
Build effective talent attraction strategies aligned with organizational goals.
Integrate OD, WP, and TA into one coherent plan with leadership buy-in.
Lectures and Expert Insights: Leading industry experts will share their insights and best practices.
Case Studies: Analyze real-world talent acquisition challenges and solutions.
Group Discussions: Engage in meaningful discussions and share experiences with peers.
Role-Playing and Simulations: Practice recruitment scenarios to enhance skills.
Hands-on Workshops: Gain practical experience in using recruitment tools and techniques.
Ensures alignment between business goals, organizational structure, and talent strategy.
Reduces mismatches between workforce needs and available talent.
Improves efficiency, role clarity, and speed of execution.
Enhances the company’s ability to attract, hire, and retain critical talent.
Strengthens leadership confidence in HR’s role as a strategic business partner.
Enhances participants’ ability to design and implement integrated HR strategies.
Builds expertise in workforce planning, organization design, and recruitment alignment.
Increases confidence in engaging leadership with data-driven insights.
Provides practical tools to forecast, design, and deliver people strategies.
Improves employability as a strategic HR/OD/Talent professional.
HR Directors and Managers
Organization Development (OD) Specialists
Workforce Planning Analysts and Leaders
Talent Acquisition Managers
Business Partners and HR strategists supporting leadership teams
Understanding the company’s strategic goals and their impact on roles.
Mapping the current organizational structure.
Identifying critical roles that directly drive business success.
Evaluating talent market availability and associated costs.
Output: A realistic organizational chart based on business needs and talent market insights.
Forecasting headcount and skills needed in the next 1–3 years.
Analyzing internal talent supply, turnover rates, and emerging skill gaps.
Determining which roles should be filled internally (training/development) vs. externally (hiring).
Output: A workforce plan with clear hiring and development priorities.
Redesigning teams, reporting lines, and decision-making flows for efficiency.
Creating role-specific plans for sourcing or developing talent.
Integrating talent pipelines: succession planning, graduate programs, external sourcing.
Output: A future-ready org structure and aligned talent pipeline plan.
Developing an Employer Value Proposition (EVP) to attract top talent.
Selecting sourcing channels: referrals, campus recruitment, agencies, digital platforms.
Designing a positive candidate experience from job posting to onboarding.
Setting measurable recruitment KPIs: time-to-hire, cost-per-hire, quality-of-hire.
Output: A talent attraction playbook aligned with the workforce plan.
Building a dashboard to track organizational health, workforce gaps, and TA performance.
Establishing governance: ownership, decision rights, and review cadence.
Presenting the integrated OD + WP + TA plan to leadership for endorsement.
Group activity: Build a 90-day action plan to apply concepts in participants’ organizations.
Output: A final integrated strategy and practical implementation roadmap.
