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Training Objectives

 At the end of the session candidates will be able to:

- Define important aspects of workforce planning and employment such as employee privacy, recruitment, flexible staffing, selection and organizational exit.

-To match the organization’s strategic objectives with workforce planning and employment strategies

Target Audience

Designed for HR generalists/ Recruiters/ Workforce planners/ HR specialists who requireaproper distribution of workforce planning and employment in organization.

Delivery Method

Classroom Training


Group discussions/brainstorming/ real work examples/casestudies/ tests.


Unit 1:Organizational staffing requirements

- Identifying workforce requirements to achieve the organization’s short-term goals and objectives

- The needs analysis

o   Supply analysis

o   Trend and Ration analysis

o   Turnover analysis

o   Flow analysis

o   Demand analysis

o   Budget analysis

o   Strategic analysis

- Judgmental forecasts (Delphi technique)

Unit 2: Job analysis and documentation

- Conduct job analyses to create job description and identify job competencies.

- Identify and document essential job functions for positions.

- Establish hiring criteria based on job descriptions and required competencies.


Unit 3: Recruitment

- Assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates, utilizing third – party vendors or agencies as appropriate.

- Identify internal and external recruitment sources.

- Evaluate recruitment methods and sources for effectiveness.

- Develop strategies to brand/market the organization to potential qualified applicants.

Unit 4: Selection and retention

-  Develop and implement selection procedures, including applicant tracking, interviewing, testing, reference and background checking,  and drug screening.

- Develop and extend employment offers and conduct negotiations as necessary.

- Administer post-offer employment activities.

- Develop, implement, and evaluate retention strategies and practices.


Unit 5: Organizational exit

-  Develop and implement the organizational exit process for both voluntary terminations, including planning for reductions in force (RIF).

 About the trainer


Laura Hamidova received both Bachelor and Master degrees in Law and Social Studies from Khazar University ( She holds a certificate in human Resources Management from Wales University, UK ( Also her education includes a number of trainings and workshops from different trainers and legal professionals. She started her career in HR from Det.Al Aluminius and Vest Consulting, then she worked as an HR Coordinator for AMEC at the time when the company was responsible for BP’s EMS project Engineering and Design works. After this Laura joined Moore Stephens as the Recruitment and Talent Acquisition Manager. At the end of 2013 she established her own company – FireWorks HRM. Company who currently work with a variety of businesses in different sectors, providing Human Resources Management Services.