12 practical topics, three days in Nairobi, and your own organisation’s workforce plan, competency framework, succession map and people metrics, built rather than described.
Practical learning experiences delivered across Africa. A few moments from previous Vantage Africa cohorts:
Most HR functions can produce a contract, process leave and close an appraisal cycle on time. Far fewer can say who the organisation will need twelve months from now, which of those people it already has, and what it would take to be ready.
A workforce plan read from the strategy, so hiring is a decision taken in advance rather than a reaction to a resignation.
A short video on why a policy file is not people management.
Video holder · Add approved clip hereCompetencies written as observable work, so the interview predicts performance rather than rewarding confidence.
Filing contracts, processing leave and chasing appraisal forms is administration, and it can all be done perfectly while the organisation has no idea whether it can deliver next year’s plan. This programme is about the work that decides whether it can.
The pathway is designed around what you will be able to do. You begin guided virtual learning as soon as you register, then build on it during three practical days in Nairobi, 14–16 June 2027.
What HR is for, workforce planning, people analytics, competencies and recruitment.
Three focused days on performance, development, succession, retention and exit, in Nairobi.
Proposed allocation: topics 1–5 are guided online and cover planning, analytics and recruitment; topics 6–12 are worked through during the three physical days, on your own organisation, with a facilitator beside you.
Explore each topic below. The real test is whether your organisation could staff what it has promised.
A completed form is not people management. What gets checked here is whether you can plan a workforce from a strategy, write a competency somebody could be assessed against, and handle a performance problem early enough to fix it.
Join the 12-topic pathway →Its real structure, its real vacancies and its real turnover.
The posts that would damage you most if they emptied tomorrow.
In terms of observable work, usable for hiring and appraisal alike.
A real selection panel or a real performance conversation, with feedback.
Who is ready now, who is ready in two years, and what gets them there.
The reference material comes with the programme. The thing worth carrying home is your own organisation’s workforce plan, competency framework, succession map and people metrics — built here and argued through with peers rather than copied from somewhere else.
StudyGenius guides you through progressive skill-building, practice, feedback and applied challenges. Try a lesson free.
Explore StudyGenius ↗Video placeholder — insert an approved clip of Dr. Benson working a real performance conversation.
You are not simply buying training days. You are investing in an organisation people want to stay in, and a community of peers.
18,000+ professionals trained across 30+ countries, including government, NGO and development-sector teams.
Guided by Dr. Benson Kiarie and experienced faculty; every exercise runs on data from real organisations.
Observable work, feedback and practical checks — and a people plan your executive could fund at the next budget.
Strategies get signed off with capacity nobody has costed, roles nobody has defined and successors nobody has named. Whoever can answer those three questions is in the room when the plan is made, rather than handed it afterwards and asked to find the people. That is the job this programme prepares you for.
See the 12 topics →When the plan is being written, you can say who it will need, which of those people you already have, and what it would take to make them ready — before anybody thinks to ask you.
Bring your structure, your establishment and your last appraisal cycle. Most of the work is done on your own organisation.
The programme is built around practical work rather than attendance. You build your own workforce plan, competency framework and succession map, and run a real selection panel and a real performance conversation rather than discussing principles.
Yes. The pathway covers all 12 topics, 5 guided online and 7 in the room, subject to the programme’s formal assessment decisions.
The first 5 are introduced through guided online work before the workshop and cover planning, analytics, competencies and recruitment. The remaining 7 form the focus of the three physical days in Nairobi, spent on performance, development, succession, retention and exit.
Yes. Under the standard-fee pathway, the $80 initial payment counts toward $580 and leaves $500 payable. The $480 offer is for early full payment, not the instalment plan.
The programme is planned for Nairobi, Kenya on 14–16 June 2027. The exact venue will be confirmed by the Vantage Africa team before a final booking commitment.
Both, and organisations often send one of each. The planning and framework topics are written for whoever owns HR; the performance, development and retention topics are written for the managers who actually decide whether somebody stays.
No, though bring what you have. Several participants arrive with job descriptions written years ago for a different organisation and leave with ones their managers can actually hire against.
Yes. Contact Vantage Africa for an invitation letter, invoice or a tailored in-house proposal.
Let us tailor human resource management, talent development or a bespoke people and performance pathway to your organisation, sector and challenges.
Contact Dr. Benson · +254 725 303 645 · bkiarie@vantageafricaleaders.comBecome the person your organisation trusts with the people decisions.