Strategic Workforce Planning (SWP) bespoke training

SWP Training development for a global proprietary trading firm


  • A quantitative trading firm that uses innovative technology, a scientific approach, and a deep understanding of markets to guide our business
  • With offices in New York, London, Hong Kong, and Amsterdam, our client is a trading firm that operates around the clock and around the globe, trading a wide range of financial products, including ETFs, Equities, Futures, Commodities, Options, Bonds, Currencies and Cryptocurrency
  • They trade in incredibly competitive, fast-paced environments, and feedback on successes and failures is quick and tangible
  • This allows for constant evaluation and improvement of our strategies and performance


  • The client tends to work in small and often overlapping teams, with different groups responsible for different elements of the software stack
  • These small teams have a lot of freedom to make decisions about the future course of the systems they’re building and are responsible for coordinating with people in other areas of the firm to figure out what’s important
  • Working together on a floor facilitates communication with the group, and keeps teams close to the daily rhythms of trading
  • That said, how many is too many and how to plan with a longer horizon was on the list ever evading questions for the leadership and HR


  • Our team of SWP experts led an exercise to develop a course that would bridge the knowledge and skills gap that had been identified during the baseline capability assessment
  • The goal of the course was to provide company HR and business leaders with techniques and actionable strategies that would help them lead successful SWP program
  • Design for the course included facilitator-led in-class workshops, which were further enhanced by video-based studies and activities
  • We used case-based learning approach where participants had an opportunity to practice on real-life business cases from their industry


  • Aligns strategic planning with head count and talent planning
  • Creates a clear view of talent demand and supply issues by expense area, reporting relationship, and by location
  • Provides managers easy-to-use reports and tools to determine the impact of their talent decisions and prioritizes future workforce investments
  • Provides leaders the right metrics—identifying talent risk before it impacts business objectives

How can we help you?

Contact us at the Agile Dynamics office nearest to you or submit a business inquiry online.

We help our clients quickly adapt to address their most critical business challenges to achieve the outcomes that matter most.

Paul Lalovich
Paul Lalovich
OE & Strategy Execution Practice,

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