Strategic Human Resources Management
Strategic Human Resource Management course has been designed to enable participants to develop their HR skills at a strategic level, exploring critical areas including recruitment, performance management, talent management, and succession planning.
An approach to managing human resources, strategic human resource management supports long-term business goals and outcomes with a strategic framework.
It focuses on longer-term resourcing issues within the context of an organization’s goals and the evolving nature of work, and informs other HR strategies, such as reward or performance, determining how they are integrated into the overall business strategy
Strategic Human Resource Management (SHRM) explores the relationship between the management of people and the pursuit of an organization’s strategic goals and objectives.
Design, build and manage a human organization that will execute your business strategy. The programme focuses on effectively and practically building a high-performance culture, leading change and creating high engagement work practices.
The programme is ideal for senior HR professionals and functional managers looking to elevate Human Resources Management (HRM) to a more strategic role within their organization.
You will work collaboratively with others on strategic human resource management (SHRM) issues and problems and find, review and evaluate information relevant to critical aspects of SHRM in your professional context.
Specific topics covered include human resource planning and strategy, job analysis and job design, equipment and selection, performance appraisal and performance-related pay, learning and career management, employment relations, diversity management, and international human resource management.
This course will help you learn about the tools and techniques used in drafting and developing HR strategies.
It will also equip you with the knowledge and skills you need to translate such strategies into actions. Furthermore, the course will enable you to link the HR strategy to that of the organization and provide real value-adding HR solutions that you can present in a language organizational management understands.
You might be interested in other HR Programs as a next step.
This course approved for HRCI recertification credits.
- COURSE TYPE Advanced
- COURSE NUMBER
- DURATION 4 days
- COURSE ACCREDITED BY HRCI
YOU WILL LEARN HOW TO
In modern organizations, Human Resources (HR) cannot limit itself to a small implementation role. Its approach to managing the function needs to expand to become a strategic partner in the business indeed.
By the end of the course, participants will be able to:
List the main cycles in human resources and the critical steps of each
Define strategic HR management and draft an HR strategy
Explain the vital Key Performance Indicators (KPIs)
Assess employee morale and determine a formula for calculating it objectively
Differentiate between types of turnover and learn how each should be calculated
Describe the main types of planning and budgeting approaches and how and when to use each
Design a talent management system linked to organizational strategy
Plan a knowledge management system to retain knowledge in the organization
Better understand and apply the principles of succession planning
Keep up-to-date with technological developments in HR software
IMPORTANT COURSE INFORMATION
Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.
This course approved for HRCI recertification credits.
Module 1: The Framework of HR Strategy
- The resource-based view of Strategic HRM
- Best practice Vs. Best fit strategy
- Strategic business partner model
- Types of HR Strategies
- Development of HR strategy
- Setting out the strategy
- Implementation of HR strategy
- Evaluation of HR strategy
Module 2: Strategic HR Management
‘SWOT’ analytical tool
‘PEST’ analytical tool
‘PEDSTL’ analytical tool
Visions and missions
HR strategic goals
Critical success factors in HR
Key result areas
Key performance indicators
Measurement of each critical success factor category
Return on Human Capital (ROHC) and Cost of Labor (COL)
Human Value Added (HVA) and Profit per Employee (PPE)
Employee morale and employee satisfaction indices
HR scorecards and dashboards
Module 3: Resourcing Strategy
- The strategic HRM approach to resourcing
- Integrating Business and resourcing strategies
- Workforce planning
- Employee value proposition
- Resourcing plan
- Retention strategy
- Flexibility strategy
Module 4: Strategic Planning and Budgeting for Human Resources
Approaches to planning
Various HR plans
The importance of budgeting
Approaches to budgeting
Budgeting for HR plans
Module 5: Learning and Development Strategy
- Strategic Human Resource Development
- Elements of human resource development
- Strategies for creating a learning culture
- Organizational learning strategies
- Learning organizations strategies
- Individual learning strategies
Module 6: Reward Strategy
- Why have a reward strategy
- Guiding principles
- Developing reward strategies
- Effective reward strategies
- Reward Strategy and line management capability
Module 7: Succession Planning
- Effective Succession Planning
- Strategic Approach to Succession Planning
- Career Planning
- Personal Development Planning
- Develop and Implement Succession strategies
Module 8: Software Applications, Analytics and HR Decisions
- Software options and Optimal HCM practice
- Enterprise Resource Planning Software
- Talent Analytics
- SAS Business Intelligence
- Talent scorecard
- Talent Management and Advanced Analytics
In The Classroom
Private Team Training
Indiviual Private Session
Please Register for More Information