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Strategic Human Resources Management

Strategic Human Resource 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.

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.

COURSE OUTLINE

Modules

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

Situation analysis

‘SWOT’ analytical tool

‘PEST’ analytical tool

‘PEDSTL’ analytical tool

HR strategy

Visions and missions

HR strategic goals

Critical success factors in HR

Key result areas

Key performance indicators

Core competencies

Core values

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

Strategic planning

 

Approaches to planning

 

Various HR plans

 

Workforce plans

 

Training plans

 

Project 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

 

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