Advanced Strategic Human Resources Management

Program overview:

Advanced Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of the employees and the organization as a whole. HR departments that practice strategic human resource management work with other departments within an organization in order to understand their goals and then create strategies that align with their objectives, as well as those of the organization. As a result, the goals of the human resource department reflect and support the goals of the rest of the organization. Strategic HRM is seen as a partner in organizational success, as opposed to a necessity for legal compliance or compensation. Strategic HRM utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective. The human resource department strategically develops its plans for recruitment, training, and compensation based on the goals of the organization to ensure a greater chance of organizational success

For Whom:

This program is designed for senior and middle-level HR Managers, General Managers, Senior Managers, Directors, Assistant Directors who are head of HR Departments, Career Development Managers, Manpower Development Managers, and other line Managers with the responsibility for coordinating people’s efforts for organizational productivity.

Learning objectives:

At the end of this program, participants will be able to;

■ List and define the main cycles in Human Resources and the critical steps for each.

■ Define strategic HR management in context and principle

■ Draft an HR strategy with management buy-in.

■ Design and explain the vital Key Performance Indicators which HR should be constantly monitored in order to achieve planned organizational goals

■ Assess and quantify employee morale through employees’ survey and determine a formula for calculating it objectively.

■ List and explain the different types of turnover and determine how each should be calculated.

■ Determine main types of performance management and appraisal rating systems, how and when to use them

■ Describe the types of planning and budgets required for effective implementation of the HR strategy.

Course outline:

Day 1: The main cycles in human resources management

■ The HR strategy cycle

■ Recruitment and selection cycle

■ Training and development cycle

■ Performance management cycle

■ Compensation and benefits cycle

Day 2: Strategic HR management: The Foundation

■ Situation analysis

■ SWOT’ analytical tool, ‘PEST’ analytical tool, pestle analytical tool

■ HR strategy Approach

■ Visions and missions,

■ HR strategic goals,

■ Critical success factors in HR

■ Key result areas (KRS)

■ Key performance indicators,

o Core competencies

o Core values

■ Measurement of each critical success factor category

Day 3: Measuring and evaluating human resources

■ Measuring HR strategies: the main KPIs

■ Human resources versus human capital

■ 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

■ Other HR metrics

■ HR scorecards and dashboards

■ The balanced scorecard

Day 4: Employee turnover Using Workplace Analytics

■ Turnover versus attrition (gross and net turnover)

■ Voluntary versus non voluntary separation

■ Analyzing turnover: interpreting the data

■ Cost of turnover for organizations

■ Healthy versus unhealthy turnover

■ Turnover index

Day 5: Strategic planning and budgeting for human resources

■ Strategic planning

■ Approaches to planning

■ Various HR plans

■ Workforce plans

■ Training plans

■ The importance of budgeting

■ Approaches to budgeting

■ Budgeting for HR plans

Training Methodology

Lectures, discussions, exercises, and case studies will be used to reinforce these teaching/learning methods.