The British Academy for Training and Development offers a Strategic Human Resources Management course that equips professionals with the skills to align HR strategies with organisational goals for sustained growth. The strategic human resource management approach is linked with the involvement of HR in enhancing the company's performance in developing and retaining employees over a long period. This methodology permits the direct involvement of HR efforts in delivering the higher business objectives. The course is expected to enlighten you on the most critical components of strategic human resource management so that you will be able to design, develop, and implement human resource strategies that complement the organisational goals. Hence, you will have what it takes to create a competitive advantage not only for the HR department but also for the organisation as a whole.

In this course, attendees will learn how to create and implement strategic HR initiatives that align with your organisation's long-term goals for enhanced growth and competitiveness.

1. Main Cycles in Human Resources (HR) Management

This course offers you to understand the concept of main cycles in HR management. The three main cycles are: 

a. HR Strategy Cycle

This aligns the appropriate human resource practices to the overall goals and objectives of the organisation. Defines and acknowledges the long-term requirements of the company, forming HR plans to adequately complement business growth between the human resource initiative and business. This cycle will prove vital for building up a strong, adaptable workforce in an evolving business environment.

b. Recruitment and Selection Cycle

Recruitment and selection cycle is an all-encompassing term used for the drawing, screening, and hiring process by which an organisation employs qualified candidates for job openings. Job analysis, development of job description, sourcing of candidates, provision of interviews, and hiring decisions are only some of the components of this cycle. The cycle becomes the source through which any organisation would hire specific talents that would satisfy their short and long-term staffing requirements.

c. Training and Development Cycle

It concentrates on improving employee skills and knowledge for better job performance with career advancement. It involves examining training needs, development of training programmes, conducting training sessions, and evaluating the outcomes in relation to the objectives. Such a cycle among organisations would drive success in both individuals and organisations through skilled workforce building.

2. HR Analytics

In this course, you will explore the power of HR Analytics to drive data-informed decisions in human resources management. HR analytics is the use of data analysis techniques as applied to HR processes such as recruitment, employee performance, retention, and recruitment. Therefore, one way in which data can be beneficial for human resources is to enable more informed decision-making with respect to such goals within the organisation. Identify trends, predict future workforce needs, and optimise HR strategy for better outcomes.

Objectives:

The five main objectives of this course are:

1. Understand HR's Role in Strategic Management: Makes the attendees clear about the holistic contribution of HR practices in support of overall organisational strategic objectives.

2. Develop HR Strategies for Organisational Growth: Impart the learners with all knowledge and skills to create and develop HR strategies that ultimately contribute towards organisational growth, increasing employee engagement, and sustained business success.

3. Enhancing Leadership and Managerial Skills: Target the development of leadership skills to enable the HR professional to manage teams effectively, drive change, and lead with a strategic vision.

4. Apply HR Metrics and Analytics: It addresses how to use data-driven approaches with HR metrics and analytics to make informed decisions aligning with business goals and improving workforce performance.

5. Explore Talent Management Techniques: The attendees enable them to plan for attracting, retaining, and developing talent, and thus ensure that the organisation has the right skills to face the future.

Who should attend? 

1. General managers

2. Human resource professionals

3. Other functional leaders with management experience and an interest in human capital management

How will attendees benefit? 

After completing the programme, attendees will be able to master the following:

1. Learn how to align HR practices with an organisation's corporate and business strategy. 

2. Learn how firms compete best in global talent. 

3. Understand the role of HR in developing and cascading people for growth. 

4. Learn how to measure performance for feedback and development. 

5. Understand how companies operate worldwide by developing and retaining global leaders. 

6. Exposure to the analytical tools of and information technology in managing human capital.

Strategic Human Resource Management-Basics and Framework

• HRM and Strategic HRM

• Importance of Strategic HR Management

• The framework of Strategic HR Management

• Key stakeholders in Strategic HR Management

The Main Cycles in Human Resources (HR) Management

• HR Strategy Cycle.

• Recruitment and Selection Cycle.

• Training and Development Cycle.

• Performance Management Cycle.

• Compensation and Benefits Cycle.

Key Steps in Planning Strategic HRM

• Assess the current situation- HR and the organization

• Envision and articulate a desired future/outcome

• Conceptualize and implement an HR strategy and strategic objectives

• Establish a mechanism to evaluate progress

Organizational Culture

• What is Organizational Culture?

• Characteristics of Organizational Culture

• Role of Vision, Mission & Core Values in creating a culture

• Culture Mapping Tool for designing culture change

Workforce Planning, Talent Acquisition and Employer Branding

• Key aspects of Workforce Planning process

• Designing a robust and time-bound recruitment process

• Various innovative and effective hiring channels

• Improving the quality of the hiring process

• Use of Psychometric assessments/tools in the selection process

• Various branding initiatives

Holistic Onboarding & Orientation Process

• Importance of new Affiliate Onboarding & Orientation

• ‘Integrated Onboarding’ process

• Various initiatives to offer ‘Integrated Onboarding Experience’ to prospective employees

Talent Performance Management & Performance Enhancement System

•  Performance Management cycle

• Selection of appropriate Performance Management System/Tool

• A critical aspect of Performance-Goal setting exercise

• Importance & implementation of ‘Frequent Quality Dialogue’ between employee and manager

• Importance & implementation of Calibration process- Performance & Potential Calibration

Succession Planning & Succession Management Process

• Importance of holistic succession planning process

• Approach to Succession Planning & Management

• Key aspects of an effective Succession Planning & Management System

• Continuum of Succession Processes

• Obstacles to Effective Succession Management

HR Analytics

• What are the HR Analytics?

• Benefits/Applications of HR Analytics

• Key HR KPI’s

• Importance of Lead & Lag Indicators