The British Academy for Training and Development presents this advanced training program in Strategic Human Resource Management, designed to qualify managerial talents to align HR functions with the organization’s strategic objectives. The program aims to achieve institutional excellence and enhance the organization’s competitiveness in dynamic business environments.

In today’s rapidly changing and increasingly complex work environment, human resources have evolved beyond their traditional administrative role to become a key driver in shaping and implementing corporate strategy. Through this course, participants will gain a deep understanding of the strategic dimension of HR functions and will be able to apply best practices in talent acquisition, development, and motivation—contributing effectively to organizational performance and sustainability.

The program focuses on integrating theoretical knowledge with practical applications in areas such as strategic workforce planning, talent management, organizational leadership, and building a high-performance work culture.

Who Should Attend?

• Human Resource and Organizational Development Managers.

• Strategic Planning and Performance Management Officers.

• HR Consultants and Practitioners.

• Executives seeking to align human capital with institutional vision.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Understand advanced concepts of HR management within a strategic framework.

• Develop capabilities to design and implement strategic workforce plans.

• Acquire skills to link individual performance with organizational objectives.

• Strengthen the ability to attract and develop talents aligned with future organizational needs.

• Build flexible systems for motivation, performance improvement, and sustainability.

• Transformation of HR from Operational to Strategic Role

  • Evolution of HR functions over the decades.

  • Difference between operational and strategic HR management.

  • HR’s role in supporting institutional directions.

• Linking Corporate Strategy with Human Resources

  • Analyzing the internal and external HR environment.

  • HR’s role in strategy formulation and execution.

  • The Strategic Alignment Model.

• Strategic Indicators in HR Management

  • Measuring human capital effectiveness.

  • Key Performance Indicators (KPIs).

  • Evaluating the strategic impact of HR practices.

• HR Supply and Demand Analysis

  • Forecasting organizational talent requirements.

  • Assessing internal workforce supply.

  • Identifying gaps between current and future skills.

• Workforce Mapping and Planning

  • Identifying critical and strategic positions.

  • Analyzing turnover and retention rates.

  • Developing succession and replacement plans.

• Integration with Financial and Operational Planning

  • Linking HR planning with budgeting.

  • Cost–benefit analysis and return on investment in HR.

  • Embedding KPIs into implementation plans.

• Strategic Recruitment

  • Building the employer brand.

  • Talent attraction strategies in competitive markets.

  • Modern recruitment tools and digital platforms.

• Selection and Assessment Procedures

  • Criteria for evaluating resumes and competencies.

  • Behavioral and technical interviews.

  • Competency testing and background verification.

• Integrating Recruitment with Strategy

  • Aligning HR hiring priorities with strategic objectives.

  • Reducing recruitment time and costs.

  • Measuring recruitment quality and its impact on performance.

• Performance Management as a Strategic System

  • Linking individual goals to organizational goals.

  • Setting objectives using the SMART model.

  • Components of an integrated performance management system.

• Evaluation and Feedback Tools

  • Periodic employee performance reviews.

  • Applying the 360-degree evaluation model.

  • Delivering constructive and effective feedback.

• Linking Performance with Motivation and Development

  • Using performance results to determine rewards.

  • Developing career growth and learning paths.

  • Encouraging performance-driven behaviors.

• Talent Management Strategies

  • Identifying and defining high-potential employees.

  • Designing leadership and development programs.

  • Creating an environment that nurtures talent success.

• Leadership Succession Planning

  • Preparing second-line leaders.

  • Identifying and developing leadership competencies.

  • Building targeted training programs for key positions.

• Retaining Distinguished Human Capital

  • Mechanisms for talent retention.

  • Employee care and workplace flexibility programs.

  • Work environment as a strategic retention factor.

• Organizational Culture and Its Role in Strategy

  • Defining organizational culture and its characteristics.

  • The impact of values and behaviors on performance.

  • Linking culture with organizational strategy.

• Measuring and Enhancing Organizational Culture

  • Cultural diagnostic tools.

  • Employee satisfaction and engagement indicators.

  • Sustainable cultural transformation strategies.

• Leading Cultural Change in Organizations

  • Building alliances that support change.

  • Managing resistance to change.

  • Leadership’s role in reinforcing a positive culture.

• Designing Performance-Based Reward Systems

  • Principles of internal equity and external competitiveness.

  • Financial and non-financial incentives.

  • Reward flexibility across employee categories.

• Loyalty and Retention Programs

  • Analyzing turnover causes.

  • Work–life balance programs.

  • Effective communication as a retention tool.

• Impact of Rewards on Organizational Behavior

  • Motivation theories and their workplace applications.

  • Relationship between motivation and job creativity.

  • Enhancing teamwork through shared incentive systems.

• Digital Transformation in HR

  • Utilizing predictive analytics (People Analytics).

  • Automation and AI applications in HR processes.

  • Digital platforms for performance and development management.

• Sustainability and Social Responsibility in HR

  • Managing diversity and inclusion.

  • Ethical and sustainable employment practices.

  • Integrating HR strategies with Sustainable Development Goals (SDGs).

• Building Future HR Capabilities

  • Enhancing agility and adaptability.

  • Investing in continuous learning.

  • Developing digital and behavioral competencies.