The British Academy for Training and Development offers a comprehensive Strategic Human Resources Management Course, strategically preparing HR personnel with all the necessary tools and insight to align human capital strategy with business strategies for organisational success.

Strategic Management of Human Resources Advances organisations towards an agile advancement in HR strategy that leads to incomparable competitive advantage. Attendees would learn how human resource management provides inputs on corporate stock investments from launching to retaining investments. The course includes workforce planning, talent management, performance management, leadership development, succession planning, as well as employee engagement. Through case study analysis, practical exercises, and high interaction workshops, attendees would discover how to transition HR from being operational to strategic so that human capital becomes enormous assets for business benefits.

Another major area would be examining how predictive analytics, change management, and building a culture would positively influence the possibility of an organisation to achieve its strategic goals. By the end of this course, attendees will be equipped to harness data for better decision-making, efficient change management, and building robust HR initiatives for sustained value.

Objective:

The objectives of Strategic Human Resources Management Course are:

Understand the principles and importance of strategic human resources management. Learn to align the HR strategies with the overall business goals. Develop workforce planning, talent acquiring skills. Master Performance management and employee retention skills. Analyze the role of HR analytics in strategic decision-making. Equip yourself to design and implement effective leadership development programmes. Recognise how to navigate organisational change and promote a resilient culture. Enhance skills in succession planning and future workforce readiness.List the main cycles in human resources and the critical steps of eachDefine strategic HR management and draft an HR strategyExplain the vital Key Performance Indicators (KPIs), which should be constantly monitored in HRDifferentiate between types of turnover and determine how each should be calculatedDescribe the main types of planning and budgeting approaches and how and when to use eachWho should attend?

This course is ideal for:

HR Managers and HR ExecutivesTalent Acquisition and Recruitment SpecialistsOrganisational Development ProfessionalsSenior Managers and Department HeadsBusiness Owners and Entrepreneurs HR Consultants and TrainersAnyone aspiring to build a career in strategic human resource management.How will attendees benefit?

In engaging in the Strategic Human Resource Management Course, attendees will be comprehensively learned with practical skills and informed strategic understanding that will place them in the position of bringing added value to their human resource activity and organisation. Specifically, they will:

Train with a strategic mindset and thereby align human resource initiatives with overall business objectives.Enhance Decision-Making through HR analytics and insights from data.Improve leadership skills important in team management and effective organisational change. Gain expertise in talent acquisition, employee engagement, and retention strategies to build a competitive workforce.Learn to create and apply frameworks for succession planning that future-proof leadership pipelines.Increase their proclivity towards designing and sustaining a high-performance work culture that keeps employees excited.Improve their ability to communicate and influence the executive ranks as a strategic HR partner in organisational discourse.Discover immediately applicable, action-oriented tools and frameworks on their organisation.Broaden professional networks through interaction with peers and expert trainers.Earn a qualification that is recognised and will add to their career profile and credibility in strategic human resources management.

Introduction to Strategic Human Resources Management

• Defining SHRM

• HR as a Strategic Partner

• Business Strategy vs. HR Strategy

Workforce Planning and Talent Management

• Forecasting Workforce Needs

• Talent Acquisition Strategies

• Employee Value Proposition

Performance Management Systems

• Setting KPIs and Performance Standards

• Feedback Mechanisms

• Reward and Recognition Systems

Leadership Development and Succession Planning

• Identifying Future Leaders

• Building Leadership Pipelines

• Career Development Strategies

Employee Engagement and Retention Strategies

• Creating a Positive Work Culture

• Engagement Drivers and Metrics

• Retention Best Practices

Leveraging HR Analytics

• Data-Driven HR Decisions

• Measuring HR Effectiveness

• Predictive Analytics in HR

Managing Organizational Change

• Change Management Models

• Communication Strategies during Change

• Building Change Resilience

Building a High-Performance Culture

• Aligning Culture with Strategy

• Cultural Transformation Initiatives

Sustaining Culture Over Time