Strategic HRM and Leadership

The HR function in any modern organization cannot continue to play an implementation role only. It has to present a strategic approach to management in order to truly become a strategic partner in the business. 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 the skill 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 while presenting them in a language which organizational management understands.

Target Audience

Human Resources managers and senior professionals, specialists, team leaders, and business partners in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. The course is also suitable for those employees who are targeted for development or promotion within the HR function.

Target Competencies

• Strategic thinking and planning
• Analyzing
• Leading and Supervising
• Deciding and initiating action
• Working with People
• Relating and Networking
• Persuading and Influencing
• Planning and Organizing
• Achieving goals and Objectives

Course Methodology

This course uses a combination of theory and practical application of course concepts. Participants will engage in simulation exercises combined with round table discussions of real-life situations allowing them to gain a strong grip of the knowledge and skills presented in this course.

Course Objectives

By the end of the course, participants will be able to:

• List the main cycles in Human Resources (HR) and the critical steps in each
• Define strategic HR management and draft an HR strategy
• Explain the vital Key Performance Indicators (KPIs) which should be constantly monitored in HR
• Assess employee morale and determine a formula for calculating it objectively
• Differentiate between types of turnover and determine how each should be calculated
• List the main types of performance management and appraisal rating systems and how and when to use each