INTRODUCTION STRATEGIC HUMAN RESOURCE MANAGEMENT
Ever-increasing pressures have forced managers to critically rethink their approaches to human resource management. People and their current and potential contributions were often overlooked in the past. Managers consequently must adopt a strategic mindset or way of looking at and thinking about the management of people. Human resource managers, in turn, have responsibility to ensure that human resource management is strategically aligned with the organization’s overall business objectives. A differentiator between the corporate winners and losers in the twenty-first century clearly will be the quality of an organization’s human resources.
The importance of strategic human resource management for competitive advantage (and particularly sustained competitive advantage) has made the strategic management of human resources critical to long-term business success.
LEARNING OBJECTIVES
The trainees would be able to
- Learn examples of best practice strategic human resource
- Develop and know how to implement a human resource strategic plan
- Establish a step by step methodology for delivering more value added, strategic human resource services
- Implement Strategic Talent Retention & Engagement Strategies
- Know the importance of Analytics in Strategic HRM
- Measure the Effectiveness of Strategic Human Resource Management-initiatives
WHO SHOULD ATTEND
Management and HR staff
METHODOLOGY
- Slide presentation on core principles
- Case studies
- Group discussion
- Interactive questions and answers
- CD clips
COURSE OUTLINE
The 11 Modules of “Strategic Human Resource Management” Presentation
Module 1 – Strategic Human Resource Management – Basics and Framework
- Strategic HRM Defined
- Importance of Strategic HR Management
- Approaches to HRM
- Model of Strategic HR Management
- Challenges & Opportunities – Strategic HR
- HR Organization Today and Tomorrow
- Strategic HR Roles
Module 2 – Key Steps in Planning Strategic HRM
- Understand Organizational Goals
- Evaluate Current HR Capacity
- Forecast Future Workforce Needs
- Conduct a Gap Analysis
- Develop and Implement the HR Plan
- Talent Management
- Training and Development
- Monitor, Evaluate, and Adjust
Module 3 – Organizational Culture
- What is organizational culture?
- Types of organizational culture
- The importance of building strong organizational culture
- Characteristics of Organizational Culture
- How organizational culture is shaped
- Role of vision, mission & core values in creating a culture
Module 4 – Workforce Planning, Talent Acquisition and Employer Branding
- What is workforce planning
- How to perform workforce planning
- Talent acquisition key processes
- How to improve the quality of hiring process
- Some critical actionable strategies to improve talent hiring process
- Use of Psychometric assessments/tools in the selection process
- What is employer branding and its importance
- Common employer branding initiatives
Module 5 – Holistic On-boarding & Orientation Process
- What is on-boarding and orientation
- Importance of new employee On-boarding & Orientation
- What ‘Integrated on-boarding’ process entails
Module 6 – Talent Performance Management & Performance Enhancement System
- What is a Performance Management cycle
- What happens in each phase of performance management cycle
- The need to have frequent feedback between employee and manager
- Importance & implementation of calibration process
- – What is performance calibration
- – What is potential calibration
Module 7 – Talent Development
- Key Components and Purpose of ‘Learning & Development Framework’
- How to conduct training/development need analysis
- Develop innovative strategies for addressing talent L&D needs
- Evaluate the effectiveness of Talent Development programs
Module 8 – Talent Retention Strategies
- Importance of retaining business-critical talent
- How to identify the right employee engagement initiatives
- Foster open and transparent communication on employee engagement
- Establish career planning/progression
- ‘Employee Connects’ as a talent retention tool
- Offer competitive compensation and benefits
Module 9 – Importance of Reward & Recognition in Strategic HRM
- Basic principles of reward and recognition
- Reward & recognition framework
- Different types of recognition strategy
- Key aspects of reward and recognition ‘design’ phase
- Types of rewards
- Metrics to measure success of rewards and recognition program
Module 10 – Succession Planning & Succession Management Process
- What is holistic succession planning
- Importance of holistic succession planning process
- Approach to succession planning & management
- Key aspects of an effective succession planning & management
- Challenges of effective succession management
Module 11 – HR Analytics and Measurements
- What is HR analytics?
- What is HR analytics used for?
- Why is HR analytics important
- What is KPI
- The importance of KPI
- Types of KPI’s
- Common critical HR KPI’s
