* All fees are exclusive of vat ** PREMIUM - Customize your learning experience
Human Resources Management (HRM) is the process of shaping employment relationships in organizations, taking the individual employee level as a starting point. Strategic human resources management focuses primarily on strategy and HR policy issues at the organizational level.
This 5-day course will help you learn about the tools and techniques used in drafting and developing HR strategies. During this course, you delve into the principles and applications of theories of public management and strategic HRM. It will also equip you with the knowledge and skills you need to translate such strategies into actions.
What Do Participants Learn?
List The Main Cycles In Human Resources And The Critical Steps Of 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
Describe The Main Types Of Planning And Budgeting Approaches And How And When To Use Each
Who Should Attend?
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
This Course Is Also Suitable For Those Employees Who Are Targeted For Development Or Promotion Within The HR Function
What Will the Learning Experience Include?
Comprehensive pre-program activities include:
Web-based information forms & surveys completed by attendee.
Direct consultation with the attendee about the expectations.
During the training, participants engage in data, activities, and conversations that lead to insight and knowledge.
Participants learn from expert trainers who have both academic and business experiences.
Highly applicable training content & instructive activities for adding depth to training topics.
**A half-day site visit for integrating the experience & plan next steps. Opportunities to provide connections, ideas & support.
Explore & Practice
Apply & sustain the learning experience by using this ongoing support:
To ensure participant has new skills or behavior progress.
Optional, fee-based mentoring & coaching with the trainer.
Training materials & additional documents (e-books, pdf files, presentations and articles)
Evaluate your training experience by giving us feedbacks and help us to reach our organizational goals.
Section One: The Main Cycles In Human Resources Management
HR Strategy Cycle
Recruitment And Selection Cycle
Training And Development Cycle
Performance Management Cycle
Compensation And Benefits Cycle
Section Two: Strategic HR Management
SWOT Analytical Tool
PEST Analytical Tool
PEDSTL Analytical Tool
Visions And Missions
HR Strategic Goals
Critical Success Factors In HR
Key Result Areas
Key Performance Indicators
Measurement Of Each Critical Success Factor Category
Section Three: Measuring Human Resources
Measuring HR Strategies: The Main KPIs
Human Resources Versus Human Capital
Return On Human Capital (ROHC) And Cost Of Labor (COL)
Human Value Added (HVA) And Profit Per Employee (PPE)
Employee Morale And Employee Satisfaction Indices
Other HR Metrics
HR Scorecards And Dashboards
The Balanced Scorecard
Section Four: Employee Turnover
Turnover Versus Attrition (Gross And Net Turnover)
Voluntary Versus Non-voluntary Separation
Analyzing Turnover: Interpreting The Data
Cost Of Turnover For Organizations
Healthy Versus Unhealthy Turnover
Section Five: Strategic Planning And Budgeting For Human Resources