STRATEGIC HUMAN RESOURCE MANAGEMENT
Overview
Our training course, The Strategic Human Resources Management Programme (SHRM) responds to the increasingly dynamic and competitive business environment and the transformed legislative framework within which business is conducted and human resources are managed. It is designed for the execution of human resource management strategies. HR Practitioners are taught to think systematically and strategically about aspects of managing the organization’s human assets, to implement these policies and to achieve competitive advantage.
The role of Human Resource professionals has been steadily evolving for many years. Moving to uplift and shift how organisations view human element of running a business, placing great value to those HR leaders destined for the boardroom or for executive management positions now or in the future in leading global organisations and incorporates cutting-edge apsects and practices
Training Course objective
Key learning areas covered during this Strategic Human Resource Management course include:
- Discovering how and why the Human Resources profession has changed radically in modern times
- Unpacking your key responsibilities staff management within individual department, and to the organisation as a whole in shaping strategic policies and procedures
- Understanding payroll finances and managing human resources capital and becoming accountable and responsible for cost reductions
- Linking change to the strategic needs of the organisation and acting as change agents in the organisations
- Employe motivation schemes and strategies for minimising employee dissatisfaction and resistance and reducing the turnover rate
- Offering strategic support to supervisor and line management in key personnel areas, such as hiring, team building and employee assistance programs to efficient employee complaint handling, problem solving and grievience procedures according to corporate code of conduct
- Discovering your role in talent management and how it is linked to business strategy and organisational success
- Implementing a system of HR Metrics – to measure the viability and value added to the organisation for all HR programmes and processes
- Realising your role in establishing an organisational culture and climate that drives employee competency and commitment
Training Course Audience
This Strategic Human Resource Management course will provide Human Resources professionals, Supervisors, Line Managers, Middle to Senior Management the knowledge and insight needed to deal with key issues facing the organisation interms of Human Capital Management and considering the employees as the corprate’s greatest assets.
- STRATEGIC MANAGEMENT PRINCIPLES AND PRACTICE
- Concept of strategy and strategic management
- Components of an organisation’s environment
- Competitive strategies
- Effective implementation of strategies
- An integrated approach to strategic management
- HUMAN RESOURCE LEADERSHIP
- The Global, modern & African Organisation
- Developing Human Resources agendas
- Competitive value and achieving competitiveness
- Ethics in Human Resources Management
- COMPENSATION AS A VALUE-CREATING FUNCTION
- Objectives, Design and Elements of Compensation System
- Principles of value-chain compensation
- Newman-Krzystofiak View of Compensation as a value-added function
- Achieving lifetime value for employees, Benefits strategies
- FINANCIAL AND ACCOUNTING PERSPECTIVES ON HR MANAGEMENT
- Human Resource financial accounting
- Management control and management accounting
- Payroll Management, Cost classification and cost behaviour
- Operations and HR management
- Variable costing and HR decisions
- Performance evaluation, the BSC methods
- STRATEGIC RESOURCING AND LEARNING ORGANISATIONS
- Strategic HRM: Building research based practice
- Strategic resourcing and the organisation’s future
- Learning and development in organisations, knowledge based HRM
- DISPUTE RESOLUTION FOR HR MANAGERS
- Conflict management and dispute resolution
- Mediation, Conciliation and Arbitration
- Negotiation, Facilitation and Chairing, Code of Conduct
- Planning and preparing for Mediation and Arbitration
- THE ROLE OF HR IN CHANGE MANAGEMENT
- Realising that change is unavoidable in modern organisations
- Discovering the aspects of change that make employees uneasy
- Understanding your role in easing transitional periods
- Helping employees to link change to the strategic needs of the organisation, minimising dissatisfaction and resistance
- HR AND TALENT MANAGEMENT
- Defining talent management – it is NOT succession planning
- Analysing your current talent management strategy – is it complex or linear?
- Talent management is intrinsically linked to business strategy and organisational success
- Identifying gaps in your talent strategy that will negatively impact your organisation
- SHAPING ORGANISATIONAL CULTURE
- Defining your corporate culture
- Assessing your performance in communicating that culture
- Realising your role in establishing an organisational culture
- Establishing a climate that drives employee competency and commitment