Course Description
Strategic Human Resource Management (SHRM) is the proactive management of people. It requires thinking ahead and planning ways for an organization to better meet the needs of its employees, and for the employees to better meet the needs of the organization. Michael Armstrong’s work emphasizes the integration of HR strategies with business strategies to achieve sustained competitive advantage. This course delves into the core principles of SHRM, exploring how HR functions can be aligned with organizational goals through evidence-based practices, analytics, and strategic planning. Participants will gain insights into the development and implementation of HR strategies that foster organizational growth, employee engagement, and performance excellence. 

Course Objectives
By the end of this course, participants will be able to:
•Understand the fundamental concepts and theories underpinning Strategic Human Resource Management.
•Analyze the alignment between HR strategies and organizational objectives.
•Develop and implement HR strategies that drive organizational performance.
•Utilize HR analytics to inform strategic decision-making
•Evaluate the impact of SHRM on organizational outcomes.

Course Outline
Day 1: Introduction to Strategic Human Resource Management (SHRM)
•Overview of SHRM:
o Defining SHRM and its importance in organizational success
o The evolution of HR from administrative to strategic partner
• The Role of HR in Strategic Management:
o Aligning HR strategies with business goals
o Case studies of effective SHRM in various industries
• The Business Case for SHRM:
o Competitive advantage through people
o SHRM and organizational performance.

Day 2: The SHRM Model and Frameworks
• The SHRM Strategic Framework:
o Analyzing the integration of HR practices with corporate strategy
• The HR Business Partner Model:
o The evolving role of HR professionals as strategic partners
o Key competencies required for HR business partners.
• SHRM Competency Model:
o Competencies and skills needed for effective SHRM
Day 3: Environmental Scanning and HR Strategy Development
• Environmental Analysis for SHRM:
o Analyzing internal and external factors affecting HR strategy
o Using PESTLE (Political, Economic, Social, Technological, Legal, Environmental) analysis in HR
• Developing HR Strategies:
o Aligning HR strategies with organizational goals and objectives
o SHRM models and frameworks for strategy formulation.
Day 4: Workforce Planning and Talent Management
• Workforce Planning:
o Aligning workforce planning with business strategy
o Forecasting talent needs and capacity
• Talent Management Strategy:
o Attraction, retention, and development of talent
o Succession planning and leadership development
o The role of HR in driving organizational talent strategies.
Day 5: Learning and Development (L&D) for Strategic HRM
• Strategic Importance of L&D:
o Developing a learning culture to support organizational goals
o Aligning L&D programs with business objectives
• Talent Development Frameworks:
o Designing and implementing strategic development initiatives
o Measuring the effectiveness of L&D programs.
Day 6: Performance Management and Organizational Effectiveness
• Performance Management Systems:

• The link between performance management and strategic goals
o Setting goals, KPIs, and continuous performance feedback
• Enhancing Organizational Effectiveness:
o Aligning performance management with business needs
o Case studies of effective performance management systems.
Day 7: Compensation and Reward Strategy
• Strategic Compensation:
o Developing compensation strategies to support organizational objectives
o Aligning reward systems with business strategy
• Incentives and Motivational Tools:
o The role of rewards in driving employee motivation and performance
o Designing incentive programs that support strategic objectives.
Day 8: Employee Relations and Engagement
• Strategic Employee Relations:
o Building positive employer-employee relationships
o Managing conflicts and resolving disputes
• Employee Engagement Strategy:
o Creating an engaged and motivated workforce
o Measuring and improving employee engagement.
Day 9: Change Management and Organizational Development
• Managing Organizational Change:
o The role of HR in driving and supporting change initiatives
o Best practices for managing change in a strategic context
• Organizational Development Strategies:
o The link between OD and SHRM
o Implementing OD interventions to improve organizational performance.
Day 10: Future Trends in Strategic HRM
• The Future of SHRM:
o Emerging trends in HR technology and digital transformation
o The impact of AI and automation on the HR function
• Sustainability and Corporate Social Responsibility (CSR):
o The role of HR in fostering sustainable business practices
o CSR as part of strategic HRM

o Closing Reflections and Practical Applications:
o How to implement the concepts learned in the course to real-world situations
o Developing a personal action plan for strategic HRM.

Course Duration:
10 days

Course Fees:

8000 US$ / Participant / Course