Strategic Human Resource Management (SHRM) integrates human capital planning with institutional strategy to ensure alignment between workforce capabilities and organizational goals. It focuses on structured frameworks that support decision-making in recruitment, development, performance, and rewards. This training program introduces models for aligning HR policies with strategic objectives, analyzing workforce performance, and using data driven methods for HR planning. It also presents systems for succession management, organizational development, and performance evaluation within a strategic context.
Identify the institutional frameworks that position HRM as a strategic function.
Explore structures for talent acquisition, development, and succession alignment.
Evaluate performance management systems within long term strategic models.
Assess reward strategies that reflect business and workforce planning needs.
Use HR analytics frameworks to support strategic decision-making.
HR Directors and Managers.
Senior Executives involved in HR planning.
Organizational Development Professionals.
Strategic Planners.
Role of human resource management in institutional strategic planning.
Alignment models linking HR strategy to business priorities.
Components of structured HR strategic planning processes.
Governance models and institutional responsibilities in SHRM.
Oversight on the strategic positioning of HRM in international and cross-border contexts.
Frameworks for strategic talent acquisition aligned with organizational goals.
Models for managing workforce capabilities and institutional fit.
Structures for onboarding integration and talent continuity.
Techniques linking talent management to organizational culture.
Planning frameworks for succession and workforce continuity.
Institutional models for aligning performance systems with strategy.
Linkages between employee development and strategic workforce planning.
Systems for continuous learning within performance structures.
Feedback models that support strategic performance oversight.
Review mechanisms for assessing performance system effectiveness.
Structural design steps of compensation systems aligned with strategy.
Importance of integrating employee benefits with institutional planning models.
Reward frameworks supporting long-term organizational performance.
Frameworks for balancing internal equity and market competitiveness in compensation design.
Incentive structures that reinforce strategic goals and recognition logic.
Role of HR analytics in strategic planning and evaluation.
Key performance indicators for workforce and HR strategy outcomes.
Importance of using analytics frameworks to enhance HR decision structures.
Predictive modeling for workforce trends and scenario planning.
