COURSE OVERVIEW:

Welcome to the Essential Human Resource Strategies course. This program will equip you with the knowledge and capabilities required to understand what HR strategies are, their purpose, and the criteria that determine their effectiveness. You will explore what makes a good HR strategy, what constitutes a high-performance strategy, and the characteristics and components of a high-performance work system (HPWS). You will examine how HPWS impacts individual workers, how a high-performance strategy is developed, and why these strategic frameworks underpin long-term organisational success.

This course begins by analysing organisational development (OD) as a core HR strategic function. This section explains the assumptions and values that guide organisation development, the major activities incorporated in an OD strategy, and the integrated strategic change methodology. You will explore strategies for organisational transformation, the different types of transformational strategies, and the conditions that support strategic change in complex environments. By understanding these foundations, you will recognise how HR shapes organisational culture, capability, and strategic readiness.

Another area of learning focuses on employee engagement strategy. You will examine the significance of employee engagement, the key factors that influence engagement levels, and the strategies used to enhance engagement across diverse teams. This section explains methods for measuring engagement, why employee voice is central to engagement outcomes, and how engagement strategies contribute to productivity, retention, and organisational morale. Through these insights, you will understand how engagement becomes a strategic differentiator for high-performing organisations.

A further area of learning explores knowledge management strategy and its role in modern HR. You will examine the knowledge management process, the sources and types of organisational knowledge, and the approaches used to develop knowledge management strategies. This section explains the strategic issues associated with knowledge management, how knowledge management relates directly to business strategy, and the essential components of a knowledge management strategy that supports innovation, agility, and competitive performance.

The next area of learning examines talent management strategy. You will explore the process of talent management, the principles of talent relationship management, and how to develop a comprehensive talent management strategy. This section explains the components of an effective talent management strategy, the alignment required between talent processes and business priorities, and how organisations build capability pipelines that support long-term organisational growth and succession.

Another area of learning focuses on learning and development (L&D) strategy and strategic HRD. You will examine strategic HRD aims, the human resource development philosophy, and the core elements of HRD. This section explains strategies for creating a learning culture, the five principles of organisational learning, and the development of a learning organisation strategy. You will explore what a learning strategy should cover and how learning initiatives support organisational capability, adaptability, and continuous improvement.

The final area of learning addresses employee relations strategy as an essential HR discipline. You will explore the key concerns of employee relations strategy, the historical background of employee relations, and the HRM approach to employee relations in contemporary practice. This section explains how to formulate employee relations strategies, the key values that underpin partnership-based relations, the impact of partnership approaches, and the employee voice strategies that strengthen communication, trust, and mutual commitment across the organisation.

By the end of this course you will be able to understand the full spectrum of HR strategic frameworks, design high-performance work systems, apply organisational development principles, strengthen employee engagement, manage organisational knowledge strategically, build and sustain talent pipelines, foster learning cultures and organisational learning, and implement effective employee relations strategies that promote productivity, trust, and long-term organisational success.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

·       What are HR strategies and what are their purpose?

·       The criteria for an effective HR strategy

·       What makes a good HR strategy?

·       What is a high-performance strategy?

·       The characteristics of a high-performance work system

·       The components of an HPWS

·       The impact of HPWS on individual workers

·       How to develop a high-performance strategy?

·       The organisation development strategy

·       The assumptions and values of organisation development

·       The activities incorporated in the OD strategy

·       The integrated strategic change methodology

·       The strategies for organisational transformation

·       The types of transformational strategies

·       The employee engagement strategy

·       The significance of employee engagement

·       What are the factors that influence engagement?

·       The strategies for enhancing employee engagement

·       How to measure engagement ?

·       The knowledge management strategy

·       The process of knowledge management

·       The sources and types of knowledge

·       The approaches to the development of knowledge management strategies

·       The strategic knowledge management issues

·       How to relate knowledge management strategy to business strategy?

·       The components of a knowledge management strategy

·       The talent management strategy

·       The process of talent management

·       The talent relationship management

·       How to develop a talent management strategy?

·       The components of a talent management strategy

·       The learning and development strategy

·       Strategic HRD aims

·       The human resource development philosophy

·       The elements of human resource development

·       The strategies for creating a learning culture

·       The five principles of organisational learning

·       The learning organisation strategy

·       What the learning strategy should cover?

·       The employee relations strategy

·       The concerns of employee relations strategy

·       The background to employee relations strategies?

·       The HRM approach to employee relations

·       How to formulate employee relations strategies?

·       The key values for partnership

·       The impact of partnership

·       The employee voice strategies

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.