COURSE OVERVIEW:
HR strategies set out what the organisation intends to do about its human resource management policies and practices and how they should be integrated with the business strategy and each other. They are internally consistent bundles of human resource practices, and they provide ‘a framework of critical ends and means. A strategy, whether it is an HR strategy or any other kind of management strategy, must have two key elements: there must be strategic objectives and there must be a plan of action.
Because all organisations are different, all HR strategies are different. There is no such thing as a standard strategy, and research into HR strategy revealed many variations. Some strategies are simply very general declarations of intent. Others go into much more detail. But two basic types of HR strategies can be identified. These are: 1) overall strategies such as high performance working; and 2) specific strategies relating to the different aspects of human resource management.
The purpose of HR strategies is to articulate what an organisation intends to do about its human resource management policies and practices now and in the longer term, and that business and managers should perform well in the present to succeed in the future. HR strategies may set out intentions and provide a sense of purpose and direction, but they are not just long-term plans. There is no great strategy, only great execution.
This course covers the main areas of HR in which the following specific HR strategies are developed:
· The high-performance management strategy – developing and implementing high performance work systems;
· The organisation development strategy – the planning and implementation of programmes designed to enhance the effectiveness with which an organisation functions and responds to change;
· The employee engagement strategy – the development and implementation of policies designed to increase the level of employees’ engagement with their work and the organisation;
· The knowledge management strategy – creating, acquiring, capturing, sharing and using knowledge to enhance learning and performance;
· The talent management strategy – how the organisation ensures that it has the talented people it needs to achieve success;
· The learning and development strategy – providing an environment in which employees are encouraged to learn and develop;
· The employee relations strategy – defining the intentions of the organisation about what needs to be done and what needs to be changed in the ways in which the organisation manages its relationships with employees and their trade unions.
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.
COURSE REQUIREMENTS:
You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.
COURSE DELIVERY:
Purchase and download course content.
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”.