Cambridge
Academy
In London

 

Introduction:

Developing a human resource management strategy.

The latest forms of human resources. Work partners, joint services and experience centers.Realization of the importance of business models. How to develop the human resources strategy and align the human resources strategy of the company's strategy.

Course Objectives

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

• Forming a plan to be able to convert strategic requirements into human resources goals.

• Establishing a strategic human resources action plan directed to achieve work goals.

•Drafting a business model plan using the business model innovation of the human resource management strategy.

• Evaluating the role of human resources in developing and implementing the strategy .

• Explain the concept of action strategy.

Course Outlines

Day 1:The basics of human resource strategy

•Introductions and objectives of the course.

• Preparing human resource management strategy.

•Modern models of human resources.

•Business partner model.

•Full concepts of strategy.

• The steps needed to form the human resources strategy.

Day2: Translate the strategy into business models

• Form strategic goals.

• Preparing a task statement.

• Measurements related to the strategy of human resources management.

•Create a business model.

•Creating the business model for human resource management strategy.

•Cost structures.

Day 3:Practical tools for strategic analysis

• Measurement tools -organizational maturity, corporate culture etc.

•Strategic analysis tools.

• Swat analysis method (quadruple analysis) and Pistal analysis

• Analysis of the five powers.

•Balanced performance cards.

• A model for human resource accounting.

Day 4:Understanding human resources trends

• Employment trends affecting human resources.

• The global trends of the business sector that affects human resources.

•Leadership and human resources.

• The team's work.

•Retention issues.

• The future of human resources.

Day 5:  Human resource function assessment

•Analytics and predictive trends.

• Program for prediction planning and trend analysis.

• A practical example of measurement - the phenomenon of absenteeism.

• The contribution of human resources in achieving added value.

•Evaluating human resources function.

• Evaluation methods for human resource function.