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Strategic Human Resource Management

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Strategic Human Resource Management


This course combines theoretical study with practical application of concepts. Participants will engage in simulation exercises, as well as roundtable discussions that simulate real-life situations, allowing them to reinforce their knowledge and skills.

Course Objectives

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

  • Identify the core functions of human resource management and the key steps involved in each function.
  • Define strategic human resource management and develop a draft human resource strategy.
  • Explain the important key performance indicators that should be continuously monitored in the human resource department.
  • Measure employee morale and establish an objective measurement equation.
  • Differentiate between types of job turnover and determine how to measure them.
  • Describe the main types of planning, budgeting methodologies, and when and how to use each of them.

Target Audience

Managers, professionals, team leaders, and human resource specialists seeking to enhance their knowledge and improve their skills in key human resource functions. It is also suitable for human resource employees who are soon to be promoted to senior management positions.

Program Content

Core courses in human resource management Strategic human resource management course Recruitment and selection course Training and development course Performance management course Compensation and benefits course

Strategic Human Resource Management Case analysis Strengths, weaknesses, opportunities, and threats (SWOT) Political, economic, social, and technological analysis (PEST) Political, economic, demographic, social, technological, and legal analysis (PEDSTL) Human resource strategy Vision and mission Strategic objectives for human resources Critical success factors for human resources Key result areas Key performance indicators Core competencies Core values Measurement of each critical success factor

Evaluation of the Human Resource Department Evaluation of human resource department strategies: Important key performance indicators Human resources versus human capital Return on human capital (ROHC) and cost of labor (COL) Human value added (HVA) and profit per employee (PPE) Employee satisfaction and morale indicators Other measures Performance scorecards and measurement boards for the human resource department Balanced scorecard

Employee Turnover Rate Turnover rate versus attrition rate (total turnover rate and net turnover rate) Voluntary turnover versus involuntary turnover Turnover analysis: Interpreting data Cost of employee turnover to the organization Healthy turnover versus unhealthy turnover Turnover index

Strategic Planning and Budgeting for Human Resources Strategic planning Planning methodologies Different plans for human resources

  • Workforce plans
  • Training plans
  • Project plans
  • The importance of budgeting
  • Budgeting methodologies
  • Budgeting for human resource plans

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