Strategic Human Resource (HR) Management (HRM) Masterclass

Define human resource management as talent acquisition, training, performance appraisal, and compensating employees while addressing labor relations, health and safety, and fairness and meritocratic principles.

Trace the evolution of human resources from 18th-century Europe through the industrial and human relations movements to modern HR management, emphasizing employee well-being and intellectual capital.

Explore the complements of human resource management, from introduction and intellectual capital planning to talent transformation, compensation and benefits, and labor relations, with emphasis on subsets and practical understanding.

Explore the introduction to strategic HR management, revealing the three subsets—intellectual capital management, equal opportunity and diversity management, and intellectual capital strategy and analysis—and their subcomponents.

Explore how human resource management sits within five building blocks, with intellectual capital management guiding line and staff roles, recruiting, training, appraising, and compensating employees.

Explore how intellectual capital and HR structures align talent acquisition, learning, performance, compensation, and compliance across centralized units, embedded teams, and centers of expertise, while navigating diversity, technology, and globalization.

Explore equal employment opportunity laws, discrimination risks, and the EEOC process within diversity management, highlighting key statutes such as Title VII, the Equal Pay Act, and the ADA.

Learn to manage diversity by distinguishing disparate treatment and disparate impact, enforce zero-tolerance for discrimination, and implement EEOC-informed diversity protocols.

Explore the five components of the intellectual capital strategy and analysis, including strategic management lifecycle, intellectual capital metrics, and SWOT-based planning to boost employee engagement and organizational performance.

Explore how strategic human resource management aligns HR policies with broad goals by using strategy maps, HR scorecards, and digital dashboards to measure and improve employee competencies and performance.

Benchmarking alone provides view; learn how strategy-based metrics, workforce analytics, and data mining align human resource practices with strategic goals to boost engagement and performance via high performance work systems.

Explore the three subsets of intellectual capital planning: talent management lifecycle, talent acquisition lifecycle, and talent selection. Understand their complements within HR management to master all major aspects.

Discover how job analysis information informs recruitment, selection, training, performance appraisal, compensation, and eeo compliance, and learn the six-step process to develop job descriptions and specifications.

Explore how job specifications turn descriptions into required traits and trainability for trained and untrained hires, using judgment, statistical analysis, and competency models to predict performance and guide talent management.

Master the talent acquisition lifecycle, from workforce planning and forecasting to internal and external candidate repositories, recruitment, screening, and selection, culminating in workforce diversity recruitment.

Explore the talent acquisition lifecycle and explain why effective recruiting matters, how to build candidate pools, and how promotion from within and external sourcing secure a productive workforce.

Explore how social media recruiting shifts from online job boards to platforms like LinkedIn, with strategies for passive candidates, diverse hiring, and outsourcing versus offshoring.

Learn how talent selection uses tests, interviews, and selection techniques with reliable and valid measures, covering criterion, content, and construct validity, achieving person-job fit while reducing legal risk and cost.

Explore interview formats, question types, and validity findings to predict job performance. Learn common biases, competency models, and supplementary selection tools like background checks and social media screening.

Explore talent transformation as the third major building block of strategic human resource management, including performance management and career management within intellectual capital management.

Drive talent transformation by aligning orientation and training with strategy, socializing employees into culture, and applying the Eddie training model to analyze, design, develop, implement, and evaluate programs.

Examine current training needs via performance analysis to confirm whether training is needed, and use task analysis for new hires alongside competency models and on-the-job training.

Explore diverse training modalities from programmed learning and behavioral modeling to virtual reality simulations, LMS-based e-learning, and vestibule training, and understand how they drive management development and transfer of training.

Align management development with strategic plans to build succession for new businesses. Use evaluation metrics—reaction, learning, behavior, and results—plus tools like the nine-box grid and LMS.

Explore performance management through appraisal concepts and methods, and the engagement toolkit for talent transformation. Set standards, assess performance, and provide feedback to drive smart goals and fair appraisals.

Explore performance management as a goal-aligned process combining appraisal methods and MBO. Apply six elements: direction sharing, goal alignment, monitoring, feedback, coaching, and rewards, to improve engagement and fair performance.

Explore the career management lifecycle, including planning, development, and six complements—coaching skills, matrix engagement toolkit, employee retention, turnover management, promotions and transfers, and dismissals—within a VUCA environment.

Explore coaching and mentoring, development opportunities, performance standards, and protege responsibilities. Review turnover and retention in a global economy, including pay, job fit, and BP's parallel career tracks.

Strategize career development, address the glass ceiling, and implement flexible career tracks, transfers, and promotions. Plan retirement and manage dismissals, outplacement, exit interviews, and downsizing within talent transformation.

Explore the rewards management lifecycle by materializing compensation plans and paying for performance, detailing job evaluation, market surveys, equity concepts, and geography and pay policy considerations within legal frameworks.

Explore how job evaluation methods—classification, grading, and the point method—determine compensable factors, wage curves, pay grades, and wage structure, aided by computerized evaluation and HRIS payroll administration.

Explore contemporary compensation topics, including competency-based pay and broadbanding, examine comparable worth, executive pay governance, and the total rewards approach that links intangible rewards to employee engagement.

Explore paying for performance and benefits through individual and organization-wide incentive plans, merit pay, piecework, and organization-wide programs like profit sharing and ESOPs, plus health benefits.

Explore how employers manage benefits payments and insurance, including unemployment insurance, vacations and sick leave, parental leave under FMLA, health and life coverage, retirement plans, and wellness programs.

Explore the fifth building block of human resource management, intellectual capital and labor relations, detailing three components—employee relationship management, labor relations, and occupational safety, health and risk management.

Master employee relationship management by building positive employee relations through training, fair appraisals, competitive pay, clear communications, recognition programs, fair disciplinary procedures, and ethical organization practices for engagement.

Explore how morality, culture, and law shape employee relations and ethical decisions in global companies. Learn fair discipline, ethics policies, and an engagement toolkit for HR to build trusted workplaces.

Explore labor relations as a key complement to intellectual capital, detailing the workforce organization, labor movement, engagement toolkit, unions, and the union drive, election, and collective bargaining.

Explore how labor relations unfold in the United States through NLRB elections, collective bargaining in good faith, wage and working condition negotiations, contract administration, and strategies amid union decline.

Learn to manage occupational safety, health, and risk by analyzing accident causes, reducing unsafe conditions and acts through job hazard analysis, and building a safety culture aligned with OSHA standards.

Explore the special issues in human resource management, focusing on managing hr globally and managing hr in small and entrepreneurial firms.

Explore how to manage human resources across borders, covering global employee selection, training, and compensation, and comparing ethnocentric, polycentric, and geocentric staffing policies for expats and locals.

Explore how managing HR in small firms differs from large corporations, focusing on size, priorities, informality, and entrepreneurial leadership, and discover internet tools, human resource information systems, and compliant practices.

Small entrepreneurial firms leverage informality and flexibility in HR policies, with training and fair treatment of family and non-family staff, while growing firms standardize forms and adopt hr information systems.

Explore an intellectual capital planning revamp case study for a knowledge services firm, introducing core HRM concepts, human resource planning, and practical application across corporate, academic, and personal objectives.

Discover the five building blocks of hrm—introduction, intellectual capital planning, talent transformation, compensation and benefits, and labor relations—and the hrm definition across the life cycle: acquiring, training, and rewarding employees.

Explore the ICP Corporation's journey from its 1988 founding to a global knowledge services player, detailing acquisitions, funding, diversification into litigation support, and a 2012 sale.

Discover how ICP Corp's vision and mission drive its existential ethos and working dynamic, outlining a roadmap to leverage cutting edge digital and mobile technologies for cost-effective digital content solutions.

Explore the Eric milepost framework—infrastructure revenue, intellectual matrices, and the client compendium—and ICP Corp's global footprint. Analyze revenue, operating income, and client sectors to study strategic HR management implications.

Explore the major service blocks the company offers, including digital content development, corporate learning and performance, custom content services, customer lifecycle management, healthcare, revenue lifecycle management, and IT services.

Explore revamping the intellectual capital planning matrix post acquisition, aligning ICP Corp's talent management life cycle, acquisition, and selection protocols with the parent company's systems to achieve synchronization and synergy.

Key observations depict ICP Corp as a US-based digital content development company headquartered in Washington, DC. The UK-based parent plans to revamp intellectual capital planning to support acquisition.

Develops the intellectual capital planning strategy by revamping the planning matrix post acquisition, applying a triad approach covering strategy formulation, tactical enunciation, and operational execution.

Explore the pre intellectual capital planning revamp ethos, detailing geographical assessment profiling, ICP revamp audit, pestle analysis, and SWOT analysis to ground data-driven strategy for the ICP initiative.

Explore the geographical assessment profile to map global landscapes, including countries, regions, and continents, by examining economic, political, legal, cultural, and linguistic drivers for strategic human resource management.

Explore how the intellectual capital planning audit assesses leadership, organization structure, capability spectrum, philosophy, toolkit, processes, and go to market timelines to ensure strategic deployment of talent and budget.

Explore pestle analysis across political, economic, social, technological, legal, and environmental factors shaping corporate strategy, decision making, and execution for ICP Corp.

Analyze the four SWOT components: strengths, weaknesses, opportunities, and threats, and apply them to ICP Corp’s culture, change management, and talent lifecycle opportunities.

Explore the three building blocks of the intellectual capital planning revamp: the talent management lifecycle, the talent acquisition lifecycle, and the talent selection—and their complements and activity lists.

Explore the talent management lifecycle and its seven components—job analysis, job descriptions and specifications, engagement toolkit, and competencies model usage—driving holistic recruitment, training, appraisal, career planning, and compensation.

Compare electronic and other job analysis methods to create robust job descriptions and specifications, align employee engagement and competency models, and unify talent management across parent and acquired companies.

Explains the talent acquisition lifecycle, aligning six complements—workforce planning and forecasting, effective recruiting, internal and external candidate repositories, engagement toolkit, and workforce diversity recruitment—across the parent company and ICP.

Explore talent selection within intellectual capital planning, covering tests, interviewing, management assessment centres, situational testing, applicant tracking, and the engagement toolkit to shape a total selection program.

Explore talent transformation and intellectual capital management within human resource management through a real-world case study from a global content solutions provider, emphasizing communication and analytics.

Define human resource management as the process of acquiring, training, appraising, and compensating employees, and attending to labor relations, health and safety, and fairness.

Identify the five building blocks of human resource management—introduction, intellectual capital planning, talent transformation, compensation and benefits, and labor relations—and explore their role in the life cycle of human resources.

Explore the genesis, structure, leadership, culture, and financials of a global content solutions company, including its vision, mission, and strategic acquisitions that drive growth.

Explore Cop platforms' intuitive, scalable platform as a service offerings built on domain expertise, self-evolving architecture, and secure delivery ethos, delivering content solutions on time, on spec, and on budget.

Discover how the vision and mission define a tech-driven, global publishing ethos that fuels a distinct, competitive client spectrum through transparent, real-time solutions and learning-outcome delivery.

Explore Eric mileposts, infrastructure revenue, intellectual capital, and client matrices, and visualize a company's revenue, ebitda, and top five revenue generators by country, service, and industry.

Explore the five verticals of t corp's end-to-end content solutions: content transformation, publishing, agile digital transformation, acquaintance and access solutions, and sales enablement, leveraging data, content, information, and knowledge.

Define the objective of a talent transformation and intellectual capital management matrix for fiscals, guiding exploration, engagement, employment, and embedding of standards across talent transformation, performance management, and career management.

in this hrm masterclass, examine key observations about T Corp’s global platforms and content solutions, revenue growth, and the talent transformation intellectual capital management matrix guiding performance and career management.

Assess the talent transformation and intellectual capital management strategy through a roadmap and blueprint that design the journey's architecture, linking strategy formulation, tactical enunciation, and operational execution.

Explore pre talent transformation ethos and four complements: geographical assessment profile, talent transformation and intellectual capital management audit, pestle analysis, and swot analysis, to guide global strategy formulation and execution.

Audit the geographical assessment profile by visualizing a world map to align global talent transformation and intellectual capital management across diverse locations and stakeholders for a worldwide rollout.

Auditing talent transformation and intellectual capital management benchmarks leadership, organization structure and hierarchy, capability spectrum, philosophy, and the facilitation toolkit to validate readiness before strategy rollout and go-to-market timelines.

Explore the pestle analysis framework of political, economic, social, technological, legal, and environmental factors shaping external environments for global initiatives and strategic decision making.

Explore the SWOT analysis matrix, detailing internal strengths and weaknesses and external threats and opportunities. Learn how acquisitions, change management, and talent transformation shape strategic HR and intellectual capital management.

Explore the complements of talent transformation and intellectual capital management, detailing talent transformation, performance management, and career management and their subsets driving operational execution.

Transform talent through orientation, training, and evaluation within a talent transformation framework. Align strategy, ability, and motivation to develop competencies, embed world-class practices, and manage organizational change.

Implement on-the-job and off-the-job training, including apprenticeship and computer-based methods with an electronic performance system, establish a corporate university, and drive change through action learning and SHRM certifications.

Explore how performance management integrates appraisal concepts, varied methods, and engagement tools to align individual performance with organizational goals through continuous feedback, development, and rewards via technology-enabled systems.

Explore six components of career management, from coaching skill enhancement and mentoring to engagement, retention, promotions, transfers, and compassionate dismissals, all integrated through talent management systems and career planning.

Explore how to quantify HR sub-functions, recruitment, appraisals, training, and use metrics like revenue per employee to measure effectiveness, monitor productivity, and align HR with business goals.

Compute cost per hire by dividing recruiting and staffing costs by new hires, and monitor turnover, focusing on base level and first-line managers in BPO.

Calculate overtime percentage by dividing monthly overtime by total monthly wages, and monitor the wage bill and absenteeism to control costs and payroll efficiency.

Calculate length of service from hire date to today to gauge tenure and its link to job satisfaction and attrition, using a five-point survey to assess engagement and hiring costs.

Calculate profit per employee as total profit divided by employees, and compare with revenue per employee to gauge individual contribution; use HR cost per employee to guide staffing and analytics.

Learn how training cost per employee is calculated and viewed as an investment, using ROI and data-driven metrics like customer complaints, rejections, and accidents to quantify training impact.

The lecture explains measuring employee performance to categorize top, average, and below-average performers, and uses above average performance ratio to drive recruitment, training, and retention decisions.

Learn to manage annual recruiting costs by optimizing offer acceptance and rejection ratios, turnaround time, and controlling advertising and consultant fees, while reducing ghosting and new hire failure through onboarding.

Explore how the employee referral program (ERP) supplements hiring, measures success by successful referrals per open position, offers lucrative rewards, and enables faster, cost-effective recruitment and retention.

Survey employees to measure environment metrics and create an environment index. Link this index to happiness, dedicated workstation satisfaction, and management review and skip level meetings.

Explore key HR metrics for measuring voluntary vs involuntary separations, rehiring of ex-employees, and monthly attrition and accession rates.