Udemy
    •  
    •  
    •  
    •  
    •  
    •  
    •  
    •  
Subscribe
Turn what you know into an opportunity and reach millions around the world.
Learn More
Your cart is empty.
Keep shopping
Strategic Human Resource Management
Rating: 4.2 out of 5(518 ratings)
6,430 students

Strategic Human Resource Management

Promote yourself from Administrative HR to Strategic HR
Created byAnjuli Sharma
Last updated 1/2022
English
English [Auto],

What you'll learn

  • Difference between Administrative HR (Transactional HR) and Strategic HR
  • What is Organisational Strategy (Mission, Vision, Culture and Values)?
  • How to align Org. Strategy (Mission/Vision/values)to HR Strategy
  • Break down HR Strategy to achievable HR action Plans
  • Defining HR Strategy in Talent Acquisition
  • Defining HR Strategy in Onboarding of Employees
  • Defining HR Strategy In Performance Management
  • Defining HR Strategy in Employee Development

Explore related topics

Course content

1 section • 12 lectures • 37m total length

  • Introduction1:52

    Transform administrative HR duties into strategic partnerships by aligning the organization's mission, vision, and values with business strategy; explore talent acquisition, onboarding, performance, and development through case studies.

  • Difference between Administrative HR and Transactional HR.3:10

    This lecture contrasts strategic HR with administrative and transactional practices, illustrating how strategic initiatives, including workforce planning, training needs analysis, and employee engagement, drive organizational performance and measurable outcomes.

  • What is Organisational Strategy?3:12

    Learn to become a strategic partner by understanding your organization's mission, vision, culture, and values and aligning them with strategy to guide decisions on customers and geographies for competitive advantage.

  • How Organisational Strategy is aligned with HR Strategy?2:42

    Align organizational strategy with HR strategy by linking vision and mission to employee engagement, agile practices, and talent development through a case study on customer excellence.

  • Breakdown HR Strategy to achievable HR action plans.3:10

    Break down HR strategy into current state, desired outcomes, and the steps to reach them, turning goals into SMART, diversity-focused action plans with policy, recruitment alignment, and leadership accountability.

  • HR Strategy in setting Job Expectation and Job Analysis3:22

    Conduct job analysis to set clear employee expectations, align descriptions and specifications, and support development. Coach, train, or reassign staff using interviews and feedback during performance cycles.

  • Defining HR Strategy in Talent Acquisition3:25

    Learn to define a recruitment strategy that addresses turnover costs and onboarding timelines, and craft engaging job postings highlighting benefits and values to attract top talent.

  • Defining HR Strategy in Onboarding of Employee4:35

    Define onboarding as an ongoing process that aligns new hires with the company, from pre-boarding through day one and beyond, emphasizing culture, compliance, and training.

  • Defining HR Strategy in Performance Management4:14

    Align departmental goals with organizational aims through continuous performance management, coaching, and constructive feedback, while training managers to set targets and provide timely, two-way feedback.

  • Defining HR Strategy in Training Need Assessment2:20

    Define training need assessment to determine what training is needed and who needs it, using job analysis and data from current roles, not assuming training solves all problems.

  • Defining HR Strategy in Training Evaluation3:44

    Define strategic HR practice by evaluating training through Kirkpatrick's four stages—reaction, learning, behavior, and results—to align interventions with business objectives, secure manager buy-in, and extend learning beyond training.

  • Conclusion1:42

    Transition hr from an administrative function to a strategic partner by engaging in strategic planning, job analysis, and recruitment strategy, while aligning onboarding, performance management, and training to cost savings.

Requirements

  • Human Resource Experience and understanding of HR administrative duties is required.

Description

As businesses and societies face unprecedented uncertainty, collaboration, sustaining communication, capacity, and culture within the workforce are required like never before. Organizations must strategize to keep employees inspired and enabled and to maintain business continuity. Doing so will require a cohesive approach in business and people strategy and a focus on reskilling the workforce and there the role of strategic partner comes.

As a strategic partner, you sit with the leadership team and advise them to build organisational strategy, aligning the organisational strategy with human resource strategy and breaking down the human resource strategy into achievable actionable plans. This course will provide you insights into the Strategic Responsibilities of HR and you can step up from administrative duties to HR strategic roles. This course will give you step by step strategy insights at four phases of the human life cycle in the organisation; Phase 1- Talent Acquisition; Phase 2- Onboarding of Employees and Phase 3 – Performance Management, Phase -4 Employee Development.

No matter what industry you belong to, what geography you are from, as a strategic partner you have to devise business models that deliver the results around these three phases, so let’s learn how we can build a holistic HR strategic model for competitive business and step up from administrative duties to HR strategic planner in our organisation.

Who this course is for:

  • Anyone who want to learn HR Strategic and Business Partner Responsibilities
  • Human Resource Professionals
  • Human Resource Associates
  • Human Resource Operations Partner
  • Human Resource Managers
  • Human Resource Advisors
  • Personnel Managers

Report abuse