Strategic HR in Modern Times

Name: Strategic HR in Modern Times
Rating: 4.3 (283 reviews)

Apply strategic thinking to managing the HR function through employees' life-cycle before, during and after employment.

Created byTobi Odunowo

Last updated 6/2020

English

What you'll learn

The course starts by explaining the strategic approach to enterprise management. This explores how companies carry-out their operations from a strategic perspective.
Next, the course highlights strategic people management and exposes learners to HR strategy especially as required by the conditions we are experiencing in the new world of work.
Lastly, the course focuses on the elements of value creation in each strategic sub-domain of the People Management function. This explains what HR professionals need to focus on in other to create value within their companies.

Course content

9 sections • 40 lectures • 2h 47m total length

Why is this course important for you?6:10
In this lecture, students will learn the reason why the course was created and how this will benefit learners. This will include a mention of how the workplace is changing and the need for HR to respond using a strategic thinking approach.
What will you learn? How will it be taught?1:48
This lesson explains in summary what will be taught in the course and the learning structure.

How Organizations Plan for Success4:46
This lesson introduces the strategic approach to enterprise management showing how organizations plan for success. Also, in the lesson, the instructor explains how companies carry-out their operations from a strategic perspective.
The HR Strategy Model3:13
In this lesson, students are introduced to the HR Strategy Model which the lessons in the course has been built around. This seven-step process contains the sub-domains of strategic people management and follows the employee lifecycle.
Framework for People Management Value Delivery2:57
In this lesson, the Framework for People Management Value Delivery is introduced. This framework explains the key components that are required for HR to create business value creation within each sub-domain.
Knowledge Test - Section 2

What is Talent Attraction?4:03
This lesson explains what to consider when coming up with a Talent Attraction strategy for an organization.
Defining the Talent Attraction Strategy3:14
In this lesson, students are taught how to start applying the Value Delivery Framework as a guide when implementing a strategic approach to Talent Attraction.
Key Deliverables9:49
This lesson explains what should be in place and how do we measure success when implementing the Talent Attraction Strategy.
Competency Requirement1:51
In this lesson, we discuss the competencies required to implement the Talent Attraction Strategy.
Related Processes, Tactical HR & Enablers6:03
This lesson discusses enterprise processes and procedures that impact implementation of the Talent Attraction Strategy, lists related Tactical HR Activities and explores how HR Technology and HR Analytics could be enablers for this strategic people management sub-domain.
Knowledge Test - Section 3

What is Talent Selection?2:58
Examine talent selection from a strategic perspective, applying the strategic talent selection framework to assess and align employees for future positions based on selection criteria, and costs of bad hires.
Defining the Talent Selection Strategy3:09
Key Deliverables5:19
Competency Requirement2:04
Related Processes, Tactical Activities & Enablers8:33
Knowledge Test - Section 4

What is Talent Development?2:58
Defining the Talent Development Strategy2:34
Apply the value delivery framework to talent development by defining a strategy aligned with the organization’s strategy, personalizing training to build employees’ knowledge, skills, and potential for growth.
Key Deliverables9:43
Competency Requirement4:28
Related Processes, Tactical Activities & Enablers6:55
Knowledge Test - Section 6

What is Talent Rewards?3:36
Explore the strategic subdomain of talent reward within the HR strategy model. Learn how total rewards—compensation, well-being, recognition, benefits, and development—align with organizational objectives using the value delivery framework.
Defining the Talent Rewards Strategy2:34
Key Deliverables6:19
Explore the key deliverables of a talent reward strategy, including total rewards research, benchmarking, compensation and benefits design, administration, and governance to attract, retain, and comply with market standards.
Competency Requirement3:23
Related Processes, Tactical Activities & Enablers6:45
Knowledge Test - Section 7

What is Talent Reengagement?3:19
Defining the Talent Reengagement Strategy1:48
Define your organization's unique talent re-engagement approach by building a corporate alumni network that keeps bonds with former employees and positions them as brand ambassadors, potential hires, referees, or investors.
Key Deliverables1:48
Competency Requirement1:29
Related Processes, Tactical Activities & Enablers4:26
Knowledge Test - Section 9

Requirements

Basic understanding of Human Resource Management

Description

Over the past decade, there has been increasing demand for value creation from business leaders across the enterprise. Interestingly, HR practitioners are being asked now to create business value more than ever before. Up till recently, HR was perceived by the rest of the business as one of the cost centres that provided little value to business growth.

Why is this? Many HR professionals have focused on tactical HR activities. Though required for administrative purposes, tactical HR activities, by themselves, hardly add significant value to the business. This is because these kinds of activities lack the strategic outlook. Having a strategic outlook means HR professionals are able to understand business objectives, can define business needs and are able to design and apply business solutions from an HR perspective.

This course teaches students to develop an holistic view on how HR provides business value through a strategic way of thinking. You will be introduced to an HR Strategy Model and a Value Delivery Framework that explains what to pay attention to when implementing value-add HR solutions.

Who this course is for:

HR Newbies who need to understand the holistic scope of the HR function from a strategic perspective.
Experienced HR Practitioners who need a more holistic view of other areas of Strategic HR they were not previously exposed to.
HR Practitioners preparing for certification exams and need to have a quick overview of modern-day HR.

Strategic HR in Modern Times

What you'll learn

Explore related topics

Course content

Introduction2 lectures • 8min

Course Overview3 lectures • 11min

Talent Attraction Strategy5 lectures • 25min

Talent Selection Strategy5 lectures • 22min

Talent Engagement Strategy5 lectures • 19min

Talent Development Strategy5 lectures • 27min

Talent Rewards Strategy5 lectures • 23min

Talent Disengagement Strategy5 lectures • 20min

Talent Reengagement Strategy5 lectures • 13min

Requirements

Description

Who this course is for: