Strategic Human Resource Management (SHRM) Certification

Explore human resources management and human capital management, attracting, retaining, and motivating people to align with strategy and maximize the value of human capital.

Align strategic human resources management with human performance, management systems, technology, and business strategy to attract, motivate, and retain talent, mobilizing leadership to drive vision and global renewal.

Develops an understanding of policies as statements of intended courses of action and shows how human resource policies guide actions, decisions, and activities at work to realize organizational goals.

Design human resource policies with a behavioral sciences approach that emphasizes privacy, cooperation, and effective communication, using mission statements, leadership attitudes, legislation, and external factors to guide decisions.

Explore the principles and characteristics of human resource policies that recruit the right people, train staff, promote teamwork, and base decisions on past and present results.

Align human resource needs with organizational goals by recruiting qualified staff, deploying them to strategic posts, and guiding vision, mission, and aims through short-, intermediate-, and long-range targets and strategy.

Explore recruiting and retaining the best people through human capital planning, detailing the steps and advantages of planning as the foundation of management.

Explore how human capital planning links labor demand and supply to ensure the right number of skilled personnel at the right time, guiding strategic HR decisions and training investments.

Explore performance appraisal and reward systems in a global context, defining appraisal concepts, outlining uses and benefits, and detailing interview factors and reward options.

Explore career management and succession planning, defining career development as official responsibility of human capital development departments, an ongoing process integrating education, training, apprenticeships, trade certification, and labour market information.

Employers manage workers' careers through induction, challenging jobs, and job rotation, creating paths while coaching, mentoring, and training support succession planning to align personal interests and abilities with organizational needs.

Explore how to manage organizational change by identifying impediments, types of change, and reasons for resistance, then apply steps to overcome resistance within a systemwide organizational development framework.

Identify the triggers for change, analyze factors driving organizational change, and select actions to ensure a positive impact on performance, growth, and competitiveness, while addressing resistance, stress, and momentum loss.

Identify strategic change as a broad, long-term, organization-wide shift. Examine operational change, narrower in scope, with new systems, procedures, structures, or technology, and can have a significant impact, requiring care.

Navigate why people resist change, including stress on familiar patterns of behavior, status, and financial rewards, and address fears through impact analysis, involvement in decision making, and clear communication.

Explore performance and productivity improvement strategies that build a systematic, continuous improvement infrastructure to boost organizational output, quality, and overall performance amid change and tough competition.

Identify measures of performance, including turnover, output, motivation, and creativity, and explore productivity improvement techniques such as remuneration, training, good working conditions, and decision-making participation.