Strategic Human Resource Management
This intensive, eight (8)-week programme is designed to equip individuals with the tools to align human resource practices with business strategy. Participants will learn how to apply strategic thinking to HR decisions, elevate their role as business partners, and contribute meaningfully to organisational growth and resilience. Through practical activities and case-based learning, this programme will foster the strategic mindset and competencies essential for navigating today’s rapidly evolving workplace.
Whether your desire is to transition into a strategic HR role or to enhance your influence at the leadership table, this programme provides the knowledge and confidence to position HR as a central force in achieving business success.
Overview of Modules
Module 1: The Strategic Positioning of HR
- HRM to SHRM: History and Evolution
- The role of HR in corporate strategy
- Characteristics of strategic HRM
- Mission, vision and values alignment
- Understanding internal and external business drivers and forces of changeRsume red flags
- Porter's Five Forces
- The 3 C's: Culture, Capabilites and Composition
Module 2: Aligning HR Strategy and Business Success
- The SHRM process
- SWOT analysis and its HR applications
- Interplay between business strategy and HR practices
- Strategic workforce planning and forecasting
- Benchmarking best practices
- The Balance scorecard
- HR's role in achieving competitive advantage
Module 3: Strategic Talent Acquisition
- Employer branding and candidate experience
- The role of HR and line managers in recruitment and selection
- The shortlisting process
- Resume red flags
- Structured vs. unstructured interviews
- The employment interview
- The types of interviews
- Competency- based interviews
- Interview techniques and effective questioning
- The Art of questioning
- How to gather job related data
- Framing your questions
- Using probes
Module 4: Organisational Learning and Development
- Training vs. development
- System model of training: Conducting a needs assessment
- Designing impactful learning programs
- Instructional objectives and adult learning principles
- Trainee readiness and motivation
- Training methods for frontline and management employees
- Characteristics of a good trainer
- Leadership pipeline development and succession planning
- Evaluating training outcomes: ROI and effectiveness
Module 5: Driving Performance
- Performance appraisal and performance management
- Purpose and pitfalls of performance appraisals
- Performance standert setting and goal alignment
- Developing a PA program
- Performance standards characteristics
- Ensuring the integrity of the PA process
- 360-degree method of appraisal: Design, benefits and limitations
- Rater errors, biases and how to mitigate them
- PA methods
- Management by objectives
- PA under Management by Objective
- Appraisal meetings: Planning and conducting effective sessions
Module 6: Strategic Change Management for HR Leaders
- Understanding the nature and impact of organisational change
- The ADKAR model in practice
- Business dimension of change
- Stakeholder analysis and communication planning
- Building awareness and desire for change
- Managing resistance and fostering engagement
- An introduction to Emotional Intelligence
Module 7: People Analytics and Workforce Planning
- The role of people analytics in HR decision-making
- Foundations of HR metrics and analytics
- The HR measurement cycle
- Aligning people analytics with business strategy
- Strategic workforce planning and modelling: Skills gaps, forecasting, segmentation and talent analytics
- Using HR Analytics to Headcount Planning and Organisational Design
- Stratetic Workforce Segmentation and Critical Role Identification
- Data Sources and common statistical techniques for workforce analytics
- Scenario Planning and Predictive Workforce Modelling
- Understanding Skills Gaps Through Analytics
- HR analytics for employee experience and retention
- Employee engagement metrics
- Analysing turnover and retention trends
- Sentiment analysis and pulse surveys
Module 8: Data- Driven Decision Making in HR
- Types of HR Data: Operational vs Stratwtic
- Building a data- drive HR culture
- Identifying key HR metrics and KPIs
- Measuring HR's Business Impact
- HR reporting: Internal and external Analytics
- Linking HR metrics to financial performance
- ROI of HR initiatives
- Dashboards and visualisation tools
- Communicating HR analytics insights to Executives
- Ethical considerations in HR analytics
- Case Studies
Module 9: Emerging Trends and Risks in SHRM
- Digital transformation and technology
- The triple "A" approach (Analytics, Automation and AI) in SHRM
- Remote and hybrid work models: Strategic considerations
- Ethics, compliance and governance in SHRM
- HR's role in mitgating organisational risk
Class Schedule
Class days: Saturdays | 9:00 a.m. - 12:00 p.m.
Start Date: Saturday, 2nd August 2025
End Date: Saturday, 20th September 2025
Event Information
| Event Date | 02/08/2025 9:00 am |
| Event End Date | 20/09/2025 12:00 pm |
| Individual Price | $3,999.00 plus vat |
| Location | Online - ZOOM Meeting |
Speakers
La Toya Griffith
Strategic Human Resource Management Consultant
La Toya is a Certified HR Professional with 15+ years of meaningful experience integrating HR initiatives with strategic business goals to ensure superior organizational performance.
In addition to her technical competencies in the coordination and management of Strategic Planning sessions, Human Resource Audits, Compensation Surveys, Satisfaction/Engagement Surveys and Training Needs Analysis, La Toya has designed, developed, implemented and evaluated systems relating to Performance Management, Job Analysis, Business Process Re‑engineering and Policy Development. Whenever she can be of service, La Toya continues to share her knowledge, skills and abilities.
Kerron Ramganesh
People Analytics & Strategic Workforce Advisor
Kerron is a People Analytics and Strategic Workforce advisor with over 18 years of regional project experience. His passion lies in helping organisations align their people strategy with business goals through evidence-based decision-making and process efficiency.
With a Unique blend of technical proficiency and interpersonal skills, he integrates data-driven insights with human-centric approaches to create dynamic, high-performing work environments. His expertise extends to designing robust analytics frameworks, leading strategic workforce planning, and employee experience initiatives, and fostering sustainable growth for businesses and their people.