Strategic Human Resources Management

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Human Resources Management

Strategic Human Resources Management

Program Objectives:
By the end of the program, participants will be able to:

List the main cycles in Human Resources and the critical steps in each.
Define strategic HR management and draft an HR strategy.
Explain the vital signs which should be constantly monitored in Human Resources.
Quantify employee morale and determine a formula for calculating it objectively.
Differentiate between types of turnover and determine how each should be calculated.
List the main types of performance management and appraisal rating systems and how and when to use each.

This program is designed for:

Human Resources managers and senior professionals in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. The program is also suitable for those employees who are targeted for development/promotion within the HR function.

This program is worth 25 NASBA CPEs.

Fees in US$:

Per participant $3,800
Frequent nomination $3,420
(including coffee breaks and a buffet lunch daily)

Discount Plans, Refunds & Cancellations Policy

Locations & Dates:

17 - 21 Jun 2012
Istanbul, English

30 Sep - 04 Oct 2012
Dubai, English

16 - 20 Dec 2012
Dubai, Arabic

Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time.

One extra free place for every 2 paid nominees

Delivery Type: Group-Live

Pre-requisites: None

Related Programs:

Human Resources Key Performance Indicators: HR KPIs

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

Program Outline

The Main Cycles in Human Resources (HR) Management

HR Strategy Cycle
Recruitment and Selection Cycle
Training and Development Cycle
Performance Management Cycle
Compensation and Benefits Cycle

Strategic HR Management

Situation Analysis
- SWOT
- PEST
- PEDSTL
HR Visions and Missions
HR Strategic Goals
Critical Success Factors in HR
Key Result Areas and Key Performance Indicators
Core Competencies and Core Values

Measuring Human Resources

Measuring HR Strategies: The Main KPIs
Human Resources versus Human Capital
Return on Human Capital (ROHC) and Cost of Labor (COL)
Human Value Added (HVA) and Profit Per Employee (PPE)
Employee Morale and Employee Satisfaction Indexes
HR Scorecards and Dashboards
- The Balanced Scorecard

Employee Turnover

Turnover versus Attrition (Gross and Net Turnover)
- Voluntary versus Non Voluntary Separation
Analyzing Turnover: Interpreting the Data
Healthy versus Unhealthy Turnover
Turnover Index

Managing Employee Performance

Tangible versus Intangible Appraisal Systems
Samples of Best (and Not So) Practices
Behavioral Rating
Management By Objectives (MBO) Systems
Competency-Based Appraisals
180? and 360? Systems
Forced Ranking and the Bell Curve: Advantages and Warnings
Keys to Success and Failures of Performance Management Systems

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