Introduction:

Strategic Human Resource Management (SHRM) is undeniably one of the most critical concepts in today's business and management fields. The idea behind SHRM is to enhance high-performance workplaces and manage human capital effectively. Strategic Human Resource Management can be defined as linking human resources with organizational goals and objectives to improve business performance and develop an organizational culture that nurtures innovation, flexibility, and competitive advantage.

This means that SHRM involves accepting and engaging the human resources function as a strategic partner in shaping and implementing organizational strategies through HR activities such as recruitment, selection, training, and compensation. Therefore, its primary goal is to increase employee productivity and identify key areas for human resources where long-term strategies can be implemented to improve overall employee motivation and productivity.

This course, "Modern Strategic Human Resource Management (SHRM)," will empower you to transform yourself and your HR department into a capable partner that can achieve results and add real value to your organization.

Course Objectives:

By the end of the course, participants will be able to:

Master Strategic Human Resource Management and draft a human resource strategy.

Understand the key practices involved in implementing Strategic Human Resource Management.

Stay updated with the latest trends and best practices in HR management, aligning them with the organization's vision, strategies, values, and competencies.

Explain important key performance indicators that need continuous monitoring in the HR department.

Ensure that the organization's resources, especially human resources, are directed towards achieving organizational goals.

Ensure that HR activities align with the direction of overall organizational activities.

Ensure coordination and collaboration between HR management and senior management in achieving strategic goals.

Master strategic HR management practices in organizational effectiveness for outstanding organizations.

Training Methodology:

This course combines theoretical study and practical application of concepts through case studies, group exercises, mini workshops, and participants' involvement in simulation exercises. Additionally, roundtable discussions simulating real-life situations will allow participants to solidify their knowledge and skills.

Target Audience:

This course is designed for HR managers, organizational development managers, heads of HR functions, and HR business partners.

Program Content:

Strategic Role of Human Resources:

The strategic nature of human resources.

The strategic business partner model.

The strategic role of HR managers.

The strategic role of HR job positions.

Transformation in Human Resource Management:

HR management and the organizational impact it should have on strategy.

How changing internal and external customer needs affect HR management concepts.

Shifting from HR Management (HRM) to Human Capital Management (HCM).

Changing the organization's view of human resources as a source of strategy execution and a means to achieve important business priorities.

Organizational Development Strategy:

Organizational development activities.

Formulating and implementing organizational development strategies.

Cultural change.

Human Capital Management (HCM) Strategy:

HCM goals.

The role of HCM strategy.

Link between HCM and business strategy.

Developing HCM strategy.

Knowledge Management Strategy:

Knowledge management process.

Sources and types of knowledge.

Approach to developing knowledge management strategies.

Components of knowledge management strategy.

Performance Management Strategy:

Nature of the performance management system.

Performance management activities.

Implementation issues.

Nature of performance management strategy.

Attraction and Selection for Human Resources:

Modern selection methodologies.

Modern trends in the recruitment process.

Using technology tools in competency assessment.

Enhancing corporate branding through electronic recruitment.

How to control filtering processes to get the best candidate.

Employee Affairs Management:

Managing diverse employee environments.

Maintaining alignment of HR practices in modern workplaces.

Monitoring social media in the workplace.

Internal and external risks of social media.

Establishing communication policies and building relationships.

Pros and cons of social media.

Modern Human Resource Systems:

The importance of data accuracy.

Unified interactive programs.

Using technologies to increase efficiency and productivity.

Pros and cons of human resource systems.

Human Resource Management in Partnership with Business:

HR management should have a full partnership role in the following business operations:

- Strategy development.

- Enterprise design.

- Change/Process implementation.

- Integrating performance management operations and practices.