Strategic human resource management 2637-EMBA-EN-SHRM
The pace of change in business and the necessity to adapt to the economic, geopolitical and political predicament of businesses is inducing changes in Human Resources Management (HRM) in each and every organization. Effective HR management is becoming a means of building strategic competitive advantage in a demanding market. Strategic short- and long-term planning, flexibility of solutions and their adaptation to business needs is becoming a challenge to management boards, to HR departments and, most of all, to line managers. As an area, HRM covers multiple functions: from resource planning, recruiting, people development, motivation, compensation, all the way down to parting ways with the company. All these aspects require well thought-out decision-making to help the organization deliver on its business objectives.
During this course, participants will become immersed in the current HRM organizational change trends in addition to becoming acquainted with the tools and models used to support HRM processes within organizations and will get to know HRM challenges that organizations are presently up against. Each module will feature local and international case studies from some leading businesses, while primarily focusing on discussing trends and models vis a vis the current needs/ predicaments that exist in various organizations. Some modules will feature a special guest speaker who will share his background and experience in the subject area at hand.
Type of course
Mode
Course coordinators
Learning outcomes
Skills acquired – the participant:
• Knows how to justify and demonstrate the relevance of a HRM strategy to building the competitive advantage of a given organization;
• Is able to match and design a HRM strategy appropriate to a given company’s overall strategy and to design the specific HR areas/ functions;
• Is able to assess the cohesion of the internal and external HR policies;
• Knows how to select, apply and review appropriate methods of selecting & matching human resources to an organization;
• Is able to analyze business needs and pick the appropriate worker motivation and compensation system that will help deliver business objectives;
• Knows how to analyze a company’s organization’s culture and apply methods of implementing change matched to the target group and the organization as a whole;
• Is able to analyze an organization’s development needs and select the right tools and methods for developing the organization’s workers;
• Knows how to select, apply and review worker performance in connection to the organization’s other systems.
Assessment criteria
1. Analysis of a HRM strategy case study. To be assigned after Session 2 To be submitted during the Session before last. 30% max.
2. Develop own diagnostic & analytical project along with a HRM strategy proposal. To be assigned after Session 2. To be submitted during the Session before
last.40% max.
3. Course work. Active participation in discussions, suggesting own solutions & approaches. 30% max.
Additional information
Additional information (registration calendar, class conductors, localization and schedules of classes), might be available in the USOSweb system: