Course in Strategic Human Resources Principles

Strategic Human Resources Principles Course, offered by Geneva Business Institute, is designed to provide a comprehensive understanding of the foundational strategic frameworks that underpin modern human resource management. In an age defined by organizational transformation and rapid technological advancement, HR is no longer a support function but a critical strategic partner in driving institutional success. This course emphasizes the key principles and practices that align HR with corporate goals, foster sustainable growth, and strengthen leadership and talent engagement across all levels.

Target Audience

• Senior executives and policy-makers aiming to enhance institutional performance through strategic HR integration.

• Human resource managers and professionals focused on structuring HR frameworks aligned with business strategy.

• Strategic planning officers seeking to embed HR within long-term organizational plans.

• Business and management consultants involved in designing HR operating models.

• Department heads and unit supervisors interested in aligning team performance with business objectives.

• Talent development and performance professionals engaged in recruitment, retention, and workforce planning.

Objectives

• Understand the key strategic foundations of modern human resources management.

• Analyze the relationship between corporate strategy and HR functions.

• Develop a strategic HR framework integrated with organizational goals.

• Gain skills in formulating policies that drive long-term performance and engagement.

• Learn how to build a sustainable, high-performance work culture.

• Enhance leadership capabilities to drive HR-driven transformation initiatives.

Course Outline

• Introduction to Strategic Human Resources Management

  • Distinction between operational and strategic HR roles

  • Dimensions and purposes of strategic HRM

  • HR’s role in shaping competitive advantage

  • Linking HR functions to corporate vision

• Strategic HR Planning

  • Developing an HR strategic plan

  • Internal and external environmental analysis

  • Leveraging KPIs to drive HR direction

  • Forecasting future talent and capability needs

• Organizational Structure and Job Design Strategy

  • Principles for designing functional structures

  • Aligning job design with strategic priorities

  • Effective management of roles and responsibilities

  • Restructuring departments to support organizational agility

• Talent Acquisition and Recruitment Strategy

  • Defining strategic workforce requirements

  • Crafting policies to attract and retain high performers

  • Evaluation tools aligned with strategic hiring criteria

  • Employer branding as a recruitment asset

• Performance Management and Strategic Alignment

  • Setting performance metrics based on corporate strategy

  • Evaluation systems and interpreting performance data

  • Linking performance results to employee development

  • Promoting a culture of high performance

• Learning and Development Strategy

  • Creating training plans to support organizational transformation

  • Identifying and addressing skill gaps

  • Building internal leadership pipelines

  • Embedding development in workplace culture

• Talent Retention and Competency Management

  • Strategies for retaining key performers

  • Internal systems for growth and motivation

  • Mapping and utilizing competencies across the organization

  • Recognition and its impact on workforce stability

• Change Management and Organizational Transformation

  • HR’s role in institutional change

  • Leading successful change initiatives

  • Managing resistance within teams

  • Building resilience and adaptability across the workforce

• Strategic HR Leadership

  • Leadership roles in implementing HR strategy

  • Executive support for strategic HR decisions

  • Empowering teams to adopt a strategic mindset

  • Developing leadership capacity across HR functions

• HR Metrics and Strategic Performance Indicators

  • Types of quantitative and qualitative HR indicators

  • Building a strategic HR performance dashboard (HR Scorecard)

  • Analyzing data for strategic decision-making

  • Connecting HR metrics to business results