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Strategic Human Resource Management (SHRM)

Aakaro Consulting

4.4

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Aakaro Consulting

Strategic Human Resource Management (SHRM)

In today’s competitive business landscape, effective human resource management is a key driver of organizational success. The Strategic Human Resource Management (SHRM) course offers a comprehensive overview of HRM practices and strategies that align with overall business goals. This course equips learners with the knowledge and skills to drive organizational change, enhance workforce productivity, and build a high-performance culture through strategic HR interventions.

Strategic Human Resource Management (SHRM)

Throughout this course, you will explore the evolution of HRM, from traditional personnel management to the modern strategic HRM approach that focuses on long-term business success. Key areas covered include workforce planning, job analysis (both traditional and competency-based), and performance management systems (PMS). You'll also gain a deep understanding of critical concepts like SMART goal setting, Key Result Areas (KRAs), Key Performance Indicators (KPIs), and Balanced Scorecard (BSC).

With practical insights, real-life case studies, and actionable techniques, this course helps HR professionals and business leaders optimize their HR strategies to achieve organizational goals. By completing this course, you will be equipped to implement data-driven HR practices, develop effective performance appraisals, and ensure that your HR team contributes to the broader business strategy.

Whether you’re an HR practitioner, manager, or business leader, this Strategic Human Resource Management (SHRM) course will enhance your ability to lead people effectively, maximize workforce potential, and support overall business growth.

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What's inside

Learning objectives

Explore the core concept of hrm and its strategic importance in organizational success.
Gain an understanding of how hrm has evolved over time from personnel management to strategic hrm, and its role in modern organizations.
Describe the key competencies necessary for hr professionals to be effective in their roles.
Explain the concept of workforce planning and demonstrate its importance in aligning the workforce with organizational objectives.
Outline the key steps involved in manpower planning, such as forecasting demand, analyzing supply, and identifying skill gaps.
Explore the key factors that affect manpower requirements, such as organizational growth, technological changes, and market trends.
Explain traditional job analysis and contrast it with competency-based job analysis.
Describe the concept of competency, explaining its relevance to employee performance, recruitment, and development.

Conduct competency-based job analysis to identify the skills, behaviors, and attributes required for a specific job
Describe the key components and processes of a performance management system (pms), including goal setting, performance monitoring, and evaluation.
Recognize the key characteristics of an effective pms
Develop smart (specific, measurable, achievable, relevant, time-bound) goals for employees to enhance performance outcomes.
Explore various performance appraisal methods and their applications
Explore various performance appraisal methods like 360-degree feedback, mbo, and the balanced scorecard (bsc).
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Explore the core concept of hrm and its strategic importance in organizational success.
Gain an understanding of how hrm has evolved over time from personnel management to strategic hrm, and its role in modern organizations.
Describe the key competencies necessary for hr professionals to be effective in their roles.
Explain the concept of workforce planning and demonstrate its importance in aligning the workforce with organizational objectives.
Outline the key steps involved in manpower planning, such as forecasting demand, analyzing supply, and identifying skill gaps.
Explore the key factors that affect manpower requirements, such as organizational growth, technological changes, and market trends.
Explain traditional job analysis and contrast it with competency-based job analysis.
Describe the concept of competency, explaining its relevance to employee performance, recruitment, and development.
Conduct competency-based job analysis to identify the skills, behaviors, and attributes required for a specific job
Describe the key components and processes of a performance management system (pms), including goal setting, performance monitoring, and evaluation.
Recognize the key characteristics of an effective pms
Develop smart (specific, measurable, achievable, relevant, time-bound) goals for employees to enhance performance outcomes.
Explore various performance appraisal methods and their applications
Explore various performance appraisal methods like 360-degree feedback, mbo, and the balanced scorecard (bsc).
Show more
Show less

Syllabus

Introduction to Strategic Human Resource Management (SHRM)

What is Human Resource Management (HRM) and Why It’s Critical to Organizational

The Evolution of HRM: From Personnel Management to Strategic Human Resources

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Career center

Learners who complete Strategic Human Resource Management (SHRM) will develop knowledge and skills that may be useful to these careers:

Reading list

We've selected 50 books that we think will supplement your learning. Use these to develop background knowledge, enrich your coursework, and gain a deeper understanding of the topics covered in Strategic Human Resource Management (SHRM).

The Art Of Setting Smart Goals

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Directly addresses the topic of SMART goals, providing a step-by-step guide to setting and achieving objectives using this specific framework. It practical "how-to" book that helps readers understand the components of SMART goals and apply them to their personal and professional lives. This is an excellent resource for gaining a focused understanding of the SMART methodology.

Strategic Human Resource Management (SHRM)

What's inside

Learning objectives

Syllabus

Save this course

Career center

Reading list

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