Human Capital: Strategic HR and Managing Talent from Coursera

“Human Capital: Strategic HR and Managing Talent” explores the importance of finding and cultivating talent that transforms your organization. Learn how strategic human capital management drives organizational success and empowers you to align talent management with company goals. Develop a comprehensive framework for leadership and management that fully leverages human capital, equipping you to navigate the complexities of modern HR.

Gain valuable skills in identifying and growing talent through proven human resources frameworks, and understand how to leverage these skills throughout your organization’s strategy execution. In addition to building your talent acquisition skills, this course explores the role of technology, including AI and people analytics, in evolving HR practices. Gain insights into using these innovations to enhance decision-making and strategic planning. By engaging with these topics, you'll understand how to assess and implement strategies that align with your organization's broader objectives.

This is the second course in “Extraordinary Human Capital Management,” a course series for human resource professionals interested in advancing their skills to align with organizational and employee needs.

What's inside

Syllabus

Module 1: Strategic HCM & Talent, Part 1

This module deepens your understanding of how work gets done through teams and highlights the importance of team dynamics in achieving organizational goals. You will learn how to connect human capital management processes and systems to the unique needs of the non-profit sector while determining the best team members by balancing attitude and skills. The module extends the HCM/HR framework to encompass both non-profit and for-profit organizations, allowing for a broader application of best practices. Additionally, you will explore exemplary team experiences and practices while learning advanced change management techniques from an expert in the field. True Strategic HR is elevating HR and HCM to the highest levels by merging organization goals with the processes and systems relative to the people. If you take care of the people, they will take care of the company and move the strategic goals forward.

Module 2: Strategic HCM & Talent, Part 2

This module builds on Talent Management within the broader context of Strategic HR and Human Capital Management (HCM), emphasizing its continued importance. You’ll develop a growth mindset and learn techniques for staying calm in a crisis, including the Calm Framework. The module also introduces you to Global HR/HCM practices, helping you understand the impact of cultural differences on HR strategies. You’ll revisit the core beliefs and values that guide decision-making in times of crisis, while also refreshing your knowledge of the A3E2 Framework to ensure a well-rounded approach to strategic HR.

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Explores strategic human capital management, which drives organizational success and empowers learners to align talent management with company goals

Develops a comprehensive framework for leadership and management, which fully leverages human capital and equips learners to navigate the complexities of modern HR

Examines the role of technology, including AI and people analytics, in evolving HR practices, which gives learners insights into using these innovations to enhance decision-making

Belongs to a series of courses, "Extraordinary Human Capital Management," which may indicate comprehensiveness and detail for human resource professionals

Extends the HCM/HR framework to encompass both non-profit and for-profit organizations, allowing for a broader application of best practices in various sectors

Introduces learners to Global HR/HCM practices, helping them understand the impact of cultural differences on HR strategies, which is crucial in today's interconnected world

Activities

Be better prepared before your course. Deepen your understanding during and after it. Supplement your coursework and achieve mastery of the topics covered in Human Capital: Strategic HR and Managing Talent with these activities:

Review Change Management Models

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Strengthen your understanding of change management models like Lewin's Change Management Model or Kotter's 8-Step Change Model to better grasp the change management techniques discussed in Module 1.

Browse courses on Change Management

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Identify key change management models.
Summarize the steps involved in each model.
Reflect on how these models apply to organizational settings.

Review 'The HR Scorecard'

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Gain a deeper understanding of how to measure and align HR practices with organizational strategy, complementing the course's focus on strategic human capital management.

View Human Resources Management Success: The Ulrich... on Amazon

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Read the book and take notes on key concepts.
Identify how the HR scorecard can be applied in different organizational contexts.
Reflect on how the concepts relate to the course material.

Discuss Talent Acquisition Strategies

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Reinforce your understanding of talent acquisition by participating in peer discussions to share insights and best practices.

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Organize a peer discussion session with classmates.
Prepare discussion points on talent acquisition strategies.
Share insights and best practices with peers.
Summarize key takeaways from the discussion.

Four other activities

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Create a Presentation on Global HR Practices

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Deepen your understanding of global HR practices by researching and creating a presentation on the impact of cultural differences on HR strategies, as discussed in Module 2.

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Research global HR practices in different regions.
Identify key cultural differences that impact HR.
Create a presentation summarizing your findings.
Practice delivering the presentation.

Develop a Talent Management Strategy

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Apply the concepts learned in the course by developing a comprehensive talent management strategy for a hypothetical or real organization.

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Choose an organization to focus on.
Assess the organization's current talent management practices.
Develop a strategy aligned with the organization's goals.
Outline specific initiatives and metrics.

Review 'Reinventing Organizations'

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Expand your understanding of organizational models and their impact on human capital management, providing a broader perspective on the course's strategic HCM concepts.

View Putting Knowledge to Work on Amazon

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Read the book and take notes on key concepts.
Compare and contrast the different organizational models discussed.
Reflect on how these models relate to the course material.

Develop a People Analytics Dashboard

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Apply your knowledge of people analytics by creating a dashboard to visualize key HR metrics and support data-driven decision-making.

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Identify relevant HR metrics for the dashboard.
Gather data from various HR systems.
Design and build the dashboard using a data visualization tool.
Present the dashboard and its insights.

Career center

Learners who complete Human Capital: Strategic HR and Managing Talent will develop knowledge and skills that may be useful to these careers:

HR Business Partner

An HR Business Partner works directly with specific business units to align human resource strategies with the business goals, and this course is well-suited to the position. This course focuses on strategic human capital management, which is a key component of the HR Business Partner role. The course discusses how to implement strategies that align with an organization's broader goals, which is very helpful in this work. The course material is very relevant to the work of an HR Business Partner, and would greatly benefit someone in this role, or someone wishing to enter it.

See salaries and explore the career path for HR Business Partner

Human Resources Manager

A Human Resources Manager oversees human resources functions, including talent management, employee relations, and strategic HR planning. This role is supported directly by this course as it teaches how to align talent management with company goals and develop a comprehensive framework for leadership and management. This course will likely help improve a Human Resources Manager's ability to manage change, as it discusses change management techniques. This course will assist a Human Resources Manager in making informed decisions, as it explores the use of technology, like AI, in HR. A Human Resources Manager will find this course useful in learning to strategically leverage their resources and align human capital with broader organizational objectives.

See salaries and explore the career path for Human Resources Manager

Human Capital Consultant

A Human Capital Consultant advises organizations on their human resources functions. A Human Capital Consultant draws directly on the topics covered in this course, such as strategic human capital management and aligning talent with organizational goals. The course's exploration of how technology like AI and people analytics impact human capital management will be useful in providing expert advice. The course material provides a very strong conceptual and theoretical foundation for a Human Capital Consultant. This course is helpful for those in the field, or anyone considering entering it.

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Talent Acquisition Specialist

A Talent Acquisition Specialist is responsible for sourcing, recruiting, and hiring new employees. This course is highly relevant as it is directly applicable to the core responsibilities of a Talent Acquisition Specialist. This course focuses on identifying and developing talent, which aligns directly with the role's goal of finding the right candidates. The course’s exploration of both for-profit and non-profit organizations expands a Talent Acquisition Specialist's skill set, enabling them to work across various sectors. By understanding how to use technology in HR, including AI and people analytics, a Talent Acquisition Specialist can improve their sourcing and hiring processes. This course provides a comprehensive understanding of talent management, which is central to the job.

See salaries and explore the career path for Talent Acquisition Specialist

Human Resources Specialist

A Human Resources Specialist focuses on the practical aspects of managing employees, and this course will help you with key concepts. The role involves recruiting, onboarding, and handling employee relations, which this course will help you with given its emphasis on talent acquisition and development. This course helps to build proficiency in talent identification, aligning talent management with company objectives, and leveraging technology in HR practices. Understanding how to use AI and people analytics helps a Human Resources Specialist make informed decisions, which makes this course particularly valuable. The course is particularly useful for a person trying to enter the field, and learn key concepts and frameworks.

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Recruitment Manager

A Recruitment Manager oversees the recruitment process, and directs the work of recruiters. This course has helpful material, as it focuses on aligning talent management with company goals. This course helps a Recruitment Manager to enhance their strategic planning around talent and human capital, given its emphasis on talent management. The insights into using technology, such as AI and people analytics, greatly help a Recruitment Manager in their work. Overall, a Recruitment Manager can use this course to better understand the strategic importance of human capital in an organization. This course is especially helpful to those who wish to enter the field, and learn key frameworks and concepts.

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Chief Human Resources Officer

A Chief Human Resources Officer (CHRO) is a senior executive who develops and executes HR strategy. This course provides an excellent theoretical foundation for a CHRO, given its emphasis on strategic human capital management and aligning talent with organizational objectives. The course’s concepts are directly relevant to the role. The course emphasizes the use of AI and technology in HR decision-making, which will help a CHRO to make informed choices and build their strategy. The course is particularly well suited to a CHRO who wants to improve their performance or enhance their knowledge. The role typically requires an advanced degree.

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Training and Development Specialist

A Training and Development Specialist designs and implements programs to enhance employee skills and performance. This course is directly applicable as it teaches the identification and development of talent, which are core components of this position. The course's exploration of frameworks for talent development helps a Training and Development Specialist design effective training initiatives. The course helps those in this role understand how to leverage technology, like AI and people analytics, to enhance training programs, which makes it particularly useful. Through this course, a Training and Development Specialist will develop a deeper understanding of human capital and its strategic role in an organization. The course is well-suited to those who wish to enter this field, or to improve the efficacy of their work.

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Organizational Development Consultant

An Organizational Development Consultant works with an organization’s human capital to improve efficiency and effectiveness, and this course provides key tools for such work. The course’s emphasis on strategic human capital management and aligning talent with organizational goals is core to the role of an Organizational Development Consultant. Understanding how to assess and implement strategies, as taught in this course, helps an Organizational Development Consultant to build a better organization. The course is especially helpful given its coverage of technology including AI and people analytics. The course material will greatly assist any Organizational Development Consultant who wishes to improve their skills, or understand a new framework.

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Change Management Specialist

A Change Management Specialist helps organizations navigate transitions and adopt new initiatives, and this course offers helpful background for the role. Throughout this course, change management is discussed directly, which provides a great background for a Change Management Specialist. The course discusses key concepts such as implementing strategies and leveraging technology in HR. The course materials provide a broad, well-rounded background that assists both those already in the field, or those who want to learn new skills. The course content is very relevant to those who wish to enter the field.

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Workforce Planning Analyst

A Workforce Planning Analyst forecasts an organization’s staffing needs and skill requirements, and this course provides a solid understanding of talent management. The course material on strategic human capital management and talent identification helps a Workforce Planning Analyst understand how to match talent to organizational needs. This course is particularly applicable as it explores the role of technology, including AI, in HR, which can help a Workforce Planning Analyst better predict staffing needs. The course may be useful to those in the field already, or those seeking to enter it.

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Compensation and Benefits Analyst

A Compensation and Benefits Analyst manages employee pay and benefits programs. While this role does not directly focus on talent development, it still greatly benefits from knowledge of human resources strategy. The course helps a Compensation and Benefits Analyst to understand how to align HR practices with company objectives and how to make strategic decisions, which is useful in crafting comprehensive compensation and benefits plans that support talent management. The course's focus on strategic human capital management will assist a Compensation and Benefits Analyst in understanding how their work contributes to organizational effectiveness. The information on technology in HR, such as AI, will help a Compensation and Benefits Analyst improve their strategic planning, which makes this course helpful.

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Employee Relations Specialist

An Employee Relations Specialist manages employee disputes and ensures a productive work environment, and this course has useful applications to the position. The course's focus on strategic HR and talent management will help an Employee Relations Specialist to understand the broader context of their work. This course will help an Employee Relations Specialist understand how to align HR with organizational objectives, which will assist in creating harmonious work environments. This course is useful to those who wish to enter the field, or to those who need to learn a new framework, such as the Calm Framework discussed in Module 2.

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Management Consultant

A Management Consultant advises organizations on improving their performance and efficiency. While this is a broad role, understanding human capital is a key part of improving performance, and this course provides relevant conceptual background. The course material on strategic human capital management is of particular use to a Management Consultant. This course is also helpful by providing a solid understanding of technology in HR, including AI and people analytics, allowing a Management Consultant to consider cutting edge practices in their work. While it is not a direct fit, this course may be useful to anyone embarking on or improving a career as a Management Consultant.

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Diversity and Inclusion Officer

A Diversity and Inclusion Officer develops and implements strategies to promote diversity and inclusion within an organization. This course indirectly supports this role through its strategic focus on human capital management, and understanding the dynamics of teams. The course explores how to better manage talent, which is a key aspect of promoting diversity and inclusion. The course's exploration into how teams work, and how to use human resources frameworks, provides a solid background for a Diversity and Inclusion Officer. The course may be useful to those who wish to enter this field or improve their skills in it.

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Reading list

We've selected two 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 Human Capital: Strategic HR and Managing Talent.

Human Resources Management Success: The Ulrich...

Save

Provides a framework for measuring the effectiveness of HR practices and aligning them with organizational strategy. It offers practical guidance on developing HR metrics and scorecards to track progress and demonstrate the value of human capital management. This book is particularly useful for understanding how to quantify the impact of HR initiatives and contribute to strategic decision-making. It provides a strong foundation for the strategic HCM concepts covered in the course.

Human Resources Management Success: The Ulrich...

Kindle Edition

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Putting Knowledge to Work

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Explores different organizational models and their impact on human capital management. It provides insights into creating more purpose-driven and self-managing organizations. This book is valuable for understanding how to design organizations that attract, retain, and engage top talent. It offers a broader perspective on organizational design and its relationship to human capital, which can enhance the strategic HCM concepts covered in the course. It is more valuable as additional reading than as a current reference.

Putting Knowledge to Work

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Putting Knowledge to Work

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Human Capital

Strategic HR and Managing Talent

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