Strategic Human Resource Management Training

Foundations of Strategic Human Resource Management

Core competencies for Foundations of Strategic Human Resource Management.

• Concepts, evolution, and scope of SHRM versus traditional HRM
• The strategic role of HR: business partner, change agent, administrative expert, and employee champion
• Linking HR strategy to organizational vision, mission, and corporate strategy
• Theoretical models: resource-based view, Harvard and Michigan models, best-fit and best-practice approaches
• Measuring the contribution of HR to organizational performance

Strategic Workforce Planning

Core competencies for Strategic Workforce Planning.

• Environmental scanning and analysis of internal and external factors (PESTLE, SWOT)
• Human resource demand and supply forecasting techniques
• Skills gap analysis and talent audits
• Succession planning and talent pipeline development
• Workforce analytics for planning, restructuring, and downsizing

Strategic Talent Acquisition and Employer Branding

Core competencies for Strategic Talent Acquisition and Employer Branding.

• Job analysis, job design, and competency-based role profiles
• Recruitment strategies and sourcing channels (digital, referrals, campus, headhunting)
• Selection methods, assessment centers, and reducing hiring bias
• Employer branding and employee value proposition (EVP)
• Onboarding, induction, and early retention strategies

Learning, Development, and Capacity Building

Core competencies for Learning, Development, and Capacity Building.

• Training needs assessment and linking learning to strategic goals
• Designing, delivering, and evaluating training programs (Kirkpatrick model)
• Leadership and management development programs
• Coaching, mentoring, and on-the-job learning
• Building a learning organization and knowledge management culture

Performance Management Systems

Core competencies for Performance Management Systems.

• Aligning individual goals to organizational strategy (OKRs, KPIs, and balanced scorecard)
• Performance appraisal methods and rating systems
• Continuous feedback, performance coaching, and 360-degree reviews
• Managing underperformance and performance improvement plans
• Using performance data for talent decisions and development

Strategic Compensation, Benefits, and Rewards

Core competencies for Strategic Compensation, Benefits, and Rewards.

• Compensation philosophy, job evaluation, and pay structures
• Salary surveys, benchmarking, and pay equity
• Performance-based pay, incentives, and bonus schemes
• Employee benefits, pensions, and non-financial recognition
• Total rewards strategy and managing reward costs

Employee Engagement, Culture, and Retention

Core competencies for Employee Engagement, Culture, and Retention.

• Understanding organizational culture and aligning it with strategy
• Drivers of employee engagement, motivation, and satisfaction
• Employee well-being, work-life balance, and mental health programs
• Diversity, equity, and inclusion (DEI) strategies
• Retention strategies, turnover analysis, and exit interviews

Employee Relations, Labour Law, and Ethics

Core competencies for Employee Relations, Labour Law, and Ethics.

• Employment legislation, contracts, and statutory compliance
• Managing discipline, grievances, and conflict resolution
• Industrial relations, trade unions, and collective bargaining
• Ethics, corporate governance, and HR professionalism
• Occupational health and safety, risk management, and data protection

Change Management, Leadership, and Organizational Development

Core competencies for Change Management, Leadership, and Organizational Development.

• Models of change management (Kotter, Lewin, ADKAR)
• Leading and managing resistance to change
• Organizational design, restructuring, and mergers and acquisitions
• Building high-performing teams and agile organizations
• Leadership pipelines and the HR leader's role in transformation

HR Technology, Analytics, and Future Trends

Core competencies for HR Technology, Analytics, and Future Trends.

• HR Information Systems (HRIS) and digital HR transformation
• HR metrics, dashboards, and predictive people analytics
• Artificial intelligence, automation, and ethical use of data in HR
• Future of work: remote, hybrid, gig economy, and multigenerational workforce
• Developing a strategic HR plan and capstone presentation

How is Strategic Human Resource Management Training delivered?

Strategic Human Resource Management Training is delivered through instructor-led classroom, live online, private in-house corporate training depending on the selected cohort or organizational arrangement.

What are the fees for Strategic Human Resource Management Training?

The published course investment is KES 80,000 and USD 850. Location-specific fees are shown where configured.

How long is Strategic Human Resource Management Training?

Strategic Human Resource Management Training runs for 5 Days unless a customized corporate schedule is agreed.

Do participants receive a certificate for Strategic Human Resource Management Training?

Participants who complete the course receive a Certificate of Completion from EduCore Global Skills.

Where can I take Strategic Human Resource Management Training?

Strategic Human Resource Management Training is available in Nairobi, live online, and in-house corporate delivery by arrangement. Current dates are shown only where real sessions have been configured.

Who should attend Strategic Human Resource Management Training?

Strategic Human Resource Management Training is designed for Managers, Supervisors, Team Leaders, Executives, Department Heads, Project Leads and organizations that need practical capability in Human Resource, Leadership, and Organizational Development.

What are the prerequisites for Strategic Human Resource Management Training?

No mandatory prerequisite is required unless stated in the course outline. Practical workplace experience in the subject area is helpful.