The objective of this course is to equip you with the knowledge and skills to practice HRM in your organization. By the end of this course, you will be able to:

• Understand the concept and importance of HRM in organizations
• Identify and analyze the internal and external factors that influence your organization and its workforce
• Design and implement HRM policies and practices that support your organization’s business strategy and goals
• Use and manage HRM tools and platforms, such as feedback, surveys, and analytics, to collect, analyze, and visualize data and insights, and to generate feedback and action plans
• Evaluate and improve your HRM effectiveness and impact

This course is designed for HR professionals, managers, and leaders who want to improve their HRM skills and abilities, and to enhance their organization’s performance and potential. This course is suitable for anyone who has a direct or indirect responsibility for managing or developing human resources in their organization, such as HR directors, HR managers, HR specialists, HR consultants, and HR business partners.

• Gain a comprehensive and practical understanding of HRM and its benefits for organizations and individuals
• Learn and practice the essential HRM skills and techniques that will help you manage your people and organization effectively
• Discover and apply the best practices and challenges of HRM in various situations and contexts
• Learn how to use and manage HRM tools and platforms to support and enhance your HRM process and outcomes
• Receive feedback and guidance from experienced and certified HRM instructors and practitioners
• Network and interact with other participants who share your interest and passion for HRM

Course Outline:

Day 1: Introduction to HRM

• What is HRM and why is it important for organizations?
• The difference between HRM and other forms of management, such as administration, operations, and finance
• The role and responsibilities of the HR function and the HR professionals in HRM
• The HRM process and cycle
• The HRM models and frameworks, such as the Harvard model, the Michigan model, and the resource-based view

Day 2:

HRM and Business Strategy

• The concept and types of business strategy, such as corporate strategy, business unit strategy, and functional strategy
• The process and techniques of formulating and executing business strategy, such as SWOT analysis, Porter’s five forces analysis, and balanced scorecard
• The alignment and integration of HRM strategy and business strategy, such as vertical fit, horizontal fit, and external fit
• The criteria and considerations for choosing the appropriate HRM strategy for different business strategies, such as cost leadership, differentiation, and focus
• The case studies and examples of HRM strategy and business strategy alignment, such as Google, Netflix, and Starbucks

Day 3:

HRM and HRM Policies and Practices

• The types and features of HRM policies and practices, such as staffing, training, performance management, compensation, and employee relations
• The role and importance of HRM policies and practices for HRM
• The process and techniques of designing and implementing HRM policies and practices that support the HRM strategy and the business strategy
• The best practices and challenges of designing and implementing HRM policies and practices
• The case studies and examples of HRM policies and practices that support HRM, such as Zappos, Southwest Airlines, and Unilever

Day 4:

HRM and HRM Tools and Platforms

• The types and features of HRM tools and platforms, such as feedback, surveys, and analytics
• The role and importance of HRM tools and platforms for HRM
• The process and techniques of using and managing HRM tools and platforms, such as data collection, data analysis, and data visualization
• The best practices and challenges of using and managing HRM tools and platforms
• The case studies and examples of using and managing HRM tools and platforms, such as Facebook, ExxonMobil, and Procter & Gamble

Day 5:

HRM and HRM Effectiveness and Impact

• The methods and measures of evaluating HRM effectiveness and impact, such as self-assessment, peer assessment, and client assessment
• The tools and indicators of evaluating HRM effectiveness and impact, such as HRM evaluation forms, HRM logs, and HRM metrics
• The feedback and improvement loop for HRM effectiveness and impact
• The personal and professional development plan for HRM effectiveness and impact
• The reflection and celebration of HRM achievements and learnings

To enhance learning and practical application of concepts, the training course will use a combination of interactive lectures, case studies, group discussions, practical exercises, and real-world examples. Participants will also get the chance to collaborate on group projects and create action plans adapted to the needs of their respective organizations.