Strategic Human Resources Management
course introduces key principles of strategic Human Resource Management. The
course examines the linkage between the Human Resource function and strategic
objectives and general management of the organization. It examines how the
various Human Resource generic functions such as Human Resource Planning,
staffing, performance, development, compensation, etc must be linked to the
general strategic direction or intentions of the organization. It also employs
various models of the Human Resource – organizational interface such as the
integrated management model, Five Cycle Model, Ulrich Model, etc.
EXPECTED LEARNING OUTCOMES
the end of the course unit students should be able:
Discuss the elements of a Human Resource
Strategy and the necessity for integration between the Human Resource Strategy
adopted by the organization in general and by all other business functions.
- Describe the task and processes
improved in the creation of a Human Resource Strategy, including capacity
evaluations, development of Human Resource Vision, assessment of the
strategy gap, and construction of plans designed to enable the gap to be
reduced or eliminated.
- Differntiate the relationship
between Human Resource Strategies and associated performance measurers
like profitability, competitive innovation, service quality,
profitability, competitive innovation, service quality, customer
satisfaction, employee retention, etc.