Strategic Human Resources Management
Strategic Human Resources Management Objectives List the main cycles in Human Resources (HR) and the critical steps in each. Define strategic HR management and draft an HR strategy. Explain the vital KPIs which should be constantly monitored in Human Resources. …
- London
- Dates upon request
- 5 Days
- From 5,100.00 + VAT
Strategic Human Resources Management
| From | wdt_ID | wdt_created_by | wdt_created_at | wdt_last_edited_by | wdt_last_edited_at | Location | Duration | Fee |
|---|---|---|---|---|---|---|---|---|
| 03 May 2026 | 466 | Oxford Executive Institute | 12/04/2026 11:22 AM | Oxford Executive Institute | 12/04/2026 11:22 AM | London | 5 Days | £5,100.00 |
| 04 May 2026 | 467 | Oxford Executive Institute | 12/04/2026 11:22 AM | Oxford Executive Institute | 12/04/2026 11:22 AM | Barcelona | 5 Days | £6,375.00 |
| 04 May 2026 | 468 | Oxford Executive Institute | 12/04/2026 11:22 AM | Oxford Executive Institute | 12/04/2026 11:22 AM | Milan | 5 Days | £6,375.00 |
| 04 May 2026 | 469 | Oxford Executive Institute | 12/04/2026 11:22 AM | Oxford Executive Institute | 12/04/2026 11:22 AM | Athens | 5 Days | £6,375.00 |
| 04 May 2026 | 470 | Oxford Executive Institute | 12/04/2026 11:22 AM | Oxford Executive Institute | 12/04/2026 11:22 AM | Dubai | 5 Days | £6,375.00 |
Objectives
- List the main cycles in Human Resources (HR) and the critical steps in each.
- Define strategic HR management and draft an HR strategy.
- Explain the vital KPIs which should be constantly monitored in Human Resources.
- Quantify employee morale and determine a formula for calculating it objectively.
- Differentiate between types of turnover and determine how each should be calculated.
- List the main types of performance management and appraisal rating systems and how and when to use each.
Agenda
Day One:Â The Main Cycles in Human Resources (HR) Management
- HR Strategy Cycle
- Recruitment and Selection Cycle
- Training and Development Cycle
- Performance Management Cycle
- Compensation and Benefits Cycle
Day Two:Â Strategic HR Management
- Situation Analysis
- SWOT
- PEST
- PEDSTL
- HR Visions and Missions
- HR Strategic Goals
- Critical Success Factors in HR
- Key Result Areas and Key Performance Indicators
- Core Competencies and Core Values
Day Three:Â Measuring Human Resources
- Measuring HR Strategies: The Main KPIs
- Human Resources versus Human Capital
- Return on Human Capital (ROHC) and Cost of Labor (COL)
- Human Value Added (HVA) and Profit Per Employee (PPE)
- Employee Morale and Employee Satisfaction Indices
- HR Scorecards and Dashboards
- The Balanced Scorecard
Day Four:Â Employee Turnover
- Turnover versus Attrition (Gross and Net Turnover)
- Voluntary versus Non Voluntary Separation
- Analysing Turnover: Interpreting the Data
- Healthy versus Unhealthy Turnover
- Turnover Index
Day Five:Â Managing Employee Performance
- Tangible versus Intangible Appraisal Systems
- Samples of Best (and Not So) Practices
- Behavioral Rating
- Management by Objectives (MBO) Systems
- Competency-Based Appraisals
- Forced Ranking and the Bell Curve: Advantages and Warnings
- Keys to Success and Failures of Performance Management Systems
Who Should Enrol
Human Resources managers and senior professionals in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. The program is also suitable for those employees who are targeted for development/promotion within the HR function.
Logistics
- Other locations and dates can be arranged subject to trainer availability.
- All programs are run in city centre first class hotels
Read relates articles: Navigating the Contemporary Landscape of Strategic Human Resources Management
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I recently completed the Advanced Energy Trading and Risk Management course and found it extremely valuable. The program delivered a strong balance of theory and hands-on application, covering energy markets, derivatives, hedging strategies, and real-world trading simulations.
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I highly recommend this course to energy traders, risk managers, and finance professionals looking to sharpen their market and hedging expertise.
Universities are complex ecosystems where tradition runs deep and change can feel impossible. This program helped me understand culture not as a barrier, but as a lever. The discussions, models, and peer exchanges reframed how I engage faculty and staff in transformation efforts. I left with a clear roadmap and, more importantly, the language to bring people along with me. It was thoughtful, practical, and genuinely transformative for our institution.
In finance, every decision is measured in risk and return — and culture is often the hidden risk no one quantifies. This program gave me practical frameworks to diagnose what was really holding our teams back and the confidence to lead change with precision. The tools weren’t theoretical; we applied them immediately. Within weeks, alignment improved and resistance dropped. It’s rare to find a course this strategic and this actionable at the same time. The certification from Oxford Executive Institute was simply the cherry on top.