Strategic Human Resource Management
6 Credits (ECTS)
Strategic Human Resource Management
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Module Description
This training program delves into the relationship between managing people and achieving an organization’s strategic goals.
It covers key topics such as human resource planning and strategy, job analysis and design, performance appraisal and performance-related pay, learning and career management, employment relations, diversity management, and international human resource management.
By examining these areas, participants will gain insights into how effective HR management can drive organizational success and foster a productive, inclusive, and globally competitive workforce.
The program aims to equip participants with the skills and knowledge needed to align HR practices with organizational objectives.
Entry Requirements
Candidates who apply for this course must possess:
- a qualification at MQF Level 4 (one ‘A’ Level or equivalent in any subject)
AND
- a pass in English* and Mathematics at MQF Level 3 (‘O’ Level or equivalent).
Preference is given to applicants having a year of work experience related to the field of study.
* Students whose first language is not English will be required to demonstrate evidence of an adequate level of English proficiency.
Target Audience
This course is targeted at professionals with HR experience, such as:
- HR coordinator
- HR manager
- training manager
- payslip coordinator
- HR supervisor
The target group can be extended to those who have the experience but lack a formal qualification and wish to have a more thorough background in the subject in order to progress further in their careers.
Career Paths
- The programme aims to prepare you for positions in middle-management and other senior roles such as that of an HR manager, head of HR and HR director of any organisation, both in the private and public sector.
How you’ll be assessed
The course comprises:
- Evening classes for part-time courses.
- Classes held throughout the day for full-time courses.
- Guided learning, presentations, comprising synchronous online discussions, tutorials and/or videos.
- Self-study hours comprising research, reading and assignment work.
Assessment
Assessment is carried out via two mandatory components:
- Formative Assessment
- Summative Assessment
The programme includes different forms of assessment which allow for and promote students’ critical engagement. The formative and summative assessment tasks may include an in-class assignment and/or a home-based written assignment using diverse assessment tools which may take the form of online and in-class discussions, examinations, case studies, reports, proposals, essays, and presentations, etc., as applicable to the diverse modules.
Learning Outcomes
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
- Be in a position as to understand and appreciate the various components and concerns of strategic HRM.
- Manage the strategic planning process.
- Overcome the issues involved in achieving internal fit.
- Identify changes in environment and align HR strategy according to market forces.
- Align HR strategies with the organisation’s goals.
- Associate HRM roles with occupational strategies and culture.
Knowledge:
At the end of the module/unit the learner will have been exposed to the following:
- Benefits of Strategic management i.e. clearer sense of vision, sharper focus on what is strategically important, understanding of rapidly moving environment, achieving a balance between hard and soft elements and achieving competitive advantage through HRM.
- Corporate level strategy, business level strategy and operational strategy.
- The Strategic role of HR: The implication of HRM on business performance such as; employee participation, control vs commitment strategy, performance work practices and employee turnover and business strategy vs HR strategy.
- The three main approaches to HR strategies i.e. Best practice approach, best fit approach and configuration approach.
- Strategic tools for external analysis such as; PESTEL analysis and Porter’s 5 forces.
- Strategic tools for internal analysis such as; SWOT analysis, Porter’s generic strategies, Anoff’s growth strategies and BCG matrix.
- Models of strategic HRM i.e. High performance-management, high-commitment management and high-involvement management.
- HRM plans such as; recruitment, organisational and departmental structure, employee utilization performance management, reward, employee relations and communications plan.
- Contemporary themes affecting strategy development i.e. internationalisation, e-commerce, changing purposes and knowledge and learning.
- Overcoming implementation barriers by; conducting analysis, strategy formulation, managerial support, evaluation of potential obstacles for implementation, creating the action plan, project management and evaluation and follow up.
- Evaluating HR effectiveness through the audit and analytic approach.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
- Identify the aims and rationale of strategic HRM and the strategic role of HR.
- Identify the three main approaches to HR strategies.
- Describe the limitations and advantages of HR strategies.
- Identify and outline strategic tools for analysis.
- Identify HRM plans and contemporary themes affecting strategy development.
- Identify barriers to HR strategy implementation.
- Define HR effectiveness and methods to evaluate it.
- Critically examine how to overcome implementation barriers.
- Evaluate HR effectiveness and the advantages in evaluating effectiveness.
- Examine how to improve HR effectiveness through restructuring, outsourcing, process redesign and new technologies.
Module-Specific Communication Skills:
The learner will be able to:
- Illustrate the advantages and limitations of strategic HRM.
- Promote the strategic tools for external and internal analysis.
- Identify how to align strategies with the organisation’s goals.
- Illustrate contemporary themes affecting strategy development such as; internationalisation, e-commerce, changing purposes and knowledge and learning.
- Discuss how to overcome implementation barriers.
Module-Specific Learner Skills:
The learner will be able to:
- Undertake further studies on the aims and rational of strategic HRM and the importance of achieving a competitive advantage through HRM.
- Evaluate own learning on managerial responsibilities.
- Undertake further studies in the implementation of HRM plans.
- Study the contemporary themes affecting strategy development.
- Proceed to study ways on overcoming HR strategy implementation barriers.
Module-Specific Digital Skills and Competences:
The learner will be able to:
- Navigate through the online learning platform to benefit from assignments, discussion boards, literature, tutorials etc.