Strategic Human Resources Management
This program is designed to deepen learners' understanding of human resources from a strategic perspective.
This course aims to align human resource management practices with the organization's strategic objectives to achieve sustainable growth and competitive advantage.
Dr. Trevor Gerhard
University of Kent – United Kingdom
Qualifications and Accreditations
- Doctorate in Education (EdD)
- International recognition as an expert in Work-Integrated Learning (WIL) and Human Resources.
- Research and scholarly contributions published and presented at international conferences.
- Global institutional collaboration with organizations such as ESREA and WACE.
- All courses
- Courses
Lecture Sessions
After each 20-minute lecture, 10 to 15 multiple-choice questions to assess understanding (total of 12 hours).
Workshops
24 Hours
of face-to-face workshops
of face-to-face workshops
Study Materials
Main textbook: Saunders, M., Lewis, P., and Thornhill, A. (2010) Research Methods for Business Learners. Harlow: Prentice Hall.
Pre-recorded Lectures
24 hours of pre-recorded lectures, each lasting 20 minutes (with subtitles in English, Arabic, and various other languages).
Assessment
Research Proposal
2,500 words Correction and awarding of certificate
2,500 words Correction and awarding of certificate
Courses that may interest you
$650
$500
Embark on a distinguished professional development journey through the Strategic Human Resources Management Unit (SHRM) within the MBA program.
This module is designed to prepare HR leaders with a strategic vision, able to align human capital with the overall strategies of the organization in order to achieve sustainable organizational success.
This module combines the latest theories and practical applications in the field of human resources, to show how strategic human resources management is one of the most important strategic assets that contribute to building a sustainable competitive advantage within any organization.
What is Strategic Human Resource Management (SHRM)?
Strategic Human Resource Management (SHRM) works on integrating human resource strategies with the overall strategy of the organization.
This is achieved by aligning human resource activities such as recruitment, development, and performance management with the organization's long-term goals, thereby enhancing overall organizational performance.
In the early 20th century, human resources were considered an administrative function focused on cost control.
But over time, particularly since the 1980s, this perception changed, and human resources became seen as a strategic asset capable of driving the organization toward success.
Modern strategic human resource management is based on theories such as the Resource-Based View (RBV), which considers human resources as the foundation for building sustainable competitive advantage.
Globalization and digital transformation have also contributed to the development of this field, as organizations today rely on human resources to manage global talent and leverage technology to drive growth and innovation.
The Importance of Strategic Human Resource Management (SHRM)
Strategic Human Resource Management is critically important because it links human resource practices with the organization’s long-term strategic goals.
This ensures that human resource activities directly contribute to achieving the core business outcomes.
Key Benefits of Strategic Human Resource Management (SHRM)
1. Aligning HR objectives with the strategic objectives of the organization
SHRM connects all HR practices - such as recruitment, training, development, rewards, and benefits — with the overall goals of the organization, enhancing efficiency and supporting sustainable performance.
2. Enhancing organizational flexibility
By integrating HR and business strategies, SHRM enables organizations to react quickly to market and technological changes, and maintain competitiveness in changing business environments.
3. Support innovation and competitive advantage
Strategic HR practices encourage a culture of innovation and diversity, contribute to the development of talent and promote creative thinking, enabling organizations to achieve a sustainable competitive advantage.
4. Enhance employee engagement and satisfaction
By building a positive and supportive work environment, SHRM raises job satisfaction and engagement levels, increasing productivity, reducing employee turnover and improving overall performance.
5. Improved decision - making
SHRM enhances the role of human resources in decision-making through HR Analytics, enabling evidence-based decisions regarding workforce performance and market trends.
6. Supporting sustainable corporate growth
By planning the succession of leaders, anticipating future skills, and promoting continuous learning, SHRM ensures that the organization is ready for long-term growth and expansion into new markets.
7. Enhance the reputation of the organization and attract competencies
Strategic practices contribute to building a positive image of the organization as a “preferred employer”, which helps to attract and retain the best talent and strengthen confidence among stakeholders.
8. Improved risk management and compliance
SHRM takes a proactive approach to minimizing risks associated with the workforce, ensuring compliance with labor laws, and protecting the enterprise from disruptions.
9. Facilitating change management and organizational transformation
SHRM plays a key role in managing digital or structural transformation processes by preparing employees for change, reducing resistance and enhancing stability.
10. Building organizational culture and values
Strategic HR management contributes to building a strong corporate culture that is consistent with the organization's vision and mission, by integrating the desired values and behaviors into all HR processes.
Why study Strategic Human Resources Management at Ibis Business School
At IBIS College, the Strategic Human Resource Management unit combines the theoretical and applied aspect،
To provide you with a deep understanding of the role of human resources as a driving force for the strategic success of the organization.
1. Strategic human resources planning (Strategic HR Planning)
Learn how to develop future-oriented human resource strategies that support organizational goals and adapt to changing work environments.
2. Talent management (Talent Management)
Master techniques for attracting, retaining, and developing top talent to build a strong workforce that enhances the organization’s competitive advantage.
3. التطوير التنظيمي (Organisational Development)
Explore strategies that support a culture of innovation, efficiency, and continuous improvement within the organization.
4. تطوير القيادة (Leadership Development)
Understand the pivotal role of human resource management in identifying and developing future leaders within the organization.
5. Legal and Ethical Considerations (Legal and Ethical Considerations)
Effectively handle the complex legal and ethical aspects related to modern human resource management.
Upon completing this module, the learner will be able to:
Develop strategic human resource plans that integrate with the organization’s global business objectives.
Implement advanced talent management practices to enhance organizational performance.
Lead development and organizational change initiatives to improve business outcomes and increase employee satisfaction.
Commitment to ethical principles and legal standards in diverse and evolving business environments.
What is Strategic Human Resource Management (SHRM)?
Strategic Human Resource Management (SHRM) works on integrating human resource strategies with the overall strategy of the organization.
This is achieved by aligning human resource activities such as recruitment, development, and performance management with the organization's long-term goals, thereby enhancing overall organizational performance.
In the early 20th century, human resources were considered an administrative function focused on cost control.
But over time, particularly since the 1980s, this perception changed, and human resources became seen as a strategic asset capable of driving the organization toward success.
Modern strategic human resource management is based on theories such as the Resource-Based View (RBV), which considers human resources as the foundation for building sustainable competitive advantage.
Globalization and digital transformation have also contributed to the development of this field, as organizations today rely on human resources to manage global talent and leverage technology to drive growth and innovation.
The Importance of Strategic Human Resource Management (SHRM)
Strategic human resource management is critically important because it links HR practices with the organization's long-term strategic goals, ensuring that HR activities directly contribute to achieving core business outcomes.
Key Benefits of Strategic Human Resource Management (SHRM)
Aligning HR Goals with Strategic Objectives
Enhancing Organizational Agility and Engagement
Supporting Innovation and Competitive Advantage
Enhancing Employee Engagement and Satisfaction
Improving the Decision-Making Process
Supporting Sustainable Organizational Growth
Enhancing Reputation and Attracting Talent
Improving Risk Management and Compliance
Facilitating Change Management and Organizational Transformation
Main characteristics
Strategic HR Planning
Learn how to develop future-oriented human resource strategies that support organizational goals and adapt to changing work environments.
Talent Management
Master techniques for attracting, retaining, and developing top talent to build a strong workforce that enhances the organization’s competitive advantage.
Organisational Development
Explore strategies that support a culture of innovation, efficiency, and continuous improvement within the organization.
Leadership Development
Understand the pivotal role of human resource management in identifying and developing future leaders within the organization.
Legal and Ethical Considerations
Effectively handle the complex legal and ethical aspects related to modern human resource management.
Learning Outcomes
Upon completing this module, the learner will be able to:
- Develop strategic human resource plans that integrate with the organization’s global business objectives.
- Implement advanced talent management practices to enhance organizational performance.
- Lead development and organizational change initiatives to improve business outcomes and increase employee satisfaction.
- Commitment to ethical principles and legal standards in diverse and evolving business environments.
