Course Information

Introduction

This 35-day Strategic HR Executive Mini Master develops advanced knowledge and practical skills required to align human resources with organizational strategy and improve workforce effectiveness.

The program focuses on HR strategy, talent systems, workforce planning, organizational culture, employee lifecycle management and HR analytics. Participants will learn how to develop strategic HR approaches, build effective talent systems, plan workforce requirements, strengthen organizational culture, improve employee experiences and use HR data to support decision-making.

Through practical frameworks, HR models, case studies and applied projects, participants will develop the ability to support strategic workforce decisions, improve HR effectiveness and create sustainable organizational capability.

The final five days are dedicated to a thesis project, where participants apply the strategic HR concepts and tools learned throughout the Mini Master to analyze a real organizational HR challenge and develop a structured improvement plan.

Objectives

By the end of this Executive Mini Master, participants will be able to:

1. Develop HR strategies that align workforce practices with organizational goals and business objectives.

2. Design talent management systems that support attraction, development, retention and succession planning.

3. Apply workforce planning approaches to identify future capability needs and optimize workforce resources.

4. Develop culture improvement approaches that strengthen engagement, alignment and organizational effectiveness.

5. Analyze employee lifecycle practices to improve the employee experience from recruitment to exit.

6. Apply HR analytics approaches to support evidence-based decisions and improve HR performance.

7. Complete a practical thesis project that applies strategic HR concepts, tools and frameworks to an organizational HR challenge and presents an improvement plan.

Who Should Attend?

This Executive Mini Master is designed for:

1. HR directors, HR managers and senior HR professionals responsible for strategic workforce management.

2. Executives and senior managers involved in organizational development and people-related decisions.

3. Talent management, learning and development and employee experience professionals.

4. Organizational development and change management professionals supporting workforce transformation.

5. Business leaders seeking to strengthen their understanding of strategic human resource management.

Training Method

• Pre-assessment
• Live group instruction
• Use of real-world examples, case studies and exercises
• Interactive participation and discussion
• Power point presentation, LCD and flip chart
• Group activities and tests
• Post-assessment
If Applicable:
• Each participant receives a 7” Tablet containing a copy of the presentation, slides and handouts

Program Support

This program is supported by:
* Interactive discussions
* Role-play
* Case studies and highlight the techniques available to the participants.

Daily Agenda

Daily Schedule (Monday to Friday)
- 09:00 AM – 10:30 AM Technical Session 1
- 10:30 AM – 12:00 PM Technical Session 2
- 12:00 PM – 01:00 PM Technical Session 3
- 01:00 PM – 02:00 PM Lunch Break (If Applicable)
- Participants are expected to engage in guided self-study, reading, or personal reflection on the day’s content. This contributes toward the CPD accreditation and deepens conceptual understanding.
- 02:00 PM – 04:00 PM Self-Study & Reflection

Please Note:
- All training sessions are conducted from Monday to Friday, following the standard working week observed in the United Kingdom and European Union. Saturday and Sunday are official weekends and are not counted as part of the course duration.
- Coffee and refreshments are available on a floating basis throughout the morning. Participants may help themselves at their convenience to ensure an uninterrupted learning experience Provided if applicable and subject to course delivery arrangements.
- Lunch Provided if applicable and subject to course delivery arrangements.

Part 2 / 7

Understanding Talent Management Systems

- Exploring the role of talent systems in organizational performance.
- Understanding talent attraction, development and retention processes.
- Identifying factors that influence workforce capability.


Building Talent Management Approaches

- Developing systems for identifying and developing talent.
- Supporting career development and succession planning.
- Aligning talent initiatives with organizational priorities.


Improving Talent Effectiveness

- Evaluating talent practices and improvement opportunities.
- Strengthening employee capability through structured approaches.
- Creating sustainable talent management practices.

Part 3 / 7

Understanding Workforce Planning

- Exploring the importance of workforce planning in organizational strategy.
- Understanding current and future workforce requirements.
- Identifying capability gaps and workforce challenges.


Analyzing Workforce Needs

- Assessing workforce demand, skills and organizational requirements.
- Planning staffing needs based on business objectives.
- Supporting effective workforce allocation.


Developing Workforce Plans

- Creating structured workforce planning approaches.
- Aligning workforce decisions with organizational priorities.
- Preparing for future workforce challenges and opportunities.

Part 4 / 7

Understanding Organizational Culture

- Exploring the role of culture in employee behaviour and organizational performance.
- Understanding the relationship between values, leadership and workplace practices.
- Identifying cultural factors that influence engagement.


Assessing and Developing Culture

- Analyzing current culture and identifying development opportunities.
- Creating approaches to strengthen organizational alignment.
- Supporting positive workplace behaviours.


Building Culture Through HR Practices

- Aligning HR policies and processes with desired culture.
- Supporting employee engagement and organizational values.
- Developing practices that reinforce cultural improvement.

Part 5 / 7

Understanding the Employee Lifecycle

- Exploring the different stages of the employee journey within organizations.
- Understanding how HR practices influence employee experience and performance.
- Identifying key activities from recruitment to employee exit.


Managing Employee Experience

- Improving recruitment, onboarding and integration processes.
- Supporting employee engagement, development and retention.
- Identifying opportunities to improve employee satisfaction and performance.


Optimizing Employee Lifecycle Practices

- Evaluating HR processes across different employee stages.
- Aligning lifecycle practices with organizational objectives.
- Developing approaches that support long-term employee success."

Part 6 / 7

Understanding HR Analytics

- Exploring the role of data in modern HR decision-making.
- Understanding key HR metrics and performance indicators.
- Recognizing how analytics supports strategic workforce decisions.


Applying HR Data Analysis

- Using HR data to identify trends and workforce challenges.
- Supporting decisions through evidence-based analysis.
- Evaluating HR performance through measurable indicators.


Building Data-Driven HR Practices

- Developing approaches for using HR analytics effectively.
- Improving HR planning through data insights.
- Supporting continuous improvement of HR performance.

Part 7 / 7 Executive Mini Masters Thesis

Strategic HR Improvement Thesis

Day 31: Thesis Definition and Planning

- Identify an organizational HR challenge related to the topics covered during the Mini Master.
- Define the thesis problem statement, objectives and expected outcomes.
- Establish the scope, methodology and approach for the thesis project.


Day 32: Research and HR Analysis

- Collect relevant information about the selected strategic HR challenge.
- Apply HR strategy, talent systems, workforce planning, culture, employee lifecycle and HR analytics frameworks learned during the program.
- Analyze current HR practices, gaps and improvement opportunities.


Day 33: Developing HR Solutions

- Develop recommendations to improve HR effectiveness.
- Create an implementation roadmap with actions and responsibilities.
- Define measures to evaluate HR improvement outcomes.


Day 34: Thesis Writing and Final Review

- Structure the thesis document using a professional format.
- Review analysis, recommendations and strategic HR improvement approach.
- Prepare the executive summary and final presentation materials.


Day 35: Thesis Presentation and Evaluation

- Present the completed strategic HR improvement thesis project.
- Receive feedback and evaluation on the proposed solutions.
- Finalize practical actions for applying strategic HR improvements within the organization.