Advanced Management - HR Strategy
Course ID: 260112 0101 862Proj
Course Dates : 12/01/2026 Course Duration : 5 Studying Day/s Course Location: London, United Kingdom
Language: Bilingual
Course Category: Professional and CPD Training Programs
Course Subcategories:
Business Decision Making Corporate Strategy Leadership & Management Development Organisational Effectiveness Strategic Management
Course Certified By: Projacs Academy & LondonUni - Executive Management Training
* Professional Training and CPD Programs
Leading to:
Executive Diploma Certificate
Leading to:
Executive Mini Masters Certificate
Leading to
Executive Masters Certificate
Certification Will Be Issued:
From London, United Kingdom
Course Fees:
VAT varies by course location and participant nationality.
Date has passed please contact us Sales@e-s-hub.com
Introduction
This five-day course teaches leaders to connect HR decisions to business outcomes. You will learn practical methods for workforce planning, workforce analytics, change implementation, and measuring HR impact. The course uses real cases, templates, and tools you can apply immediately.
Objectives
- Draft a three-year workforce plan that links headcount, critical skills, and cost to business priorities.
- Build measurable HR KPIs and a dashboard to report HR impact to senior leaders.
- Apply workforce analytics to identify talent gaps, cost drivers, and high-impact interventions.
- Design and execute a change plan that secures stakeholder buy-in and minimizes operational disruption.
- Create a recruitment, development, and retention plan tied to productivity and budget targets.
- Build measurable HR KPIs and a dashboard to report HR impact to senior leaders.
- Apply workforce analytics to identify talent gaps, cost drivers, and high-impact interventions.
- Design and execute a change plan that secures stakeholder buy-in and minimizes operational disruption.
- Create a recruitment, development, and retention plan tied to productivity and budget targets.
Who Should Attend
- HR Directors and Heads of HR
- Senior HR Business Partners
- Heads of Talent Acquisition or Talent Strategy
- Organizational Development and Learning Managers
- Business unit leaders with workforce planning or HR budget responsibility
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.
Course 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.
Week 1
Day 1: Strategic Workforce Planning
Aligning HR strategy with business objectives
A. Translating corporate goals into workforce requirements
B. Identifying critical roles and capabilities needed for future growth
C. Assessing current workforce supply and identifying gaps
Developing workforce scenarios
A. Modeling different growth, contraction, and restructuring scenarios
B. Estimating the financial impact of various staffing strategies
C. Creating flexible staffing plans to adapt to market changes
Building a talent pipeline
A. Designing proactive recruitment strategies for critical roles
B. Establishing internal mobility and succession planning processes
C. Partnering with external networks and educational institutions
Day 2: HR Analytics and Measurement
Defining HR metrics and KPIs
A. Selecting metrics that link HR activities to business outcomes
B. Establishing baselines and targets for turnover, time-to-fill, and engagement
C. Ensuring data quality and consistency across HR systems
Analyzing workforce data
A. Using descriptive analytics to identify trends and patterns
B. Applying predictive analytics to forecast attrition and performance
C. Conducting root-cause analysis on HR-related business problems
Reporting and storytelling with data
A. Designing intuitive HR dashboards for leadership
B. Translating data insights into actionable HR recommendations
C. Presenting data-driven business cases for HR investments
Day 3: Performance and Reward Strategy
Designing performance management systems
A. Aligning individual goals with organizational objectives
B. Implementing continuous feedback and agile performance review cycles
C. Training managers to conduct effective performance conversations
Developing total rewards strategies
A. Benchmarking compensation and benefits against the market
B. Designing variable pay and incentive programs that drive desired behaviors
C. Enhancing non-financial rewards and employee value propositions
Managing performance and reward integration
A. Linking performance ratings to compensation and development decisions
B. Ensuring fairness, transparency, and compliance in reward processes
C. Communicating reward philosophy clearly to the workforce
Day 4: Organizational Development and Change
Diagnosing organizational effectiveness
A. Assessing culture, structure, and leadership capabilities
B. Identifying barriers to collaboration and operational efficiency
C. Gathering employee feedback through surveys and focus groups
Designing change interventions
A. Developing targeted programs to address identified organizational gaps
B. Creating change management plans with clear milestones and ownership
C. Building change agent networks to drive adoption
Leading and sustaining change
A. Communicating the vision and rationale for change effectively
B. Managing resistance and supporting employees through transitions
C. Measuring the impact of change initiatives and adjusting as needed
Day 5: HR Governance and Risk Management
Ensuring legal and regulatory compliance
A. Monitoring changes in employment law and labor regulations
B. Auditing HR policies and procedures for compliance gaps
C. Managing employee relations issues and dispute resolution
Mitigating HR-related risks
A. Identifying risks related to talent retention, diversity, and workplace safety
B. Developing contingency plans for key person dependencies
C. Implementing robust data privacy and security measures for employee data
Elevating HR's strategic role
A. Structuring the HR function to maximize business partnership
B. Demonstrating HR's ROI through clear, quantifiable business impact
C. Continuously evolving HR practices to meet future business needs
