Human Resource Strategy Management: Strategic Planning

Overview/Description
Corporate strategy is critical in aligning culture, competencies, and efforts to meet organizational goals. HR can be involved at various levels in high-level strategy, as well as the functional HR unit strategy. Key to this is HR's role in ensuring that the functional unit strategy is driven by and adheres to the corporate-level strategic goals. This course will give you an overview of corporate strategy, the strategic planning process, and tools used in collecting strategic information. The course contents are based on the Body of Competency and Knowledge (BoCK), 2015 of the Society for Human Resource Management (SHRM). While this course helps learners prepare for the SHRM-CP/SCP certification exams, it is equally useful for HR professionals who want to improve their effectiveness in the workplace and advance their careers.

Target Audience
Junior or senior-level human resource professionals, HR managers, and all individuals preparing for the SHRM-CP and SHRM-SCP certification examinations of the Society for Human Resource Management (SHRM); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path. Courses in this curriculum are created keeping in mind certification as well as noncertification users of the content. While the curriculum helps learners to prepare for the SHRM certification exams, it is equally useful for HR professionals who want to improve their effectiveness in the workplace and advance their careers.

Prerequisites
None

Lesson Objectives

Human Resource Strategy Management: Strategic Planning

• identify the features of successful corporate strategy
• recognize the HR practitioner's role in supporting the corporate strategy and value creation
• match stages in a strategic planning process to their descriptions
• demonstrate your understanding of the basics of business strategy
• recognize the activities and outcome of the strategy formulation phase
• distinguish between examples of mission, vision, and value statements
• recognize examples of value drivers
• demonstrate your understanding of how to formulate strategy
• sequence steps in a PESTEL analysis
• recognize strengths, weaknesses, opportunities, and threats in a sample HR function SWOT analysis
• recognize HR's role at each phase of the organizational life cycle
• match Porter's Five Forces to descriptions
• recognize how the growth share and nine-box matrices are used in HR
• demonstrate your understanding of how to use strategic planning tools in HR.