Module 1: Strategic Human Resources Management — Foundations and Frameworks
The Evolution of HR — From Personnel Administration to Strategic Partner
- Transition from administrative HR to strategic business partner
- Strategic contribution of HR to organisational performance
- Aligning HR practices with organisational strategy
Strategic HRM Defined
- Alignment of people management practices with organisational mission and goals
- Integration of HR strategy within overall business strategy
- Creating sustainable competitive advantage through people
HR Strategy Development
- Environmental scanning using analytical tools (e.g. PESTLE, SWOT)
- Strategic workforce planning
- Capability and skills mapping
- Translating organisational objectives into HR deliverables
The Operating Environment
- Labour market trends
- Skills shortages and workforce demographics
- Technological disruption and globalisation
- Socio-economic considerations impacting workforce strategy
HR Metrics and the Business Case
- Introduction to HR analytics
- Key HR performance indicators
- Measuring and demonstrating return on investment in people strategies
Module 2: Legislative and Regulatory Frameworks
Foundations of Employment Law
- Employee rights and responsibilities
- Employer obligations
- Principles of fairness, equality, and non-discrimination
Core Labour and Employment Legislation
- Employment contracts and working conditions
- Working time regulations
- Minimum wage requirements
- Termination and dismissal procedures
Transformation and Equity Legislation
- Equal opportunity and diversity legislation
- Workplace equity frameworks
- Skills development and training regulations
- Reporting and compliance requirements
Occupational Health and Safety
- Workplace health and safety regulations
- Risk management and hazard identification
- Employee wellbeing considerations
Data Protection and HR Governance
- Employee data privacy regulations
- Data management and record keeping
- Recruitment and payroll data governance
- Third-party data sharing compliance
Module 3: Strategic Talent Management and Workforce Planning
Strategic Workforce Planning
- Workforce demand and supply forecasting
- Scenario planning
- Gap analysis
- Alignment with organisational growth strategies
Talent Acquisition Strategy
- Recruitment and selection best practices
- Employer branding
- Employee value proposition (EVP)
- Digital recruitment tools and ethical considerations
Onboarding as a Strategic Tool
- Structured onboarding processes
- Reducing early attrition
- Accelerating employee productivity
Learning, Development, and Skills Planning
- Organisational learning strategies
- Skills gap analysis
- Training and development frameworks
- Career development pathways
Performance Management
- Continuous performance management
- Objective setting and feedback
- Managing performance challenges
- Linking performance to reward
Succession Planning and Talent Pipelines
- Leadership identification and development
- Talent pipeline management
- Future workforce readiness
Module 4: Employee Relations, Organisational Culture, and Engagement
Employee Relations
- Conflict management
- Workplace consultation structures
- Dispute resolution mechanisms
- Managing employee representation bodies
Disciplinary and Grievance Management
- Fair disciplinary procedures
- Grievance handling processes
- Workplace investigation principles
Diversity, Equity, and Inclusion (DEI)
- Inclusive workplace practices
- Managing diverse workforces
- Addressing unconscious bias
- Promoting psychological safety
Employee Engagement and Wellbeing
- Drivers of engagement
- Workplace wellbeing programmes
- Mental health support initiatives
- Financial wellness considerations
Organisational Culture as Strategy
- Culture diagnostics
- Culture change management
- Embedding organisational values
Module 5: Remuneration, Reward, and Benefits Strategy
Total Reward Philosophy
- Guaranteed pay
- Variable pay
- Employee benefits
- Recognition and development opportunities
Job Evaluation and Pay Equity
- Job grading methodologies
- Internal equity
- Market benchmarking
- Managing pay disparities
Variable Pay and Incentive Design
- Incentive schemes
- Profit-sharing models
- Performance-based rewards
Executive Remuneration and Governance
- Remuneration transparency
- Governance of executive pay
- Pay ratio considerations
Employee Benefits
- Health and wellness benefits
- Retirement and pension schemes
- Insurance and risk benefits
- Benefits administration compliance
Module 6: HR Ethics — Theory, Application, and Professional Standards
Ethical Theories and Frameworks
- Utilitarianism
- Deontological ethics
- Virtue ethics
- Values-based decision making
Ethics in HR Practice
- Confidentiality
- Managing conflicts of interest
- Fairness in recruitment and promotion
- Managing workplace misconduct
Professional Standards in HR
- Codes of professional conduct
- Professional accountability
- Integrity in HR decision-making
Ethics, Governance, and Anti-Corruption
- Ethical organisational culture
- Governance frameworks
- Fraud prevention mechanisms
Ethical Leadership
- Values-driven leadership
- Ethical decision-making
- HR as organisational steward
Module 7: Digital HR, Future of Work, and Strategic Innovation
Digital Transformation of HR
- HR Information Systems (HRIS)
- HR technology ecosystems
- Automation of HR processes
- People analytics
Artificial Intelligence in HR
- AI in recruitment
- AI in learning and development
- AI in performance management
- Ethical risks and governance
The Future of Work
- Remote and hybrid work models
- Gig economy implications
- Evolving workforce expectations
- Impact of technological change on skills demand
HR as Change Leader
- Change management methodologies
- Leading organisational transformation
- Managing workforce transitions
Integration, Capstone, and Action Planning
- Strategic HR Integration Workshop: integrated case study analysis, team-based HR strategic response, peer and facilitator feedback
- Personal and Organisational Action Planning: implementation planning, individual commitments, peer accountability partnerships
