HR Strategy and Business Leadership Excellence: Driving Organisational Success
Introduction
This programme is designed for HR managers, senior professionals, and business leaders who want to elevate their role from operational to strategic, contributing directly to organisational success. It equips participants with the knowledge, frameworks, and tools to master the full cycle of human resources while aligning people strategies with corporate goals.
The course also targets professionals being prepared for senior HR roles, ensuring they are equipped to evaluate HR effectiveness and drive transformation in their organisations.
Objectives
By the end of this programme, participants will be able to:
* Identify the main HR cycles and critical steps within each.
* Define strategic HR management and create an actionable HR strategy.
* Recognise and apply the most vital KPIs for monitoring HR effectiveness.
* Measure and quantify employee morale using objective formulas.
* Differentiate between types of turnover and interpret their implications.
* Apply various performance management and appraisal systems effectively.
Course Content
Day One – The Main Cycles in HR Management
* HR Strategy Cycle
* Recruitment and Selection Cycle
* Training and Development Cycle
* Performance Management Cycle
* Compensation and Benefits Cycle
Day Two – Strategic HR Management
* Situation Analysis (SWOT, PEST, PESTEL)
* Defining HR Vision and Mission
* Establishing HR Strategic Goals
* Critical Success Factors in HR
* Identifying Key Result Areas and KPIs
* Core Competencies and Core Values
Day Three – Measuring Human Resources
* Measuring HR Strategies through Key KPIs
* Human Resources vs. Human Capital
* Return on Human Capital (ROHC) & Cost of Labour (COL)
* Human Value Added (HVA) & Profit Per Employee (PPE)
* Measuring Employee Morale & Satisfaction Indices
* HR Scorecards and Dashboards
* Using the Balanced Scorecard for HR
Day Four – Employee Turnover
* Turnover vs. Attrition (Gross & Net Turnover)
* Voluntary vs. Involuntary Separation
* Analyzing Turnover Data
* Healthy vs. Unhealthy Turnover
* Calculating and Applying the Turnover Index
Day Five – Managing Employee Performance
* Tangible vs. Intangible Appraisal Systems
* Best Practices and Common Pitfalls
* Behavioural Rating Systems
* Management by Objectives (MBO)
* Competency-Based Appraisals
* 180° and 360° Feedback Systems
* Forced Ranking and the Bell Curve: Pros and Cons
* Critical Success Factors in Performance Management Systems
Training Methodology
* Expert-led interactive lectures with real-world case studies.
* Practical workshops to apply tools such as SWOT, KPIs, and scorecards.
* Role plays and group discussions for experiential learning.
* Hands-on exercises for designing HR strategies and performance systems.
* HR analytics dashboards and scorecards for practical measurement.
Who Should Attend
* HR Managers and Senior HR Professionals.
* Line Managers with HR responsibilities.
* Business Leaders and Department Heads.
* Professionals being prepared for HR leadership roles.
* Anyone responsible for evaluating HR’s contribution to organisational success.
Personal Benefits
* Gain the confidence to design and execute strategic HR initiatives.
* Develop advanced HR measurement and evaluation skills.
* Learn to link HR functions directly to business outcomes.
* Strengthen leadership, analytical, and decision-making capabilities.
* Master performance management tools to drive both individual and organisational growth.
Organisational Benefits
* Stronger alignment between HR strategy and business objectives.
* Improved HR measurement systems to track and enhance value creation.
* Reduced unhealthy turnover through effective analysis and interventions.
* Enhanced employee morale and productivity.
* Better performance management systems leading to higher workforce efficiency.
* HR that acts as a true strategic partner, driving sustainable success.
Enquiries and Registration
Enquiry at : admin@keleaders.com
Whatsapp: 0044 790 125 9494
For more details visit our website : www.keleaders.com
