A company can have the right strategy on paper and still fail to execute it — usually because it does not have the right people, in the right roles, moving at the right pace. That link between workforce planning and strategic execution is where this programme starts.

Human resources plays a pivotal role in organizational performance through attracting, developing, motivating, and retaining talent, and digital transformation has made flexible, innovative HR management more urgent than ever.

The Arab British Fellowship Training Academy designed this Strategic Human Resources Management programme as an integrated framework covering planning, recruitment, training, evaluation, and performance management, built to keep pace with global change and promote a culture of effective, sustainable work.

Who Should Attend?

• HR managers and personnel officers.
• Specialists in recruitment, training, and career development.
• Executive managers seeking to enhance their understanding of HR.
• Individuals interested in updating HR policies and strategies.

Knowledge and Benefits:

By the end of the programme, participants will be able to:

• Apply the basic concepts and tools of modern human resources management.
• Develop skills in workforce planning, recruitment, and competency management within organizations.
• Design and implement effective training and development programs.
• Build effective systems for performance evaluation and employee motivation.
• Understand the legal and regulatory dimensions of human resources management.

• Module 1: Why Workforce Strategy Decides Business Outcomes
  • Analysis of supply and demand for human resources
  • Forecasting methods for future staffing needs
  • Aligning HR plans with the organization’s overall strategy
• Module 2: What Modern HR Management Actually Covers
  • Definition of human resources and its role in organizations
  • Evolution of the concept of HR management over time
  • The relationship between people management and achieving organizational goals
• Module 3: Finding and Bringing in the Right Talent
  • Designing job descriptions and defining required specifications
  • Job advertising mechanisms and selecting appropriate attraction methods
  • Interview techniques and recruitment tests
• Module 4: Onboarding New Employees Successfully
  • Stages of onboarding a new employee within the organization
  • Building orientation programs to enhance belonging and integration
  • Monitoring performance during the probation period and providing feedback
• Module 5: Evaluating and Measuring Performance
  • Methodologies for performance appraisal, and setting KPIs
  • Linking evaluation results to incentive and development programs
  • Defining and measuring HR-function performance indicators, and reporting for decision-making
• Module 6: Training, Development, and Career Growth
  • Analyzing individual and organizational training needs
  • Designing and implementing effective training programs, and measuring their impact
  • Developing career growth plans and identifying future leaders
• Module 7: Designing Fair Compensation and Benefits
  • Types of incentives: financial and non-financial
  • Structuring salaries and benefits based on performance and market standards
  • Ensuring fairness in compensation systems and achieving job satisfaction
• Module 8: Managing Employee Relations in the Workplace
  • Building a positive and safe work environment
  • Handling complaints and conflicts within the workplace
  • Internal communication policies and enhancing organizational loyalty
• Module 9: Building an Inclusive Organizational Culture
  • Building a culture that supports creativity
  • The importance of diversity in improving the workplace environment
  • Strategies for inclusion and integration in HR policies
• Module 10: HR in the Age of Digital Transformation
  • Implementing digital systems in HR management (HRIS)
  • Using analytics and data to make HR decisions
  • Challenges and opportunities related to job digitization
• Module 11: The Legal Side of Managing People
  • Employment contracts and applicable regulations
  • Managing leaves, discipline, and termination
  • Compliance with local and international labor laws
• Module 12: Leading Change from the HR Seat
  • The role of HR in supporting organizational transformation
  • Preparing and guiding employees through change phases
  • Overcoming resistance to change and achieving organizational adaptation
• Module 13: HR Governance, Policy, and Oversight
  • Drafting HR policies according to best practices
  • Developing internal procedural guides and manuals
  • Monitoring and auditing HR operations
• Module 14: Where HR Is Headed Next
  • Artificial intelligence and machine learning in HR
  • Flexible work and job redesign
  • Talent management in a changing work environment