Advanced Human Resources Management

(Policy and Strategy)

1. Introduction

The Advanced Human Resources Management (Policy and Strategy) program is an intensive and professionally structured training designed to develop senior-level HR professionals and organizational leaders with advanced knowledge and skills in strategic human capital management, policy formulation, and organizational development.

The program focuses on the alignment of HR policies with organizational strategy, equipping participants with the ability to design and implement human resource systems that drive business performance, foster innovation, and promote a sustainable organizational culture.

Participants will gain deep insights into strategic HR planning, policy development, talent management, labor relations, and HR analytics — preparing them for leadership and advisory roles in both public and private sector organizations.

 

2. Course Objectives

The main objectives of this program are to:

• Strengthen participants’ capacity to manage HR functions at a strategic and policy-making level.
• Equip learners with advanced knowledge of HR frameworks, policies, and governance.
• Enable participants to design HR strategies aligned with organizational goals.
• Build competencies in talent acquisition, retention, and workforce development.
• Develop expertise in HR analytics and evidence-based decision-making.
• Promote leadership, ethics, and corporate governance in HR practices.
• Enhance understanding of global HR trends, technology, and innovation.

 

3. Target Group

This advanced program is ideal for:

• Senior HR Managers and Directors
• Human Capital and Organizational Development Specialists
• Line Managers and Executives with HR responsibilities
• Policy Analysts and HR Consultants
• Public Sector HR Practitioners
• Business Leaders and Entrepreneurs managing diverse workforces
• Individuals preparing for strategic HR leadership roles

 

4. Course Duration

• Total Duration: 6 Weeks (depending on delivery mode)
• Contact Hours: Approximately 360 – 480 hours
• Mode of Delivery: Classroom, Online, or Blended Learning
• Assessment: Assignments, group projects, practical case studies, policy development exercises, and a final capstone project

 

5. Training Methodology

The training applies a competency-based, participatory, and experiential learning approach combining theoretical grounding with real-world application.

Methods include:

• Interactive lectures and facilitated workshops
• Case studies and simulations
• Group discussions and peer learning
• Role plays and scenario analysis
• Guest lectures from industry experts and policymakers
• Field assignments and HR policy analysis projects
• Use of HR analytics tools and digital learning platforms
• Capstone research and strategy presentation

 

6. Course Content

Module 1: Introduction to Strategic Human Resource Management

• The evolution of HRM and its strategic role
• Linking HR strategy to business goals
• HR as a strategic business partner

Module 2: Organizational Structure and Design

• Organizational models and design principles
• Aligning structure with strategy
• Change management in organizational design

Module 3: Human Resource Planning and Forecasting

• Workforce planning and analysis
• Demand and supply forecasting techniques
• Succession planning and talent pipelines

Module 4: Job Analysis, Design, and Evaluation

• Competency frameworks
• Job design methodologies
• Job evaluation and classification systems

Module 5: Recruitment, Selection, and Strategic Talent Acquisition

• Employer branding and strategic sourcing
• Assessment tools and selection methods
• Integrating technology in recruitment

Module 6: Training, Learning, and Development Strategy

• Learning and development (L&D) frameworks
• Building a learning organization
• Evaluating ROI in training and capacity development

Module 7: Performance Management and Strategic Appraisal Systems

• Designing performance management frameworks
• Linking performance to reward and strategy
• Continuous feedback and coaching culture

Module 8: Compensation, Benefits, and Reward Strategy

• Strategic compensation management
• Pay-for-performance systems
• Employee benefits and equity-based compensation

Module 9: Employee Relations and Industrial Relations

• Collective bargaining and dispute resolution
• Managing workplace conflicts
• Employee voice and engagement systems

Module 10: Labor Law, Policy, and Compliance

• National and international labor standards
• HR compliance frameworks and legal audits
• Policy implications of employment law

Module 11: HR Policy Formulation and Implementation

• HR policy development process
• Policy documentation and communication
• Policy review and impact evaluation

Module 12: Workforce Diversity and Inclusion

• Managing multicultural teams
• Gender equity and inclusion strategies
• Global diversity management

Module 13: Employee Engagement and Retention Strategies

• Measuring engagement and satisfaction
• Employee well-being and retention frameworks
• Building a positive organizational culture

Module 14: Strategic Leadership and Organizational Behavior

• Leadership theories and styles
• Emotional intelligence and motivation
• Managing organizational politics and culture

Module 15: Change Management and Organizational Transformation

• Models of organizational change (Kotter, Lewin, ADKAR)
• Leading and communicating change
• Building resilience in change contexts

Module 16: HR Analytics and Data-Driven Decision Making

• Introduction to HR metrics and analytics
• Predictive analytics for workforce planning
• Using HR dashboards and data visualization tools

Module 17: Corporate Governance and Ethical Leadership

• Governance frameworks in HR policy
• Ethical standards and accountability
• CSR and sustainable HR practices

Module 18: Technology and Digital Transformation in HR

• Digital HR platforms and HRIS systems
• Artificial intelligence and automation in HR
• Cybersecurity and data privacy in HR

Module 19: Global and Comparative Human Resource Management

• International HRM practices
• Managing expatriates and global mobility
• Cross-cultural leadership

Module 20: Strategic Workforce Development and Succession Planning

• Identifying high-potential employees (HiPos)
• Career planning and mentorship programs
• Leadership development frameworks

Module 21: Organizational Learning and Knowledge Management

• Learning culture and systems
• Knowledge capture and transfer mechanisms
• Communities of practice and innovation hubs

Module 22: HR Auditing and Quality Assurance

• HR audit processes and tools
• HR scorecards and key performance indicators
• Continuous improvement in HR systems

Module 23: HR Strategy Implementation and Evaluation

• Translating HR strategy into action plans
• Monitoring and evaluating HR strategic outcomes
• Reporting and accountability mechanisms

Module 24: Capstone Project / HR Policy Development Practicum

• Applied HR policy formulation and presentation
• Strategic HR intervention or consultancy project
• Presentation and defense of final project report

 

7. Expected Learning Outcomes

Upon successful completion of this program, participants will be able to:

• Design and implement HR strategies aligned with organizational goals.
• Formulate, review, and manage effective HR policies and systems.
• Apply analytical tools to assess HR performance and organizational impact.
• Lead HR transformation initiatives with innovation and integrity.
• Manage complex workforce challenges with ethical and strategic solutions.
• Integrate global HR trends and technologies into local contexts.
• Demonstrate leadership competence in strategic HR decision-making.

 

8. Certificate of Completion

Participants who successfully complete all 24 modules, required assessments, and the capstone project will be awarded:

🎓 Advanced Diploma in Human Resources Management (Policy and Strategy)
Issued by: FOTADE Training, Research and Resource Development Centre

This certificate signifies the participant’s advanced capability to manage human resources at a strategic level, formulate organizational HR policies, and lead human capital initiatives that drive sustainable organizational performance.