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ICTD International Centre for Training and Development

Strategic Human Resources and Organizational Development

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This program in Strategic HR and Organizational Development covers the most recent developments in the management of human resources and advances effective HR models and tactics of recruitment and selection.

By completing this training series, attending HR managers will be able to implement effective training and development pathways and conduct effective performance appraisals.

In addition, they will be guided towards effective talent management initiatives, resulting in effective staff career planning.

Upon successful course completion, HR representatives will be able to support their non-HR colleagues throughout the recruitment and selection processes, by means of strategic HR policy implementation.

Course Objectives

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

  • Concepts and definitions of Human Resources Management
  • Types of Human Resource Strategy
  • Criteria for an effective HR strategy
  • How to develop a HR strategy within your organization
  • The process of organization
  • Organizational design and development

Course Outline

This Strategic Human Resources and Organizational Development course will cover:

Effective HR

  • The business and HR strategies
  • The key roles and specialisms in the HR function
  • Drivers for strategic change and how to manage this process
  • Influencing skills in HR management
  • Analyzing your HR strategy using models such as SWOT and PESTLE

Effective development

  • Business, HR, OD and LTD strategies including succession planning
  • The changing role of the trainer in an LTD environment
  • Identifying the range of LTD interventions
  • Measuring the return on investment (ROI)
  • Using HR, OD and LTD to manage business risks, create a competitive advantage and be seen as an employer of choice

Effective performance management

  • Defining performance management
  • HR processes which facilitate performance management
  • Organizational, team and individual objectives, performance and continuous development
  • The benefits of developing an LTD organization
  • Defining an effective performance appraisal

Effective recruitment

  • Making a strategic and an operational recruitment business case
  • Recruiting from within your organization
  • The recruitment model (recruitment, interview, assessment and selection)
  • A recruitment plan to attract the best candidates
  • Measuring the return on investment (ROI)

HR specialisms

  • Employment law
  • Developing and implementing HR policies and procedures
  • Employee engagement and communication
  • Rewards and benefits
  • Diversity and inclusion

LTD needs analysis

  • Defining an LTD analysis
  • Carrying out a skills gap analysis and looking at the different ways you can gather useful information
  • Training and when it may be, and may not be, the most appropriate response
  • Assessing the range of LTD interventions in light of the LTD needs analysis

Talent management

  • Defining talent, talent management, potential, performance and skills
  • The business case for, and impact of, a talent management program
  • The talent management cycle and process
  • The Approaches to Development model
  • Leadership skills and talent management

Career planning

  • Effective development and career planning
  • Identifying career limiting behaviors and how to minimize these
  • Capturing knowledge management
  • Implementing succession planning
  • Considering work life balance issues

Creating a personal development plan

  • ·Examining your career path using models such as SWOT and PESTLE
  • Creating a personal development plan
  • Continuous professional development (CPD)
  • PDP and CPD

Course Methodology

A variety of methodologies will be used during the course that includes:

  • (30%) Based on Case Studies
  • (30%) Techniques
  • (30%) Role Play
  • (10%) Concepts
  • Pre-test and Post-test
  • Variety of Learning Methods
  • Lectures
  • Case Studies and Self Questionaires
  • Group Work
  • Discussion
  • Presentation

Who should attend

  • Senior HR practitioners and managers that have input into the strategic HR policy of their organizations.
  • Senior Company Executives / Managers within organizations that want to expand their knowledge of Strategic Human Resources and how this can add value to Business Strategy
  • Senior HR practitioners and managers responsible for Organizational Development


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