Your organization’s most valuable resource is its human capital. A more cohesive integration of HR and business strategy will thus create a competitive advantage by aligning training, corporate structure, recruitment, and other HR functions with strategic needs. 

A knowledgeable HR executive working in partnership with the executive team can play a vital role in aligning the organization’s human resources with its vision and corporate strategy. Business Strategy for HR Leaders equips senior HR executives with the key concepts, models and language of strategy so that they can contribute to the strategy-development processes of their organizations. 

The programme is structured around five essential stages for strategic decision-making.

Defining objectives

The first stage focuses on the importance of setting business objectives. Senior HR professionals must understand the factors affecting the business landscape. This requires a careful assessment of the organization’s strategic objectives as well as those of its competitors.

Auditing the starting point

This stage allows HR leaders to have a deeper appreciation of the different business concepts – such as supply and demand value chain, market share, product positioning, and portfolio management – and how these define the competitive advantage within the industry ecosystem.

Determining economic viability

HR leaders will be exposed to strategic initiative frameworks that will evaluate the customers, the competition and the company – and will also identify appropriate performance models.

Developing strategic options

This stage focuses on generating methods to extract market value by leveraging the existing resources of the organization and identifying growth opportunities externally. This stage also helps senior HR professionals to lead the conversation on human capital risk assessment.

Allocating resources

People's issues lie at the heart of successful strategy implementation, which is ultimately about deploying talent to satisfy key functions based on market demand. Discussion of this competency allows us to link our strategy discussions explicitly back to the key responsibilities of HR leaders. This stage also tackles budgeting, implementation, and return on investment.