Research suggests it is failure to successfully execute strategy, not the lack of a good strategy, that leads businesses to under-perform. The reason is that we spend more time training leaders on setting strategy, and less on giving them the tools to help them then align organizational resources to execute that strategy. This is particularly true when it comes to making decisions about alignment of the human resources of the organization. How do you make sure you have the human resources you need – alternatively referred to as the human capital – to execute your strategy? This course was designed to close this skill gap.
Designed for non-HR leaders within an organization, the purpose of this course is to develop your ability to determine whether a firm has the HR practices in place to deliver the human capital (HC) the firm needs to execute its strategy. We will introduce you to a leading edge model called the Strategic Alignment Model which you can use as a tool to guide your decision making in this arena. By applying the model, you will be able to ask the right questions, and to determine if, indeed, you have the right HR practices – those that will deliver the human capital you need to execute your given business strategy.
The underlying premise of this course is that HR practices and processes can have strategic value IF aligned with organization strategy. Alignment means that HR practices deliver the HC the firm needs to execute its strategy. Therefore, strategically aligning HC requires critical analysis of two things: 1) the HC needed to execute a firm’s chosen strategy; and, 2) the HR practices being used to deliver HC to the firm.
DATES:
Date TBD
COST:
$975
Includes tuition, text, instructional materials, continental breakfast, and lunch.
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WHAT YOU'LL LEARN:
This course is focused on three very specific learning goals. By the end of the course you should have developed the critical thinking skills and acquired the knowledge necessary to:
1) Assess “fit”: You will learn the Strategic Alignment Model and how to apply it.
2) Make good HR Design choices: You will learn the major design choices that need to be made in each functional area of HR (talent management, compensation, performance management). With this knowledge, you will be able to suggest alternative HR practices that would better enable strategy execution.
3) Create a system of HR metrics: You will be able to select metrics that will really tell you if your HR practices are adding strategic value.
FORMAT:
One-day program
Class runs from 8:00 a.m. to 4:30 p.m. at Owen Graduate School of Management, unless otherwise noted.
INSTRUCTOR:
Neta Moye
Clinical Professor of Management; Faculty Director, Leadership Development Programs
Professor Moye joined the Owen Faculty in 2002, after serving on the faculty of the Robert H. Smith School of Business at the University of Maryland and also brings many years of industry experience in the human resource profession to the classroom. Her courses emphasize the development of in-depth functional skills in HR, as well as the critical thinking skills necessary to successfully align human resource practices to business objectives. Her research interests focus on employee motivation, particularly as it relates to innovation and creativity at work.
