Executive Diploma in Strategic HR Leadership and Analytics

Course Dates :

02/06/25

25

Course ID:

250602001002527LUEMT

Course Duration :

25 Studying Day/s

Course Location:

Course Category:

Executive Diploma

Subcategories: Construction Safety, Health and Wellbeing, Environmental Sustainability, Risk Management, Technical Skills Development, Leadership and Communication, Quality Assurance

Course Certified By:

* LondonUni - Executive Management Training

* Executive Diploma Certificate

Leading to:
Executive Mini Masters Certificate
Leading to
Executive Masters Certificate

Certification Will Be Issued From : From London, United Kingdom

Course Information

Introduction

The "Executive Diploma in Strategic HR Leadership and Analytics" is designed to empower HR professionals with the skills, knowledge, and tools necessary to lead effectively in the evolving landscape of human resources. This program offers a transformative learning experience that integrates advanced HR strategies, diversity and inclusion principles, change management methodologies, and cutting-edge analytics to enable participants to excel in complex organizational settings.

Human resources play a pivotal role in shaping the workforce, driving organizational success, and fostering a culture of inclusivity. As the workplace becomes increasingly diverse and data-driven, the ability to leverage analytics, embrace diversity, and manage change is no longer optional but essential for HR leaders. This diploma bridges the gap between traditional HR practices and the strategic demands of contemporary organizations, preparing participants to be forward-thinking leaders in their field.

The curriculum is meticulously crafted to address the multidimensional challenges HR professionals face, such as developing inclusive workplaces, implementing strategic initiatives, managing organizational transformation, and utilizing HR data for decision-making. Through practical insights and real-world case studies, participants will learn how to align HR practices with organizational goals, ensuring sustainable growth and competitive advantage.

This comprehensive 20-day program includes interactive modules delivered by industry experts, group discussions, and collaborative projects to create a dynamic and engaging learning environment. The final component, a 5-day thesis preparation, allows participants to showcase their expertise by applying the concepts learned throughout the program to solve real-world HR challenges.

Graduates of this program will leave equipped with actionable strategies and the confidence to take on leadership roles that require analytical precision, strategic vision, and a deep understanding of people management. The program is not only an investment in professional growth but also a pathway to making a significant impact on organizations and the workforce they lead.

Course Structure

This program is structured into four core modules and concludes with a comprehensive thesis. Each module focuses on a critical area of HR leadership and analytics, ensuring participants gain both theoretical and practical insights.

Diversity and Inclusion in the Workplace
This module explores strategies for fostering inclusive cultures, addressing unconscious bias, and creating equitable opportunities across all organizational levels.

Strategic Human Resource Management
Participants will learn how to align HR strategies with organizational objectives, enabling a competitive edge through effective workforce planning and talent management.

Change Management for HR Professionals
This module equips participants with the tools to lead change initiatives, navigate resistance, and ensure smooth transitions during organizational transformations.

HR Analytics and Metrics
Emphasizing data-driven decision-making, this module covers the use of analytics to measure HR effectiveness, forecast workforce trends, and support strategic planning.

The program concludes with a 5-day thesis preparation period, during which participants will develop a research-based project, applying the knowledge gained to a real-world HR challenge. The thesis, ranging from 4,500 to 5,000 words, serves as the capstone of this diploma, showcasing each participant's ability to apply strategic thinking and analytics to complex HR issues.

Conclusion

The "Executive Diploma in Strategic HR Leadership and Analytics" prepares HR professionals to lead with confidence in dynamic and diverse environments. By mastering the concepts of diversity and inclusion, strategic HR management, change leadership, and analytics, graduates will be positioned to influence organizational success at the highest level.

The program's practical approach, coupled with its rigorous academic framework, ensures participants leave with actionable insights and a profound understanding of modern HR leadership. Completing the thesis further validates their expertise, making them valuable assets to their organizations.

Objectives

Objectives

Develop advanced leadership skills tailored to HR professionals.
Understand and apply principles of diversity, equity, and inclusion in the workplace.
Align HR practices with strategic organizational goals.
Lead and manage change effectively in complex environments.
Utilize HR analytics to inform decision-making and measure organizational performance.
Produce a research-based thesis demonstrating strategic HR acumen.

Who Should Attend?

This program is ideal for mid- to senior-level HR professionals, talent managers, organizational development specialists, and business leaders seeking to enhance their HR expertise. It is particularly suited for those aspiring to strategic leadership roles or looking to integrate analytics into HR practices. Whether leading large teams, managing transformative initiatives, or shaping organizational policies, participants will find this diploma invaluable for career progression.

Training Method

• Pre-assessment
• Live group instruction
• Use of real-world examples, case studies and exercises
• Interactive participation and discussion
• Power point presentation, LCD and flip chart
• Group activities and tests
• Each participant receives a 7” Tablet containing a copy of the presentation, slides and handouts
• Post-assessment

Program Support

This program is supported by:
* Interactive discussions
* Role-play
* Case studies and highlight the techniques available to the participants.

Daily Agenda

Each course agenda will be as follows:
• Technical Session 08.30-10.00 am
• Coffee Break 10.00-10.15 am
• Technical Session 10.15-12.15 noon
• Coffee Break 12.15-12.45 pm
• Technical Session 12.45-02.30 pm
• Course Ends 02.30 pm

Part 2 / 5

Strategic Human Resource Management

Day 1:
Foundations of Strategic HRM

Overview of Strategic Human Resource Management
Key Models and Frameworks: Harvard Framework, RBV, and Ulrich’s Model
Aligning HR Strategies with Business Goals
Case Study Analysis: Southwest Airlines


Day 2:
Talent Management and Workforce Planning

Designing Effective Recruitment and Selection Processes
Employee Engagement and Retention Strategies
Succession Planning and Leadership Development
Practical Exercise: Creating a Talent Pipeline


Day 3:
Data-Driven Decision Making

Introduction to HR Analytics and Metrics
Using Data to Inform Workforce Planning
Predictive Modeling for HR Outcomes
Group Activity: Analyzing HR Data Sets


Day 4:
Compliance and Ethical Considerations

Navigating Labor Laws and Regulations
Promoting Diversity, Equity, and Inclusion
Ethical Challenges in HR Decision Making
Role Play: Addressing Workplace Conflicts


Day 5:
Emerging Trends and Future Directions

The Impact of AI and Automation on HR Practices
Managing Remote and Hybrid Workforces
Building Resilient Organizations through SHRM
Final Project: Developing an Integrated HR Strategy

Part 3 / 5

Change Management for HR Professionals

Day 1:
Foundations of Change Management

Understanding the role of HR in organizational change.
Overview of key change management models (e.g., Kotter, Lewin).
Identifying drivers and barriers to change.
Assessing organizational readiness for change.


Day 2:
Psychological Aspects of Change

Exploring human behavior during transitions.
Techniques for overcoming resistance to change.
Building trust and psychological safety.
Addressing emotional responses to uncertainty.


Day 3:
Communication and Stakeholder Engagement

Crafting compelling messages for different audiences.
Developing multi-channel communication strategies.
Engaging stakeholders through influence and collaboration.
Managing conflicts arising from miscommunication.


Day 4:
Implementation and Monitoring

Creating action plans for executing change initiatives.
Measuring progress using KPIs and metrics.
Adjusting strategies based on feedback loops.
Ensuring compliance with legal and ethical standards.


Day 5:
Sustaining Change and Continuous Improvement

Reinforcing new behaviors and practices.
Celebrating milestones and recognizing contributions.
Conducting post-change evaluations.
Preparing for future transformations.

Part 4 / 5

HR Analytics and Metrics

Day 1: Introduction to HR Analytics and Data-Driven Decision Making

Understanding the concept and importance of HR Analytics
Overview of the HR analytics process: From data collection to reporting
Introduction to key HR metrics: Recruitment, retention, performance, and engagement
How to align HR metrics with business strategy

Day 2: Collecting and Managing HR Data

Identifying the right sources of HR data: Internal and external sources
Best practices for data collection: Surveys, employee databases, performance records
Data cleaning and preparation: Ensuring accuracy and consistency
HR Information Systems (HRIS) and their role in data management

Day 3: Analyzing and Interpreting HR Data

Basic statistical techniques used in HR analytics
Tools and software for analyzing HR data (e.g., Excel, Tableau, Power BI)
How to interpret HR metrics and trends
Case study: Analyzing turnover and retention data

Day 4: Predictive Analytics in HR

Introduction to predictive analytics and its role in HR decision-making
Forecasting future HR trends: Talent acquisition, workforce planning, and performance
Using regression models to predict employee behavior and performance
Case study: Applying predictive analytics for talent management

Day 5: Reporting and Implementing HR Analytics

Creating clear and impactful reports for HR metrics and analytics
Communicating insights to senior leadership: Data visualization and storytelling
Ethical considerations in HR data and analytics
Course wrap-up: Action planning and applying HR analytics to real-world scenarios

Executive Diploma Thesis

Final Paper: 4,500 - 5,000 Words