Executive Mini Master in Strategic HR and Talent Management

Course Dates :

08/12/25

23/01/26

Course ID:

251208001003573LUI

Course Fees GBP:

£31,586.98

Course Category:

Executive Mini Masters

Leadership, Human resources (HR)

Course Certified By:

* LondonUni
For Executive Management Training

* Executive Mini Masters Certificate

Leading to
Executive Masters Certificate

Certification Will Be Issued From :

United Kingdom

Please Note : Your £250.00 Deposit will be deducted from the total invoice Amount.
To commence the registration process for your training course, please follow the link provided and proceed with; Upon successful payment, we will promptly contact you to finalize your enrollment and issue a confirmation of your guaranteed placement.

Course Information

Introduction

The Executive Mini Master in Strategic HR and Talent Management is a specialized program designed to equip professionals with the essential knowledge and skills required to lead HR strategies in complex and dynamic business environments. This program delves into advanced methodologies and tools, enabling participants to develop strategies that align human resources with organizational goals while fostering a culture of continuous improvement and innovation. By addressing contemporary challenges in HR management, participants will be empowered to create impactful strategies for talent acquisition, development, and retention.

Participants will explore cutting-edge HR practices, including strategic management, advanced analytics, legal compliance, and employee engagement. The program emphasizes practical applications, providing learners with actionable insights to navigate the complexities of modern workforce management effectively. Through interactive sessions and hands-on learning, participants will gain both theoretical knowledge and practical skills, making them invaluable assets to their organizations.

This program also underscores the significance of aligning HR functions with broader organizational objectives. By integrating analytics, compliance, and strategic planning, participants will learn to drive business results through effective talent management. Each module is carefully crafted to address the most pressing HR issues, offering participants a comprehensive toolkit for success.

To ensure an immersive and practical learning experience, this program combines interactive lectures, real-world case studies, and collaborative projects. Participants will not only gain a strong foundation in HR principles but also acquire insights into emerging trends, enabling them to stay ahead in a competitive landscape.

The course culminates in a final thesis, where participants will apply their knowledge to a comprehensive project that addresses a real-world HR challenge. This capstone project is a unique opportunity for learners to demonstrate their ability to design and implement strategic HR initiatives.

With its focus on developing strategic thinkers and change-makers in HR, this program is ideal for professionals looking to advance their careers, build robust HR systems, and drive sustainable growth within their organizations.

Course Structure

The Executive Mini Master in Strategic HR and Talent Management is structured to provide a blend of theoretical and practical learning. The course spans 30 days of intensive training, followed by 5 days dedicated to preparing a thesis ranging between 15,000–20,000 words.
Core Modules:

Learning and Development Programs
Explore the design, implementation, and evaluation of programs that enhance employee skills and organizational capabilities.

Employee Engagement and Retention
Examine strategies to foster a motivated and committed workforce while minimizing turnover.

Talent Acquisition and Recruitment Strategies
Learn innovative methods to attract and select top talent, aligning recruitment efforts with organizational goals.

Legal Compliance and Labor Law Updates
Understand critical labor laws and compliance requirements to ensure organizational integrity and reduce legal risks.

Strategic Human Resource Management
Gain insights into aligning HR strategies with broader business objectives to drive organizational success.

HR Analytics and Metrics
Discover how to leverage data and analytics to inform decision-making and demonstrate HR’s impact on business outcomes.

The structured curriculum ensures a holistic understanding of strategic HR and talent management, preparing participants to tackle modern HR challenges effectively.

Conclusion

The Executive Mini Master in Strategic HR and Talent Management is a transformative program that prepares participants to redefine the HR function within their organizations. By focusing on strategic alignment, data-driven decision-making, and talent optimization, this course ensures participants are equipped to meet the demands of a rapidly evolving workplace.

Completing this program will enable professionals to emerge as leaders who can design and implement innovative HR solutions. The final thesis project will not only consolidate their learning but also provide a platform to showcase their expertise in addressing real-world HR challenges.

This program is ideal for those committed to driving innovation and excellence in HR practices while achieving sustainable business growth.

Objectives

The objectives are:

To develop strategic HR leaders capable of aligning human resource functions with organizational goals.
To equip participants with tools and methodologies for effective talent acquisition, engagement, and retention.
To provide insights into the latest trends and practices in learning and development.
To enhance understanding of legal compliance and labor law requirements.
To enable participants to utilize HR analytics for informed decision-making and strategic planning.
To foster critical thinking and problem-solving skills through a comprehensive thesis project.

Who Should Attend?

This course aims at:

HR professionals aspiring to transition into strategic roles.
Senior managers and executives responsible for talent management and organizational development.
Business leaders seeking to integrate HR strategies with broader corporate objectives.
Professionals in recruitment, training, and employee engagement roles looking to enhance their strategic competencies.
Individuals preparing for leadership pos

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

The 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

Please Note : Your £250.00 Deposit will be deducted from the total invoice Amount.
To commence the registration process for your training course, please follow the link provided and proceed with; Upon successful payment, we will promptly contact you to finalize your enrollment and issue a confirmation of your guaranteed placement.

Part 2 / 7

Employee Engagement and Retention

Day 1: Foundations of Employee Engagement

Understanding Employee Engagement: Concepts and Importance
Key Drivers of Engagement in the Workplace
The Role of Leadership in Shaping Engagement
Identifying Barriers to Engagement

Day 2: Strategies for Building Engagement

Designing an Inclusive and Collaborative Work Culture
The Power of Recognition and Rewards in Engagement
Leveraging Technology for Better Engagement Practices
Enhancing Communication Across Teams

Day 3: Retention Techniques and Practices

Identifying Causes of Employee Turnover
Developing Comprehensive Retention Strategies
Implementing Career Development and Growth Opportunities
Addressing Work-Life Balance Challenges

Day 4: Measuring and Analyzing Engagement

Tools and Methods for Measuring Engagement Levels
Conducting Effective Employee Surveys
Analyzing Engagement Data to Drive Decisions
Creating Action Plans Based on Feedback

Day 5: Sustaining Engagement and Retention

Embedding Engagement in Organizational Policies
Training Leaders to Support Engagement and Retention Efforts
Building a Resilient Workforce for Future Challenges
Case Studies: Successful Engagement and Retention Strategies

Part 3 / 7

Talent Acquisition and Recruitment Strategies

Day 1:
Fundamentals of Talent Acquisition and Workforce Planning

Understanding the talent acquisition lifecycle and its impact on business performance.
Aligning recruitment strategies with organizational goals and workforce planning.
Conducting job market analysis and competitor benchmarking for strategic hiring.
Employer branding strategies to attract top-tier candidates.

Day 2:
Sourcing, Screening, and Selection Techniques

Identifying and leveraging multiple sourcing channels (job portals, referrals, social media, etc.).
Utilizing AI-driven tools and automation in candidate sourcing and screening.
Designing effective competency-based and behavioral interview frameworks.
Avoiding unconscious bias and ensuring diversity and inclusion in hiring.

Day 3:
Recruitment Analytics and Candidate Assessment

Using recruitment metrics to measure hiring effectiveness and improve decision-making.
Implementing data-driven approaches for predictive hiring and workforce planning.
Designing and conducting technical and psychometric assessments for candidate evaluation.
Ensuring compliance with legal and ethical recruitment standards.

Day 4:
Enhancing Candidate Experience and Employer Branding

Strategies for optimizing the candidate journey from application to onboarding.
Effective communication and engagement techniques to improve candidate experience.
Leveraging social media and digital platforms to strengthen employer branding.
Addressing challenges in remote and global talent acquisition.

Day 5:
Strategic Talent Retention and Future Trends in Recruitment

Developing retention strategies to reduce turnover and improve employee satisfaction.
Implementing succession planning and internal talent development programs.
Exploring the impact of AI, automation, and emerging technologies on recruitment.
Final case study: Designing a comprehensive talent acquisition strategy for a real-world scenario.

Part 4 / 7

Legal Compliance and Labor Law Updates

Day 1:
Introduction to Labor Law and Legal Compliance Principles

Overview of Labor Law and Employment Regulations
Historical Evolution and Key Milestones in Labor Law
Core Principles of Legal Compliance and Ethical Standards
Understanding the Role of HR in Legal Compliance Management

Day 2:
Key Legal Updates and Regulatory Changes

National and International Labor Law Updates: Current Trends
Recent Changes in Wage and Hour Laws: Minimum Wage, Overtime, and Benefits
Anti-Discrimination and Equal Employment Opportunity Legislation
Labor Law Reforms in the Context of Globalization and Technological Advancements

Day 3:
Practical Applications of Labor Law and Compliance Mechanisms

Developing and Implementing Internal Policies for Legal Compliance
Risk Management and Mitigation Strategies for Non-Compliance
Labor Law Audits: Tools and Best Practices for Monitoring Compliance
Documenting and Reporting Compliance: What You Need to Know

Day 4:
Employee Rights and Benefits Under Labor Law

Health and Safety Regulations in the Workplace
Employee Benefits: Paid Leave, Retirement Plans, and Other Protections
Employee Privacy and Data Protection Laws
Handling Employee Grievances and Disputes: A Legal Perspective

Day 5:
Labor Law Challenges and Future Outlook

Emerging Issues: Gig Economy, Remote Work, and Worker Classification
Navigating Legal Challenges and Handling Disputes Effectively
Preparing for Future Changes: Proactive Legal Compliance Strategies
Final Review and Creating a Personalized Compliance Action Plan

Part 5 / 7

Strategic Human Resource Management

Part 6 / 7

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 Mini Masters
Thesis

15,000 - 20,000 Words

Please Note : Your £250.00 Deposit will be deducted from the total invoice Amount.
To commence the registration process for your training course, please follow the link provided and proceed with; Upon successful payment, we will promptly contact you to finalize your enrollment and issue a confirmation of your guaranteed placement.