Align aligning HR strategy with objectives with the wider objectives of the workforce rather than optimising it in isolation.
Linking Human Resources Strategy to Organisational Objectives
A structured, applied course in aligning HR strategy with objectives — designed to be used the week you return.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about aligning HR strategy with objectives begin as a conversation that was handled badly. A process for strategy with objectives that managers quietly work around has already failed. Participants finish able to explain this strand of people management and development to a non-specialist audience without losing precision. It establishes a shared vocabulary for aligning HR strategy with objectives so that teams can disagree productively about it. The teaching approach is deliberately practical: participants build a people policy for the wider people management and development agenda as they go. The material serves both public bodies and commercial organisations dealing with strategy with objectives. Benchmarking exercises repeatedly place aligning HR strategy with objectives among the areas with the widest performance spread. Ambition around strategy with objectives outruns capacity unless the sequencing is deliberate. The closing exercise tests whether the participant's plan for this part of people management and development survives a hostile question.
Expected Learning Outcomes
Equip managers to hold the difficult conversations strategy with objectives requires.
Communicate the purpose of aligning HR strategy with objectives to those who have to comply with it.
Handle exceptions to strategy with objectives consistently and document the reasoning.
Define the scope and boundaries of aligning HR strategy with objectives so that responsibility for it is unambiguous.
Align strategy with objectives with the organisation's workforce plan rather than treating it in isolation.
Pilot changes to aligning HR strategy with objectives before rolling them out organisation-wide.
Who Should Attend
Human resources managers and business partners responsible for aligning HR strategy with objectives.
Senior leaders accountable for the culture strategy with objectives produces.
Talent and organisational development specialists working on aligning HR strategy with objectives.
Employee relations specialists handling cases arising from strategy with objectives.
Those responsible for briefing external stakeholders on aligning HR strategy with objectives.
Project and programme managers whose delivery depends on strategy with objectives.
Course Modules
Aligning HR strategy with objectives: capability across the management line
2 sessions · 8 pointsSession 1What your existing data already says about aligning HR strategy with objectives
- Plan succession for roles most exposed to aligning HR strategy with objectives.
- Record what was learned when strategy with objectives did not go as planned.
- Decide what will be stopped to create capacity for aligning HR strategy with objectives.
- Map the handovers in strategy with objectives between functions and secure them.
Session 2Applying strategy with objectives consistently to the person you like least
- Check that aligning HR strategy with objectives still works when volumes rise unexpectedly.
- Set out the decisions in strategy with objectives that require sign-off and by whom.
- Confirm that contractual obligations around aligning HR strategy with objectives are understood.
- Identify the data the organisation already holds that bears on strategy with objectives.
Strategy with objectives: evidence, data and honest measurement
2 sessions · 8 pointsSession 1The cost of strategy with objectives and how to present it
- Remove steps in aligning HR strategy with objectives that add effort without adding assurance.
- Build the internal briefing that explains strategy with objectives to those affected.
- Set escalation thresholds for aligning HR strategy with objectives that work out of hours.
- Check that strategy with objectives complies with current labour regulation in every location.
Session 2Explaining strategy with objectives so people believe it
- Draft the minimum viable people policy for aligning HR strategy with objectives.
- Set the review interval for strategy with objectives and who attends.
- Script the difficult conversation aligning HR strategy with objectives requires and rehearse it.
- Estimate the cost of strategy with objectives and the cost of leaving it unchanged.
Strategy with objectives: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Testing strategy with objectives before relying on it
- Measure the effect of aligning HR strategy with objectives on retention and performance, not activity.
- Design the communication for strategy with objectives around the questions people will actually ask.
- Identify where judgement in aligning HR strategy with objectives is legitimate and where it is not.
- Write down the assumptions underpinning the approach to strategy with objectives.
Session 2Keeping aligning HR strategy with objectives alive after the initial push
- Test the policy on aligning HR strategy with objectives against three real cases from the past year.
- Set the consistency check that catches uneven application of strategy with objectives.
- Build the competence framework that supports aligning HR strategy with objectives.
- State the purpose of strategy with objectives in one sentence a new manager would understand.
Strategy with objectives: review, learning and adjustment
2 sessions · 8 pointsSession 1Writing a policy on strategy with objectives a line manager can actually use
- Review aligning HR strategy with objectives for unintended equity effects across groups.
- Establish who is informed, consulted and accountable in strategy with objectives.
- Set the annual review point for aligning HR strategy with objectives and who attends.
- Build the appeals route for strategy with objectives and publish it.
Session 2Building manager capability in strategy with objectives rather than owning it centrally
- Confirm records relating to aligning HR strategy with objectives meet retention and privacy rules.
- Compare intended and actual outcomes of strategy with objectives honestly.
- Define who decides on aligning HR strategy with objectives and who may only recommend.
- Establish what evidence demonstrates strategy with objectives is under control.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.