Set standards on strategic human resource management and apply them consistently regardless of who is involved.
Strategic Human Resource Management and Talent Development
Build a working method for strategic human resource management that stands up to scrutiny and survives daily pressure.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The hardest part of strategic human resource management is rarely deciding — it is holding the decision when it becomes unpopular. Most failures in resource management trace back to a conversation someone avoided having. Participants leave with a method for the wider organisational leadership agenda, not a set of opinions about it. Improvement in strategic human resource management stalls when it depends on one capable individual rather than a defined method. Participants take away a working set of documents supporting this part of organisational leadership, ready to be adapted internally. Participants come from operational and oversight roles, and both perspectives on resource management are used deliberately. Each session closes with a decision the participant must justify about strategic human resource management in their own setting. Practitioner evidence points the same way: resource management improves fastest where responsibility for it is named and owned. Participants finish with a short, specific brief on the organisational leadership discipline ready to put in front of a decision maker.
Expected Learning Outcomes
Diagnose whether a problem in resource management is one of design, resourcing or discipline.
Build the internal capability for strategic human resource management rather than depending on external support indefinitely.
Establish what evidence would demonstrate that resource management is under control.
Translate strategic human resource management into objectives each person can see themselves in.
Delegate responsibility for resource management without losing sight of the outcome.
Judge when to escalate strategic human resource management and when to absorb it.
Who Should Attend
Human resources partners advising leaders on strategic human resource management.
Specialists advising senior management on resource management.
Founders and owner-managers formalising strategic human resource management as the organisation grows.
Officers preparing reports on resource management for boards or oversight committees.
Consultants coaching leadership teams on strategic human resource management.
Department heads and senior managers accountable for resource management.
Course Modules
Strategic human resource management: setting direction people can act on
2 sessions · 8 pointsSession 1What has to be agreed before work on strategic human resource management starts
- Estimate the resource strategic human resource management requires to run as designed.
- Check that resource management still works when volumes rise unexpectedly.
- Arrange the handover of strategic human resource management so capability survives staff changes.
- State the outcome expected from resource management in a single sentence anyone can repeat.
Session 2Moving resource management through people who do not report to you
- Set the review interval for strategic human resource management and who attends.
- Identify your successor for resource management and the gap they need to close.
- Set out the decisions in strategic human resource management that require sign-off and by whom.
- Identify where judgement in resource management is legitimate and where it is not.
Resource management: deciding under pressure and incomplete information
2 sessions · 8 pointsSession 1The decisions in resource management that cannot be delegated
- Close out actions on strategic human resource management rather than leaving them open indefinitely.
- Prepare the response for the most likely failure in resource management.
- Establish the boundary of strategic human resource management and record what sits outside it.
- Review a past decision on resource management and state honestly what you would change.
Session 2Delegating resource management without abandoning it
- Identify the conversation about strategic human resource management you have been postponing, and schedule it.
- Agree the smallest change to resource management that would be visibly useful.
- Set the review point at which strategic human resource management will be reconsidered.
- Prepare how you will respond when resource management is challenged publicly.
Resource management: delegation, trust and accountability
2 sessions · 8 pointsSession 1The meeting that finally unblocks resource management
- Test whether the team can explain strategic human resource management in their own words.
- Confirm that contractual obligations around resource management are understood.
- Give one piece of specific feedback on strategic human resource management within the week.
- Test the procedure for resource management against a realistic scenario.
Session 2Reading the room before proposing strategic human resource management
- Agree the indicators that will show whether strategic human resource management is improving.
- Set escalation thresholds for resource management that work out of hours.
- Confirm that the people affected by strategic human resource management heard it from you first.
- Plan the sequence in which improvements to resource management will be introduced.
Resource management: performance, standards and consistency
2 sessions · 8 pointsSession 1Recovering after a visible mistake on resource management
- Decide the point at which you would escalate strategic human resource management.
- Name the person accountable for each part of resource management, not the committee.
- Ask the team what they think is wrong with the plan for strategic human resource management.
- Write down the reasoning behind your position on resource management.
Session 2Closing out resource management and capturing what was learned
- Decide what will be stopped to create capacity for strategic human resource management.
- Identify which function can quietly block resource management and address it directly.
- Agree the standard on strategic human resource management and confirm it applies to everyone.
- Decide what you will delegate on resource management and what you will not, and say why.
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.