Advanced Human Resource Management Strategies

via Coursera

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Provider

Coursera
Pricing

Paid Course
Languages

English
Certificate

Certificate Available
Effort

9 weeks, 1 hour a week
Sessions

Self-Paced
Level

Beginner
Subtitles

English

Found in

Overview

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A smarter way to learn with interactive, real-time conversations that help you test your knowledge, challenge assumptions, and deepen your understanding as you progress through the course. Explore advanced principles of Human Resource Management (HRM) and their impact on organizational success. From historical foundations to modern practices, the course highlights HRM’s strategic role in driving performance. Learn practical skills to manage talent, navigate regulatory changes, and implement ethical HR practices across different organizational contexts. Gain insights to improve recruitment, employee engagement, and HR strategy. The course combines theory with real-world applications, including big data analytics, HR technology, and global HRM trends, enabling you to balance innovation with evidence-based practices. Ideal for HR professionals, managers, and business leaders seeking to expand strategic HR expertise. Familiarity with basic HR concepts is beneficial but not required. By the end of the course, you will be able to analyze HRM challenges, design effective strategies for diverse settings, and apply emerging trends to optimize workforce performance. This course is part four of a three-course Specialization designed to provide a comprehensive learning pathway in this subject area. While it delivers standalone value and practical skills, learners seeking a more integrated and in-depth progression may benefit from completing the full Specialization. This Specialization is based on the book, The SAGE Handbook of Human Resource Management, by Adrian Wilkinson, Nicolas Bacon, Scott Snell, and David Lepak Copyright ©2019 by Sage Publications Limited. All rights reserved, including rights for text and data mining and training of artificial technologies or similar technologies. Published by Sage Publications Limited, London. Used by arrangement with Sage Publications Limited.

Syllabus

Strategic HRM: Where Do We Go from Here?

This module explores how strategic human resource management (HRM) influences organizational outcomes by examining key frameworks such as the AMO model and the resource-based view (RBV). Learners will investigate the mechanisms linking HRM practices to performance, the importance of contextual factors, and the implementation of differentiated HRM systems. By the end, participants will understand how to align HRM strategies with organizational goals for maximum impact.

Human Resource Management in Developing Countries

This module explores the unique challenges and opportunities of human resource management in developing countries, emphasizing the impact of globalization, technology, and cultural diversity. Learners will examine how institutional and economic factors shape HRM strategies and practices, and analyze key issues such as talent shortages and the role of premium cities.

HRM and National Economic Performance

This module explores how human resource management (HRM) practices impact national economic performance by shaping productivity, innovation, and knowledge transfer. Learners will examine key concepts such as the division of labour, organisational efficiency, and the role of international HRM. The module also reviews evidence linking strategic HRM to improved economic outcomes.

Human Resource Management and the Resource-Based View

This module explores how the Resource-Based View (RBV) framework applies to human resource management, emphasizing the strategic value of human capital and HR practices in achieving competitive advantage. Learners will examine both the strengths and critiques of RBV, as well as alternative perspectives and implications for future HR research.

Big Data and Human Resource Management

This module explores how Big Data is reshaping human resource management by enabling evidence-based decision-making and workforce analytics. Learners will discover both the opportunities and challenges presented by the influx of data, and develop skills to align analytics with business strategy. Key topics include data quality, analytical competencies, and translating business problems into actionable workforce questions.

Human Resources and Ethics Management: Partners in (Reducing) Crime

This module explores how human resources practices can be leveraged to promote ethical behavior and reduce misconduct within organizations. Learners will examine recruitment, performance management, training, and employee voice as key HR strategies for fostering ethical cultures. Practical approaches for aligning HR policies with ethical standards are discussed throughout.

HRM in Small Firms: Balancing Informality and Formality

This module explores how human resource management (HRM) practices in small firms are shaped by factors such as size, ownership, sector, and growth orientation. Learners will examine the balance between informal and formal HR approaches, the diversity of management processes, and the influence of employee expectations. By the end, you will understand the unique challenges and opportunities of HRM in small business contexts.

HRM in Multinational Companies

This module explores the unique human resource management (HRM) challenges faced by multinational companies, including the balance between standardization and localization, the transfer of HRM practices across borders, and the role of HR in facilitating knowledge transfer. Learners will also examine key theoretical perspectives and methodological approaches used in HRM research within MNCs.

Human Resource Management in the Public Sector: New Public Management, Responsive

This module explores the evolution of human resource management in the public sector, focusing on the influence of New Public Management reforms, traditional administrative models, and the impact of economic crises and austerity measures. Learners will gain insights into the challenges and consequences of HRM reforms, including decentralization, performance management, and flexible service delivery.