Overview
This advanced course examines the strategic contribution of human resource management to organizational performance, sustainability, resilience, and competitive advantage. Students evaluate strategic alignment, human capital strategy, environmental scanning, workforce planning, HR operating models, organizational design, culture, change management, employee experience, leadership pipelines, talent risk, analytics, digital transformation, globalization, sustainability, and the future of work.
Emphasis is placed on evidence-based HR, strategic metrics, workforce dashboards, return-on-investment analysis, scenario planning, stakeholder management, and ethical governance. A capstone case, strategic HR audit, or consulting project integrates recruitment, development, performance, rewards, employee relations, and organizational effectiveness, culminating in executive-level recommendations and an implementation plan.
Learning Outcomes
- Diagnose organizational and workforce challenges using strategic HR frameworks, environmental analysis, and relevant organizational data.
- Formulate an integrated human resource strategy aligned with business models, organizational objectives, and stakeholder expectations.
- Evaluate HR operating models, organizational designs, cultures, and employee experiences in relation to effectiveness and sustainability.
- Select and justify meaningful strategic HR key performance indicators, dashboards, and return-on-investment measures.
- Develop workforce plans and scenario analyses that address technological, demographic, economic, regulatory, and societal change.
- Assess talent, workforce, implementation, ethical, and governance risks and recommend appropriate mitigation strategies.
- Design change management and implementation plans that support adoption, accountability, and measurable organizational outcomes.
- Synthesize evidence from recruitment, development, performance, rewards, employee relations, and organizational effectiveness into a strategic HR audit or consulting recommendation.
- Communicate strategic HR analyses and recommendations persuasively to executive and stakeholder audiences.
Timetable
| Type | Length | Frequency | Period |
|---|---|---|---|
| Lecture | 2 hours | Weekly | All semester |
| Tutorial | 1 hour | Weekly | All semester |
| Workshop | 2 hours | Fortnightly | All semester |
| Seminar | 2 hours | Fortnightly | Second term |
Assessment Schedule
| Type | Description | Weighting |
|---|---|---|
| Assignment | Strategic HR environmental and organizational analysis | 20.00% |
| Assignment | Workforce dashboard and KPI analysis | 15.00% |
| Test | Strategic HR concepts and applied analysis test | 15.00% |
| Assignment | Change, implementation, and risk management plan | 15.00% |
| Capstone | Strategic HR audit or consulting project and executive presentation | 35.00% |
Prerequisites
- HRMG301 Talent Acquisition and Development
- Requirement Advanced standing in business, management, human resource management, or a related discipline.
Teaching Staff & Programs
This course is delivered jointly by faculty from the participating programs listed below. In line with the Douchewater Way, the University of Sexology tailors core instruction directly to each cohort's specific discipline — adapting curriculum to program needs rather than forcing students into a one-size-fits-all model. Learn more about our approach at The Douchewater Way.