What does strategic human resource management focus on?

Strategic HRM aligns people policies, talent, and workforce capabilities with an organization’s long-term business goals.

How does the People Capability Maturity Model (People CMM) help organizations?

People CMM provides a framework for improving workforce practices, developing employee competencies, and building organizational capability.

What is the role of HR in supporting remote employees during a crisis?

HR helps sustain communication, employee assistance, psychological well-being, trust, and effective remote-work practices.

Free Course Image Advances in Strategic Human Resources

Free online course Advances in Strategic Human Resources

Duration of the online course: 9 hours and 11 minutes

4.9

(16)

Lead people strategy with confidence in this free online HR course—master talent, remote teams, diversity and modern HR metrics to earn a career-boosting certificate.

In this free course, learn about

Evolution of HR function and how HR’s role shifted from admin to strategic partner
Strategic HRM nature: aligning HR practices with business strategy and mission statements
Impact of the Hawthorne Experiment on modern HRM and employee-centric management
HR deliverables in strategic management and how HR effectiveness is measured
Competence Maturity Model & People CMM: developing organizational and people capabilities
Organizational healing: HR’s role in crisis response, recovery, and resilience building
Managing remote teams: expectations, practices, and sustaining productivity during pandemics
Restoring employees’ social/psychological well-being; Employee Assistance Programs (EAPs)
Talent management fundamentals: performance drivers and identifying critical talent segments
Using the Potential Matrix and Pareto principle (top 20%) to prioritize talent actions
HR digitization for talent management and benefits of digital HR processes
Positive employee relations and positive work practices that strengthen engagement and trust
Humanistic Management model vs economic view; linking values to HR processes
Diversity & inclusion foundations and organizational impacts of a diverse, inclusive workplace

About the free online course

Modern organizations expect HR to do far more than administer policies. HR is now a strategic partner that shapes performance, culture, resilience and long-term value. This free online course helps you build that strategic lens by connecting core HR foundations with contemporary priorities such as digital transformation, talent decision-making, well-being at work and inclusive practices. Whether you are an HR professional, a people manager, or a business student aiming to strengthen your employability, you will learn to align people initiatives with organizational direction and measurable outcomes.

You will start by understanding how the HR function evolved and why that history matters for the way organizations are managed today. You will relate HR’s mission to business strategy, clarify what effective HR deliverables look like in a strategic management context, and explore practical ways to evaluate HR’s effectiveness. Rather than treating HR as a set of disconnected activities, the course emphasizes how strategy, systems and capabilities fit together to create sustainable results. You will also examine maturity models that help organizations systematically improve people practices, moving from ad-hoc approaches toward consistent, high-impact standards.

The course then turns to challenges that define the current workplace. You will explore how HR supports organizational healing during disruption, what it takes to keep remote teams productive, and how to restore social and psychological well-being when work patterns change. Along the way, you will consider the role of employee support mechanisms and the conditions that help people stay engaged, connected and effective, especially under uncertainty.

Building on this, you will develop a clear view of talent management as a strategic discipline. You will think in terms of performance drivers, identify how to differentiate and develop potential, and understand why a small group of top talent can disproportionately influence results. You will also learn how HR digitization strengthens talent management by improving speed, transparency and decision quality, while freeing time for higher-value work.

Finally, the course focuses on creating healthy, high-trust workplaces. You will examine positive employee relations, humanistic approaches to management, and the HR processes that build credibility and commitment. You will also look at diversity and inclusion as drivers of organizational strength, not just compliance. By the end, you will be prepared to speak the language of strategy, design people practices that fit real business needs, and make HR contributions visible through outcomes that matter.

Course content

Video class: Course Introduction - Advances in Strategic Human Resource Management (HRM) 03m
Exercise: What is the focus of the course on advances in strategic Human Resource Management mentioned in the transcript?
Video class: Week 1 : Lecture 1A : The Evolution and Role of HR Function 17m
Exercise: What significant role did the Hawthorne Experiment play in the development of Human Resource Management?
Video class: Week 1 : Lecture 1B : Evolution and Nature of Strategic Human Resource Management 18m
Exercise: What is a mission statement?
Video class: Week 1 : Lecture 1C : Contributions of and Trends in HR Function 12m
Exercise: What are the key deliverables of the HR function as discussed in the context of strategic management?
Video class: Week 1 : Lecture 1D : Measuring Effectiveness of HR Function 15m
Exercise: Which of the following is a primary concern of HR managers in strategic human resource management?
Video class: Week 1 : Lecture 1E : Competence Maturity Model and People Competence Maturity Model 13m
Exercise: What does the People CMM framework focus on?

Video class: Week 1 : Lecture 2A : Organizational Healing: An Introduction 22m
Exercise: What is the main role of HR in organizational healing during a crisis?
Video class: Week 1 : Lecture 2B : Working with Remote Teams 11m
Exercise: What is one of the key expectations from organizations for remote teams during the pandemic?
Video class: Week 1 : Lecture 2C : Restoring Social and Psychological Well-being 03m
Exercise: What is a crucial step for HR to ensure remote teams remain effective during the pandemic?
Video class: Week 1 : Lecture 2D : Employee Assistance Program 03m
Exercise: What is essential for restoring social well-being according to the discussed approach?
Video class: Week 1 : Lecture 3A : Talent Management: An Introduction 14m
Exercise: What are the three factors affecting performance in Talent Management?
Video class: Week 1 : Lecture 3B : Potential Matrix: A Tool for Talent Management 13m
Exercise: What percentage of top talent contributes to organizational success according to Pareto law?
Video class: Week 1 : Lecture 3C : HR Digitization for Talent Management 12m
Exercise: What is one key benefit of digitized HR processes?

Video class: Week 2 : Lecture 4A : Positive Employee Relation: The Introduction 10m
Exercise: What is a key indicator of positive employee-employer relationships?
Video class: Week 2 : Lecture 4B : Positive Work Practices in Organization 15m
Exercise: What are the six positive practices identified in the study?
Video class: Week 2 : Lecture 4C : Humanistic Management Model 19m
Exercise: What is the focus of Humanistic Management compared to traditional economic views?
Video class: Week 2 : Lecture 4D : Link of Humanistic Model and HR Processes 14m
Exercise: What component is crucial for building trust between employees and the organization?
Video class: Week 2 : Lecture 4E : Process to make organization great place to work 15m
Exercise: Which strategy contributes to building a great workplace environment?

Video class: Week 2 : Lecture 5A : Diversity Management: The Introduction 18m
Exercise: What is the core of diversity at the workplace according to the transcript?
Video class: Week 2 : Lecture 5B : Significance of a Diverse and Inclusive Workplace 08m
Exercise: What impact does diversity have on organizations according to the transcript?
Video class: Week 2 : Lecture 5C : Significance of a Diverse and Inclusive Workplace 10m
Exercise: What is an example of strategic diversity management?
Video class: Week 2 : Lecture 5D : Biases in Organization and Ways of their Resolution 19m
Exercise: What is the first step in effective diversity management according to the discussion?

Video class: Week 2 : Lecture 6A : Intergenerational Relationships in Organization: The Introduction 09m
Exercise: Why is it important to study intergenerational relationships in organizations?
Video class: Week 2 : Lecture 6B : Classifications of Generations at Workforce 10m
Exercise: Which generation is known for their entrepreneurial spirit and exposure to mass layoffs?
Video class: Week 2 : Lecture 6C : Types and Attributes of Generations at Workplace 10m
Exercise: Which Indian generation is characterized by a strong service orientation and sensitivity to feedback?
Video class: Week 2 : Lecture 6D : Ways of Synergizing Across Generations 13m
Exercise: What is a notable characteristic of Generation Y (Millennials) in the workplace?
Video class: Week 2 : Lecture 6E : Ways of enhancing Intergeneration Synergy 11m
Exercise: Which organization utilizes mentoring circles to help onboard new employees?

Video class: Week 3 : Lecture 7A : Strategic Human Resource Management in MSMEs 16m
Exercise: What is a key HRM challenge for small firms according to the Greiner's model?
Video class: Week 3 : Lecture 7B : Features of Human Resource Management (HRM) in Family Owned Businesses 19m
Exercise: Why should small firms take HRM seriously?
Video class: Week 3 : Lecture 7C : Challenges and IT based Tools for HRM in small firms 08m
Exercise: Which HR tool is specifically mentioned as an excellent administrative tool for small firms?
Video class: Week 3 : Lecture 7D : New Labour Codes in India 12m
Exercise: What is a key wage-related reform in the new labor codes?

Video class: Week 3 : Lecture 8A : Intergenerational Relationships in Organization: The Introduction 16m
Exercise: What is a key characteristic of firms in the gig economy?
Video class: Week 3 : Lecture 8B : Classifications of Generations at Workforce 12m
Exercise: Which type of platform firm requires the most active HRM involvement?
Video class: Week 3 : Lecture 8C : Types and Attributes of Generations at Workplace 05m
Exercise: What is the purpose of the ecosystem perspective in HRM within gig economy firms?
Video class: Week 3 : Lecture 8D : Ways of Synergizing Across Generations 22m
Exercise: What plays a core role in HR functions for gig economy firms?

Video class: Week 4 : Lecture 9A : Role and Challenges of Sustainable HRM 10m
Exercise: What is the role of Human Resource Management in corporate sustainability?
Video class: Week4: Lecture 9B: Contribution of HRM in Corporate Sustainability 22m
Exercise: Why should Human Resource Management (HRM) integrate Corporate Sustainability (CS) and Corporate Social Responsibility (CSR)?
Video class: Week4: Lecture9C:Ways to integrate Corporate Sustainability 18m
Exercise: How can CSR be effectively integrated into talent management in HRM?

Video class: Week 4 : Lecture 10A : Important HR Metrics and Ratios in HRM Function 12m
Exercise: What is the main purpose of HR Analytics?
Video class: Week 4 : Lecture 10B : HR Analytics explained through Case Examples 09m
Exercise: How can HR analytics impact business performance?
Video class: Week 4 : Lecture 10C : Tools for Effective Decision Making and Factors for Success in Future at Work 13m
Exercise: What is the first step in using HR analytics effectively according to the schema suggested in the text?

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