The Executive Master Class in Human Resource Management (EMC HRM) starts with 4 core modules that are designed to give you an excellent HR learning experience and get you working productively with your fellow participants and faculty.
MODULE 1: Strategic HRM
The greatest challenge for HRM is to align HR policy, tools and initiatives with the organisation’s strategic objectives in order to speed fulfilment of those objectives. This is where HR can define its added value.
To be able to reach this goal, it is essential for an HR professional to know how organisations are structured and managed. You will be confronted with the following topics:
- Types of organisations and organisational design
- 'HR shared services' and outsourcing
- HR metrics: how do they add to the realisation of your business goals?
Economic, social, demographic and organisational changes each have their own impact on HR’s role in an organisation. In this module, we touch upon a number of fundamental HR models that shape the HR function of today and tomorrow.
- Social-economic challenges
- The labour market today in Belgium and Europe
- Current and future employees
- Future HR policies
We discuss e-HRM and how technology can be used to translate your business strategy.
In between MODULE 1 and 2: Webinar on Learning and Development
During this webinar, we will discuss ten tendencies in Learning and Development. We will also introduce the preparations for the L&D workshop in module 2.
MODULE 2: Talent and Career Management
To attract talent with the right competencies and attitudes – to have ‘the right people at the right place’ – is still a fundamental objective for you as an HR professional.
During this module, we place the recruitment and selection process within a strategic organisational perspective, starting with a job opening and ending with a new hire.
- Selection techniques
- How attractive are you as an employer today?
- Internal and external employer branding as a recruitment tool
- New recruitment media
Once you have them on board, you need to give good employees the opportunity to grow. This means that you need a career management system that matches the needs of the employees with the needs of the organisation:
- Career self-management: understanding your employees’ individual professional needs
- Career systems: high potentials, retention management, succession planning, …
To develop, coach and train employees is a strategic issue within every organisation. A good strategic development policy uses and develops talent to the maximum.
- Link between training and development of the HR strategy
- Learning culture
- ROI of training and development
MODULE 3: Competence and Performance Management
How does HRM ensure that employees perform optimally and are evaluated fairly? How do you motivate employees to reach the organisation’s objectives? To what extent does higher motivation contribute to better performance? How do you create challenges in a job, and what are the effects of satisfaction and engagement on your organisation’s performance?
In this module, we discuss how Competence Management is linked to all aspects of your organisation’s HR policy.
- Competence Management Systems
- Competence Management and the link to performance
How to reward optimally? How does Reward Management impact performance? And how can we align both so that we reach our strategic goals? Special attention is given to the match between compensation and benefits policies with HR policies and the vision of the entire organisation.
- Strategic and competence-based rewarding
- Impact of rewarding on the motivation and satisfaction of employees
MODULE 4: HR reaching out
The previous modules enriched your knowledge and skills in essential HR topics by positioning them in the wider organisational context. In this module, we discuss some broader themes that give you the credibility you need to position yourself as a strategic partner within your organisation:
PROJECT SOUNDING BOARDS
You will be divided into small project groups. With your group, you will organise a sounding board, through which you can give and receive feedback on the status of your in-company project. This project peer-coaching will help you take the final crucial steps in finalising your project report.
When you’ve completed the core modules, you decide what you want to focus on next. Based on our experience, we recommend 6 possible electives. You choose the one that best fulfils your – and your company’s – needs. Choose up until min 4 and max 6 days of electives out of the following list:
In the past participants often chose one of the following two elective paths:
- Change Fundamentals (3 days)
- Essentials in Strategy (2 days)
- Compensation and Benefits Management (4 days)
Not sure what to choose? We‘ll be happy to advise you on this!
Putting the HR pieces together
After completing the core modules, your in-company project and (most of) your electives, we meet each other again to wrap it all up. We’ll discuss the future of HR and your view on the strategic added value of HR.
To meet the Executive Master Class certificate requirements, you must successfully execute an in-company project, which allows you to apply the knowledge and experience acquired during the programme to your own company and translate your knowledge into business practice.
The scope of the project is defined in consultation with your company, and the project is carried out under the supervision of a Vlerick faculty adviser and an internal company adviser. On top of that, participants share feedback and experiences regarding their project in project sounding boards as well. The outcome of the project is a practical and relevant management report that will help you realise the impact of the Executive Master Class in your business.