Strategic HRM

Lead the way when implementing your HR policy

Get a deep understanding of the latest insights, trends and practices within HRM. This programme will give you the conceptual and practical tools to guarantee the real impact of your HR policy on the performance of your organisation. This is your chance to play an active role in defining your organisation's HR policy.

Why this programme?

Why this programme?

You will learn how to develop an HR strategy with impact. You will sharpen your knowledge on the most recent trends in HRM.

For whom?

For whom?
  • HR professionals who want to raise the impact of HRM within their organisation
  • HR professionals who want to keep themselves up to date with the latest trends and new practices within HRM

Detailed Programme

Detailed Programme

This 4-day programme covers 4 modules, each one of them focusing on a specific building block of a strategic HR policy.

Practical info

Info

Type: Short Focused

Length: 4 days

Start: 04/05/2017

Language: Dutch

Drive real change in your organisation

A learning experience with real impact on your operations? A management programme tailored to the specific needs of your business? Contact us and discover how we can design and deliver customised programmes for your team that add genuine value to your organisation.

Need help?

Contact our Programme Advisor
Programme Advisor
Tel + 32 9 210 98 84
programmeadvisor@vlerick.com
Find the programme most relevant for you!

Our programme finder allows you to find the management programme that best fits your needs.

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Meet Us

Info Sessions & Open Days
09 May
Drop In on our Ghent Campus
Category: General Info Sessions

01 Jun
MBA Info Session in Moscow
Category: General Info Sessions

02 Jun
Drop In on our Brussels Campus
Category: General Info Sessions

Download the white paper


Related Articles

  1. Belgian HR managers more often involved in business strategy

    Belgian HR managers are increasingly becoming strategic business partners in companies. Furthermore, businesses are recruiting fewer external people for this position. When assessing staff performance, companies still predominantly prefer the traditional interview. Remuneration is increasingly based on individual performance. Coaching and mentoring are on the way up as methods for furthering the growth and development of staff. And finally, recruitment through job advertisements has shown a downward trend.
  2. Belgian, Dutch and Swedish CEOs earn less than their German, French and British colleagues

    The two key factors that determine the remuneration allocated to CEOs are the country in which his or her company is located and its size. The CEOs of listed companies in the UK and Germany earn the most, while Belgian, Dutch and Swedish CEOs receive relatively less. The composition of the remuneration packages allocated is also prone to significant differences: the variable portion is relatively high in Germany, the Netherlands and particularly in the UK; in Belgium, France and Sweden this is significantly lower. Additionally, this study revealed that those companies that perform best do not necessarily pay their CEOs a higher salary; they make more frequent use of share-related remuneration.
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