Detailed Programme

The programme ‘Strategic HRM’ comprises 4 modules. Topics discussed in the programme are:

Module 1: HRM as a Strategic Business Partner

  • How do you increase the impact of the Human Resource Management function?
  • How do you link the HRM strategy to the corporate strategy?
  • The new HR architecture

Module 2: Talent Management as a Retention Tool

  • Employer branding as a recruitment tool
  • Which career policy do organisations pursue today in order to retain their talented employees?
  • ‘High-potential management’ and ‘succession management’

Module 3: Strategic Rewarding: From Concept to Implementation

  • Linking reward to the corporate context: culture, structure and strategy
  • Making choices: developing an effective reward strategy for your organisation
  • Do’s & don’ts of reward systems

Module 4: Employee Performance Management

  • Does higher motivation generate better performance?
  • How can HRM, in association with line management, create performance management systems?
  • What are the biggest challenges with regard to performance management?

The Vlerick Difference

We have a unique approach to learning, which focuses on bringing theory to life, giving you the skills and insight you need to really make a difference. Spend time on our beautiful campuses, and you become part of one of the most active business communities in Europe, learning in a way that will help you to be a more effective and productive business leader throughout your career. Learning at Vlerick really is an experience far away from traditional classroom learning. You’ll work collaboratively with your faculty and fellow participants to bring your ideas to life in a robust and practical way.

Digital − the new normal in business − will also strengthen your learning process. Our online platform ‘Showpad’ and the use of a tablet grant you access to all of the learning materials anywhere, anytime, and enable you to go beyond note-taking: take pictures of the flipchart during a brainstorming exercise, record a video of a role play, participate in a quick poll, create a Wikipage together … and share them on the spot with your group.

Find out more

We facilitate your journey. You make the difference.

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.

Find a Programme

Meet Us

Info Sessions & Open Days
20 Apr
Drop In on our Leuven Campus
Category: General Info Sessions

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

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

No. 1 for Executive Education

Related Articles

  1. 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.
  2. Half of all Belgian employees do not know how much supplementary pension they receive

    Although the importance of a supplementary pension has gradually become widely understood, the amount of the annual employer contribution is greatly overestimated. More than one employee in two (54%) has no idea what contribution their employer pays into this so-called second pillar. More and clearer communication becomes in this way an important attention point. This communication employees want above all digitally and via a single central platform. This is the lesson of a survey by Vlerick Business School and AG Insurance.
All articles