Why this programme?

Everything changes: the economy, the population and international relations. Employees’ expectations are changing too. Employers are looking for increased performance. And you, as an HR manager? You must lead the way. This programme will help you develop the knowledge and skills to thoroughly assess your organisation's current HR strategy to improve alignment with the business needs. We provide you with the latest insights and practices in HRM to ensure your HR strategy has an impact on the performance of your organisation. Solidify your role as an HR professional and stamp your mark on your company's HR policy.

What is the added value of following the 'Strategic HRM' programme?

  • Reinforce the strategic position of HRM in your organisation
  • Learn how to handle talent management as a means of retention
  • Motivate employees to reach maximum performance
  • Manage your organisation's strategic remuneration policy

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
06 Jul
Drop In on our Leuven Campus
Category: General Info Sessions

23 Aug
Drop In on our Brussels Campus
Category: General Info Sessions

06 Sep
Drop In on our Ghent Campus
Category: General Info Sessions

No. 1 for Executive Education

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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