HR Strategy

HR Strategy I: Introduction

This course sets the stage for the MHRM curriculum and begins to socialize students into the program. A key objective is to introduce students to a strategic view of HR, which includes adopting a systems perspective and attending to multiple stakeholders. This course emphasizes the importance of understanding the many forces that shape a firm’s approach to managing HRM and the positioning of the HR function as a strategic partner, putting the focus on the intersection of HRM, business policy, and competitive strategy.

HR Strategy II: Business and Competitive Strategy

This is a complete course addressing strategy. The primary focus will be to provide students with a deep understanding of strategic management. Topics to be covered in this course will include competitor analysis, strategy formulation (at the business, corporate and international levels), acquisitions and restructuring, cooperative strategies, corporate responsibility and entrepreneurship.

HR Strategy III: Measurement Issues

HR Strategy III is premised on the assumption that, in an economy dominated by intangible assets, conventional accounting systems do not provide the kinds of information required to effectively measure or manage the HR function or the workforce. Developing effective measurement systems requires that managers understand how the workforce drives strategy execution, that they identify and collect the right measures of workforce success, and finally, that managers have the access, capability, and motivation to use these data to communicate strategic intent and monitor progress. 

HR Strategy IV: Global Workforce Strategy

In HRS IV, students will apply what they have learned throughout the program in a global context, using a systematic and comprehensive approach to HR strategy formulation and execution. As a capstone course, assignments will emphasize student involvement and problem solving.