Strategy & Measurement

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HRCI Category: Business  |  Credits: 18  |  $140

Save more than 50% off our individual course prices with this 18 credit bundle!

You will receive 18 HRCI business recertification credits AND 18 SHRM PDC’s

We’ve assembled some of our most popular courses into this bundle.

A talent strategy defines who you are, what values you hold important, who you need in your organization, and how you will manage those that don’t fit.  It’s your strategic blueprint that provides a line of sight into the talent choices available today that impact your organization’s ability to deliver on it’s objectives — today as well as in the future.  This selection of courses will provide you with a great foundation for building a talent strategy, as well as how to develop a solid set of HR metrics.

 You will have access to this bundle for 4 months.

This bundle contains the following courses:

Align HR Practices to Your Talent Strategy

Build a Better Business Strategy

Building a High Performance Organization

Demystifying HR Metrics

Developing Dashboards

Position Differentiation

Secrets of Successful Talent Strategies

Strategic Capabilities & Competitive Position

Strategic Style

Strategy Maps: Plotting a Course to Success

Talent Differentiation

Understanding Organizational Depth

Workforce Differentiation

What your colleagues are saying:

“I was impressed by the content and delivery of the material. The subject matter is directly relevant to my objectives for the upcoming year; thus, I felt better equipped to approach talent management and HR metrics for my organization.”

— Maura, Director of HR

“For the metrics portion, I found it useful to look at the types of information that may be useful to present. I liked the section on benchmarking and how to avoid it because of the apples-to-oranges issue. Made good sense to me. Also, the comparison of benchmarking to strategic metrics was great. The simple explanations of what metrics are was helpful. Most of us know them on a basic level but don’t use them correctly or enough. This illustrated how to use them to show that HR is not just a cost that the organization has to carry, but that it can be repositioned as a partner that helps the company meet its goals.”

— Susan, HR Officer