Strategic Human Resource Business Partnering in a Disruptive World: Leading with Foresight and Impact
About This Course
As organisations navigate rapid economic, technological, and workforce changes, Human Resource professionals play an increasingly critical role in enabling workforce resilience, employee well-being, workplace learning, and sustainable organisational performance. This is especially important within the evolving Care Economy, where organisations are placing greater emphasis on human-centred workplaces, mental wellness, workforce capability development, and collaborative stakeholder engagement.
This course equips Human Resource practitioners with strategic Human Resource business partnering capabilities to support workforce transformation through a people-centric and future-focused lens. Learners will examine organisational and workforce challenges drawing on models such as Dave Ulrich’s STEPED (Social, Technological, Economic, Political, Environmental, Demographic) framework and the evolving Human Resource Business Partner of the future to better understand how external forces impact business operations, workforce needs, employee well-being, and organisational effectiveness.
The course also introduces Human Resource practitioners to business fundamentals, organisational operating models, workforce planning considerations, and collaborative stakeholder engagement approaches that enable Human Resource to contribute meaningfully to organisational sustainability, employee development, and workplace performance. Through applied case studies and scenario planning exercises, learners will develop practical strategies to support workforce capability building, organisational change, and employee-centred business transformation across sectors within the Care Economy.
What You'll Learn
• Strategic Foresight – Understand how local and global external forces (geopolitics & business risks) affect Singapore’s economy.
• Business Acumen – Introduce the business canvas, how and what Human Resource must understand (Revenue & Operating Models and Strategy).
• PESTLE (Political, Economic, Socio-cultural, Technological, Legal, Environmental) Framework and McKinsey 7-S application - Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff; Strengthen stakeholder collaboration and strategic partnering capabilities to support organisational effectiveness and employee-centred outcomes; Explore strategies to support employee mental well-being, learning cultures, and sustainable workforce performance in evolving work environments.
• Visualisation Exercises – Use tailored case studies leading to Human Resource scenario planning, workforce of the future and business case development; Apply scenario planning and workforce transformation approaches to address future workforce needs, employee engagement, capability development, and workplace resilience.
Entry Requirements
3 – 7 years as an Human Resource Practitioner in various HR capacities