Singapore University of Social Sciences

Strategic HRM and Change Leadership

Strategic HRM and Change Leadership (HRM488)

Applications Open: To be confirmed

Applications Close: To be confirmed

Next Available Intake: To be confirmed

Course Types: To be confirmed

Language: English

Duration: 6 months

Fees: To be confirmed

Area of Interest: Management

Schemes: To be confirmed

Funding: To be confirmed

School/Department: S R Nathan School of Human Development


Strategic HRM and Change Leadership is an integrative, applied course that places HRM at the heart of business and corporate strategy, equipping students with the holistic knowledge required to successfully drive change as future HRM leaders. Students will conduct an in-depth case study analysis with a view to producing a report detailing plans for vertically and horizontally aligning HRM policies and practices within an organisation. They will be expected to integrate knowledge derived from both the taught HRM courses and their work attachment with new insights into key issues in strategic HRM, formulating plans for strategy implementation, evaluation and development. Assessment will include an individual written report and a group-based assignment that replicate key events in the strategic planning process.

Level: 4
Credit Units: 10
Presentation Pattern: -


  • Human resources leadership
  • Alignment of HR and organisational strategy
  • The balanced scorecard approach
  • Employment branding and talent management culture
  • Decision-making using HR analytics
  • Employee engagement
  • Conscious change leadership
  • Enacting change: from resistance to commitment
  • HR and corporate social responsibility
  • Learning from the best: case studies in strategic HRM

Learning Outcome

  • Analyse the internal and external contexts of an organisation.
  • Appraise and evaluate the business strategies.
  • Relate and verify the use of different HR strategies and competencies in understanding organisational goals and objectives.
  • Design and propose HRM strategies that align with organisational objectives.
  • Evaluate the effectiveness of HRM policies and practices with respect to wider strategic aims.
  • Formulate plans for organisational change by attending to employee attitudes and behaviours, as well as corporate culture and work systems.
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