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Strategic HR & Talent Management – Evolving Human Capital for Organizational Growth November 2025

Two-Day Course Summary

Course Overview:

This workshop focuses on shifting from traditional human resource administration to a strategic, human capital development approach — where the emphasis is on nurturing, developing, and retaining the people who drive organizational success, in alignment with long-term business and cultural goals.

Participants will explore practical strategies for workforce planning, leadership development, talent engagement, and performance culture, with a special focus on aligning people development with organizational vision, cultural values, and sustainable growth priorities.

Participants would leave with actionable strategies to evolve HR into a true human capital development partner that supports organizational vision, cultural values, and sustainable business growth

The course allows for ample opportunities to interact both in large group as well as breakaways in smaller groups, share and deliberate case studies, develop personal thoughts and strategies whilst following processes as provided in the workbook. Each session therefore blends presentation, discussion, and interactive exercises

The course draws on regional and global best practices — with case studies from leading organizations in Dubai, the Gulf, and beyond — to illustrate how human capital strategies fuel growth.

Target Audience:

This course is designed for HR role-players/practitioners/managers, at various levels, who are ready to shift from traditional human resource administration to a more strategic human capital development and integration focus.

The course modules include high-level strategy (aligning HR with business objectives, succession planning) which makes it valuable for senior managers as well.

Particularly relevant for HR leaders in rapidly transforming economies, including the Gulf region, where human capital is a cornerstone of competitiveness.

Course Objectives:

By the end of the course, participants will be able to:

  1. Understand the Role of Strategic HR in Organizational Growth
  2. Apply Workforce Planning & Talent Mapping principles
  3. Identify & Develop High-Potential Employees
  4. Align HR Strategy with Business Objectives
  5. Support Leadership Development & Succession Planning
  6. Be able to support a Performance-Driven Culture
  7. Understand role of Metrics & Analytics in Talent Management

Course Content:

Strategic HR in Action: Building the Human Capital Engine

Module 1. The Role of Strategic HR in Organizational Growth

  • Explore the evolution from administrative HR to human capital development as a driver of organizational performance.
  • Understand how HR contributes to long-term competitiveness by fostering talent and aligning with vision.
  • Case example: Dubai’s transformation into a global hub through visionary investment in people and skills.

Module 2. Workforce Planning & Talent Mapping

  • Learn how to forecast workforce needs and match talent to business priorities.
  • Introduce talent mapping tools that align skills, experience, and thinking preferences to organizational needs.
  • Regional reference: ADNOC’s approach to building a diversified, future-ready workforce.

Module 3. Identifying & Developing High-Potential Employees

  • Recognize and nurture individuals with strong potential for leadership and critical roles.
  • Explore holistic development — beyond technical skills to confidence, adaptability, and resilience.
  • Case example: Emirates Group’s Leadership Development Program.

Module 4. Aligning HR Strategy with Business Objectives

  • Learn frameworks for ensuring HR initiatives directly support corporate goals.
  • Practice translating leadership vision into actionable people strategies.
  • Example: Saudi Vision 2030’s alignment of national priorities with skills development.

Leading the Future: Talent, Culture & Measurable Impact

Module 5. Leadership Development & Succession Planning

  • Strategies for developing leaders who will carry the vision forward.
  • Focus on continuity, legacy, and preparing future leaders to sustain success.
  • Example: Dubai Holding’s multi-tier leadership pipeline approach.

Module 6. Building a Performance-Driven Culture

  • Explore how to balance results orientation with trust, respect, and engagement.
  • Discuss belief-driven performance: passion + purpose as the foundation for sustainable achievement.
  • Regional example: Etihad Airways’ integration of service excellence and employee well-being.

Module 7. Metrics & Analytics in Talent Management

  • Use HR data to measure, evaluate, and improve people development efforts.
  • Combine quantitative and qualitative measures for a holistic view of impact.
  • Case example: Majid Al Futtaim Group linking employee engagement data to customer satisfaction.

Module 8. Group Exercises & Case Discussions

  • Apply learning through real-world regional and global case studies.
  • Examples may include multinational workforce integration, cultural alignment in talent strategies, and retention in competitive markets.
  • Interactive tools will help participants design workforce plans, succession pipelines, and performance frameworks tailored to their organizations.