CERTIFIED HUMAN RESOURCES STRATEGIST – Phase 1, Part 2 (Organizational Competencies)

Categories Human Resources

Course Curriculum

PERFORMANCE SKILL: Organizational Performance

Introduction
Key Business Objectives
Identifying Talent Requirements Needed to Achieve Business Objectives
Creating a Set of Competency and Skills Maps that Map to the Talent Requirements
Summary
PERFORMANCE SKILL: Organizational Performance

PERFORMANCE SKILL: Performance Consulting

PERFORMANCE SKILL: Workforce Performance

MODELING SKILL: Change Management

MODELING SKILL: Organization Design and Effectiveness

MODELING SKILL: Workforce Optimization

DEVELOPMENT SKILL: Diversity, Equity & Inclusion

DEVELOPMENT SKILL: Employee Experience

DEVELOPMENT SKILL – Future of Work

DEVELOPMENT SKILL – Human Resources

TECHNICAL SKILL: Data Integrity

TECHNICAL SKILL: Technology Leadership

ADDENDUM: AI Applications

Free

Free access this course

Last Updated

01/05/2026
Enrollment validity

Enrollment validity: Lifetime
Certificate

Certificate of completion

CHRS Resource Guide
Deloitte's Firmwide Coaching Resources Microsite: Best Advance in Competencies, Skill Development (Case Study)
Fullscript's Recognition and Rewards Program Motivates, Improves Teammate Performance (Case Study)
Molson Coors Accelerates Potential Agility and Effectiveness for Women (Case Study)
Best Learning Program Supporting a Change Transformation Business Strategy (Case Study)
Syneo Health's Driving Career Development: Best Advance in Competencies and Skill Development (Case Study)
Recognition and Rewards from Toyota's Turkey Employee Experience Team (Case Study)
Transforming Organizations Begins with Talent Experience (Ebook)
Supercharging a Skills-Based Talent Strategy (Ebook)
Impact of Learning on Business Growth (Ebook)
Executive Interviews / Cornerstone
Executive Interviews / Tata Consultancy
Executive Interviews / Harrison Assessments
Intersection of People, Automation and AI (Industry Perspective)
Onboarding a Workforce: The Challenges & How to Build a Strong Program (Knowledgegraphic)
Partnering with Employees on Their Career Development (Knowledgegraphic)
Take a More Strategic & Efficient Approach to Talent Retention (Knowledgegraphic)
HCM Outlook 2023
How Leaders are Managing in the Hybrid Work World (RDH)
Think Like a CEO: How Learning Drives Business Impact (RDH)
Current and Future State of the Performance Review (RDH)
Culture Eats Strategy: Is Your Employee Experience What You Intended? (RDH)
Hiring for New Skills and New Roles (RDH)
Human Resources Professionals Must Understand Strategic Impact of Their Business Decisions (Research Note)
Core Human Resources (Research Note)
Digital Transformation (Research Note)
Measurement & Analytics (Research Note)
Building EVP in a New Era of Work (Research Summaries)
How Gen AI Will Revolutionize HR (Research Summaries)
Current and Future State of the Performance Review (Research Summaries)
How and Why to Promote Your Employee Value Proposition (Strategy Briefs)
Creating Effective Feedback Loops to Support Retention (Strategy Briefs)
How to Ensure an Aligned Retention Strategy (Strategy Briefs)
What's at Stake in Workforce Reductions (Strategy Briefs)
Understanding Your Employee Value Proposition (Tool)
Creating a Retention Strategy (Tool)
Leading and Managing in the Hybrid Work World (Tool)
8 Critical Moves to Empower Leaders to Increase Their Value (Webinar)
Fresh Talent and Leadership Strategies to Deliver Future-Ready Leaders and Teams (Webinar)
Performance Focused Onboarding: How to Maximize Early Success (Webinar)
Equipping Managers to Nurture Psychologically Safe Environments (Webinar)
AI Applications: Virtual / Augmented Learning (Research Note)
AI Applications: Measurement and Analytics (Research Note)
AI Applications: EVP (Research Note)
AI Applications: Digital Transformation (Research Note)
AI Applications: Foundational Leadership Skills - Part 1 (Research Note)
AI Applications: Foundational Leadership Skills - Part 2 (Research Note)
AI Applications: High Potential Identification (Research Note)
AI Applications: Hiring Practices (Research Note)
AI Applications: Training & Unconscious Bias (Research Note)
AI Applications: Work from Home: Human Resources Technology (Research Note)
AI Applications: Talent Acquisition Strategy (Research Note)
AI Applications: Candidate Relationship Management (Research Note)

THIS IS PART 2 OF PHASE 1. THE CLS CERTIFICATION PROGRAM IS A 3 PHASE CERTIFICATION PROGRAM.
You must complete each section before moving on to the next.
You may pause/exit at any time and pick up right where you left off the next time you sign in.
Phase 1 - Parts 1 and 2 -- must be completed before moving onto Phase 2.
Be sure to review all of the related material for both Parts 1 and 2 of Phase 1.
You must pass each quiz with a minimum score of 75%.
You may request to have the course reset which will allow you 3 more attempts to pass. To request a quiz reset, please reach out to us at [email protected]. While we try to respond to these requests as soon as possible, please understand that it may be the next business day if your request is received after our working day.
Once you successfully meet these criteria, you will move onto Phase 2.

CERTIFIED HUMAN RESOURCES STRATEGIST – Phase 1, Part 2 (Organizational Competencies)

Course Curriculum

PERFORMANCE SKILL: Organizational Performance

Introduction

Key Business Objectives

Identifying Talent Requirements Needed to Achieve Business Objectives

Creating a Set of Competency and Skills Maps that Map to the Talent Requirements

Summary

PERFORMANCE SKILL: Organizational Performance

PERFORMANCE SKILL: Performance Consulting

Introduction

Identify the Business Goal

Analyze the Performance Problem

Design the Interventions

Monitor Performance and Iterate as Needed

Summary

PERFORMANCE: Performance Consulting

PERFORMANCE SKILL: Workforce Performance

Introduction

Elements of Talent Mapping

Analyzing Skill Gaps

Identify the Skills Needed and the Level of Proficiency Required

Measuring Existing Skills

Addressing Gaps

Summary

PERFORMANCE SKILL: Workforce Performance

MODELING SKILL: Change Management

Introduction

Maintaining a Focus on Business Outcomes for all Change-Management Efforts

Creating a Highly Detailed and Structured Change-Management Plan

Being Mindful of Unique Business Condition and Industry Specifics to Incorporate into Change Management Strategies

Leading Efforts in Plan Execution and Communication Through All Levels of the Organization; Championing Change

Summary

MODELING SKILL: Change Management

MODELING SKILL: Organization Design and Effectiveness

Introduction

Identify the Impact of External and Internal Factors on the Business

Develop a Framework which Identifies Necessary Changes to Current Roles and Job Families

Access the Impact of New Employee Structures on the Need to Develop New HR Strategies

Summary

MODELING SKILL: Organization Design and Effectiveness

MODELING SKILL: Workforce Optimization

Introduction

Build a Process Model Based on Workforce-Development Needs

Identify Gaps in Availability and Agility Based on the Model

Create HR Strategies to Address the Gaps

Summary

MODELING SKILL: Workforce Optimization

DEVELOPMENT SKILL: Diversity, Equity & Inclusion

Introduction

Functions of a DE&I Strategic Plan

Understanding the Importance of a DE&I Strategic Plan

Summary

DEVELOPMENT SKILL: Diversity, Equity & Inclusion

DEVELOPMENT SKILL: Employee Experience

Identifying, Designing and Executing an HR Strategy

Measuring Success

Transforming HR into an Employee-Experience Model

Summary

DEVELOPMENT SKILL: Employee Experience

DEVELOPMENT SKILL – Future of Work

Introduction

Strategic Use of Talent Data to Inform and Drive Human Decisions Continues to be Modest in Most Organizations

Types of Analytics

Future Proofing your HR Strategy

DEVELOPMENT SKILL – Future of Work

DEVELOPMENT SKILL – Human Resources

Introduction

Purpose

Analyzing Skills Gaps

Addressing Gaps

DEVELOPMENT SKILL – Human Resources

TECHNICAL SKILL: Data Integrity

Introduction

Knowledge of Advanced Analytical Techniques as They Pertain to People Data

Determining Recommended Courses of Action for Implementing Insights Learned from Data Analysis

Formulating and Maintaining a Robust Data Governance Model

Summary

TECHNICAL SKILL: Data Integrity

TECHNICAL SKILL: Technology Leadership