Course Content
Module 1: Introduction to Modern HR
The workplace is changing — faster than ever before. Gone are the days when HR’s main job was simply to file documents, process payroll, or enforce rules. In today’s world, HR is at the center of business success, culture transformation, and people strategy. This module introduces you to the foundation of modern Human Resource Management. It helps you understand how HR has evolved from a purely administrative role into a strategic business partner. You will explore the changing expectations of HR professionals, the growing demand for people-focused leadership, and the role HR plays in driving organizational performance, growth, and compliance. Whether you're an HR officer, line manager, or SME owner, this module will give you the lens to view HR as more than a support function. You'll begin to understand why and how HR contributes directly to business value, staff engagement, and competitive advantage.
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1.Talent Acquisition and Retention
2. Employee Performance and Development
3. Organizational Culture and Values
4.Compliance and Risk Management
5.Business Strategy Alignment
6.Cost Efficiency and ROI
7.Employee Engagement and Well-being
Section A: Multiple Choice Questions (MCQs)
00:30:00
Topic 1.2 – Evolution of HR: From Admin to Strategy
Learning Objectives By the end of this topic, learners will be able to: Explain the historical journey of HR from administrative to strategic roles. Identify key drivers of HR transformation. Recognize strategic HR functions in the modern workplace.
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1.Historical Journey of HR
2. Transitional HR (Process-Focused Role)
3. Modern HR (Strategic Role)
4. Administrative vs. Strategic HR Comparison
Section A: Multiple Choice Questions (MCQs)
00:30:00
Topic 1.3 – Strategic vs. Operational HR
Learning Objectives By the end of this topic, learners will be able to: Distinguish between strategic and operational HR functions. Identify which HR tasks are operational and which are strategic. Understand how to balance both roles in day-to-day HR practice.
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Introduction
Section A: Multiple Choice Questions (MCQs)
00:30:00
Module 1 Summary: Introduction to Modern HR
Module Overview In Module 1, you explored the foundation of HR in today's business world, how the function has evolved, and the critical difference between administrative and strategic HR roles. This module sets the tone for modern, impactful, and business-aligned HR practice. What You’ve Learned Topic 1.1: Role of HR in Business Success HR drives business performance, retention, and compliance. When aligned with strategy, HR becomes a profit enabler, not just a cost center. Topic 1.2: Evolution of HR – From Admin to Strategy HR has moved from purely administrative to strategic leadership roles. Key drivers include globalization, technology, compliance needs, and workforce expectations. Topic 1.3: Strategic vs. Operational HR Operational HR keeps things running (payroll, leave, records). Strategic HR focuses on business goals, retention, succession, and culture. A modern HR professional must balance both, but prioritize time for strategy. Key Takeaways The role of HR is evolving — and those who adapt become indispensable business partners. Strategic HR is not for large companies only. Even SMEs need HR that thinks ahead. To grow professionally, HR practitioners must build both technical and strategic thinking skills. Final Reflection Task (Optional Assignment) Where does your current HR role or department stand? List at least three HR tasks you perform weekly. Classify each as operational or strategic. Identify one strategic HR goal you want to introduce in your role or company over the next 3 months.
Mastering Modern HR: Practical Skills for Today’s Workplace

Introduction

In any HR department, two main roles exist: operational HR and strategic HR. While operational HR focuses on the day-to-day running of people-related tasks, strategic HR is about long-term planning that aligns HR activities with the organization’s vision and future success. Both are important — but knowing the difference helps HR professionals prioritize, plan, and lead effectively.

What Is Operational HR?

Operational HR refers to the administrative, short-term, and routine functions of the HR department. These are the “must-do” activities that keep the HR engine running.

Examples of Operational HR:

  • Payroll processing

  • Recruitment logistics (advertising, shortlisting)

  • Leave administration

  • Disciplinary letters

  • On boarding checklists

  • HR records management

  • Daily employee queries and support

Focus: Compliance, consistency, service delivery
Time frame: Short-term, task-based
Typical Outcome: Smooth running of HR systems

Examples of Strategic HR:

  • Workforce planning and forecasting

  • Succession planning

  • Employer branding

  • Talent development strategies

  • Employee engagement strategy

  • Leadership development

  • Change management and culture shaping

Focus: Business alignment, growth, and performance
Time frame: Long-term, big-picture
Typical Outcome: Competitive advantage, productivity, reduced turnover

Comparison Table: Strategic vs. Operational HR

Feature Operational HR Strategic HR
Time focus Daily / Weekly Long-term (months/years)
Orientation Reactive Proactive
Role Support & compliance Business partner
Tasks Routine processes High-level planning
Example Processing leave forms Designing an employee retention plan
Impact Internal efficiency Business outcomes

How to Balance Both in the Workplace

Most HR professionals — especially in small or mid-sized organizations — wear both hats. The key is knowing when and how to shift between roles, and ensuring strategic work doesn’t get buried under admin.

Practical Tips:

  • Automate operational tasks (e.g., online leave system)

  • Allocate fixed time weekly for strategic planning

  • Use data from daily operations to support strategic insights (e.g., turnover stats → inform retention strategy)

  • Involve line managers in operational tasks so HR can focus more strategically

Real-Life Example

At a logistics firm in Nairobi, the HR officer was spending 90% of their time on leave approvals and daily staff complaints. Turnover was high, and employee engagement was low. After introducing self-service leave systems and training line managers on basic HR tasks:

  • HR gained time to build a 12-month engagement and training plan

  • Turnover dropped by 22%

  • HR became a valued voice in management meetings

Takeaway Summary

  • Operational HR keeps the system running; strategic HR keeps the business growing.

  • Both roles are necessary but should be balanced.

  • Strategic HR allows HR professionals to influence leadership and shape the future of the company.

Reflection Activity

“List three HR tasks you currently handle. Which are operational, and which are strategic? How can you create more time to focus on the strategic ones?”

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