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Digital HR Training Course

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Human Resources

Digital HR Training Course

For all levels

Digital HR Training Course

Master the full spectrum of HR technology — from HRIS selection and data analytics to AI integration and strategic governance. This course gives HR professionals the practical skills to evaluate vendors, lead implementations, and drive measurable business impact. If you're ready to move from managing HR processes to leading HR transformation, this is your next step.

Dedika for businesses

What you will learn:

You'll build a complete foundation in HR technology, covering every major system category including HRIS, ATS, LMS, payroll, and workforce analytics tools. You'll learn how to select and implement HR platforms using structured vendor evaluation and RFP processes. The course covers HR data governance, predictive analytics, and executive dashboard design so you can turn workforce data into strategic decisions. You'll also explore AI applications in recruiting, learning, and workforce planning, along with the compliance and security frameworks that protect employee data. By the end, you'll be equipped to lead HR technology strategy at the organisational level.

How you study in practice Digital HR Training Course

How you practise Digital HR Training Course

For businesses looking to train their team

With Dedika for businesses, the course includes exercises and examples tailored to your own business and the way your company needs.

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Course content

8 Chapters • 40 LessonsDuration between 4 and 360 hours (you decide)

Chapter 1See details

Foundations of HR Technology

Lesson 1 • Measuring HR Technology Value
Introduces ROI frameworks and efficiency metrics used to justify HR tech investments. Connects value measurement to strategic decision-making covered in later chapters.
Lesson 2 • Evolution of HR Technology
Traces HR tech from paper-based records to cloud platforms, establishing historical context. Grounds subsequent chapters in the forces that shaped modern HR systems.
Lesson 3 • HR Technology Ecosystem Overview
Maps how HR tools interconnect through APIs and data flows within an organisation. Establishes the concept of an integrated ecosystem versus siloed point solutions.
Lesson 4 • Core HR Technology Categories
Defines the major categories: HRIS, ATS, LMS, payroll, and analytics tools. Provides a taxonomy students use throughout the course to classify and compare solutions.
Lesson 5 • Key Stakeholders in HR Tech
Identifies HR professionals, IT, finance, and employees as stakeholders with distinct needs. Prepares students to manage multi-stakeholder dynamics in technology decisions.

Chapter 2See details

HRIS Selection and Implementation

Lesson 1 • Post-Implementation Optimisation
Addresses hypercare, adoption monitoring, and continuous improvement after go-live. Ensures students can sustain system value beyond initial deployment.
Lesson 2 • Contract Negotiation and Procurement
Examines key contract terms, SLAs, data ownership clauses, and pricing models. Prepares students to protect organisational interests during procurement.
Lesson 3 • Defining Organisational HR Tech Needs
Guides students through needs analysis to identify gaps and requirements before vendor evaluation. Ensures selection decisions are grounded in documented organisational priorities.
Lesson 4 • Vendor Evaluation and RFP Process
Covers how to build evaluation criteria, issue RFPs, and score vendor responses objectively. Equips students to run a defensible, structured selection process.
Lesson 5 • Implementation Planning and Execution
Provides a phased implementation framework covering configuration, data migration, and testing. Connects planning rigour to on-time, on-budget go-live outcomes.

Chapter 3See details

Data Management and HR Analytics

Lesson 1 • HR Dashboards and Data Storytelling
Guides design of executive dashboards and narrative frameworks for presenting HR data. Connects analytical outputs to stakeholder communication and strategic influence.
Lesson 2 • HR Data Governance Fundamentals
Establishes data ownership, stewardship roles, and governance policies for HR datasets. Provides the structural foundation for reliable analytics covered later in the chapter.
Lesson 3 • Data Quality and Integrity
Covers data cleansing, validation rules, and duplicate management to ensure accurate HR records. Directly enables trustworthy analytics and reporting outputs.
Lesson 4 • Predictive and Prescriptive Analytics
Introduces predictive modelling for attrition, hiring, and workforce planning scenarios. Extends descriptive skills into forward-looking decision support.
Lesson 5 • Descriptive and Diagnostic Analytics
Teaches headcount reporting, turnover analysis, and root-cause diagnostic methods. Builds the analytical baseline students need before advancing to predictive models.

Chapter 4See details

Talent Acquisition Technology

Lesson 1 • Interview Technology and Scheduling
Covers video interviewing platforms, automated scheduling tools, and structured interview guides. Reduces scheduling friction and improves interview consistency across hiring teams.
Lesson 2 • Applicant Tracking System Configuration
Covers workflow setup, job requisition templates, and user permissions within an ATS. Establishes the technical foundation for all subsequent recruiting process automation.
Lesson 3 • Offer Management and Recruiting Metrics
Addresses digital offer letter workflows, e-signature integration, and key recruiting KPIs. Closes the recruiting loop and connects process data to continuous improvement.
Lesson 4 • AI-Assisted Screening and Assessment
Explores AI CV screening, chatbot pre-screening, and digital assessment platforms. Addresses both efficiency gains and bias risks introduced by automated screening.
Lesson 5 • Sourcing Technology and Talent Pipelines
Examines job boards, CRM tools, and social sourcing integrations for proactive talent pipelining. Connects sourcing technology to reduced time-to-fill and improved candidate quality.

Chapter 5See details

Learning and Performance Technology

Lesson 1 • Measuring Learning Effectiveness
Applies evaluation frameworks to measure learning impact on performance and business results. Closes the loop between L&D investment and measurable organisational outcomes.
Lesson 2 • Learning Management System Administration
Covers LMS setup, course catalogue management, learner enrolment, and completion tracking. Provides the operational foundation for delivering and measuring learning programmes.
Lesson 3 • Digital Content Development Tools
Introduces authoring tools, microlearning formats, and video-based content creation. Enables HR teams to produce scalable digital learning content in-house.
Lesson 4 • Learning Experience Platform Capabilities
Distinguishes LXPs from LMSs and explores personalised learning paths and content curation. Prepares students to select the right platform for modern learner-centric strategies.
Lesson 5 • Performance Management Technology
Examines goal-setting modules, continuous feedback tools, and performance review automation. Connects performance tech to employee development and retention outcomes.

Chapter 6See details

Employee Experience and Engagement Tech

Lesson 1 • Internal Communication and Collaboration Tools
Reviews intranet platforms, digital communication tools, and employee app ecosystems. Addresses how communication technology shapes culture and information access.
Lesson 2 • Wellbeing and Benefits Technology
Covers digital wellbeing platforms, benefits enrolment portals, and total rewards dashboards. Connects wellbeing tech to employee satisfaction and workforce resilience.
Lesson 3 • Recognition and Rewards Technology
Explores peer recognition platforms, points-based rewards, and manager recognition tools. Links recognition technology to engagement scores and retention metrics.
Lesson 4 • Digital Onboarding Technology
Covers onboarding portals, task automation, and preboarding digital workflows. Establishes how technology accelerates new-hire productivity and early engagement.
Lesson 5 • Employee Listening and Survey Platforms
Examines pulse surveys, lifecycle surveys, and always-on feedback channels. Connects listening data to actionable insights for improving the employee experience.

Chapter 7See details

HR Technology Security and Compliance

Lesson 1 • Regulatory Compliance in HR Technology
Maps employment data regulations, equal opportunity requirements, and pay transparency rules to system configurations. Prepares students to build compliance into HR tech workflows.
Lesson 2 • Incident Response and Data Breach Management
Provides a structured response framework for HR data breaches, including notification and remediation. Equips students to act decisively when HR system security incidents occur.
Lesson 3 • Ethical Use of HR Data
Addresses algorithmic fairness, surveillance boundaries, and ethical data use policies in HR tech. Connects compliance requirements to broader organisational trust and culture.
Lesson 4 • HR Data Privacy Principles
Covers data minimisation, purpose limitation, consent management, and employee data rights. Establishes the privacy foundation required before addressing technical security controls.
Lesson 5 • Security Controls for HR Systems
Examines authentication, role-based access, encryption, and audit logging for HR platforms. Translates general security concepts into HR-specific implementation requirements.

Chapter 8See details

Strategic HR Technology Leadership

Lesson 1 • Measuring HR Tech Portfolio Performance
Establishes portfolio-level KPIs, value realisation reviews, and continuous improvement cycles. Closes the strategic loop by connecting investment decisions to measurable business impact.
Lesson 2 • Managing HR Technology Vendors Strategically
Covers strategic vendor relationship management, performance reviews, and partnership development. Moves beyond procurement to long-term vendor value optimisation.
Lesson 3 • Change Management for HR Technology
Applies structured change management models to HR technology adoption and transformation. Addresses resistance, communication planning, and sustaining behavioural change.
Lesson 4 • Building an HR Technology Roadmap
Guides creation of a multi-year HR tech roadmap aligned to workforce and business strategy. Synthesises all prior course content into a strategic planning deliverable.
Lesson 5 • HR Technology Governance Models
Examines centralised, federated, and hybrid governance structures for managing HR tech portfolios. Enables students to design governance that balances control with business agility.

Certification

Your valid completion certificate

This course is for you:

HR Generalist: ready to specialize and take ownership of technology decisions.
People Operations Manager: wants structured frameworks to evaluate and implement HR tools.
HR Business Partner: seeking to connect workforce data to measurable business outcomes.
Talent Acquisition Lead: looking to optimize recruiting workflows through smarter technology use.
Career Changer from IT: bringing technical skills and wanting to pivot into HR systems roles.
L&D Coordinator: aiming to modernize learning platforms and demonstrate program impact through data.

What our students say

Your lessons are perfect. I purchased the one-year package and finally have the opportunity to follow various topics of interest without needing to change platforms... I'm grateful for everything you do, I've already recommended you to other people...