HR Administration Course

Lesson 1 • Core HR Functions Overview

Surveys the primary functional areas: recruitment, total reward, compliance, and employee relations. Frames the scope of work covered throughout the course.

Lesson 2 • Organisational Structure of HR Units

Examines common HR department structures, reporting lines, and team configurations. Connects structural choices to operational efficiency and service delivery.

Lesson 3 • Role and Purpose of Personnel Departments

Defines the personnel department's mission and its relationship to organisational goals. Provides the conceptual baseline for all subsequent operational topics.

Lesson 1 • Types of Personnel Records

Identifies the categories of documents maintained in employee files and their purposes. Establishes the foundation for all recordkeeping tasks covered in this chapter.

Lesson 2 • File Organisation and Maintenance Standards

Covers naming conventions, filing sequences, and audit-ready organisation methods. Ensures students can maintain files that meet internal and regulatory standards.

Lesson 3 • Digital HR Information Systems

Introduces HRIS platforms, data entry standards, and system navigation for record management. Prepares students to transition from manual to digital recordkeeping workflows.

Lesson 4 • Records Retention and Disposal Policies

Defines retention schedules, legal hold requirements, and secure disposal methods. Students apply retention rules to avoid both premature destruction and unnecessary storage.

Lesson 1 • Interview Coordination and Administration

Covers scheduling, panel preparation, structured interview formats, and candidate communication. Students manage the logistics and documentation of the interview stage.

Lesson 2 • Sourcing and Advertising Vacancies

Examines internal and external sourcing channels, job advert standards, and employer branding basics. Equips students to attract qualified candidate pools efficiently.

Lesson 3 • Application Screening and Shortlisting

Teaches CV review criteria, screening tools, and shortlisting documentation practices. Ensures consistent, bias-aware candidate evaluation at the initial stage.

Lesson 4 • Workforce Planning and Job Analysis

Covers headcount forecasting, job analysis methods, and writing accurate job descriptions. Links workforce planning to recruitment initiation and budget alignment.

Lesson 1 • Day-One Orientation Programme Design

Structures the first-day agenda to cover compliance requirements, introductions, and culture immersion. Balances administrative tasks with engagement-focused activities.

Lesson 2 • Role-Specific Onboarding Plans

Develops 30-60-90 day plans tailored to job function, department, and seniority level. Connects role-specific milestones to performance expectations and manager involvement.

Lesson 3 • Onboarding Documentation and Compliance

Identifies required new-hire forms, eligibility verification steps, and acknowledgment records. Ensures all legal and policy documentation is completed and filed correctly.

Lesson 1 • Payroll Processing Fundamentals

Teaches payroll cycle steps, timesheet verification, deduction calculations, and payroll submission. Connects accurate data entry to timely and correct employee payment.

Lesson 2 • Benefits Programmes and Enrolment Administration

Covers health, retirement, and ancillary benefit plan types, enrolment windows, and eligibility rules. Students process enrolments, changes, and terminations accurately.

Lesson 3 • Payroll Discrepancy Resolution

Addresses common payroll errors, correction procedures, and employee inquiry handling. Builds skills for identifying root causes and preventing recurring mistakes.

Lesson 4 • Total Reward Reporting and Compliance

Covers mandatory pay reporting, wage and hour compliance concepts, and internal audit preparation. Ensures students can produce accurate reports and support compliance reviews.

Lesson 1 • Employee Relations Principles and Practices

Defines employee relations goals, the HR role in conflict prevention, and trust-building strategies. Sets the tone for all conduct and grievance management topics in this chapter.

Lesson 2 • Grievance Handling Procedures

Covers formal grievance intake, investigation steps, resolution options, and appeal processes. Students apply a structured, impartial approach to employee complaints.

Lesson 3 • Harassment and Misconduct Prevention

Covers harassment policy requirements, reporting mechanisms, and prevention programme design. Students can support a respectful workplace culture through proactive HR practices.

Lesson 4 • Workplace Investigations

Addresses investigation planning, interviewing techniques, evidence handling, and report writing. Prepares students to conduct fair, thorough, and documented workplace investigations.

Lesson 1 • Performance Management Frameworks

Introduces appraisal models, rating scales, and the link between performance and organisational goals. Provides the conceptual foundation for administering performance processes.

Lesson 2 • Goal Setting and Objective Documentation

Covers SMART goal frameworks, objective documentation standards, and mid-cycle check-in scheduling. Ensures goals are measurable, recorded, and aligned with role expectations.

Lesson 3 • Appraisal Cycle Coordination

Manages appraisal timelines, form distribution, completion tracking, and submission deadlines. Students coordinate the administrative workflow that supports timely appraisal completion.

Lesson 4 • Performance Improvement Plans

Addresses PIP triggers, plan design, monitoring checkpoints, and outcome documentation. Connects improvement planning to both employee support and disciplinary continuity.

Lesson 1 • Workforce Restructuring and Redundancy Programmes

Covers redundancy selection criteria, consultation requirements, and severance administration. Prepares students to support large-scale workforce changes with fairness and compliance.

Lesson 2 • Termination Procedures and Documentation

Covers termination meeting preparation, required documentation, and final pay calculation steps. Ensures terminations are conducted consistently, respectfully, and with legal defensibility.

Lesson 3 • Offboarding Logistics and Access Revocation

Addresses equipment return, system access removal, and knowledge transfer coordination. Protects organisational assets and continuity during the departure process.

Lesson 4 • Types of Employment Separation

Distinguishes resignation, retirement, termination, redundancy, and contract expiry scenarios. Establishes the procedural differences that govern each separation type.