HR Education Course

Lesson 1 • Workplace Ethics and Professional Standards

Introduces ethical decision-making frameworks and professional conduct expectations for HR practitioners. Establishes integrity as a core HR competency.

Lesson 2 • The Role of HR in Organisations

Defines HR's function within business structures and its evolution from administrative to strategic. Grounds all subsequent topics in organisational context.

Lesson 3 • HR Metrics and Basic Reporting

Introduces key HR data points and how they inform management decisions. Builds foundational data literacy needed for later analytical chapters.

Lesson 4 • Core HR Functions Overview

Maps the primary HR domains: recruitment, remuneration, learning, and employee relations. Provides a framework for the full course curriculum.

Lesson 1 • Fundamentals of Employment Law

Surveys the legal framework governing the employer-employee relationship. Provides context for compliance decisions made throughout the HR function.

Lesson 2 • Equal Opportunity and Anti-Discrimination

Covers protected characteristics, prohibited conduct, and employer duties to prevent discrimination. Directly informs talent acquisition, promotion, and discipline processes.

Lesson 3 • Data Privacy in HR

Addresses the collection, storage, and use of employee personal data under privacy regulations. Prepares HR professionals to handle sensitive information lawfully.

Lesson 4 • Workplace Safety Regulations

Outlines employer duties to maintain safe working conditions and respond to hazards. Links safety compliance to employee relations and organisational liability.

Lesson 1 • Screening and Selection Methods

Covers CV review, assessments, and structured interviewing to identify top candidates. Ensures selection decisions are valid, reliable, and legally defensible.

Lesson 2 • Onboarding New Employees

Designs structured onboarding programmes that accelerate new-hire productivity and retention. Bridges recruitment outcomes to the employee experience chapter.

Lesson 3 • Offer Management and Negotiation

Guides HR through remuneration benchmarking, offer construction, and candidate negotiation. Balances organisational budget constraints with competitive positioning.

Lesson 4 • Workforce Planning and Job Analysis

Connects organisational strategy to staffing needs through structured job analysis. Produces accurate job descriptions that drive all downstream recruitment steps.

Lesson 1 • Remuneration Philosophy and Strategy

Defines how organisations position pay relative to the market and align rewards to strategy. Sets the foundation for all pay structure and employee benefits decisions.

Lesson 2 • Variable Pay and Incentive Programmes

Covers bonus plans, commissions, and long-term incentives that drive employee performance. Connects incentive design to organisational goal achievement.

Lesson 3 • Job Evaluation and Pay Structures

Applies job evaluation methods to establish internal pay equity and grade structures. Produces salary bands used in offer management and promotion decisions.

Lesson 4 • Pay Equity Analysis and Reporting

Teaches statistical methods to identify and remediate pay gaps across demographic groups. Prepares HR to meet transparency and equity reporting obligations.

Lesson 1 • Continuous Feedback and Coaching

Builds manager capability to deliver ongoing feedback and developmental coaching. Shifts performance culture from annual reviews to continuous dialogue.

Lesson 2 • Linking Employee Performance to Rewards

Connects performance ratings to merit increases, bonuses, and promotion decisions. Reinforces the pay-for-performance philosophy established in the remuneration chapter.

Lesson 3 • Managing Underperformance

Provides structured approaches to address employee performance gaps through progressive discipline and performance improvement plans. Protects the organisation while supporting employee development.

Lesson 4 • Goal Setting and Alignment

Applies structured goal-setting frameworks to align individual objectives with organisational strategy. Produces measurable goals that anchor the performance review cycle.

Lesson 1 • Delivery Methods and Technology

Surveys instructor-led, e-learning, and on-the-job training formats and their appropriate use. Connects delivery choice to learner context and content complexity.

Lesson 2 • Instructional Design Principles

Applies adult learning theory and design models to create effective training content. Produces learning experiences that transfer skills to the workplace.

Lesson 3 • Succession Planning and Talent Pipelines

Identifies high-potential employees and builds development paths for critical roles. Reduces organisational risk from key-person dependency.

Lesson 4 • Training Needs Analysis

Identifies skill gaps at organisational, team, and individual levels to prioritise learning investments. Grounds all programme design in measurable business needs.

Lesson 1 • Workplace Investigations

Provides a structured methodology for investigating complaints of misconduct or policy violations. Ensures investigations are thorough, impartial, and legally sound.

Lesson 2 • Employee Relations Fundamentals

Defines the scope of employee relations and the HR role in maintaining a fair workplace. Establishes the principles that guide conflict resolution and discipline.

Lesson 3 • Diversity, Equity, and Inclusion Programmes

Designs employment equity initiatives that address systemic barriers and build an inclusive culture. Integrates employment equity goals into talent acquisition, development, and engagement practices.

Lesson 4 • Conflict Resolution and Mediation

Equips HR with techniques to de-escalate interpersonal disputes and facilitate resolution. Reduces formal grievances and preserves working relationships.

Lesson 1 • HR Technology and Digital Transformation

Evaluates HRIS, ATS, and analytics platforms to modernise HR service delivery. Builds a business case for technology investment and manages implementation risk.

Lesson 2 • HR Strategic Planning Process

Applies business strategy analysis tools to develop a multi-year HR roadmap. Positions HR as a proactive contributor to organisational direction.

Lesson 3 • Measuring HR Business Impact

Connects HR programme outcomes to financial and operational business results using advanced analytics. Demonstrates HR's value to executive stakeholders.

Lesson 4 • Culture Assessment and Transformation

Diagnoses current culture using assessment tools and designs targeted interventions to shift behaviours. Aligns culture with strategic goals and employee experience aspirations.

Lesson 5 • Change Management Methodology

Applies structured change frameworks to plan, communicate, and sustain organisational transitions. Reduces resistance and accelerates adoption of new ways of working.