HR Management Course

Lesson 1 • HR Competencies and Professional Ethics

Outlines the skills, knowledge, and ethical standards required of effective HR practitioners. Sets the professional conduct framework for the course.

Lesson 2 • Key HR Stakeholders and Relationships

Identifies internal and external stakeholders HR professionals interact with daily. Builds awareness of competing interests HR must balance.

Lesson 3 • Defining HR Management and Its Scope

Covers the definition, evolution, and boundaries of HR management as a discipline. Provides the conceptual baseline for all subsequent HR topics.

Lesson 1 • Job Analysis Methods and Tools

Teaches systematic approaches to collecting and analysing job data. Outputs feed directly into job descriptions, recruitment, and remuneration design.

Lesson 2 • Workforce Planning Fundamentals

Introduces demand and supply forecasting methods for human capital. Connects workforce planning to organisational strategy established in Chapter 1.

Lesson 3 • Writing Job Descriptions and Specifications

Guides creation of clear, legally defensible job descriptions and person specifications. Ensures alignment between role requirements and organisational needs.

Lesson 1 • Onboarding New Employees Effectively

Designs structured onboarding programmes that accelerate new-hire productivity. Bridges the gap between selection and performance management.

Lesson 2 • Interviewing Techniques and Best Practices

Trains students in behavioural and situational interviewing methods. Reduces interviewer bias and improves predictive accuracy of hiring decisions.

Lesson 3 • Recruitment Strategy and Sourcing

Covers internal versus external sourcing, employer branding, and channel selection. Builds on job analysis outputs to target the right candidate pools.

Lesson 4 • Designing the Selection Process

Establishes criteria for choosing and sequencing selection tools. Emphasises validity, reliability, and fairness in assessment design.

Lesson 1 • Calibration and Performance Data Analytics

Uses data to ensure rating fairness and identify performance trends across teams. Connects performance outcomes to remuneration and development decisions.

Lesson 2 • Conducting Effective Performance Reviews

Trains managers to prepare, conduct, and document performance conversations. Reduces recency bias and improves rating consistency.

Lesson 3 • Performance Management Frameworks

Compares continuous feedback models, annual reviews, and hybrid approaches. Establishes the structural foundation for all performance-related practices.

Lesson 4 • Managing Underperformance and PIPs

Provides tools for identifying, addressing, and documenting poor performance. Introduces performance improvement plans as a structured intervention.

Lesson 1 • Delivery Methods and Learning Modalities

Compares instructor-led, e-learning, blended, and on-the-job training formats. Guides selection of the most effective modality for each learning need.

Lesson 2 • Instructional Design Principles

Applies adult learning theory and design models to build effective training content. Ensures learning experiences are engaging and retention-focused.

Lesson 3 • Evaluating Training Effectiveness

Applies evaluation frameworks to measure learning transfer and business impact. Closes the L&D cycle by linking training outcomes to performance data.

Lesson 1 • Pay Equity and Remuneration Compliance

Identifies pay equity risks and applies audit methods to close unjustified gaps. Ensures remuneration practices meet regulatory fairness requirements.

Lesson 2 • Variable Pay and Incentive Programmes

Designs short- and long-term incentive plans tied to individual and team performance. Connects incentive design to performance management frameworks.

Lesson 3 • Remuneration Strategy and Philosophy

Defines pay positioning, internal equity, and external competitiveness principles. Connects remuneration philosophy to talent attraction and retention goals.

Lesson 4 • Employee Benefits Design and Administration

Covers health, retirement, leave, and voluntary benefit programme design. Addresses cost management and employee communication of benefits packages.

Lesson 1 • Labour Relations and Collective Bargaining

Introduces union organising, collective bargaining, and contract administration basics. Prepares HR professionals to operate in both unionised and non-union environments.

Lesson 2 • Workplace Investigations and Grievances

Provides a structured process for investigating complaints and resolving grievances fairly. Ensures procedural consistency and documentation integrity.

Lesson 3 • Disciplinary Processes and Termination

Applies progressive discipline principles and lawful termination procedures. Reduces legal exposure through consistent, documented HR practice.

Lesson 4 • Employment Law Fundamentals

Surveys key employment law categories including anti-discrimination, wage, and leave regulations. Provides the legal literacy needed for compliant HR decision-making.

Lesson 1 • HR Strategy Formulation and Alignment

Translates business strategy into an integrated HR roadmap with measurable priorities. Synthesises all prior HR functions into a unified strategic plan.

Lesson 2 • Organisational Design and Restructuring

Applies organisational design principles to align structure with strategy and workflow. Guides HR's role in restructuring, mergers, and workforce redesign.

Lesson 3 • Organisational Culture and Change Management

Diagnoses organisational culture and leads structured change management initiatives. Applies change models to minimise resistance and sustain transformation.

Lesson 4 • HR Technology and Digital Transformation

Evaluates HRIS platforms and digital tools that automate and enhance HR processes. Prepares HR professionals to lead technology adoption within their function.