Professional HR Training Course

Lesson 1 • Core HR Competencies and Roles

Maps the competencies required of effective HR professionals across career levels. Provides a self-assessment baseline for personal development planning.

Lesson 2 • The HR Function in Modern Organisations

Defines HR's evolution from administrative support to strategic partner. Grounds all subsequent chapters in a shared understanding of HR's organisational mandate.

Lesson 3 • HR Organisational Structures and Models

Examines centralised, decentralised, and shared-service HR models. Students identify which structure fits different organisational contexts.

Lesson 1 • Wage, Hour, and Leave Compliance

Addresses minimum wage, overtime, and employee leave entitlements under applicable regulations. Students audit pay practices and leave policies for compliance gaps.

Lesson 2 • HR Compliance Programme Management

Guides students in building proactive compliance infrastructure, including audits and training. Connects legal knowledge to day-to-day HR operational practice.

Lesson 3 • Foundations of Employment Law

Covers the sources and hierarchy of employment law, including statutory, regulatory, and common-law obligations. Establishes the legal context for all HR decisions.

Lesson 4 • Workplace Safety and Health Obligations

Reviews employer duties to maintain safe working conditions under applicable safety regulations. Students design compliant safety programmes and incident-response procedures.

Lesson 1 • Offer Management and Candidate Experience

Addresses remuneration benchmarking, offer negotiation, and candidate communication. Students craft competitive offers while delivering a positive candidate experience.

Lesson 2 • Recruitment Metrics and Process Improvement

Introduces key recruiting metrics and data-driven process optimisation techniques. Students use analytics to identify bottlenecks and improve talent acquisition quality and speed.

Lesson 3 • Workforce Planning and Job Analysis

Links talent acquisition to strategic workforce planning and accurate job documentation. Students produce job analyses that drive compliant, targeted recruitment.

Lesson 4 • Screening, Assessment, and Selection

Covers CV screening, structured interviewing, and validated assessment tools. Students apply selection methods that are both legally defensible and predictively valid.

Lesson 1 • Cultural Integration and Socialisation

Examines how organisational culture is transmitted to new employees through deliberate socialisation. Students design activities that build belonging and cultural alignment.

Lesson 2 • Preboarding and First-Day Experience

Covers activities between offer acceptance and day one that reduce anxiety and build connection. Sets the tone for the full onboarding journey.

Lesson 3 • Structured Onboarding Programme Design

Guides students in building phased onboarding plans covering the first 90 days. Ensures new hires gain role clarity, relationships, and early wins systematically.

Lesson 1 • Managing Underperformance

Provides structured approaches to identifying, documenting, and addressing performance gaps. Students apply progressive discipline and performance improvement plan processes.

Lesson 2 • Continuous Feedback and Coaching

Shifts focus from annual reviews to ongoing feedback conversations and manager coaching. Students practise feedback models that build employee capability and engagement.

Lesson 3 • Linking Performance to Rewards

Connects performance outcomes to remuneration, promotion, and development decisions. Students design merit and recognition systems that reinforce high performance.

Lesson 4 • Goal Setting and Performance Planning

Covers frameworks for cascading organisational goals to individual performance plans. Students write SMART goals and align individual objectives to business priorities.

Lesson 1 • Total Rewards Philosophy and Strategy

Defines total rewards components and how philosophy drives programme design decisions. Students articulate a rewards strategy aligned to organisational culture and talent goals.

Lesson 2 • Employee Benefits Programme Management

Reviews core benefit categories, vendor management, and open enrolment processes. Students design benefit packages that balance cost, competitiveness, and employee needs.

Lesson 3 • Variable Pay and Incentive Programmes

Examines short- and long-term incentive designs, including bonuses and equity programmes. Students evaluate incentive plan effectiveness and alignment to performance goals.

Lesson 4 • Pay Equity Analysis and Compliance

Teaches statistical and audit-based approaches to identifying and correcting pay disparities. Students conduct basic pay equity analyses and develop remediation plans.

Lesson 1 • Instructional Design Fundamentals

Introduces adult learning principles and systematic instructional design models. Students apply design frameworks to create effective, engaging training solutions.

Lesson 2 • Training Delivery and Facilitation

Covers facilitation techniques for instructor-led, virtual, and self-paced learning formats. Students practise delivery skills that maximise learner engagement and knowledge transfer.

Lesson 3 • Succession Planning and Leadership Pipelines

Guides students in identifying critical roles and developing internal talent to fill them. Connects individual development plans to organisational continuity and growth.

Lesson 4 • Learning Evaluation and ROI

Applies multi-level evaluation models to measure training effectiveness and business impact. Students design evaluation plans that demonstrate learning programme value.

Lesson 1 • Organisational Culture and Climate

Defines culture, diagnoses cultural gaps, and designs interventions to shift organisational climate. Students build culture change roadmaps aligned to strategic intent.

Lesson 2 • HR Analytics and Data-Driven Decision Making

Advances HR metrics into predictive analytics and evidence-based people strategy. Students build dashboards and analytical narratives that influence executive decisions.

Lesson 3 • HR Leadership and Executive Influence

Develops the executive presence and business acumen needed to lead HR at a senior level. Students practise influencing without authority and building C-suite credibility.

Lesson 4 • Change Management and HR's Role

Applies structured change management models to HR-led and enterprise-wide transformations. Students develop change plans that address resistance and sustain adoption.

Lesson 5 • HR Strategic Planning Process

Aligns HR strategy to business strategy through environmental scanning and workforce planning. Students produce a strategic HR plan linked to organisational objectives.