Human Capital Management Course

Lesson 1 • Defining Human Capital and HCM

Clarifies the distinction between human capital and traditional HR, positioning HCM as a strategic discipline. Provides the vocabulary used throughout the course.

Lesson 2 • Core HCM Functions Overview

Maps the primary HCM functions—acquisition, development, retention, and analytics—as an integrated system. Sets the learning roadmap for subsequent chapters.

Lesson 3 • Evolution of Workforce Management

Traces the shift from administrative personnel management to data-driven HCM. Contextualizes modern practices within historical development.

Lesson 1 • Workforce Segmentation and Role Design

Teaches how to segment the workforce by criticality and design roles that maximize productivity. Supports targeted planning and resource allocation.

Lesson 2 • Strategic Workforce Planning Principles

Introduces the planning cycle, demand-supply analysis, and gap identification. Connects workforce planning to the strategic HCM framework from Chapter 1.

Lesson 3 • Building and Communicating the Workforce Plan

Guides students through documenting, presenting, and gaining approval for workforce plans. Develops stakeholder communication skills essential for plan execution.

Lesson 1 • Recruitment Strategy and Sourcing

Covers sourcing channel selection, candidate persona development, and recruitment marketing. Translates workforce plan gaps into targeted sourcing strategies.

Lesson 2 • Onboarding for Retention and Productivity

Designs structured onboarding programs that accelerate time-to-productivity and reduce early attrition. Bridges recruitment outcomes to long-term employee engagement.

Lesson 3 • Employer Branding and Candidate Experience

Builds employer value proposition and maps the candidate journey to improve offer acceptance. Strengthens organizational attractiveness in competitive talent markets.

Lesson 1 • Learning Program Design and Delivery

Covers curriculum design, blended learning, and facilitation techniques for diverse audiences. Produces programs that are engaging, scalable, and measurable.

Lesson 2 • Career Development and Succession Planning

Integrates individual career pathing with organizational succession pipelines to ensure leadership continuity. Supports long-term capability and retention strategies.

Lesson 3 • Training Needs Analysis

Teaches organizational, task, and person-level analysis to identify and prioritize skill gaps. Ensures development investments target the highest-impact capability deficits.

Lesson 4 • Measuring Learning Effectiveness

Applies evaluation models to assess reaction, learning, behavior transfer, and business impact. Connects L&D investment to measurable organizational outcomes.

Lesson 1 • Performance Management Philosophy and Design

Contrasts traditional appraisal models with continuous performance management approaches. Establishes design principles that balance development and accountability.

Lesson 2 • Managing Underperformance and PIPs

Provides structured approaches to address performance gaps through improvement plans and support. Balances organizational accountability with employee dignity and due process.

Lesson 3 • Feedback, Coaching, and Check-ins

Builds manager capability in delivering ongoing feedback and conducting effective performance conversations. Shifts culture from annual reviews to continuous dialogue.

Lesson 4 • Goal Setting and Alignment

Applies cascading goal frameworks to align individual objectives with team and organizational targets. Ensures every employee understands their contribution to strategy.

Lesson 1 • Recognition and Non-Monetary Rewards

Builds formal and informal recognition programs that reinforce desired behaviors and culture. Demonstrates the motivational power of non-financial rewards.

Lesson 2 • Base Pay Structure and Job Evaluation

Applies job evaluation methods and market pricing to build internally equitable and externally competitive pay structures. Supports pay transparency and compliance.

Lesson 3 • Benefits, Wellness, and Work-Life Programs

Evaluates benefit plan design, wellness initiatives, and flexible work policies as retention levers. Addresses diverse workforce needs and cost sustainability.

Lesson 4 • Variable Pay and Incentive Design

Designs short- and long-term incentive plans that link pay to individual, team, and organizational performance. Balances motivation with cost management.

Lesson 1 • Engagement Theory and Business Impact

Examines engagement models and quantifies the productivity, quality, and financial impact of disengagement. Builds the business case for sustained engagement investment.

Lesson 2 • Employee Listening and Survey Design

Designs pulse surveys, annual engagement surveys, and qualitative listening tools to capture workforce sentiment. Ensures data quality and actionable insight generation.

Lesson 3 • Engagement Action Planning

Translates survey insights into prioritized, manager-owned action plans with measurable outcomes. Builds accountability structures that sustain engagement improvements.

Lesson 4 • Culture, Inclusion, and Belonging

Connects organizational culture and inclusive practices to sustained engagement and retention outcomes. Equips practitioners to diagnose and shape culture intentionally.

Lesson 1 • Predictive and Prescriptive Analytics

Introduces predictive modeling techniques for attrition, performance, and hiring success. Advances students from reporting what happened to recommending what to do.

Lesson 2 • Key HCM Metrics and Scorecards

Defines and calculates critical HCM metrics across the talent lifecycle and organizes them into scorecards. Links metrics to strategic objectives for executive reporting.

Lesson 3 • Workforce Analytics Foundations

Establishes data literacy, HR data sources, and the analytics maturity model from descriptive to predictive. Prepares students to work with workforce data confidently.

Lesson 4 • Data Visualization and Storytelling

Teaches dashboard design principles and narrative frameworks for communicating workforce insights to executives. Converts data into compelling, decision-ready stories.