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HR Generalist Course

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HR Generalist Course

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HR Generalist Course

Name: HR Generalist Course
Price: 222 USD

The HR Generalist Course gives you a complete, practical foundation across every core HR discipline — from employment law and compensation to talent acquisition and employee relations. You'll build the skills employers look for in HR professionals who can operate strategically and handle day-to-day people management with confidence. This is the training that turns HR interest into HR expertise.

Dedika for businesses

What you will learn:

You'll cover the full scope of HR generalist responsibilities, starting with how HR functions are structured and how they align with business strategy. From there, you'll work through employment law and compliance, talent acquisition, compensation and benefits design, and performance management systems. You'll also develop skills in employee relations, workplace investigations, HRIS platforms, and workforce analytics. The course includes strategic HR planning, DEI strategy, change management, and HR communication. By the end, you'll have the knowledge and tools to perform effectively across every major HR function.

How you study in practice HR Generalist Course

How you practice HR Generalist Course

For companies looking to train their teams

With Dedika for businesses, the course includes exercises and examples tailored to your own business and the way your company needs.

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Course Content

8 Chapters • 39 LessonsDuration between 4 and 360 hours (you decide)

Chapter 1See details

Foundations of Human Resources Management

Lesson 1 • HR Metrics and Workforce Analytics Basics
Introduces data-driven HR decision-making using foundational workforce metrics. Prepares learners to measure HR impact from the start.
Lesson 2 • The HR Function in Modern Organizations
Defines HR's scope, evolution, and strategic positioning within a business. Provides the conceptual baseline for all subsequent HR competencies.
Lesson 3 • HR Organizational Structures and Models
Examines how HR departments are structured across different organization sizes and industries. Connects structure to service delivery effectiveness.
Lesson 4 • Core HR Competencies and Roles
Identifies the skills, knowledge, and behaviors required of effective HR generalists. Sets personal development benchmarks for the course.

Chapter 2See details

Employment Law and Regulatory Compliance

Lesson 1 • Equal Employment and Anti-Discrimination Standards
Examines protected characteristics, equal opportunity principles, and anti-harassment obligations. Directly informs hiring, promotion, and discipline practices.
Lesson 2 • Wage, Hour, and Leave Compliance
Addresses compensation classification, overtime rules, and employee leave entitlements. Prevents costly wage and hour violations in day-to-day HR operations.
Lesson 3 • Foundations of Workplace Employment Law
Covers the legal principles underlying the employer-employee relationship. Establishes the compliance mindset essential for all HR decisions.
Lesson 4 • HR Compliance Audits and Risk Management
Teaches systematic review of HR practices to identify and remediate legal exposure. Builds proactive compliance management skills.
Lesson 5 • Workplace Safety and Health Regulations
Reviews employer duties to maintain safe working conditions and respond to incidents. Connects safety compliance to HR policy and employee relations.

Chapter 3See details

Talent Acquisition and Recruitment

Lesson 1 • Sourcing Strategies and Employer Branding
Explores active and passive candidate sourcing channels and employer value proposition. Builds pipelines that attract qualified, diverse talent.
Lesson 2 • Workforce Planning and Job Analysis
Links business strategy to staffing needs through structured workforce planning. Produces accurate job requirements that drive effective recruitment.
Lesson 3 • Offer Management and Pre-Employment Processes
Guides learners through offer negotiation, background checks, and pre-hire compliance steps. Ensures a smooth, legally sound transition from candidate to employee.
Lesson 4 • Onboarding and New Hire Integration
Designs structured onboarding programs that accelerate productivity and retention. Bridges recruitment outcomes to the employee lifecycle.
Lesson 5 • Screening, Interviewing, and Selection
Covers structured screening tools, interview design, and evidence-based selection decisions. Reduces bias and improves quality-of-hire outcomes.

Chapter 4See details

Compensation and Benefits Administration

Lesson 1 • Total Rewards Strategy and Philosophy
Defines total rewards components and their role in attracting and retaining talent. Aligns compensation philosophy with organizational values and budget.
Lesson 2 • Job Evaluation and Pay Structure Design
Teaches methods for evaluating job worth and building internally equitable pay grades. Creates the structural foundation for consistent compensation decisions.
Lesson 3 • Benefits Program Design and Administration
Reviews health, retirement, and voluntary benefit options and their administrative requirements. Equips HR generalists to manage open enrollment and vendor relationships.
Lesson 4 • Variable Pay and Incentive Programs
Explores short- and long-term incentive designs that drive performance and retention. Connects pay-for-performance principles to business outcomes.
Lesson 5 • Market Pricing and Compensation Surveys
Covers how to use salary survey data to benchmark roles and maintain market competitiveness. Supports data-driven pay decisions and budget planning.

Chapter 5See details

Performance Management and Development

Lesson 1 • Performance Improvement Plans
Guides HR professionals through designing and administering formal improvement plans. Balances legal protection with genuine employee development intent.
Lesson 2 • Learning and Development Integration
Connects performance data to targeted learning interventions and career development plans. Closes skill gaps identified through the performance management process.
Lesson 3 • Performance Management System Design
Examines the components and philosophies behind effective performance management cycles. Establishes the framework for all performance-related HR activities.
Lesson 4 • Feedback, Coaching, and Ongoing Conversations
Builds skills for delivering effective feedback and coaching employees toward improvement. Supports a culture of continuous development and accountability.
Lesson 5 • Goal Setting and Expectations Alignment
Teaches structured goal-setting methods that connect individual work to organizational strategy. Ensures employees understand and commit to measurable expectations.

Chapter 6See details

Employee Relations and Engagement

Lesson 1 • Disciplinary Processes and Progressive Discipline
Designs fair, consistent disciplinary frameworks that correct behavior while minimizing legal risk. Connects discipline to performance management and documentation practices.
Lesson 2 • Employee Relations Fundamentals
Defines the scope of employee relations and the HR generalist's role in maintaining a positive workplace. Establishes the principles guiding fair and consistent treatment.
Lesson 3 • Workplace Investigations
Covers the methodology for conducting fair, thorough, and legally defensible workplace investigations. Protects the organization and ensures equitable outcomes.
Lesson 4 • Employee Engagement Strategy and Measurement
Explores drivers of engagement and tools for measuring and improving workforce commitment. Translates engagement data into actionable HR and leadership interventions.
Lesson 5 • Conflict Resolution and Mediation
Teaches structured approaches to resolving interpersonal and team-level workplace conflicts. Reduces escalation and preserves productive working relationships.

Chapter 7See details

HR Information Systems and Data Management

Lesson 1 • Employee Data Management and Recordkeeping
Covers standards for maintaining accurate, secure, and compliant employee records. Ensures data integrity across the employee lifecycle.
Lesson 2 • Data Privacy and Information Security in HR
Addresses legal and ethical obligations for protecting employee personal data. Builds practices that prevent data breaches and maintain employee trust.
Lesson 3 • Workforce Analytics and Predictive Insights
Advances learners from descriptive to predictive HR analytics for strategic decision-making. Connects data analysis skills to business impact measurement.
Lesson 4 • HR Reporting and Dashboard Development
Teaches how to build and interpret HR reports and dashboards for operational and strategic use. Converts raw HR data into actionable business intelligence.
Lesson 5 • HRIS Landscape and Core Functionality
Surveys the types of HR information systems and their core modules. Provides the foundation for evaluating and using HR technology effectively.

Chapter 8See details

Strategic HR and Organizational Effectiveness

Lesson 1 • Measuring HR's Business Impact
Teaches ROI analysis and value demonstration techniques for HR programs and initiatives. Enables HR professionals to justify investments and earn strategic credibility.
Lesson 2 • Diversity, Equity, and Inclusion Strategy
Develops a strategic approach to building inclusive workplaces through systemic HR practices. Moves beyond compliance to culture-driven DEI outcomes.
Lesson 3 • Organizational Design and Restructuring
Covers principles of organizational design and HR's role in restructuring initiatives. Equips learners to support structural changes that improve effectiveness.
Lesson 4 • Change Management and HR's Role
Applies structured change management frameworks to HR-led and HR-supported initiatives. Builds skills to lead employees through organizational transitions effectively.
Lesson 5 • HR Strategic Planning and Business Alignment
Connects HR planning processes to organizational strategy and annual business cycles. Positions HR as a proactive contributor to business performance.

Certification

Your valid completion certificate

This course is for you:

Career changers: eager to move into HR from an unrelated professional background.
Office administrators: already handling people tasks and ready to formalize their expertise.
Small business owners: managing their own workforce without dedicated HR support.
Recent graduates: entering the job market with a focus on human resources roles.
HR assistants: looking to expand their responsibilities and advance within the field.
Operations managers: wanting to handle workforce decisions with greater HR confidence.

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