Introduction:

Human resource management is an essential organizational function that supports workforce effectiveness, regulatory compliance, employee development, and operational performance. Professional HR management integrates workforce planning, recruitment, learning and development, compensation, employee engagement, labor relations, and HR information systems to maintain effective employment practices. This training program explores human resource management frameworks, employment regulations, talent acquisition methodologies, performance management systems, and total rewards structures. It also addresses employee relations, workplace safety, HR analytics, information security, and business management principles that support consistent and accountable human resource operations.

Program Objectives:

By the end of this program, participants will be able to:

Analyze business management principles, HR governance structures, and organizational risk frameworks.
Evaluate workforce planning, recruitment, selection, and talent acquisition methodologies.
Assess learning and development, performance management, and employee engagement strategies.
Evaluate compensation, benefits, employee relations, and employment compliance frameworks.
Explore HR information management, workforce analytics, and employee data protection requirements.

Target Audience:

Human Resources Officers and HR Generalists.
Human Resources Managers and HR Business Partners.
Recruitment and Talent Acquisition Specialists.
Training, Compensation, and Employee Relations Professionals.
HR Operations and Workforce Administration Specialists.

Program Outline:

Unit 1:

Human Resource Management and Business Operations:

Fundamental principles and organizational functions of human resource management.
Business management structures and HR operational responsibilities.
Organizational strategy, business objectives, and HR alignment.
Cross-functional coordination and HR stakeholder relationships.
Human resource management policies and operational accountability.

Unit 2:

Organizational Culture, Ethics, and HR Risk Management:

Organizational culture, core values, and workplace expectations.
Professional ethics and human resource management responsibilities.
HR risk identification, assessment, and mitigation frameworks.
Organizational change management and workforce transition considerations.
Business continuity and organizational resilience in HR operations.

Unit 3:

Workforce Planning and Job Analysis:

Workforce planning principles and staffing requirement methodologies.
Workforce supply, demand, and labor market analysis.
Job analysis, job descriptions, and job specification frameworks.
Workforce demographics, competency inventories, and staffing gaps.
Workforce planning metrics and employment cost considerations.

Unit 4:

Recruitment and Talent Acquisition Management:

Recruitment planning and talent acquisition strategies.
Internal and external recruitment sourcing methodologies.
Employer branding and candidate attraction frameworks.
Recruitment effectiveness, time-to-fill, and hiring cost indicators.
Recruitment compliance and equal employment opportunity requirements.

Unit 5:

Employee Selection, Hiring, and Onboarding:

Candidate screening and employee selection methodologies.
Employment assessments, interviews, and selection criteria.
Background verification and hiring documentation requirements.
Employment offers, contractual terms, and hiring procedures.
Employee onboarding, orientation, and organizational integration.

Unit 6:

Learning and Development Management:

Employee learning and development principles and frameworks.
Training needs assessment and competency gap analysis.
Instructional design models and training program structures.
Employee development, coaching, and mentoring methodologies.
Training effectiveness and learning evaluation indicators.

Unit 7:

Employee Performance Management and Career Development:

Performance management systems and employee evaluation frameworks.
Performance objectives, competencies, and measurement criteria.
Performance appraisal methodologies and feedback structures.
Career development planning and internal mobility frameworks.
Employee development pathways and performance accountability.

Unit 8:

Compensation Management and Pay Structures:

Compensation management principles and total rewards philosophy.
Job evaluation and compensation classification methodologies.
Salary structures, pay grades, and market benchmarking.
Incentive compensation and performance based reward systems.
Pay equity, wage regulations, and compensation compliance.

Unit 9:

Employee Benefits and Payroll Administration:

Employee benefits administration and eligibility requirements.
Health, welfare, retirement, and insurance benefit structures.
Payroll management principles and wage calculation frameworks.
Statutory deductions, leave entitlements, and payroll compliance.
Benefits communication and total rewards cost considerations.

Unit 10:

Employee Engagement and Organizational Commitment:

Employee engagement principles and organizational commitment models.
Employee satisfaction, motivation, and recognition frameworks.
Employee engagement surveys and feedback measurement systems.
Organizational inclusion, employee experience, and workplace culture.
Employee engagement indicators and organizational performance relationships.

Unit 11:

Employee Retention and Workforce Relations:

Employee retention strategies and workforce stability frameworks.
Employee turnover, absenteeism, and retention measurement.
Employee communication and workplace relationship structures.
Employee recognition and organizational wellbeing considerations.
Employee lifecycle management and separation procedures.

Unit 12:

Employment Law and Regulatory Compliance:

Employment law principles and HR regulatory responsibilities.
Equal employment opportunity and anti-discrimination requirements.
Wage and hour regulations and employment classification standards.
Employee leave, accommodation, and workplace protection requirements.
Employment documentation, compliance monitoring, and recordkeeping.

Unit 13:

Employee and Labor Relations Management:

Employee relations policies and employment relationship frameworks.
Employee grievances, workplace investigations, and disciplinary procedures.
Labor relations principles and collective bargaining structures.
Employee representation, workplace rights, and dispute resolution.
Employment termination, separation, and procedural fairness requirements.

Unit 14:

Workplace Safety and Employee Protection:

Occupational health and safety responsibilities in human resources.
Workplace hazard identification and employee safety requirements.
Workplace violence prevention and employee protection policies.
Workplace injury reporting and employee safety documentation.
HR coordination with safety, security, and operational functions.

Unit 15:

HR Information Management and Workforce Analytics:

Human Resource Information Systems (HRIS) and data management structures.
Employee records, personnel databases, and information governance.
HR analytics, workforce metrics, and management reporting.
Employee information privacy, confidentiality, and cybersecurity controls.
HR information integrity, access controls, and regulatory recordkeeping.

Certified Professional in Human Resources PHR

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Company Information

Person Responsible for Training and Development