Professional Certification on Human Resource Management

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About Course

The Professional Certification on Human Resource Management is a comprehensive online program designed for individuals who aspire to build or advance their careers in Human Resources. This course provides an in-depth understanding of HR principles, practices, and strategies that are essential for managing people effectively in modern organizations.

It covers everything from recruitment and selection to employee engagement, performance management, legal compliance, compensation, learning & development, HR analytics, and the role of HR in business growth. The curriculum is designed to blend theoretical knowledge with practical applications, making learners job-ready for HR roles in any industry.

By the end of the course, learners will not only master the core concepts of HR but also gain exposure to current trends like HR digital transformation, diversity & inclusion, and HR analytics—skills highly in demand by Indian and global companies.

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What Will You Learn?

  • By completing this certification, you will learn to:
  • Understand the fundamentals of Human Resource Management (HRM).
  • Develop effective recruitment and selection strategies.
  • Manage employee onboarding, training, and performance.
  • Create compensation, benefits, and rewards systems.
  • Ensure compliance with Indian labor laws and workplace ethics.
  • Handle employee relations, grievances, and conflict resolution.
  • Design employee engagement and retention programs.
  • Apply HR analytics and digital tools for decision-making.
  • Align HR strategy with organizational goals.
  • Prepare for entry-level to mid-level HR roles in any industry.

Course Content

Module 1: Introduction to Human Resource Management
Human Resource Management (HRM) is more than a support function—it is a strategic driver of organizational success. From ancient guild systems and military recruitment to today’s AI-driven talent analytics, the discipline of HRM has continuously evolved to meet the changing dynamics of work, workers, and workplaces.

  • 1.1 What Is HRM? Evolution, Scope, and Importance
  • 1.2 HRM vs Personnel Management (and Industrial Relations)
  • 1.3 Roles of HR in Modern Organizations (Ulrich+ expanded)
  • 1.4 Ethical Foundations & Indian Legal Context (executive overview)
  • 1.5 HR Strategy & Operating Alignment
  • 1.6 Employee Lifecycle (ELC) Deep Dive
  • 1.7 Performance & Motivation (practical synthesis)
  • 1.8 Rewards & Benefits (total rewards logic)
  • 1.9 Employee Relations, Safety & Well-being
  • 1.10 Diversity, Equity & Inclusion (DEI) and Culture
  • 1.11 Digital HR & Analytics (starter toolkit)
  • 1.12 Mini Case Studies (India-focused)
  • 1.13 Templates & Checklists (ready to adapt)
  • 1.14 Common Pitfalls & How to Avoid Them
  • 1.15 Capstone: Building Your HRM Maturity Roadmap (12 months)
  • 1.16 Key Takeaways
  • 1.17 Review & Reflection
  • 1.18 Further Reading (curated, concept-level)

Module 2: Recruitment & Selection
Goal: Build a repeatable, data-driven, and fair system that attracts, selects, and hires the right talent at the right cost, speed, and quality—while safeguarding candidate experience and compliance.

Module 3: Employee Onboarding & Training
Goal: Create a seamless join → belong → perform journey and a repeatable, ROI-positive learning system that builds skills, confidence, and business impact.

Module 4: Performance Management
Goal: Build a fair, continuous, outcomes-and-behavior–based performance system that improves business results, strengthens culture, and grows people—without bureaucracy.

Module 5: Compensation & Benefits (Total Rewards)
Goal: Design a fair, competitive, and sustainable Total Rewards system that attracts and retains talent, motivates performance, complies with law, and communicates value clearly.

Module 6: Employee Relations (ER) & Labour Laws (India)
Goal: Build a fair, predictable, and trust-based ER system that prevents disputes, resolves conflicts early, complies with law, and sustains a positive work climate.

Module 7: Strategic HRM
Goal: Turn HR from a support function into a strategy execution engine that designs the organization, mobilizes capability at speed, and uses data to make better decisions than chance or tradition.

Module 8: Global HRM, DEI & Ethics
Goal: Build an ethically grounded, border-ready people system that scales across cultures and jurisdictions, advances Diversity–Equity–Inclusion, and contributes to society—while protecting the organization from legal, reputational, and operational risks.

Conclusion Module: Your HRM Mastery—What You’ve Gained and What Comes Next
You’ve completed a rigorous, practice-ready journey through Human Resource Management. Across eight deep modules, you built the mindset, skill set, and tool set to operate as a modern HR professional—one who is strategic, data-driven, ethical, and human-centered. This closing module consolidates your learning, highlights the competencies you now own, and gives you a clear path to apply, signal, and keep compounding your HR capability. 1) The Big Picture—What You Now Know Module 1: Introduction to HRM Strategic lens: HR as a value creator, not back-office admin. Foundations: evolution of HR, core principles (alignment, fairness, evidence, ethics), and the end-to-end employee lifecycle. Operating roles: strategic partner, culture steward, talent builder, EX champion, compliance expert. Module 2: Recruitment & Selection Workforce planning: demand/supply modeling and 4B+A choices (Build/Buy/Borrow/Bind/Automate). Sourcing excellence: channel scorecards, inclusive JDs, employer brand assets. Selection science: work-sample tests, structured interviews, fairness checks, offer governance. Module 3: Onboarding & Training Join → belong → perform: 30/60/90 plans, manager/buddy systems, friction logs. Capability building: TNA, ADDIE/SAM, microlearning, learning in the flow of work. Impact: Kirkpatrick L1–L4 and ROI (Phillips), experimentation and sustainment. Module 4: Performance Management Continuous performance: OKRs/KPIs, weekly 1:1s, quarterly calibration. Motivation & recognition: science-backed design, behavior + outcomes. Underperformance: humane, compliant PIPs; bias controls and fairness audits. Module 5: Compensation & Benefits (Total Rewards) Total rewards: fixed/variable/equity/benefits/recognition/experience. Internal equity + market competitiveness: job architecture, bands, compa-ratio, merit/bonus matrices. Pay equity: audits, guardrails; India-specific CTC structures and statutory anchors. Module 6: Employee Relations & Labour Laws (India) Trust and due process: grievance systems, discipline (show-cause → inquiry → speaking order), POSH compliance. IR readiness: unions, bargaining, settlements, BCP for strikes/lockouts. Contract labour & safety: principal-employer duties, OSH practices, documentation hygiene. Module 7: Strategic HRM Strategy → people: capability maps, skills-based operating models, org design and decision rights. People analytics: QoH, attrition risk, fairness, mobility, manager effectiveness. Change & M&A: due diligence, integration, humane restructuring, adoption engines. Module 8: Global HRM, DEI & Ethics Border-ready systems: multi-country compliance, mobility policies, EOR vs entity. DEI as a system: hire/progress/pay/belonging/benefits with metrics and parity checks. Ethics: 5-lens decision framework, AI guardrails, CSR/ESG outcomes and reporting. 2) Competency Map—Your HR Skill Portfolio You can now confidently: Design HR strategies from business goals and translate them into roles, structures, and systems. Hire better, faster, fairer: outcome-based JDs, structured assessments, DEI slates, offer governance. Accelerate ramp-up: craft onboarding journeys that measurably reduce time-to-productivity. Run performance like a pro: write high-quality OKRs, coach weekly, calibrate fairly, and link pay to performance. Build total rewards: architect pay bands, model bonus plans, run pay-equity reviews, and communicate rewards with clarity. Resolve conflicts & comply: execute grievance and discipline processes with natural justice, POSH compliance, and airtight documentation. Do analytics that matter: build dashboards that drive action (QoH, attrition risk, fairness, mobility, manager effectiveness). Scale globally and ethically: navigate privacy, working time, mobility, DEI, and AI-in-HR with principled guardrails. 3) Your Practitioner Toolkit—What You Can Ship on Day One Throughout the eBook you’ve accumulated ready-to-use artefacts: Strategy & Planning: Strategy→People canvas, Quarterly Talent Review, Succession templates. Hiring: Req intake form, outcome-based JD template, structured interview kits, channel scorecards. Onboarding & L&D: 30/60/90 plans, TNA guide, lesson blueprints, LMS governance. Performance: weekly 1:1 template, appraisal and calibration packs, feedback scripts, PIP template. Rewards: CTC breakup models, merit/bonus matrices, pay band cards, equity policy outlines. ER & Compliance: grievance forms, show-cause/charge-sheet skeletons, inquiry TORs, POSH/IC checklists, compliance calendars. DEI/Ethics/Global: DEI strategy on a page, pay-equity review pack, country readiness checklist, ethics decision memo, global privacy notice skeleton. These artefacts let you operationalize HR immediately—not as theory, but as repeatable systems. 4) Proof of Mastery—How You Know You’ve “Got It” Run this quick self-assessment: Alignment: Can you map a business goal to capabilities, roles, and OKRs within one page? Quality Hiring: Can you design a three-stage, bias-resistant selection flow with a work-sample test for any role? Time-to-Productivity: Can you propose a 90-day onboarding plan that halves ramp-time metrics? Fair Rewards: Can you explain a pay decision using internal equity, market data, and a merit matrix—clearly and defensibly? Due Process: Can you outline a compliant, dignified route from grievance to closure? Analytics to Action: Can you pick one hotspot from your dashboard and prescribe a measurable intervention? Ethical Judgment: Can you write a one-page ethics memo for a tough decision (e.g., monitoring tool, AI screening) using the 5-lens framework? If you can do these confidently, you’re operating at professional HR standard. 5) Capstone & Portfolio Ideas (Show Your Work) Design a complete hiring system for one critical role: JD → assessment → rubric → debrief form → offer guardrails → post-offer plan. Write a performance playbook for a business unit: goal library, check-in ritual, calibration deck, recognition calendar. Run a pay-equity mini-audit on sample data; document findings and a remediation plan. Draft a DEI starter plan with 12-month goals, metrics, sponsor roles, and two system changes (e.g., structured interviews + promotion committee). Author an ER readiness kit: grievance SOP, manager pocket guide, POSH annual plan, compliance calendar. Include these in your professional portfolio—they demonstrate mastery better than any CV line. 6) Certification Readiness & Next Steps Exam prep: Review each module’s Key Takeaways and Reflection Questions. Summarize every template in your own words. Mock scenarios: Practice 3–5 caselets—hiring, ER case, pay decision, onboarding ROI, ethics dilemma—timed to 20 minutes each. Data fluency: Be ready to compute/interpret: time-to-fill, offer-acceptance, QoH composite, compa-ratio, range penetration, L1–L4 evaluation. Policy literacy: Re-scan the India compliance snapshots (Wages, Social Security, OSH, IR; POSH; Shops & Establishments). Signal your skill: Publish a short “HR Operating System” doc for your context; share your portfolio artefacts. 7) The Assurance This course has equipped you with comprehensive, end-to-end HR competence: The strategic clarity to link people systems with business value. The operational detail to run hiring, onboarding, performance, rewards, ER, and compliance with confidence. The data mindset to measure, learn, and improve. The ethical backbone to lead with fairness, dignity, and transparency. The global and DEI awareness to build organizations that are both high-performing and just. You are ready to design, implement, and continuously improve a modern HR operating system—whether in a startup, a scaling enterprise, or a global organization. 8) Keep Your Edge—A Short Habit Loop Monthly: refresh your people dashboard; fix one hotspot. Quarterly: review pay and promotion fairness; recalibrate OKRs; run a talent review. Bi-annually: update job architecture and pay bands; run a pay-equity audit; refresh DEI plan. Annually: rewrite your Strategy→People one-pager; archive lessons learned; reset the roadmap. Small, consistent cycles will compound your impact.

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