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Saturday, October 31, 2020

Certification Course in Human Resource Management

Curriculum commensurate to Top B School’s Management Program : with downloadable resources, quiz, assessments & exercise
Instructor:
Abhisek Gupta
3,368 students enrolled
English [Auto]
Complete Certification Course in HRM
You will learn the key factors in the development of HR and People Management
What is Human Resource Management (HRM) and the Scope of Human Resource Management, the Processes in HRM and Role of HRM
Learn the Hiring, Training and Development, Performance Management, Motivation, ER, HR Operation, Policy and Compensation Retention Strategies followed by Organizations
Learn about the Skills required for HR Professionals with case studies, quizzes, assignments and Course works.
Learn Strategic Human Resource Management, Leadership Development and Organizational Development
This training will be useful if your job involves advising, managing and improving the HR processes even if you are not a HR Professional.
Discover how to become far more self-aware in the way that you communicate and interact with people.
This online course is packed full of professionally produced downloadable HR resources, which will enable you to start practicing immediately after completion.
PLUS: Get access to Facebook, YouTube, Podcast support community and practice your new skills right away.
Strategic Human Resource Management
HR Coursework and Skill Development
Complete Certification Course in HRM
You will learn the key factors in the development of HR and People Management
What is Human Resource Management (HRM) and the Scope of Human Resource Management, the Processes in HRM and Role of HRM
Learn the Hiring, Training and Development, Performance Management, Motivation, ER, HR Operation, Policy and Compensation Retention Strategies followed by Organizations
Learn about the Skills required for HR Professionals with case studies, quizzes, assignments and Course works.
Learn Strategic Human Resource Management, Leadership Development and Organizational Development
This training will be useful if your job involves advising, managing and improving the HR processes even if you are not a HR Professional.
Discover how to become far more self-aware in the way that you communicate and interact with people.
This online course is packed full of professionally produced downloadable HR resources, which will enable you to start practicing immediately after completion.
PLUS: Get access to Facebook, YouTube, Podcast support community and practice your new skills right away.
Strategic Human Resource Management
HR Coursework and Skill Development

Take the next step in your career! Whether you’re an up-and-coming professional, an experienced executive, aspiring manager, budding HR Professional. This course is an opportunity to sharpen your leadership and management abilities, increase your efficiency for professional growth and make a positive and lasting impact in the organization.

With this course as your guide, you learn how to:

  • All the basic functions and skills required for the HR and People Management role.

  • Transform your People and Human Resource management efficiency for the current business climate

  • Get access to recommended templates and formats for common HR processes.

  • Learn useful case studies, industry practices and demonstrations of different HR practices with useful forms and frameworks

  • Assess your leadership, managerial style, conflict management style and capability as a management professional

  • Invest in yourself today and reap the benefits for years to come

Like Top B School’s Management Program (which will cost not less than $10,000!) available here for a tiny fraction of the cost. By taking this course, you can develop a higher level of HR management skills to kick start the HR or Management career, help you reach your fullest potential to deliver extraordinary value to your team and the organization.

The Frameworks for Human Resource Management Course

Engaging video lectures, case studies, self-assessment, downloadable resources and interactive exercises. This course is created to Learn how to be an effective HR professional, whether generalist or specialist. Learn skills in talent management, recruiting, compensation and benefits, hiring, L&D, employee relations and HR strategy

Management of talent in the workplace is a matter of central concern to all managers and not only to HR professionals. Therefore, all managers, irrespective of their functional areas, are called on to solve problems that involve significant Talent Management issues. Basic knowledge and better understanding of Talent Management would help them in solving such problems. This course aims at imparting knowledge of Talent Management, People Management, Employee Motivation, Reward Management, Reports-Analytics and Employee Relations.

The course includes multiple Case studies, resources like formats-templates-worksheets-reading materials, quizzes, self-assessment, film study and assignments to nurture and upgrade the HR skill.

In the first part of the course (Section 1-11), you’ll learn the most common human resource management processes like HRM, Recruitment, T&D, PMS, Motivation-Employee Management, Payroll & Compliances, Reward Management and HR Policy.

In the middle part of the course (Section 12-14), you’ll learn how to improve your Strategic and Leadership skills related to Leadership Development and Organizational Development. You will also learn the skills required for a HR or People Management function with downloadable resources and applicable articles.

In the final part of the course (Section 15), you’ll develop the ability analyze and solve Human Resource and People Management issues or scenarios with assignments related to Recruitment, Performance Management, Training & Development, Employee Relations and Compensation design. You will get full support and all your quarries would be answered guaranteed within 48 hours.

Course Content:

Part 1 : The Beginner

Introduction and Study Plan

  • Introduction and know your Instructor

  • Study Plan and Structure of the Course

Fundamentals of Human Resource Management

  • Introduction

  • Role of HRM

  • Planning of HRM

  • Functions of HRM

  • Quiz 1

Recruitment and Selection Process Management

  • Introduction to Recruitment

  • Manpower Planning

  • Job Analysis

  • Sourcing

  • Pre-Selection Process

  • Selection Process

  • Recruitment Branding Example

  • Quiz 2

Training & Development Process Management

  • Introduction to T&D

  • Importance of Training

  • Training Need Analysis

  • Methods of Training

  • Evaluation of Training

  • Learning Specification: A Role Analysis and TNI

  • Quiz 3

Performance Management System

  • Introduction to PMS

  • Methods of PMS

  • Purpose and Importance of PMS

  • Steps in PMS

  • A Study on Performance Review Form

  • Quiz 4

Motivation and Employee Management

  • Motivation Theories

  • Strategies of Motivation

  • Management Styles and assessment

  • Employee Counselling

  • Conflict Management and assessment

Payroll and Compensation Management

  • Introduction to Payroll

  • Modes of Compensation

  • Develop a Compensation Structure with full demonstration

  • Compliance and Fringe Benefit in Payroll

  • Variable Payout

  • Linking Rewards with Compensation

  • Quiz 5

Personal Records, Reports and Statistics

  • Need of Personal Records and Reports

  • Information and Formats Required in Personal Records

  • Reports and MIS

  • Quiz 6

Reward Management

  • Introduction to Reward Management

  • Rewards Strategy

  • Rewards System

Employee Relations Management

  • Introduction to Employee Relation

  • The Employment Relationship

  • Employee Communication

  • Employee Voice

  • Employee Wellbeing

  • A Film Study on Engagement

Human Resource Policy and Procedure Management

  • Introduction to HR Policy

  • Formulating and Implementing the Policy

  • HR Procedure

Part 2 : The Intermediate

Strategic Human Resource Management

  • SHRM

  • Talent Management

  • Leadership Development

  • Organizational Development

  • Change Management

  • A Book Review on Change Management

HR Coursework and Skill Development

  • Recruitment Policy and Flow

  • Training and Development Policy

  • PMS Policy

  • Managerial Skill Assessment

  • Conflict Management Style Assessment

  • Creating a Competitive Salary Structure

  • HR Manual and Handbook

  • HR Forms

Useful Managerial and HR Skills

  • Salary negotiation tips

  • Incorporating Employee Engagement into the Business Strategy

  • 10 Essential Negotiating Skills for HR Professionals

  • Active Listening

  • Critical Skills for HR professionals

Part 3 : The Practitioner

Assignments

  • Recruitment

  • Compensation Management

  • Performance Management System

  • Employee Relations Management

  • Training & Development Process Management

  • Human Resource Practice Test

  • Human Resource Practice Test 2

Introduction to the Course

1
Introduction and know your Instructor
2
Study Plan and Structure of the Course

Introduction to Human Resource Management

1
Introduction

Human Resource Management, or HRM, is the practice of managing people to achieve better performance

2
Role of HRM

Human resource management (HRM)The process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. is the process of employing people, training them, compensating them, developing policies relating to them, and developing

3
Planning of HRM

Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses

4
Functions of HRM

Human Resource Department is an integral part of any organization. Also, the Human Resource Manager (HRM) is a member of the management. Four basic functions of Human Resource Management are Planning, Directing, Controlling and Organizing

5
Quiz 1

Recruitment Process Management

1
Introduction to Recruitment

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. Recruitment process is the first step in creating a powerful resource base.

2
Manpower Planning

Manpower planning is also known as human resources planning, and it is the process that management uses to determine the manner in which an organization should move from point A to point B, in terms of manpower. The HR department will also assess which skills are required of employees for each job.

3
Job Analysis

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. ... Job analysis defines the organization of jobs within a job family.

4
Sourcing
5
Pre-Selection Process
6
Selection Process

Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Selection is a long and tedious process. Every candidate has to pass through several hurdles before he/she can get selected for job

7
Recruitment Branding Example
8
Quiz 2

Training and Development Process Management

1
Introduction to T&D

Training and development process is an organizational activity aimed at improving the performance of the individuals and groups of employees in the organizational settings. ... Through 'training' employees are taught specific skills while through 'development' employee's personality and management skills are enhanced

2
Importance of Training

A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks.

3
Training Need Analysis

Training needs analysis is a process that a business goes through in order to determine all the training that needs to be completed in a certain period to allow their team to complete their job as effectively as possible, as well as progress and grow.

4
Methods of Training

List of Training Methods

  • Technology-Based Learning. Common methods of learning via technology include: ...

  • Simulators. Simulators are used to imitate real work experiences. ...

  • On-The-Job Training. ...

  • Coaching/Mentoring. ...

  • Lectures. ...

  • Group Discussions & Tutorials. ...

  • Role Playing. ...

  • Management Games.

5
Evaluation of Training

Training evaluation is the systematic process of analyzing if training programs and initiatives are effective and efficient. ... Trainers and human resource professionals use training evaluation to assess if employee training programs are aligned with and meet the company's goals and objectives

6
Learning Specification : A Role Analysis and TNI
7
Quiz 3

Performance Management System

1
Introduction to PMS

Performance Management System (PMS) is the strategic process by which an organization measures the performance of the employees in order to reward their contribution towards the organization growth and success.

2
Methods of PMS
3
Purpose and Importance of PMS

A performance management system helps HR managers establish clear performance expectations through which employees can easily understand what is expected of their job. It allows managers to reinforce on their employees, the individual accountability to meet their goals and evaluate their own performance.

4
Steps in PMS

The steps in the performance management process can be broken down into four broad categories: Planning, coaching, reviewing and rewarding. Each step is equally important, and together form the backbone of a company's performance management process.

5
A Study on Performance Review Form
6
Quiz 4

Motivation and Employee Management

1
Motivation Theories

Motivation theories

  • Maslow – hierarchy of needs.

  • Alderfer – ERG theory: Existence needs, relatedness needs and growth needs.

  • McClelland – Need for achievement, affiliation and power.

  • Herzberg – Two factor theory.

  • Skinner's reinforcement theory.

  • Vroom's expectancy theory.

  • Adams' equity theory.

  • Locke's goal-setting theory.

2
Strategies of Motivation
3
Management Styles
4
Employee Counselling

Employee counselling is a psychological technique and that is used in various forms. The main objective of it is to support the employees by providing them advice, guidance, suggestions to solve the prevailing problems and improve physical and mental conditions, performance and which can take many forms.

5
Conflict Management

Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.

Payroll and Compensation Management

1
Introduction to Payroll

Payroll is the process of paying a company's employees, which can include the tracking of hours worked, the calculation of employee's pay, and the distribution of payments via direct deposit directly to their account or by check

2
Modes of Compensation
3
Develop a Compensation Structure

Compensation of employees (CE) is a statistical term used in national accounts, balance of payments statistics and sometimes in corporate accounts as well. It refers basically to the total gross (pre-tax) wages paid by employers to employees for work done in an accounting period, such as a quarter or a year.

4
Compliance and Fringe Benefit in Payroll

Common fringe benefits are basic items often included in hiring packages. These include health insurance, life insurance, tuition assistance, childcare reimbursement, cafeteria subsidies, below-market loans, employee discounts, employee stock options, and personal use of a company-owned vehicle

5
Variable Payout

A primary benefit of variable pay programs for employers is they provide flexibility and allow an organization to reward employees through bonuses and other programs instead of committing its financial resources. Variable pay programs help an organization to: Control costs. Improve corporate culture

6
Linking Rewards with Compensation
7
Quiz 5

Personal Records, Reports and Statistics

1
Need of Personal Records and Reports

Employee Personal Details Report displays most details about all employees. This report is helpful to the HR Team to review, verify and analyze the employee data across the Organization. ... If you do not need to see the details of all the employees, you can also generate individual reports pertaining to an employee

2
Information and Formats Required in Personal Records
3
Reports and MIS

Fundamentally, an HR report is an analytical method used to display human resources-related stats, insights, and metrics with the primary purpose of improving workforce performance, recruiting procedures and other relevant HR processes with the help of HR dashboards.

4
Quiz 6

Reward Management

1
Introduction to Reward Management

Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization

2
Rewards Strategy

A reward strategy describes how an organisation will use reward policies, practices and processes to support the delivery of its business strategy. Within it, every reward issue or initiative should be viewed through the prism of how it helps the business.

3
Rewards System

The reward system is a group of neural structures responsible for incentive salience (i.e., motivation and "wanting", desire, or craving for a reward), associative learning (primarily positive reinforcement and classical conditioning), and positively-valenced emotions, particularly ones which involve pleasure as a core

4
Quiz 7

Employee Relations Management

1
Introduction to Employee Relation

The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.

2
The Employment Relationship
3
Employee Communication

Employee communication is often defined as the sharing of information and ideas between the management of an organization and employees and vice versa. ... You can share information among your employees almost instantaneously. As the speed of communication increases the challenges for communicating effectively also change.

4
Employee Voice

Employee voice is the means by which people communicate their views to their employer and influence matters that affect them at work. It helps to build open and trusting relationships between employers and their people which can contribute to organisational success

5
Employee Wellbeing

Employee wellbeing is about more than physiological or mental ill health – it's about optimising the health of all employees, not just reducing the numbers of staff who are diagnosed with medical conditions. Employee wellbeing also extends beyond health, and into happiness as well, and job satisfaction

6
A Film Study on Engagement

Invictus : A Film Study on Engagement


  1. When we talk about engagement, Invictus comes to the mind instantly. Based on the biography of Nelson Mandela, this movie is great in many aspects as it elucidates leadership and motivation in business.

  2. But, what strikes in the movie most is Mandela’s ability to communicate and engage with the people of South Africa, whites and the blacks, torn apart by the racial times.

  3. In the movie (and in real life), Mandela uses Rugby- a sport as a medium to bridge the gap between the blacks and the whites.

  4. The message in the movie is clear for the HR managers; employees can easily get disengaged and even pessimistic in their approach towards their work. It is the duty of the HRs to bring out the positives in them through games, parties, movie hosting and other such conducive activities.

Human Resource Policy and Procedure Management

1
Introduction to HR Policy

The HR policies and procedures manual and employee handbook form the backbone of an organization. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization

2
Formulating and Implementing the Policy
3
HR Procedure

Human resource management procedures describe responsibilities and processes in relation to recruitment and employment arrangements, employee entitlements, workforce management, staff development and health, safety and wellbeing within workplaces.

Strategic Human Resource Management

1
SHRM
2
Talent Management

Talent management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees.

3
Leadership Development

Leadership development is the process which helps expand the capacity of individuals to perform in leadership roles within organizations. Leadership roles are those that facilitate execution of a company's strategy through building alignment, winning mindshare and growing the capabilities of others

4
Organizational Development

Organizational development can be defined as an objective-based methodology used to initiate a change of systems in an entity. Organizational development is achieved through a shift in communication. Communication is defined as transferring information to produce greater understanding

5
Change Management

Change management is defined as the methods and manners in which a company describes and implements change within both its internal and external processes. ... Developing a structured approach to change is critical to help ensure a beneficial transition while mitigating disruption.

6
A Book Review on Change Management

HR Coursework and Skill Development

1
Recruitment Policy and Flow

A recruitment policy is a framework that clearly outlines all your business's recruitment practices. The purpose of a recruitment policy is to promote consistency, transparency, compliance and adherence to labor laws and legislation. No business can afford to be without one.

2
Training and Development Policy

A training and development policy needs to translate the organisation's needs and priorities into actionable, value-added, affordable and effective learning

3
PMS Policy

A training and development policy needs to translate the organisation's needs and priorities into actionable, value-added, affordable and effective learning

4
Managerial Skill Assessment
5
Conflict Management Style Assessment
6
Creating a Competitive Salary Structure
7
HR Manual and Handbook
8
HR Forms

Useful Managerial and HR Skills

1
Salary negotiation tips:

Tips and techniques for salary negotiation for employees, and salary negotiation tips for managers

2
Incorporating Employee Engagement into the Business Strategy
3
10 Essential Negotiating Skills for HR Professionals
4
Active Listening
5
Critical Skills for HR professionals

Assignemnts

1
Assignment 1 : Recruitment
2
Assignment 2 : Payroll
3
Assignment 3 : PMS
4
Employee Relations Management
5
Training and Development Process Management
6
Human Resource Professional Assessment Test 1

Human Resource Professional Assessment Test 1

7
Human Resource Professional Assessment Test 2

Human Resource Professional Assessment Test 1

Introduction to the Course

1
Introduction and know your Instructor
2
Study Plan and Structure of the Course

Introduction to Human Resource Management

1
Introduction

Human Resource Management, or HRM, is the practice of managing people to achieve better performance

2
Role of HRM

Human resource management (HRM)The process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. is the process of employing people, training them, compensating them, developing policies relating to them, and developing

3
Planning of HRM

Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses

4
Functions of HRM

Human Resource Department is an integral part of any organization. Also, the Human Resource Manager (HRM) is a member of the management. Four basic functions of Human Resource Management are Planning, Directing, Controlling and Organizing

5
Quiz 1

Recruitment Process Management

1
Introduction to Recruitment

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. Recruitment process is the first step in creating a powerful resource base.

2
Manpower Planning

Manpower planning is also known as human resources planning, and it is the process that management uses to determine the manner in which an organization should move from point A to point B, in terms of manpower. The HR department will also assess which skills are required of employees for each job.

3
Job Analysis

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. ... Job analysis defines the organization of jobs within a job family.

4
Sourcing
5
Pre-Selection Process
6
Selection Process

Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Selection is a long and tedious process. Every candidate has to pass through several hurdles before he/she can get selected for job

7
Recruitment Branding Example
8
Quiz 2

Training and Development Process Management

1
Introduction to T&D

Training and development process is an organizational activity aimed at improving the performance of the individuals and groups of employees in the organizational settings. ... Through 'training' employees are taught specific skills while through 'development' employee's personality and management skills are enhanced

2
Importance of Training

A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks.

3
Training Need Analysis

Training needs analysis is a process that a business goes through in order to determine all the training that needs to be completed in a certain period to allow their team to complete their job as effectively as possible, as well as progress and grow.

4
Methods of Training

List of Training Methods

  • Technology-Based Learning. Common methods of learning via technology include: ...

  • Simulators. Simulators are used to imitate real work experiences. ...

  • On-The-Job Training. ...

  • Coaching/Mentoring. ...

  • Lectures. ...

  • Group Discussions & Tutorials. ...

  • Role Playing. ...

  • Management Games.

5
Evaluation of Training

Training evaluation is the systematic process of analyzing if training programs and initiatives are effective and efficient. ... Trainers and human resource professionals use training evaluation to assess if employee training programs are aligned with and meet the company's goals and objectives

6
Learning Specification : A Role Analysis and TNI
7
Quiz 3

Performance Management System

1
Introduction to PMS

Performance Management System (PMS) is the strategic process by which an organization measures the performance of the employees in order to reward their contribution towards the organization growth and success.

2
Methods of PMS
3
Purpose and Importance of PMS

A performance management system helps HR managers establish clear performance expectations through which employees can easily understand what is expected of their job. It allows managers to reinforce on their employees, the individual accountability to meet their goals and evaluate their own performance.

4
Steps in PMS

The steps in the performance management process can be broken down into four broad categories: Planning, coaching, reviewing and rewarding. Each step is equally important, and together form the backbone of a company's performance management process.

5
A Study on Performance Review Form
6
Quiz 4

Motivation and Employee Management

1
Motivation Theories

Motivation theories

  • Maslow – hierarchy of needs.

  • Alderfer – ERG theory: Existence needs, relatedness needs and growth needs.

  • McClelland – Need for achievement, affiliation and power.

  • Herzberg – Two factor theory.

  • Skinner's reinforcement theory.

  • Vroom's expectancy theory.

  • Adams' equity theory.

  • Locke's goal-setting theory.

2
Strategies of Motivation
3
Management Styles
4
Employee Counselling

Employee counselling is a psychological technique and that is used in various forms. The main objective of it is to support the employees by providing them advice, guidance, suggestions to solve the prevailing problems and improve physical and mental conditions, performance and which can take many forms.

5
Conflict Management

Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.

Payroll and Compensation Management

1
Introduction to Payroll

Payroll is the process of paying a company's employees, which can include the tracking of hours worked, the calculation of employee's pay, and the distribution of payments via direct deposit directly to their account or by check

2
Modes of Compensation
3
Develop a Compensation Structure

Compensation of employees (CE) is a statistical term used in national accounts, balance of payments statistics and sometimes in corporate accounts as well. It refers basically to the total gross (pre-tax) wages paid by employers to employees for work done in an accounting period, such as a quarter or a year.

4
Compliance and Fringe Benefit in Payroll

Common fringe benefits are basic items often included in hiring packages. These include health insurance, life insurance, tuition assistance, childcare reimbursement, cafeteria subsidies, below-market loans, employee discounts, employee stock options, and personal use of a company-owned vehicle

5
Variable Payout

A primary benefit of variable pay programs for employers is they provide flexibility and allow an organization to reward employees through bonuses and other programs instead of committing its financial resources. Variable pay programs help an organization to: Control costs. Improve corporate culture

6
Linking Rewards with Compensation
7
Quiz 5

Personal Records, Reports and Statistics

1
Need of Personal Records and Reports

Employee Personal Details Report displays most details about all employees. This report is helpful to the HR Team to review, verify and analyze the employee data across the Organization. ... If you do not need to see the details of all the employees, you can also generate individual reports pertaining to an employee

2
Information and Formats Required in Personal Records
3
Reports and MIS

Fundamentally, an HR report is an analytical method used to display human resources-related stats, insights, and metrics with the primary purpose of improving workforce performance, recruiting procedures and other relevant HR processes with the help of HR dashboards.

4
Quiz 6

Reward Management

1
Introduction to Reward Management

Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization

2
Rewards Strategy

A reward strategy describes how an organisation will use reward policies, practices and processes to support the delivery of its business strategy. Within it, every reward issue or initiative should be viewed through the prism of how it helps the business.

3
Rewards System

The reward system is a group of neural structures responsible for incentive salience (i.e., motivation and "wanting", desire, or craving for a reward), associative learning (primarily positive reinforcement and classical conditioning), and positively-valenced emotions, particularly ones which involve pleasure as a core

4
Quiz 7

Employee Relations Management

1
Introduction to Employee Relation

The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.

2
The Employment Relationship
3
Employee Communication

Employee communication is often defined as the sharing of information and ideas between the management of an organization and employees and vice versa. ... You can share information among your employees almost instantaneously. As the speed of communication increases the challenges for communicating effectively also change.

4
Employee Voice

Employee voice is the means by which people communicate their views to their employer and influence matters that affect them at work. It helps to build open and trusting relationships between employers and their people which can contribute to organisational success

5
Employee Wellbeing

Employee wellbeing is about more than physiological or mental ill health – it's about optimising the health of all employees, not just reducing the numbers of staff who are diagnosed with medical conditions. Employee wellbeing also extends beyond health, and into happiness as well, and job satisfaction

6
A Film Study on Engagement

Invictus : A Film Study on Engagement


  1. When we talk about engagement, Invictus comes to the mind instantly. Based on the biography of Nelson Mandela, this movie is great in many aspects as it elucidates leadership and motivation in business.

  2. But, what strikes in the movie most is Mandela’s ability to communicate and engage with the people of South Africa, whites and the blacks, torn apart by the racial times.

  3. In the movie (and in real life), Mandela uses Rugby- a sport as a medium to bridge the gap between the blacks and the whites.

  4. The message in the movie is clear for the HR managers; employees can easily get disengaged and even pessimistic in their approach towards their work. It is the duty of the HRs to bring out the positives in them through games, parties, movie hosting and other such conducive activities.

Human Resource Policy and Procedure Management

1
Introduction to HR Policy

The HR policies and procedures manual and employee handbook form the backbone of an organization. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization

2
Formulating and Implementing the Policy
3
HR Procedure

Human resource management procedures describe responsibilities and processes in relation to recruitment and employment arrangements, employee entitlements, workforce management, staff development and health, safety and wellbeing within workplaces.

Strategic Human Resource Management

1
SHRM
2
Talent Management

Talent management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees.

3
Leadership Development

Leadership development is the process which helps expand the capacity of individuals to perform in leadership roles within organizations. Leadership roles are those that facilitate execution of a company's strategy through building alignment, winning mindshare and growing the capabilities of others

4
Organizational Development

Organizational development can be defined as an objective-based methodology used to initiate a change of systems in an entity. Organizational development is achieved through a shift in communication. Communication is defined as transferring information to produce greater understanding

5
Change Management

Change management is defined as the methods and manners in which a company describes and implements change within both its internal and external processes. ... Developing a structured approach to change is critical to help ensure a beneficial transition while mitigating disruption.

6
A Book Review on Change Management

HR Coursework and Skill Development

1
Recruitment Policy and Flow

A recruitment policy is a framework that clearly outlines all your business's recruitment practices. The purpose of a recruitment policy is to promote consistency, transparency, compliance and adherence to labor laws and legislation. No business can afford to be without one.

2
Training and Development Policy

A training and development policy needs to translate the organisation's needs and priorities into actionable, value-added, affordable and effective learning

3
PMS Policy

A training and development policy needs to translate the organisation's needs and priorities into actionable, value-added, affordable and effective learning

4
Managerial Skill Assessment
5
Conflict Management Style Assessment
6
Creating a Competitive Salary Structure
7
HR Manual and Handbook
8
HR Forms

Useful Managerial and HR Skills

1
Salary negotiation tips:

Tips and techniques for salary negotiation for employees, and salary negotiation tips for managers

2
Incorporating Employee Engagement into the Business Strategy
3
10 Essential Negotiating Skills for HR Professionals
4
Active Listening
5
Critical Skills for HR professionals

Assignemnts

1
Assignment 1 : Recruitment
2
Assignment 2 : Payroll
3
Assignment 3 : PMS
4
Employee Relations Management
5
Training and Development Process Management
6
Human Resource Professional Assessment Test 1

Human Resource Professional Assessment Test 1

7
Human Resource Professional Assessment Test 2

Human Resource Professional Assessment Test 1

You can view and review the lecture materials indefinitely, like an on-demand channel.
Definitely! If you have an internet connection, courses on Udemy are available on any device at any time. If you don't have an internet connection, some instructors also let their students download course lectures. That's up to the instructor though, so make sure you get on their good side!

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Includes

11 hours on-demand video
22 articles
Full lifetime access
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Certificate of Completion