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Starts from Beginner (Fresher) > Intermediate (HR Manager) > Advanced (HR Practitioner/HR Management Consultant)

Here we cover all the 3 levels.

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Starts from Beginner (Fresher) > Intermediate (HR Manager) > Advanced (HR Practitioner/HR Management Consultant)

Here we cover all the 3 levels.

Human Resource Management is concerned with the people dimension in management. It is the Management of Human resources by attracting, developing, utilizing, retaining and motivating the human resources to achieve organisation’s objective. Or in simple terms, effective and efficient management of the human resources of office to achieve company’s objective. Here you will learn about all the functions of HRM in detail with interesting sessions, live projects, case studies, articles, demos and templates

Human Resource Management (All the levels - Basic to Advanced)

This programme will cover all the functions of HR with real-life examples.

  • In the introductory module, you will get to know the actual scenarios HRs faced in company and how to smartly overcome challenges.

  • In manpower planning, learn about various factors you should keep in mind while doing manpower planning and what are the recent trends in different industries.

  • In job analysis, the main focus would be on competency-based job analysis. Many companies are moving from traditional job analysis to competency based job analysis.

  • In the recruitment and selection module, learn about current trends and the common terminologies used.

  • In Training and Development, you would be able to do Instructional System Design, how to do proper analysis, write measurable objectives and ace trainings.

  • In labour laws, know about the key labour laws and their objectives. Also latest amendments.

  • In remuneration and compensation, design salary structure and create a win-win situation for employer and employee both. Become confident in TDS calculations.

  • In performance management, know about various methods in performance management.

  • In the disciplinary procedure, practice the steps which should be followed to avoid penalties later.

  • In HRIS, learn MS Excel, Google drive and SaaS products

  • In HR Analytics, calculate and analyse common metrics and the future trends

  • In emails, improve your email etiquettes and learn the techniques in email marketing.

  • In Employee Engagement, practice various Psychological tips for employee engagement and the current trends

  • In Business acumen, know the common terminologies and concepts

Human Resources of a company play a very role in the success of a company. Hence having a strong background in the same is really essential.

Section 1: Introduction to Human Resource Management

1. Self Assessment

  • To check your current knowledge of HR domain

2. What is HRM?

  • Explain the meaning of Human Resource Management.

  • Explain the nature, scope, and objective of HRM.

  • Explain how the role of HR grows and changes with the size of the company.

  • Explain the correlation between the industry (number of employees) and the number of HRs required.

  • Describe the evolution of HRM, globally and in India.

  • Explain the meaning and differences between different terms related to HRM.

3. Functions of HRM

  • Describe in brief the different functions of HRM.

4. Challenges in the HR role

  • Describe the challenges faced in HRM.

  • Debunk the myths about an HR.

5. HR - Competencies Required

  • List the competencies required by an HR

  • Explain the importance of each competency.

Section 2: Manpower Planning and Job Analysis

1. Meaning and Importance of Manpower Planning

  • Explain the meaning and importance of right manpower planning. (Explain the meaning of manpower planning.)

  • Discuss the importance of manpower planning with the help of a case study.

  • Explain types of manpower.

2. Steps Involved in Manpower Planning

  • Illustrate the steps in manpower planning.

3. Example of steps Involved in Manpower planning

  • Illustrate the steps Involved in Manpower planning with an example

4. Factors in forcasting Manpower requirement

  • Describe different techniques of forecasting.

  • Describe the common factors affecting manpower planning

  • Describe the current trends in the industry.

Section 3: Job Analysis (Traditional and Competency-based)

1. Meaning of Job Analysis and Competency-based job analysis

  • Explain the meaning of job analysis and its components- job description and job specification.

2. Competency-based Job Analysis

  • Explain the competency based job analysis and its application.

  • Design a competency based job analysis.

3. Sources for Collecting Information

  • Describe the sources for collecting information.

Section 4: Recruitment and Selection

1. Meaning of Recruitment and Selection

  • Explain the meaning of recruitment and selection.

2. Steps Involved in Recruitment and Selection

  • Describe the steps in recruitment and selection.

3. Meaning of Sourcing

  • Explain the meaning of sourcing.

4. Different sources of Recruitment

  • Explain the different sources

5. Job portals

  • Use different job portals for searching candidates.

  • Apply the sourcing tips to search for candidates effectively.

  • Explain the various aspects of resume screening.

  • Apply various tips for screening resumes.

4. HR/Preliminary Screening call

  • Listen to a mock call and analyse the common mistakes made by an HR in an HR screening call.

  • Make an HR screening call.

  • Write a proper email sharing job details with the candidate.

5. Assessment Tests

  • Describe different types of assessment tests.

  • Explain what constitutes intelligent behaviour.

  • Understand the difference between intelligence and aptitude.

  • Explain the concept of IQ.

  • Describe different methods that are used to assess psychological attributes.

6. In-Person Interview

  • Describe structured and unstructured Interviews.

7. Common hiring biases

  • Identify common biases that are present while conducting in-person interviews.

8. Decision and Job Offer

  • Differentiate between offer letter, letter of intent, and appointment letter.

  • Apply tips on salary negotiation.

8. Background Check

  • Describe the current trends in conducting background checks.

10. Onboarding

  • Describe the current trends in onboarding.

11. Common Terminologies

  • Explain common terminologies with reference to recruitment and selection.

  • Explain the commonly used terms in different departments- IT, marketing, finance.

  • Explain the commonly used terms in the retail industry.

12. Challenges in Recruitment

  • Describe the challenges faced in recruitment.

  • Case-study - Google

Section 5: Training and Development

1. Meaning and Importance of Training and Development

  • Explain the meaning and importance of training and development.

  • Differences between training and development.

2. Communication basic - elements

  • Explain the elements and the importance of each

3. Communication basics - 7 Cs

  • Explain the 7Cs of Communication and apply it to improve the communication

4. ADDIE model

  • Explain the meaning of Instructional System Design (ISD).

  • Illustrate the ADDIE model.

5. Analyse

  • Do Training need Analysis

  • Study 5Ws and 2Hs in detail

6. Design

  • Design Session Plan

  • Explain the meaning of session plan.

  • Illustrate Bloom's Taxonomy.

  • Explain the different methodologies of training delivery.

  • Apply Bloom's Taxonomy to design a session plan.

7. Develop

  • Develop the training content and learn engagement tips

7. Implement

  • Delivering a Training Program

  • Apply the tips and tricks while delivering a training program.

8. Evaluate

  • Measuring the Success of Training Program

  • Explain the Kirk Patrick model

  • Case Study

Section 6: Labour Laws and Statutory Compliances

1. Why do we need to be very strong in Labour laws

  • Explain the importance of Labour laws in the life of HRs

2. Labour Laws and Statutory Compliances

  • What are different labour laws and their objectives

Section 7: Remuneration and Compensation Management

1. Meaning of Remuneration and Compensation

  • Explain the meaning of remuneration and compensation.

2. Components of Salary

  • Explain the key components of salary.

3. Tax Deduction at Source (TDS)

  • Explain the meaning of TDS.

  • Apply the various tax exemption schemes of the government for tax saving.

  • Calculate TDS.

  • List the differences between net take home salary, gross salary, and CTC.

  • Explain what form 16 is.

  • List the differences between financial year, assessment year and calendar year.

  • Design a salary structure.

Section 8: Performance Management System

1. Meaning and key steps

  • Explain the meaning of performance management system.

  • Explain the importance of effective performance management.

  • Illustrate the key steps in performance management system

2. What should we assess?

  • Describe different parameters that can be assessed

3. Performance Management System vs. Performance Appraisal

  • Describe performance appraisal.

  • Distinguish between performance management system and performance appraisal.

4. Key characteristics

  • Illustrate the key characteristics of an effective Performance Management system

5. SMART goal settings

  • Explain SMART goal settings

6. KRAs and KPIs

  • Explain KRAs and KPIs

7. Checklist method

  • Explain Checklist method

8. Critical Incidents method

  • Explain Critical Incidents method

9. Behaviourally Anchored Rating Scale (BARS)

  • Explain Behaviourally Anchored Rating Scale

10. Behavioural Observation Scale (BOS)

  • Explain Behavioural Observation Scale

11. Multi-source Appraisal

  • Explain Multi-source Appraisal and common types

12. Forced Distribution/Bell Curve

  • Explain Forced Distribution/Bell Curve

13. Assessment Development Centre (ADC)

  • Explain Assessment Development Centre

14. Balanced Score Card (BSC)

  • Explain Balanced Score Card

15. Management by Objective (MBO)

  • Explain Management by Objective

16. Objectives and Key Results (OKR)

  • Explain OKR

17. Human Resource (cost) Accounting

  • Explain Human Resource (cost) Accounting

18. Psychological and Psychometric tests

  • Explain Psychological and Psychometric tests

19. Giving constructive feedbacks

  • Apply giving constructive feedbacks

Casestudies

Section 9: Disciplinary Procedure

1. Process of Taking Disciplinary Action

  • Describe the process of taking disciplinary action.

  • Describe different scenarios that occur in the workplace.

2. Handling difficult conversations

  • Explain the STAR model for sharing feedback.

Section 10: Human Resource Information System (HRIS)

1. Meaning and Scope?

  • Explain the meaning and scope of HRIS.

  • Describe common trends.

2. Working with MS Excel

  • Use the common features of MS Excel.

3. Working with Google Drive

  • Create a Google form.

  • Use Google Drive

  • Case-study

Section 11: HR Analytics

1. Trends in HR Analytics

  • Explain the trends in HR Analytics

  • What is the future

2. Commonly used HR metrics

  • Explain and practice the commonly used HR metrics

Section 12: Business Communication

1. Email Etiquettes

  • Apply the do's and dont's of writing proper emails

2. Email marketing

  • Why HRs should know EMail marketing

  • Apply Email marketing effectively

Section 13: Employee Engagement and HR Branding

1. Employee satisfaction vs. Employee motivation vs. Employee engagement

  • Explain the meaning and importance of employee motivation, employee satisfaction and employee engagement

2. HR Branding

  • Explain the meaning of HR branding and its importance.

3. Importance and Key drivers

  • List the key drivers of employee engagement.

4. Industrial Organisation psychology

  • Explain Industrial Organisation psychology.

5. Conscious and unconscious mind

  • Explain the meaning and importance of Conscious and unconscious mind

  • Applications

6. Maslow's hierarchy of needs.

  • Describe the theory of Maslow's hierarchy of needs.

  • Applications

7. LSD model by Devdutt Pattanaik

  • Explain the meaning and importance of LSD model by Devdutt Pattanaik

  • Applications

8. DISC model

  • Describe the psychological attributes of people.

  • Applications

9. Belbin team role

  • Explain the Belbin team role to understand how people work in teams.

  • Applications

10. Types of leaves

  • Importance of leaves in work-life balance

  • Explain different types of leaves and how to design Leave policy

11. Know your competitors and trends

  • Know your competitors and trends and learn from them

Section 14: Business Acumen

1. Business acumen meaning and its importance

  • Explain the meaning of Business

  • Explain by HRs need to be very good in Business Acumen

2. Finance for non-finance people

  • Understand the commonly used terms with respect to business.

  • Explain the concept of net sale, gross sale, turnover, profits, margins, revenue

Section 15: Leadership Quotient (LQ)

1. Self-assessment and common myths

  • Do self-assessment to understand the current perspective

  • Bust common myths in leadership

2. Softskills and Hard skills

  • Explain the meaning of Softskills

  • Explain the meaning of Harskills

  • Importance of both the growth of an individual

3. Conflict Management

  • Importance of conflict management

  • Learn interesting tactics for Conflict management

4. Assertive Communication techniques

  • Meaning of assertive communication

  • Learn various assertive communication techniques

5. Change Management

  • Apply ADKAR model of Change management

Starts from Beginner (Fresher) > Intermediate (HR Manager) > Advanced (HR Practitioner/HR Management Consultant)

Get Ready-to-use Templates for

Employee Manual

Leave Policy

Job Application Form

Offer Letter

Appointment Letter

Joining Report

Master Data

Experience Certificate

Performance Management policy

Goal setting

Appraisal Form

Disciplinary Enquiry

Employee Pulse survey

Exit Form

and many more

Demos:

Job portal

Onboarding

Payroll Processing

HRIS

and many more

Live Projects

Analyse various case studies and articles

Enroll now

What's inside

Learning objectives

  • Get diploma in human resource management
  • Get ready-to-use templates for employee manual, leave policy, job application form, offer letter, appointment letter, joining report, master data, experience certificate, performance management policy, goal setting, appraisal form, disciplinary enquiry, employee pulse survey, exit form and many more
  • Demos: job portal, onboarding, payroll processing, hris and many more
  • Analyse various case studies and articles
  • End-to-end hr functions
  • Explain how the role of hr in the company changes with change in functions and policies
  • Design competency based job analysis
  • Perform recruitment from various channels and learn common terminologies in different departments and key industries
  • Design performance management system for any organisation
  • Explain the importance of labour laws and statutory compliances for hrs and key objectives of different labour laws
  • Design salary structure in such a way that it creates a win-win situation for employer and employee both.
  • Explain the steps to be followed in disciplinary enquiry to avoid penalties later
  • Apply instructional system design techniques, analyse the problem statement, suggest training objectives, design and develop as per bloom's taxonomy and measure the effectiveness of the training program
  • Apply different concepts in industrial organisational psychology
  • Analyse the performance of hr department
  • Practice live projects to assess your understanding
  • Show more
  • Show less

Syllabus

Introduction to Human Resource Management

To check your current knowledge of HR domain

Explain the meaning of Human Resource Management.

Describe the nature of Human Resource Management

Read more

Describe the evolution of HRM

Explain the meaning and differences between different terms related to HRM.


Explain how the scope and role of HR grows and changes with the size of the company.

Describe in brief the different functions of HRM.

List the competencies required by an HR
Explain the importance of each competency.

Describe the challenges faced in HRM.
Debunk the myths about an HR.

Practice Test
Manpower Planning

Explain the meaning and importance of right manpower planning.
Discuss the importance of manpower planning with the help of a case study.

Illustrate the steps in manpower planning with an example.

Describe the common factors affecting manpower planning

Describe the current trends in the industry.

Job Analysis (Traditional and Competency based)

Explain the meaning of job analysis and its components- job description and job specification.

Explain the meaning of Competencies and its types

Explain the meaning of competency based job analysis.
Design a competency based job analysis.

Describe the applications of Competency-based Job analysis

Describe the sources for collecting information.

Quiz
Live Project

Explain the meaning and importance of learning and development.
Describe common methods of learning in corporates

Recruitment and Selection

Explain the meaning of recruitment and selection.

Describe the steps in recruitment and selection.

Explain the meaning of sourcing.

Describe the types of Sourcing channels

Explain the different sources

Common job portals
Boolean search
Social Media Sourcing
LinkedIn
LinkedIn Ad Campaign

Use different job portals for searching candidates.
Apply the sourcing tips to search for candidates effectively.
Exlain the various aspects of resume screening.
Apply various tips for screening resumes.

Listen to a mock call and analyse the common mistakes made by an HR in an HR screening call.
Make an HR screening call.
Write a proper email sharing job details with the candidate.

Describe different types of assessment tests.

Describe different methods that are used to assess psychological attributes.

Describe structured and unstructured Interviews.

Identify common biases that are present while evaluating.

Differentiate between offer letter, letter of intent, and appointment letter.
Apply tips on salary negotiation.

Describe the current trends in conducting background checks.

Describe the current trends in onboarding.

Explain common terminologies with reference to recruitment and selection.
Explain the commonly used terms in different departments- IT, marketing, finance.
Explain the commonly used terms in the retail industry.

Describe the challenges faced in recruitment.

Case study - Google
Training and Development
Self-Assessment
Instructional System Design (ISD)
ADDIE Model

Do Training need Analysis

Study 5Ws and 2Hs in detail

Analyse - Why?
Analyse - What?
Analyse - Who?
Analyse - Where?
Analyse - When?
Analyse - How?
Analyse - How much?

Explain the Design phase

Explain the common tools - Table of Content and Session Plan

Illustrate Bloom's Taxonomy.

Design Session Plan
Explain the different methodologies of training delivery.
Apply Bloom's Taxonomy to design a session plan.

Develop
Tips for Presentations
Implement
Training Aids

Measuring the Success of Training Program
Explain the Kirk Patrick model.Assignment

Common terminologies
Case study_Presentation
Common tools for Virtual Trainings
Tips for Out Bound Trainings (OBT)
Performance Management System (PMS)

Explain the meaning of performance management system.
Illustrate the key steps in Performance Management system

What should we assess?

Describe performance appraisal.
Distinguish between performance management system and performance appraisal.

Key Characteristics
SMART goal setting
KRAs and KPIs
Checklist method
Critical Incidents Method
Behaviourally Anchored Rating Scale (BARS)
Behaviour Observation Scale (BOS)
Multi-Source Appraisal
Forced Distribution/Bell Curve
Assessment Development Centre (ADC)
Balanced Score Card (BSC)
Management by Objectives (MBO)
Objectives and Key Results (OKR)
Human resource (cost) accounting
Psychological and psychometric tests

Apply giving constructive feedbacks

Casestudy
Labour Laws and Statutory Compliances

Explain the importance of Labour laws in the life of HRs

Basics of Legal
Common Legal Terminologies which everyone should know

Save this course

Save Diploma Course in Human Resource Management (HRM) to your list so you can find it easily later:
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Activities

Be better prepared before your course. Deepen your understanding during and after it. Supplement your coursework and achieve mastery of the topics covered in Diploma Course in Human Resource Management (HRM) with these activities:
Review Key HR Concepts
Reinforce foundational knowledge of HRM principles and terminology to better understand the course material.
Browse courses on Human Resource Management
Show steps
  • Review definitions of key HR terms like recruitment, selection, training, and compensation.
  • Summarize the main functions of HRM, such as manpower planning, job analysis, and performance management.
  • Identify the key competencies required for HR professionals.
Review 'Human Resource Management' by Gary Dessler
Gain a broader and deeper understanding of HRM principles and practices.
Show steps
  • Read the chapters related to recruitment, selection, and training.
  • Summarize the key concepts from each chapter.
  • Reflect on how these concepts apply to real-world scenarios.
Analyze HR Practices at a Local Company
Apply course concepts to a real-world setting by examining the HR practices of a local organization.
Show steps
  • Identify a local company to study.
  • Research their HR policies and practices through online resources and interviews.
  • Analyze their recruitment, training, and performance management processes.
  • Prepare a report summarizing your findings and recommendations.
Four other activities
Expand to see all activities and additional details
Show all seven activities
Develop a Training Module on Employee Engagement
Solidify your understanding of employee engagement by creating a training module that can be used in a real-world setting.
Show steps
  • Research best practices in employee engagement.
  • Design a training module with clear learning objectives.
  • Develop engaging content, including activities and assessments.
  • Present the module to a small group and gather feedback.
Review 'The HR Scorecard' by Becker, Huselid, and Ulrich
Deepen your understanding of HR analytics and strategic HRM.
Show steps
  • Read the chapters on developing and implementing an HR scorecard.
  • Identify key HR metrics that can be used to measure performance.
  • Analyze how HR practices can be aligned with organizational goals.
Attend HR Networking Events
Expand your professional network and learn from experienced HR professionals.
Show steps
  • Identify local HR networking events or conferences.
  • Prepare an elevator pitch to introduce yourself.
  • Attend the event and actively engage in conversations.
  • Follow up with contacts after the event.
Design a Compensation and Benefits Package
Apply your knowledge of compensation and benefits to create a competitive package for employees.
Show steps
  • Research industry standards for compensation and benefits.
  • Identify the needs and preferences of employees.
  • Design a compensation and benefits package that is both attractive and cost-effective.
  • Present the package to a group and gather feedback.

Career center

Learners who complete Diploma Course in Human Resource Management (HRM) will develop knowledge and skills that may be useful to these careers:

Reading list

We've selected two books that we think will supplement your learning. Use these to develop background knowledge, enrich your coursework, and gain a deeper understanding of the topics covered in Diploma Course in Human Resource Management (HRM).
Comprehensive overview of HRM, covering topics from recruitment and selection to training and compensation. It provides a strong foundation in the core principles and practices of HRM, making it suitable for beginners. It widely used textbook in HRM courses, offering a blend of theory and practical application.
Explores how to measure the effectiveness of HR practices and align them with organizational strategy. It provides a framework for developing an HR scorecard that tracks key performance indicators (KPIs) and demonstrates the value of HR to the business. This book is more valuable as additional reading for those interested in HR analytics and strategic HRM. It is commonly used by HR professionals seeking to improve their department's performance.

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