What you'll learn:
- Describe 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
- Apply Instructional System Design techniques
- Design and develop as per BLOOM's taxonomy
- Measure effectiveness of training programmes
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
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 performance management, know about various methods in performance management.
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. 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.
6. 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.
7. In-Person Interview
Describe structured and unstructured Interviews.
8. Common hiring biases
Identify common biases that are present while conducting in-person interviews.
9. Decision and Job Offer
Differentiate between offer letter, letter of intent, and appointment letter.
Apply tips on salary negotiation.
10. Background Check
Describe the current trends in conducting background checks.
11. Onboarding
Describe the current trends in onboarding.
12. 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.
13. 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. ADDIE model
Explain the meaning of Instructional System Design (ISD).
Illustrate the ADDIE model.
3. Analyse
Do Training need Analysis
Study 5Ws and 2Hs in detail
4. 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.
5. Develop
Develop the training content and learn engagement tips
6. Implement
Delivering a Training Program
Apply the tips and tricks while delivering a training program.
7. 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. Common terminologies
Explain the common terminologies
Section 7: 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. SMARTgoal settings
Explain SMART goal settings
6. KRAs and KPIs
Explain KRAs and KPIs
7. Giving constructive feedbacks
Apply giving constructive feedbacks
