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Human Resource Management (HRM)

Learn the fundamentals of HR domain

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

Course content

2 total hours


  • Understanding of the English language.
  • Interest in Human Resource Management
  • Interest in Business, Leadership and Management


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. SMART goal settings

  • Explain SMART goal settings

6. KRAs and KPIs

  • Explain KRAs and KPIs

7. Giving constructive feedbacks

  • Apply giving constructive feedbacks

Who this course is for:

  • Those who have interest in HR domain
  • HR Management Consultants/Practitioners
  • Business Owners/Entrepreneurs/Top Management/Managers
  • Management students
  • Want to work in companies
  • Want to work as Freelance HR Practitioner/Management Consultant
  • Want to start own HR Management consulting firm

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