Certification in non-HR Manager’s Guide to Human Resource

Empower line managers and HR to craft clear job descriptions with a standard template covering summary, duties, tasks, and supervision level for better hiring outcomes.

Learn how to develop a ready job description template, outlining job title, department, reporting structure, summary, duties, qualifications, experience, and work environment for effective hiring.

Internal job postings require active line manager involvement and mutual agreement to release or backfill, with transparent internal posting to identify qualified staff and clear eligibility criteria.

Line managers drive employee referrals, improving candidate fit and joining likelihood through sourcing. Referrals often outperform external sources, but can invite expectations of offers and perceived discrimination around referral fees.

Explore recruitment sources, including newspapers, trade publications, advertisements, educational institutes, job fairs, and online sites. Identify which sources yield quality candidates to save time and match hiring to skill needs.

Line managers and non-hr managers perform pre-employment screening, using job audits and CV screening to match essential skills with job descriptions, manually or with automated tools, to shortlist suitable candidates.

Learn how to screen applications and resumes effectively by using a standard template, assessing organization, gaps, overlaps, job changes, reasons for leaving, and compensation.

Master structured interview design with panel rounds aligned to job grade, focusing on essential functions, education, skills, permissible questions, and legally compliant background checks and compensation discussions.

Define onboarding and orientation, highlighting line managers' crucial role in integration. Show how onboarding differs from orientation, emphasizing team alignment, project familiarity, and assigning a mentor or buddy.

Plan a comprehensive onboarding and orientation that spans 3–6 months, emphasizing organizational culture, leadership, team dynamics, clear goals, and ongoing engagement for early alignment.

Explore the essentials of performance evaluation, including preparing, structuring, and conducting one-on-one reviews to motivate staff, address underperformance, and align with organizational policy.

Create department- and level-specific job descriptions aligned with skills and qualifications. Define the nature of the job, tasks, and reporting relationships, add performance indicators and a rating system.

Core competencies create a measurable framework for performance evaluation and goal setting, aligning individual motivation and skills with organizational objectives to drive development and retention.

Empower employees to complete a self-review before supervisor discussions, using published criteria and performance factors—knowledge of work, duties, priorities, tools, and quality of work—to guide ratings with supporting evidence.

Discusses how structured performance reviews reduce discrimination by using objective criteria and documented steps, protecting employers from litigation while ensuring fair feedback, development opportunities, and justification before separation.

Managers learn to own training as a strategic HR function, guiding need identification, upskilling, and evaluation to boost job satisfaction, morale, risk management, and adoption of new technologies.

As a manager, define and adopt a training strategy before starting any program. Identify goals, instructional methods and media, and measure success to ensure training improves satisfaction and morale.

Identify training goals by reviewing job descriptions to define expected performance, then set clear, measurable learning objectives aligned to junior and senior roles.

Line managers and the training team verify and retain training records—confirm who was trained, what was covered, and when—using attendance, signatures, and materials for evaluation and a five-year retention window.

Schedule leaves with a transparent, structured process to prevent productivity loss and support team time management using simple tools like lead planner or Excel.

Develop a weekly work plan by defining goals, coordinating resources, and addressing roadblocks, while aligning HR leave and timesheet policies with line manager planning to sustain productivity.

Understand how suspension acts as a warning and how termination becomes final, guided by knowledge transfer and documented disciplinary processes. Coordinate with HR to avoid litigation.

Introduces reward management, contrasts extrinsic and intrinsic rewards, explains alignment with organizational values, and outlines reward types (individual, team, organizational) to boost motivation and equity.

managers and department heads nominate employees or teams based on performance, behavior, skills, and competence, with input from immediate subordinates; assessment covers critical incident, innovative, deadline, target, and customer feedback.

Implement a total reward system by integrating financial and non-financial rewards aligned with business strategy and performance management. Enhance employee engagement through recognition, career progression, and comprehensive reward policies.