Diploma Course in Generalist Human Resource Management

Learn how an HR generalist contributes at the organizational level by aligning talent management with business needs, domain understanding, analytics, and talent acquisition and retention for small to mid-sized firms.

Drive organizational development by digital transformation and ISO 9001 and ISO 27001 standards, improving processes, employee satisfaction, and client confidence through ITIL, Agile, and standardized practices.

Explore the nature and scope of human resource management, its functions from recruitment to development and performance management, and its objectives to align personal and organizational goals.

Contrast policy and procedure, then outline the six HR evolution stages—from pre-industrial to professional tradition—highlighting principles, qualifications, and professional bodies.

Understand the purpose and steps of human resource planning, from staffing and retention to skill analysis and right manpower, and recognize how HR information system and strategic factors shape outcomes.

Explore how technology reshapes HRM by examining external environmental factors, government policies, and covid-driven remote work. Learn to manage talent, embrace globalisation, IT, and information management to enhance HRM effectiveness.

HRM drives organizational growth and survival through training, supervision, and inspiring leadership, while linking employees and management and shifting focus from employee management to development.

Explore how a human resource information system delivers online payroll and data tracking, and learn how hr planning informs policy and organizational culture.

Develop, implement, and manage hr policies that define rights, responsibilities, grievances, and behaviors, forming a framework for consistent, compliant, and fair workplace governance.

Learn how to design HR policies that protect employee privacy under data laws like GDPR, establish disciplinary and termination guidelines, and implement compensation, expense, and attendance policies for remote work.

Examine attendance and remote work policy. Learn about nine trending HR policies, including sick leave, dress code, and leave policies, and their impact on compliance and performance.

Explore enforceability of restrictive clauses, including non-compete and non-disclosure, under the Indian Contract Act, along with gratuity and provident fund obligations and digitization's impact on HR.

Explore how HR processes manage the employee lifecycle from recruitment and onboarding to performance appraisal and offboarding, using end-to-end process management and automation to boost retention and engagement.

Explore process improvement in HR by defining problems, collecting and analyzing data, implementing solutions, and sustaining changes, with automation and cloud-based tools to boost efficiency, security, and compliance.

Refine the HR operating model to scale up with refined recruiting, onboarding, training via LMS, and a dedicated HR team, while mastering people, strategy, execution, cash pillars and measurement scales.

Measure HR effectiveness to align staff performance with organizational objectives, optimize resources and payroll, ensure compliance, and enable data-driven workforce planning.

Define human resource management as a strategic approach to employment that builds a competitive advantage through a capable workforce and integrated cultural, structural, and personnel techniques.

Align HR strategy with the business strategy by understanding it, evaluating external and internal workforce conditions, planning with KPIs, and automating tasks to boost employee satisfaction and performance.

Examine the fundamentals of job analysis, including the concept of a job, its description and specification, and how organization structure, staffing, and task design shape what employees do.

Explore the history and aims of job design, from Taylor’s 1911 time-and-motion foundations to modern methods like job simplification, rotation, enlargement, and enrichment, linking productivity to human elements.

Explore the recruitment process from identifying and hiring requirements to introduction and induction of new employees, including job descriptions, talent search, shortlisting and screening, interviewing, and evaluating employment offers.

Explore the selection process, its differences from recruitment, and the role of recruitment marketing within talent acquisition, then map the interview steps and complete employee induction.

Explore how job portals advertise jobs and collect resumes. See how an applicant tracking system streamlines hiring by tracking candidates from posting to interviewing and hiring.

Understand training and development, from objectives and needs to inputs and gaps, and how the process links to career planning and succession planning for organizational growth.

Professionals and fresh graduates often jump jobs for pay or ambition; companies like Infosys, Wipro, and NIIT respond by developing their own recruitment rules to encourage long-term dedication.

Explore human resource development as a process that builds employee capabilities for present and future roles, strengthens teamwork and organizational culture, and guides OD interventions.

Explain what an assessment test is—a pre-employment competency evaluation for HR professionals to measure skills, personality, and culture fit. Describe methods and tools like 360 feedback, assessment centers, and DISC.

Apply the Addie model—an analysis, design, development, implementation, and evaluation framework—to design, deliver, and evaluate effective, adaptable training programs with iterative feedback.

Explore the Kirkpatrick model for evaluating training and learning programs, covering reaction, learning, behavior, and results, along with benefits, limitations, and practical measurement methods.

Explore how a learning management system empowers HR by delivering training, tracking progress, and driving growth, with planning, configuration, integration, migration, testing, and go-live stages.

Explore the performance management system, from goal setting with smart metrics to monitoring, evaluation, and feedback, while ensuring bias-free appraisal and addressing halo, primacy, and horn effects.

Explain the aims of job evaluation to establish the relative worth of each job through a standard procedure with complete, impersonal descriptions and wage comparisons in the community and industry.

Explore how job evaluation uses job analysis to assess relative worth and set wages. Learn the objectives, principles, methods, and process of evaluating duties, skills, and work conditions across roles.

Explore the behavioral observation scale (BOS) for evaluating job performance by rating the frequency of employee behaviors tied to company values. Learn steps to develop BOS, its advantages, and limitations.

Explore behaviorally anchored rating scales (bars) as a defensible performance evaluation tool, detailing development steps from critical incidents and job analysis to the final instrument, while weighing advantages and challenges.

Explore how management by objectives sets specific goals, fosters two-way communication, and aligns organizational and individual objectives. Identify the five-step process: set objectives, align, monitor, evaluate, reward—and the smart criteria.

Explore the bell curve as a normal distribution of employee performance, using standard deviation to identify top performers, guide training, and reduce bias, while noting rigidity and small-firm limits.

Identify high potential employees by assessing ability, social skills, and drive, and prepare them for leadership through targeted training, job shadowing, and ongoing feedback.

Explore compensation and benefits by examining direct and indirect pay, base pay, incentives, protections, internal and external equity, and pay-for-performance.

Explore welfare concepts, statutory provisions, and types of employee welfare programs such as consumer stores, credit societies, housing, legal aid, and counselling, along with the merits and demerits.

Explore how industrial relations govern employer–employee interactions, collective bargaining, and trade unions, and how dispute resolution uses conciliation, arbitration, and tripartite machinery under labour legislation in India.

Learn how to promote workplace safety and health by enforcing safety policies, top management support, safety committees, training, and engineering controls to prevent accidents.

Explore labor law issues: health and safety, collective bargaining, unfair labor practices, certification of unions, labor management relations, termination, minimum wage, notice periods, holidays, and employee privacy.

Explore Indian labor law concepts, including labor law definitions, tax deducted at source, TDS rates on salary, key acts, trade unions, work councils, and protections against discrimination and harassment.

Master HR branding to shape your employer image with storytelling and messaging, craft a compelling employee value proposition, and attract, recruit, and retain top talent.

Explore conventional conversational methods that empower inclusive dialogue and develop a conversational strategy aligning business goals, use cases, channels, and key performance indicator to enhance customer experience.

Develop a strong employee experience by delivering excellent communication, soliciting feedback, promoting diversity and inclusion, and offering meaningful work with supportive leadership and growth opportunities.