Certificate Course in HRM for Beginners

Manpower planning, or workforce and human resource planning, forecasts future staffing needs and the right number, kind, and skills at the right time, including blue collar and white collar roles.

Explore the steps of manpower planning, from analyzing objectives to assessing current inventory, forecast demand and supply, and compute the tentative gap. Monitor and adjust plans with department examples.

Explore how to forecast manpower requirements by analyzing budget, workload, production targets, and technology, then tailor staffing to industry, policy, skills, and legal constraints.

Job analysis systematically collects data about a job to produce a job description and a job specification; traditional analysis emphasizes duties, while competency-based analysis highlights candidate qualities.

Define competency as a measurable blend of knowledge, skills, and attitude shown by observable behavior to differentiate performance, and examine KSA models and generic and functional competencies.

explore how competency based job analysis centers on observable worker behaviors and KSA, uses behavior indicators, and applies a competency matrix to map ratings across profiles.

Explore how competency based job analysis guides manpower planning, recruitment, performance appraisal, remuneration, training, and task allocation by focusing on required competencies rather than headcount.

Explore common methods for collecting information about a job, including observation, interviews, questionnaires, manuals, and expert input, and learn how analysts combine these methods for job analysis.

Clarify recruitment and selection, their practical interchangeability, and the candidate sourcing methods like campus placements, job portals, and references, plus headhunting and talent acquisition as related concepts.

Identify sourcing channels, conduct pre-screening, assess competencies, perform background checks, negotiate terms, extend offers, and onboard new hires to streamline recruitment and selection.

Learn boolean search to refine resume screening on job portals using or, and, and not to find resumes with iOS or Android, iOS and Android, or iOS not Android.

Identify common evaluation biases in candidate assessment, such as halo, horn, and recency effects, and apply structured interviews and observable-behavior criteria to ensure fair, competency-based hiring.

Learn common recruitment terms such as poaching, non-poaching agreements, probation, and lateral hiring, along with IT service versus product models, and the roles of consulting and consultancy in HR.

Explore the realities of recruitment challenges, including niche skills, unattractive roles, and limited channels. Learn to boost employer branding, manage candidate expectations, and adapt to startups’ changing hiring needs.

Explore the meanings of training, development, and learning in HRM, and examine common corporate methods such as classroom training, lectures, seminars, videos, libraries, peer learning, and on-job training.

Learn instructional system design as a formal, systematic process that analyzes learning needs, sets goals, selects delivery methods, and builds competencies, using the Addie model and evaluation plans.

Explore the Addie model: analyze, design, develop, implement, and evaluate to identify training needs, craft and deliver a program, and continuously improve outcomes such as customer complaints handling.

Explore common terminologies in training, including LMS, self-based training, cohort based learning, a webinar, breakout rooms, micro-learning, hybrid learning, and blended learning.

Explore the meaning of a performance management system and its four steps—plan, act, track, evaluate—aligned with organizational goals to improve performance and workforce motivation.

Evaluate employees using observable competencies that align with job roles, balancing traits, behaviors, and results to reduce bias in the performance management system.

Distinguish performance management from performance appraisal, showing how ongoing planning, obstacle removal, and a coach or mentor role replace yearly evaluations for business-aligned development. Highlight developmental versus assessment appraisal approaches.

Explore the characteristics of a performance management system, including clear expectations, continuous feedback, two-way goal discussions, improving manager-employee relationships, and alignment with organizational goals, contrasting traditional and everyday performance management.

Create a Gantt chart in MS Excel or Google Sheets by listing tasks and durations, using a date-based formula with absolute references, and applying conditional formatting to reveal the timeline.