Human Resources Management (HRM)

Name: Human Resources Management (HRM)
Rating: 4.3 (19 reviews)

This course provides a foundation for developing your own approach to skillfully managing employees

Created bye3 Business

Last updated 4/2023

English

English [Auto],

What you'll learn

This course Will give you the factual and conceptual basis for developing specific, critical HRM skills in subsequent courses on hiring employees, managing per
Human resource management course is a comprehensive journey on administrative work
understanding of the range of options available for managing employees, a grasp of what makes workers tick, and the readiness to develop your own HRM skills
How to identify the competencies jobs in the competencies, down to a new job and the way the employees work in the duty station

Course content

5 sections • 31 lectures • 2h 52m total length

Introduction to Human Resource Management3:33
Explore the core functions of human resource management, including recruiting, screening, training, developing, and rewarding employees. Compare HR and personnel to see how staffing and leading interconnect with planning.
Job Analysis Workforce Planning2:26
Explore job analysis as the foundation of human resource management, and apply a four-step workforce planning process—supply, demand, gap, and solution analysis—to develop job descriptions and specifications.
Job Analysis Methods & Steps7:23
Conduct job analysis by evaluating duties and required skills to match the right person, using interview, questionnaires, observation, and diaries. Verify findings with supervisors and produce job descriptions and specifications.
Information collected during Job Analysis5:40
Identify the information collected in job analysis, including activities, behaviors, machines, tools, KPIs, context, and human requirements, to build a structured job analysis information sheet with key sections.
Job Analysis Main Outputs8:46
Learn how job analysis yields the main outputs—job description, job specification, and key performance indicators—to shape recruitment and selection decisions, performance appraisal, job evaluation, wages and salaries, and training requirements.
Difference between Recruitment & Selection5:14
Understand recruitment planning, internal and external channels, and the principles of job advertisement. Differentiate recruitment from selection by identifying when to prioritize quantity over quality to hire the best candidate.
Internal & External Recruitment Channels13:04
Balance internal and external recruitment channels to optimize cost and diversity, using referrals, internal job postings, rehiring, succession planning alongside job ads, employment fairs, recruiting agencies, headhunters, and social media.
Job Ad Principles and AIDA Model5:13
Craft compelling job ads using the AIDA model—attention, interest, desire, and action—while ensuring fairness, clarity, transparency, and equality to avoid discrimination.
Writing a job AD5:11
Learn to write professional job ads that avoid discrimination, emphasize fairness and transparency, and cover internal and external recruitment channels and the principles of job advertisement.

Candidates Testing6:14
Learn to test candidates with valid, reliable interviews, covering situational, behavioral, and technical questions. Apply job analysis, duty rating, question design, benchmark answers, and panel conduct to run interviews.
Interviewing Candidates5:41
Learn how to conduct a structured interview with solid, consistent questions covering situational, behavioral, technical, stress, and puzzle items to reduce bias and improve fairness.
Errors Undermining Interviews Usefulness5:43
Learn to avoid common interviewer errors that undermine interview usefulness, from snap judgments and job misperceptions to biased candidate ordering and inappropriate pressure, while maintaining ambassador-like conduct.
Types of Interviews5:23
Identify and compare selection, appraisal, and exit interviews, and learn to structure, conduct with respect, listen actively, and document notes to ensure fair, transparent interview processes.
Interview Questions6:05
Explore interview question types in HR management, including situational, behavioral, technical, and stress interviews. See how the star model (situation, task, action, result) shapes structured interviews and candidate evaluation.
Developing and extending an actual job offer6:45
Develop and extend an actual job offer by detailing pay and benefits, duties, salary range policy, and terms, ensuring documentation and compliant negotiations.

Goals of Total rewards system5:10
Align internal equity with external competitiveness to design a total rewards system. Implement fair compensation and benefits strategies to attract talent and retain key employees.
Compensation and Benefits Strategies5:15
Identify the four compensable factors—skills, effort, responsibility, and working conditions—and how they shape compensation decisions, plus the labor market factors of industry, location, and occupation that drive pay strategies.
Job evaluation4:14
Weigh each job by skills, effort, responsibility, and working conditions to determine its worth through a formal job evaluation and a ranking-based wage or salary structure.
Job Classifications2:04
Classify jobs into classes or grades by grouping similar roles according to skills, tasks, and working conditions, such as pairing executive secretary with administration and sales with customer service.
Point Method, Pay Grades & Structure7:03
Learn the point method of job evaluation, weighting compensable factors—skills, effort, responsibility, and working conditions—to assign points and determine pay grades and structure.
Employee Benefits10:20
Explore how demography shapes employee benefits, from medical and life insurance to pension plans, discounts, cafeteria plans, and work-from-home, wellness, and tuition reimbursement within a total rewards framework.

Performance Management Basic Concepts2:52
HR professionals lead and influence supervisors to manage performance by setting key performance indicators, using appraisal techniques, providing feedback, and guiding training and development to improve employee job performance.
Techniques for appraising performance5:54
Explore techniques for appraising performance, including alternation ranking, paired comparison, forced distribution, critical incidents, and behaviorally anchored rating scales, with pros, cons, and practical usage.
Potential Appraisal Problems5:10
Explore potential appraisal problems in HRM, including unclear standards, halo effect, central tendency, leniency or strictness, recency effects, and biases that affect performance evaluations.
effective appraisal2:45
Explore how performance management aligns employee performance with organizational goals and how to conduct effective appraisals using diaries, root‑cause analysis, fairness, and a planned, agreed path forward.
Training and Development7:17
Learn how training and development drive performance management through training needs analysis, guiding short-term skill upgrades and long-term development, including on-the-job, off-the-job, job rotation, and special assignments.
The ADDIE Model2:42
Apply the ADDIE model to analyze training needs, design and develop engaging training programs with PowerPoint presentations, case studies, discussions, and exercises, then implement and evaluate with audience feedback.
Coaching & Career Management4:53
Develop coaching and career management as integral parts of performance management. Apply four role orientations—task, person, facilitate, and tell—to adapt to situations with effective feedback, listening, and leadership.

HSE, Safety Statistics and Reporting Unsafe Acts5:00
Learn the workplace health and safety framework, the HSC definition, and the safety management system pillars of documentation, education, and follow up. Report unsafe acts to prevent incidents.
Cost of Accident & Underlying Causes5:53
Explore how accident costs extend beyond money to pain, income loss, disability, and family impact, and identify root causes like training gaps, false beliefs, equipment shortages, and safety culture.
Risk & Hazard3:35
Learn how hazard, an unsafe condition, plus exposure creates an accident, and how risk is the likelihood of harm from that exposure.

Requirements

No experience needed. You will learn everything you need to know

Description

This course is suitable for those working in human resources management in various commercial activities, or those wishing to join this field;

The Human Resources Management course takes you on a comprehensive journey around the world of administrative business, starting from the modern view of the employee and how to determine the company's needs for competencies and skills, to the method of searching, hiring and selection, to the process of designing trainings and developing the performance of employees in the organization.

The human resources management course deals with the stages of performance determination, the importance of training and developing employees, in addition to explaining the types of personal interviews and the method of filtering applicants, as well as explaining the benefits and compensation system and its mechanism of action.

One way or another, all employees are managed. But approaches to managing employees varying from employee-to-employee, job-to-job, manager-to-manager, organization-to-organization, and country-to-country. This course provides a foundation for developing your own approach to skillfully managing employees by illustrating alternative human resource management (HRM) strategies, introducing the importance of the legal context, and thinking about what motivates employees.

Outcomes:

This course Will give you the factual and conceptual basis for developing specific, critical HRM skills in subsequent courses on hiring employees, managing performance, and rewarding employees. Don't know anything about HRM? That's OK! Leave this course with a newfound understanding of the range of options available for managing employees, a grasp of what makes workers tick, and the readiness to develop your own HRM skills.

Audience:

Managers
Business Owners
Entrepreneurs
anyone in the HR field

Course Content:

Who this course is for:

Managers
Business Owners
Entrepreneurs
anyone in the HR field

Human Resources Management (HRM)

What you'll learn

Explore related topics

Course content

Job Analysis & Recruitment Planning9 lectures • 57min

Interviewing Candidates6 lectures • 36min

Compensation and Benefits6 lectures • 34min

Performance Management7 lectures • 32min

Employee Health and Safety at Work Place3 lectures • 14min

Requirements

Description

Who this course is for: