Advanced Program in Human Resources Management

Explore how modern management expands the manager's responsibility across production, personal, marketing, innovation, supply and household, and financial management, using systematic, situational, and quantitative models.

Explore strategic, tactical, and operational management, analyze environment and set mission and goals, and apply the three methods: organizational and administrative, socio-psychological, and economic.

Learn time management techniques such as the Eisenhower matrix, delegation, smart goals, and chronometry to analyze work time, plan priorities, and avoid burnout.

Explore the stages and types of management decisions, learn how factors influence decision making, and apply methods to reduce risk while improving decision quality and effectiveness.

Explore information support and communication in management, covering how information informs decisions and the essential requirements—clarity, relevance, timeliness, completeness, consistency, reliability—and improvement methods such as feedback and surveys.

Explore project management from initiation to completion, understanding planning, execution, and control, and compare six sigma, waterfall, and critical path methods while balancing budget, resources, risks, and quality.

Meet a seasoned instructor with 20 years in talent acquisition, compensation, development, and global remuneration, who links economics with human resources for advanced human resources management.

Explore modern human resource management essentials, including agile talent acquisition, compensation and benefits, training and development, and performance management to boost productivity, engagement, and profitability.

Explore agile human resources practices and introductory concepts in HR management, including performance management, feedback, goal setting, and aligning strategies with organizational goals to boost employee satisfaction and productivity.

Aligns human resources with business objectives through HR management, SRM, and CRM, with HR professionals as strategic partners, covering recruitment, training, performance, compensation, succession planning, talent management, culture, and engagement.

Explore the distinction between HR responsibilities and functions, and examine how talent acquisition, development, performance management, compensation, employee relations, compliance, diversity, equity and inclusion, and analytics drive organizational success.

Explore the HR life cycle and employee journey map, highlighting recruitment, onboarding, performance management, learning and development, compensation, and retirement as drivers of engagement and retention.

Explore the core concepts and roles of human resource management, including the life cycle and talent management, training and development, performance, engagement, and compliance to drive organizational excellence.

Explore talent acquisition planning, workforce recruitment, and onboarding, including assessing needs, forecasting requirements, crafting a compelling employee value proposition, and implementing sourcing, screening, and onboarding strategies.

Assess workforce needs and forecast requirements by evaluating demographics, skills, performance, and potential to identify skill gaps and align talent strategies with business objectives, including succession planning and leadership development.

Develop a compelling employee value proposition (EVP) to attract, engage, and retain top talent by aligning compensation, growth opportunities, work-life balance, culture, and values, while enhancing employer brand.

Learn talent acquisition strategies across sourcing, screening, selecting, and onboarding while enhancing employer brand and candidate experience to attract a diverse, high-quality workforce.

Onboarding provides in-depth integration for new hires, including role-specific training and mentorship, while orientation delivers essential company information and policies. Pre-boarding, personalization, and regular check-ins drive engagement and long-term retention.

Assess workforce needs, forecast requirements, and craft an employee value proposition to attract top talent, then implement sourcing, screening, and selecting in onboarding and orientation for a smooth, engaged workforce.

Explore performance management and employee development through goal setting, appraisal, feedback, coaching, mentoring, and training design to align individual performance with business objectives and foster continuous learning.

Set clear, measurable performance goals and expectations using the smart framework to align individual and team efforts with organizational objectives, boost motivation, accountability, and continuous development in human resources.

Explore performance appraisal methods including rating scales, critical incidents, and 360-degree feedback, and learn strategies for providing feedback that is constructive and actionable.

Explore the distinctions between coaching and mentoring in HR, focusing on skill development versus broader growth, and learn to implement structured coaching and mentoring programs for employee development and engagement.

Identify training needs through job analysis and performance gaps, then design prioritized programs with smart learning objectives, stakeholder input, and evaluation for continuous improvement.

Summarizes performance management and employee development through smart goals aligned with objectives, appraisal methods, and feedback techniques. Shows how to design, deliver, and evaluate training while distinguishing coaching from mentoring.

Explore leadership as social influence in groups, examining trait and great-man theories, Stockdale's conclusions, and the skills that define modern leaders for the common good.

Explore leadership roles such as organizer, creator, fighter, diplomat, and comforter, and apply situational leadership across autocratic, democratic, liberal, visionary, and coaching styles.

Strategic leadership guides future growth by setting vision, balancing corporate needs, and empowering teams, while effective leadership links personal qualities to results through rapid strategic decision making.

Guide learners through the five stages of team formation: lapping, close fight, experimentation, efficiency, maturity, and the dynamics of group development from formation to disbanding, with leadership at each stage.

Develop decision making skills by distinguishing effective from ineffective decisions, using tools like rational analysis, intuition, brainstorming, and Descartes square, and aligning with strategy to achieve results.

Master planning methods to allocate time and resources, including the 135 method, GTD, and the Eisenhower matrix, and distinguish short term, medium term, and long term planning for efficiency.

Define coaching as a professional relationship that bridges the gap between current reality and future goals, using a non-directive, client-centered approach with ethical principles and structured sessions.

Develop essential coaching skills, including empathy, open questions, strategic vision, and accountability, and explore diverse coaching types from life coaching to corporate coaching.

Explore ethical standards and core coaching competencies, including client welfare, confidentiality, informed consent, boundaries, cultural sensitivity, active listening, and a session flow of rapport, goal setting, action planning, and accountability.

Explore four types of coaching questions, the Disney strategy with dreamer, realist, and critic roles, and the gremlins technique to reframe self-doubt, plus the scaling method to measure progress.

Explore the SCORE and GROW coaching models to structure conversations, evaluate options, and commit to action, while applying the 10/10/10 rule and a formula for success.

Utilize the balance wheel to visualize life areas in coaching for self-awareness and goal setting, then apply the logical levels of Dilts to align beliefs, identity, and actions.

Explore the metamodel, metaprograms, and modeling to sharpen coaching conversations; uncover hidden assumptions, challenge generalizations, tailor communication, and model successful behaviors for growth.

Explore the four points of perception—self, other, observer, and meta observer—alongside manifestation and a journal of progress to enhance coaching, communication, and goal attainment.

Explore how compensation and benefits shape modern HR, covering fixed pay, job analysis, job evaluation, performance management, variable pay, benefits, recognition, and transparent communications to boost engagement and retention.

Explore how compensation and benefits attract, retain, and motivate talent through base pay, bonuses, benefits, and a holistic total rewards approach aligned with organizational goals.

Examine fixed pay structures and the role of base salary, allowances, overtime, and shift differentials, and learn how job analysis and evaluation ensure fair, transparent, and equitable compensation.

Link performance management with variable pay to drive motivation and engagement through incentives like bonuses, stock options, and profit sharing, while aligning objectives with key performance indicators and key results.

Explore how recognition drives motivation, engagement, and performance through tailored, timely, and peer-driven approaches, and learn strategies to administer benefits and wellness programs that support employee wellbeing.

Design effective compensation structures by conducting job analysis, benchmarking against industry standards, and integrating total compensation with performance-based pay to attract and retain talent.

Foster trust and employee engagement through clear, transparent compensation communication. Implement a multichannel, tailored strategy with regular updates, feedback, and leadership involvement.

Align compensation practices with organizational goals through a holistic total rewards strategy, linking fixed and variable pay, pay mix, and job evaluation to performance, recognition, and benefits.

Explore essential employee relations and engagement within modern HR. Examine policies, frameworks, and best practices that foster trust, communication, and a positive work environment, boosting productivity and loyalty.

Explore how employee relations foster engagement, loyalty, and productivity through open communication, fair treatment, and effective conflict resolution within compliant, ethical workplaces.

Develop policies for employee relations, including code of conduct and grievance procedures; mediate conflicts; advocate for employees; train teams; and monitor legal compliance to sustain a fair, engaged workplace.

Explore how employee engagement drives organizational performance through emotional commitment, motivation, and a culture of collaboration, leading to higher productivity, better customer service, lower turnover, and improved organizational performance.

Explore tools and techniques to measure employee engagement, including surveys, 360 degree feedback, sentiment analysis, and data analytics, with best practices for anonymous surveys that yield actionable insights.

Explore strategies that interlink employee relations and engagement to build trust, open communication, fair treatment, and supportive leadership, boosting motivation, retention, and a positive workplace culture.

Build a positive work environment by cultivating trust and transparency, open two-way communication, and employee empowerment through clear expectations, feedback, and development.

Strengthen employee relations and engagement to foster a positive, collaborative work environment. Learn tools to measure engagement and apply strategies that boost morale, reduce turnover, and improve performance.

Explore how HR analytics drives data-driven decisions with descriptive, diagnostic, predictive, and prescriptive methods to improve turnover, time to hire, and employee experience.

Explore how HR analytics turns data into actionable insights to improve recruitment, retention, performance, and engagement, while enabling data-driven decisions in compensation, planning, and workforce strategy.

Explore HR analytics types and purposes, from descriptive to prescriptive, and apply insights to talent acquisition, learning and development, engagement, performance, compensation, risk, and cultural analytics.

Explore descriptive, diagnostic, predictive, and prescriptive HR analytics to understand past trends, diagnose root causes, forecast outcomes, and prescribe actionable interventions for workforce management.

Explore how HR analytics by focus area optimize recruitment, retention, learning, engagement, performance, compensation, risk, and culture to drive talent and organizational success.

Explore the varieties of HR data, from demographics and performance metrics to attendance, compensation, and engagement, and learn how structured and unstructured data drive workforce planning and insights.

Integrate internal and external HR data to drive predictive analytics and strategic workforce decisions. Establish centralized storage, quality controls, governance, and privacy measures to turn data into actionable insights.

Leverage talent acquisition and retention analytics to optimize recruitment, reduce turnover, and strengthen workforce stability by tracking time to hire, offer acceptance rate, and turnover rates.

Analyze learning and development analytics to enhance training effectiveness, align programs with organizational goals, boost engagement and retention, and justify roi.

Learn how to use employee engagement analytics to measure satisfaction rate, retention rate, absenteeism rate, and NPS, then apply a holistic engagement index to drive culture, performance, and retention.

Leverage performance analytics to monitor individual and team progress toward organizational goals, track key metrics like goal achievement rate, performance review scores, and sales per employee, and drive data-driven improvements.

Leverage compensation and benefits analytics to ensure pay equity, fair and competitive structures, and strong retention by tracking pay equity ratio, benefits participation, and average salary increases against market benchmarks.

Explore risk management analytics to identify and mitigate turnover, compliance, and workplace safety risks, protect critical resources, and support proactive, data-driven risk mitigation across the organization.

Explore cultural analytics to measure value alignment, inclusivity, and employee engagement, using metrics like value alignment score, DNI index, and cultural engagement score to guide data-driven culture initiatives.

Explore HR analytics across descriptive, diagnostic, predictive, and prescriptive methods to analyze trends, identify root causes, and shape workforce strategies through metrics like turnover, time to fill, and employee engagement.