Modern Human Resource Management: A Practical Guide

Name: Modern Human Resource Management: A Practical Guide
Rating: 5.0 (6 reviews)

Master talent acquisition, performance, compensation, engagement, HR analytics, and compliance for today's workplace

Role Play

Created byISO Horizon

Last updated 5/2026

English

What you'll learn

Build an employer brand and sourcing strategy that attracts top candidates in a competitive market
Run structured interviews and reduce bias with scorecards, calibration, and behavioral questions
Design ninety-day onboarding programs that work for in-office, remote, and hybrid hires
Replace annual reviews with continuous performance management and well-written OKRs
Develop a compensation philosophy, pay bands, and total rewards strategy that is fair and defensible
Conduct pay equity analyses and navigate pay transparency requirements with confidence
Diagnose engagement, run stay interviews, and reduce regrettable attrition
Build HR dashboards and predictive analytics that earn a seat at the executive table

Course content

5 sections • 28 lectures • 2h 36m total length

Building an Employer Brand People Actually Want to Join7:19
Candidates now research companies the way shoppers research products. Learn how to audit your employer brand signals, close the gap between your Employer Value Proposition and reality, and build an authentic narrative that attracts the talent segments you actually need.
Sourcing Strategies Beyond the Job Board6:30
Elite recruiters live inside Boolean strings, LinkedIn Recruiter, employee referrals, and niche communities — not job boards. Learn active versus passive sourcing, pipeline conversion ratios, talent mapping, and cold outreach that does not feel like spam.
Writing Job Descriptions That Attract Instead of Repel5:58
Most job descriptions read like a hostage note of requirements. Learn the anatomy of a magnetic job post — punchy opener, honest day-in-the-life, must-haves versus nice-to-haves, transparent salary ranges, and inclusive language that widens the funnel without lowering the bar.
Structured Interviewing and Reducing Bias6:48
Unstructured interviews are barely better than coin flips for predicting performance. Learn structured interviewing with STAR-format behavioral questions, scorecards tied to the job description, and calibration sessions that replace opinion contests with measurable rigor.
Closing the Offer Without Losing the Candidate6:17
Great pipelines die between offer extension and acceptance. Learn compensation conversations, negotiation tactics, how to handle competing counteroffers, and why speed and personalized outreach from a future manager often close deals that a transactional process loses.
Section 1 Quiz: Talent Acquisition and Modern Recruitment
The Sourcing Call: Engaging a Passive Candidate

Recruitment Metrics That Actually Matter7:23
Learn which recruiting metrics separate guesswork from a real talent function — time to fill, cost per hire, source of hire, offer acceptance rate, and quality of hire — and how to build a dashboard that leadership acts on rather than ignores.
The Business Case for Investing in Onboarding6:51
Roughly twenty percent of new hires leave within forty-five days. Learn the difference between orientation and real onboarding, the cost of a failed hire, and the compounding damage of a leaky front door that finance leaders should care about.
Designing the First Day, First Week, First Ninety Days7:53
Walk through a phased onboarding blueprint using the four C's — Compliance, Clarification, Culture, and Connection — mapping thirty, sixty, and ninety day success milestones with manager touchpoints and preboarding rituals that signal belonging from day one.
Buddy Systems, Mentors, and Social Integration7:32
Loneliness in the first month is one of the strongest predictors of early attrition, especially in remote environments. Learn how to design and train onboarding buddies, peer mentors, and executive sponsors that turn org charts into human relationships.
Onboarding Remote and Hybrid Employees7:32
Remote onboarding is not in-person onboarding over Zoom. Learn how to handle equipment logistics, async communication norms, written onboarding documents, recorded walkthroughs, and cohort events that compensate for the absence of ambient cultural learning.
Measuring Onboarding Effectiveness6:32
Move past anecdotal feedback into measurable onboarding effectiveness using thirty, sixty, and ninety day pulse surveys, time to productivity benchmarks, new hire NPS, and qualitative themes from exit interviews of early leavers.
Section 2 Quiz: Onboarding and Early Employee Experience
The 30-Day Check-In: Catching a New Hire Before They Disengage

Modern Performance Management Beyond the Annual Review6:47
The once-a-year performance review is widely mocked and increasingly replaced. Learn continuous feedback systems, OKRs versus KPIs, and how calibration sessions prevent recency bias, central tendency, and leniency from corrupting your rating process.
Goal Setting With OKRs and SMART Frameworks7:44
Vague goals produce vague results. Learn the SMART framework as a foundation, then OKRs as popularized by Google — separating ambitious objectives from measurable key results, cascading goals without micromanaging, and writing key results that survive quarterly scrutiny.
Designing Compensation Philosophy and Pay Bands6:21
Learn how modern companies decide what to pay people: writing a compensation philosophy, job leveling, salary benchmarking with Radford and Mercer data, building pay bands with midpoints and ranges, and how ad hoc compensation decisions create resentment that surveys cannot fix.
Total Rewards and Benefits Beyond the Paycheck8:58
Compensation is total rewards — base salary, variable pay, equity, retirement, health benefits, time off, learning budgets, and lifestyle perks. Learn how to strategically allocate benefits dollars for a multigenerational workforce and design benefits employees actually use.
Pay Equity and Compensation Transparency9:33
Pay equity is no longer optional. Learn how to conduct a pay equity analysis, identify and remediate unexplained gaps by gender, race, or tenure, navigate pay transparency laws from the EU Pay Transparency Directive to US state requirements, and have compensation conversations defensibly.
Employee Engagement and What Actually Drives It5:52
Engagement is not pizza parties or ping pong tables — it is a measurable psychological state. Learn Gallup's Q12 model, the engagement drivers that consistently appear in research, and how to design an engagement strategy that drives behavior change rather than treating surveys as a report card.
Section 3 Quiz: Performance, Compensation, and Engagement
The Stay Interview: Finding Out What Keeps Them — and What Might Push Them Out

Retention Strategies and Stay Interviews8:00
Exit interviews are autopsies. Learn how to run stay interviews with current employees to surface what keeps them and what might push them out, identify flight risks before they update their LinkedIn, and use internal mobility and career pathing as retention tools.
Why HR Analytics Earns You a Seat at the Table6:47
HR's path to credibility with finance runs directly through data. Learn the four levels of HR analytics — descriptive, diagnostic, predictive, prescriptive — and how Chief People Officers now present quarterly business reviews with the same rigor as their CFO peers.
The Core HR Metrics Every Leader Should Track6:19
Learn the foundational HR metrics that should appear in every scorecard — headcount, voluntary regrettable turnover, time to fill, cost per hire, revenue per employee, and engagement scores — and how to build a monthly people dashboard that drives leadership decisions.
Predictive Analytics and Identifying Flight Risk6:03
Leading HR functions use predictive models to identify flight risk before employees hand in notice, using signals like time since last promotion, compensation versus market, and engagement trajectory — with ethical guardrails that prevent analytics from destroying the trust it is meant to protect.
Workforce Planning and Headcount Forecasting7:37
Strategic workforce planning is the bridge between business strategy and HR execution. Learn supply and demand modeling, scenario planning, skills gap analysis, and how disciplined workforce planning prevents the boom-bust cycle of last-minute hiring sprees followed by layoffs.
Building HR Dashboards Executives Actually Read7:16
Even the best analysis dies in a forty-tab spreadsheet. Learn how to design HR dashboards with audience-appropriate detail, clear visualizations, narrative annotations, and tight focus on leading and lagging indicators — from Excel to Tableau to modern platforms like Visier and ChartHop.
Section 4 Quiz: HR Analytics and Data-Driven Decisions
The Flight Risk Conversation: Acting on Analytics Before It's Too Late

Employment Law Fundamentals Every HR Pro Must Know9:35
Learn the foundational pillars of US employment law — Title VII, ADA, ADEA, FMLA, FLSA, and NLRA — including protected classes, at-will employment limits, exempt versus non-exempt classification, and disparate treatment versus disparate impact doctrine.
Building Anti-Discrimination and Harassment Policies9:07
Anti-discrimination and anti-harassment programs are far more than a poster in the break room. Learn the elements of a defensible policy, multiple reporting channels, anti-retaliation provisions, bystander training, and how consistent enforcement protects both employees and the organization.
Conducting Workplace Investigations7:43
When a complaint lands on HR's desk, the response defines whether employees feel heard or betrayed. Learn the steps of a workplace investigation — intake, witness interviews, credibility assessment, written findings, and remedial action — and the documentation discipline that holds up under legal scrutiny.
Handling Terminations With Dignity and Compliance6:10
The involuntary termination is the highest-risk conversation in HR. Learn documentation, progressive discipline, the mechanics of the termination meeting, severance and release agreements, COBRA transitions, and why dignified terminations materially reduce litigation risk.
Data Privacy, AI, and the Future of HR Compliance8:35
The compliance frontier is now data privacy and algorithmic accountability. Learn GDPR and CCPA as applied to employee data, the obligations around monitoring and consent, and the AI Act and NYC Local Law 144 scrutiny on hiring algorithms that HR leaders must demand transparency from.
Section 5 Quiz: Legal Compliance and HR Risk Management
The Termination Meeting: Delivering the Decision With Dignity

Requirements

Basic familiarity with how organizations operate and common business terminology
No prior HR certifications or formal HR experience required
Comfort reading simple metrics and dashboards in spreadsheet tools

Description

This course contains the use of artificial intelligence.

The role of HR has been quietly rewritten over the last decade, and most playbooks are still catching up. Annual reviews are mocked on LinkedIn, candidates ghost recruiters as often as the other way around, pay transparency laws are forcing uncomfortable conversations, and AI is rewriting how resumes get screened and how performance gets measured. If you are a manager, founder, HR generalist, or aspiring people leader, the cost of running outdated practices is no longer just a missed engagement score. It is real money lost to regrettable attrition, real reputational damage from a botched termination, and real legal exposure from policies written for a workforce that no longer exists.

This course gives you a complete, modern operating system for human resource management. You will learn how to build an employer brand that attracts the candidates you actually want, source talent beyond the job board, write job descriptions that widen the funnel without lowering the bar, and run structured interviews that beat gut feel. You will design onboarding programs that turn new hires into contributors in weeks rather than quarters, including remote and hybrid scenarios. You will move past the dreaded annual review into continuous performance management with OKRs, build defensible compensation philosophies and pay bands, and use HR analytics to turn intuition into evidence.

This course is built for HR generalists, people managers, founders building their first team, and professionals transitioning into HR who want a fast and modern grounding. By the end, you will be able to run a recruiting funnel with metrics, build an onboarding program that retains, design compensation that is fair and defensible, lead engagement and retention strategy, present an HR dashboard to executives, and navigate employment law and AI compliance with confidence.

What makes this course different is its blend of practicality, current trends, and the honest workplace humor that makes the material stick rather than feel like another compliance video. You will leave with frameworks you can apply on Monday morning, not vague principles you will forget by Friday. Enroll now and start running HR like a discipline, not a damage control function.

Who this course is for:

HR generalists and specialists who want a modern, end-to-end operating model
People managers and team leads responsible for hiring, performance, and retention
Founders and early-stage operators building their first HR function
Professionals transitioning into HR from adjacent fields like operations or recruiting
Business and MBA students preparing for people leadership roles

Modern Human Resource Management: A Practical Guide

What you'll learn

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Course content

Talent Acquisition and Modern Recruitment6 lectures • 33min

Onboarding and Early Employee Experience7 lectures • 44min

Performance, Compensation, and Engagement7 lectures • 45min

HR Analytics and Data-Driven Decisions7 lectures • 42min

Legal Compliance and HR Risk Management6 lectures • 41min

Requirements

Description

Who this course is for: