HR MBA Course: CIPD-Level, 1500+ Human Resources Tools [EN]

Master recruitment fundamentals by outlining a structured talent acquisition process—from planning to closing—using practical tools, templates, and headcount planning to forecast demand and supply.

Plan and execute candidate sourcing with a visualized recruitment process, use donor companies and synonyms for active search, build a media kit and templates, and prepare structured interviews and scorecards.

Publish and promote vacancies across internal and external channels, use referrals and targeted social media, and optimize job sites and LinkedIn searches to attract top talent.

Master boolean search techniques for recruitment and HR, using and/or/not operators, quotes, brackets, asterisks, x ray site searches, synonyms, donor companies, and Google and Bing strategies.

Discover strategies to find and engage top talent on LinkedIn and other social networks using Boolean and X-ray search, groups, and events for multi-platform outreach.

Master candidate sourcing with x-ray and boolean search to locate profiles across platforms like Google, LinkedIn, and GitHub, using profile parts and magic words to build sourcing hypotheses.

Explore top job boards and websites to find the best candidates online, using x-ray search techniques on platforms like LinkedIn, groups, GitHub, and Behance, for designers and developers.

Discover sourcing tools to accelerate talent funnel growth, from boolean search builders and x-ray queries to browser plugins, LinkedIn automation, and AI-assisted outreach.

Discover practical contact sourcing to find and verify candidate emails, using domain masks, corporate email guesses, and open-source tools to connect with top talent efficiently.

Learn proven candidate outreach strategies across LinkedIn, email, and messaging platforms, including personalized templates, tone, and follow-up cadences to build relationships.

Learn proven candidate assessment methods, from GMA and work samples to structured and competency-based interviews, scorecards, and mass interview formats, to hire with culture fit.

Master structured competency-based interviews to predict job performance by asking behavioral questions, applying the Pala model, and using scorecards for fair, evidence-based hiring decisions.

Learn to treat recruitment as a marketing-based sales process, map the candidate journey, use spin selling and fab, and craft media kit materials to attract candidates.

Learn how to craft a formal job offer and handle counteroffers to attract top talent, including templates, salary and total compensation details, start dates, and clear expectations.

Audit your current employer brand, define an employer value proposition, and build a unified strategy that attracts, engages, and retains talent across internal and external channels.

Explore HR marketing strategies to boost employer branding and quickly close jobs. Leverage landing pages, gamified assessments, chatbots, video pitches, talent magnets, and targeted social ads for candidate engagement.

Design and launch an effective employee referral program, including referral bonuses, tools, and advertising strategies. Promote clear rules and ongoing visibility through internal communications and Workplace by Meta.

Implement structured employee onboarding and integration from job offer through ongoing feedback, using pre-boarding, induction, mentorship, and welcome rituals to boost retention and performance.

Learn how the OKR system links strategy to execution, with objectives and key results, quarterly cycles, and performance reviews anchored in focus, transparency, and continuous feedback.

Learn to conduct effective one-on-one meetings with a structured agenda, establish rapport, ask coaching questions, and apply smart goals and the Grow model to boost employee development.

Learn to coach employees to develop talent and boost performance using the grow model, coaching competencies, readiness assessments, and balance wheel techniques.

Explore the art of effective feedback, balancing positive and corrective input with the situation-behavior-outcome model, radical candor, and feedforward to improve performance through timely, constructive dialogue.

Learn how to evaluate employee results to boost performance by analyzing employee and system variables, using job analysis, role profiles, and approaches like OKRs, KPIs, MBO, and 360 feedback.

Learn to organize competency assessment using 180 and 360 degree methods, interviews, and assessment centers to link behavior to performance and develop targeted competencies.

Explore a formal performance review with a mirrored employee and supervisor evaluation, a ready-to-use template, and forward-looking, actionable feedback linking goals, development plans, and OKRs.

Organize employee training to boost performance using the six disciplines of training, transfer of knowledge, and needs analysis, with nine-box grids and succession planning.

Explore how to identify and develop employee talents using Gallup CliftonStrengths, VIA, and HiFi test, and coach teams to use their strengths for higher engagement and performance.

Become an A-player by assessing employee potential across nine boxes, aligning talents with a dream job, and mastering productivity, efficiency, and work-life balance for lasting results.

Learn to create and implement an employee development plan using templates, align with OKRs, integrate on-the-job, social, and formal training, monitor progress, and overcome barriers with AI support.

Explore how mentorship differs from coaching and how to introduce it in a company to guide, develop, and empower talent using grow model steps and templates.

Explore five levels of people management, guided by Google's oxygen competencies and Gallup insights, and apply ten tools: coaching, scorecards, nine-box, engagement, succession, and development plans.

Develop executives and managers through a comprehensive leadership program combining leadership levels, people management tools, executive development formats, assessment of executive development needs, coaching, mentoring, 360 feedback, and experiential learning.

Develop bidirectional internal communications that amplify employee voice, strengthen employee relations, and leverage diverse channels, including all-hands meetings, open-door policy, and feedback tools like surveys and exit interviews.

Explore how intrinsic motivation drives engagement, productivity, and retention, comparing Herzberg’s hygiene vs motivational factors, Maslow’s needs, and Daniel Pink’s motivation 3.0, with practical diagnostic tools and strategies for managers.

Measure and improve employee loyalty using eNPS, applying a 0–10 scale to classify promoters, neutrals, and detractors, and act on feedback to boost engagement, retention, and productivity.

Elevate employee engagement with the Gallup Q12 framework, analyze results from a 12-question Likert survey, and drive team and individual actions to boost performance and retention.

Design an end-to-end employee experience by mapping the journey across environment, culture, and technology, and connect moments of truth to engagement and business impact.

Explore the causes, costs, and prevention of employee burnout, assess energy levels with a dedicated questionnaire, and implement well-being strategies, flexible work, and anti-burnout culture for sustainable performance.

Explore employee wellbeing as a movement that aligns work life with movement, healthy eating, social connections, and meaningful work, while designing and assessing holistic programs.

Learn how recognition programs drive motivation and retention by celebrating achievements and aligning them with company values. Explore formal and informal recognitions, peer-to-peer praise, timely feedback, and budget-conscious rewards.

Explore the total rewards model with its six components and 40+ programs, and learn strategy, design, measurement, and communication to align rewards with business goals.

Explore how to design a salary management system with job evaluation, pay ranges, and gradient grades, using market surveys, performance metrics, and lump-sum adjustments.

Learn to perform job analysis using multiple methods, create job descriptions, specifications, and profiles, and link roles to KPIs, competencies, training needs, and selection criteria.

Learn how to design fair pay systems using job evaluation methods—market pricing, ranking, and factor analysis—establishing grade structures, pay ranges, and market-aligned salaries.

Analyze compensation trends with salary surveys to benchmark pay, using market data, median and percentile insights, and compare base salary to total compensation across providers.

Design, track, and optimize key performance indicators by linking daily activities to strategic goals through critical success factors, leading and lagging indicators, an OKR system, and a balanced scorecard dashboard.

Design and implement an incentive system with hourly, piece-rate, monthly, quarterly, and annual bonuses, KPI/OKR linked rewards, commissions, team bonuses, and long-term incentive plans.

Design a competitive benefits package using a cafeteria plan and flexible benefits to attract, retain, and optimize total rewards.

Explore how employee stock options work, including vesting, cliff, strike price, and exercise, plus phantom options, tax implications, and legal considerations for managing equity compensation.

Implement ethical, performance-based dismissal with clear goals and exit management. Assess A–E players, conduct exit interviews, and align communications to safeguard teams.

Explore how to measure turnover and retention with key metrics and exit interviews, then implement retention strategies that balance pay, growth, and culture.

Discover how to build high-performing teams by understanding groups vs. teams, Tuckman's stages, and the five dysfunctions, with practical tools like RACI and competency mapping.

Explore practical team building activities to strengthen collaboration and boost engagement. Learn onboarding exercises, remote team ideas, and evaluation tools like questionnaires and RACI to improve inter-team interaction.

Learn to run effective and engaging team meetings by applying five main meeting types, clear agendas, essential roles, and Bezos rules to boost collaboration and reduce costs.

Discover how corporate events strengthen culture, boost motivation, and foster collaboration within a company. Learn to build a flexible employee events calendar with ChatGPT.

Master project management by navigating the four phases and five process groups, using templates for business cases, plans, network diagrams, and effective monitoring and controlling.

Master the organizational development model, stages, and five intervention levels to diagnose, plan, and evaluate change. Apply HR business partner consulting skills from problem definition to implementation.

Explore how to design and optimize organizational structures—from functional structures and divisions to matrix, network, and Spotify-like network models—to align strategy, leadership, and resources for growth.

Define and implement a robust company strategy through strategic planning, diagnosing the state, envisioning the future, and a five-step process with pestel and swot to align mission, vision, goals.

Learn to describe, map, and optimize business processes with bpmn notation, pdca cycle, and waste reduction (muda), using flowcharts and swim-lane maps.

Explore change management fundamentals using Kotter’s 8-step model, the rider-elephant-path metaphor, and strategies to boost communication, leadership, and readiness through practical tools like the Gallup questionnaire.

Explore how IT companies structure and operate as high tech firms, from startups to IPO, using agile software development, metrics, and Spotify-style culture practices.

Explore HR trends reshaping work, from robots in HR and AI to agile teams. Gain insights on internal mobility, employee listening, and metaverse work environments.

Explore effective recruitment search strategies across LinkedIn, Facebook, Twitter, and Instagram, including group-based outreach, advanced search operators, x-ray searches, and tools like Sales Navigator to reach passive candidates.

Learn to find Telegram chats and channels, post vacancies, and contact candidates using TG stat and related search tools. Export participants and leverage Telegram bots for sourcing.

Explore how sourcing automation enhances candidate discovery in HR, leveraging CIPD-level mastery and 500+ tools to streamline recruitment processes and improve hiring outcomes.

Master star techniques and other interview methods to showcase HR expertise, sharpen behavioral interviewing, and apply structured evaluation in HR roles.

Explore the employer brand within the CIPD-level HR mastery framework to deepen understanding of how branding influences HR strategy.

Understand how to evaluate a job offer, respond to a counter-offer, and negotiate to protect your career goals, aligned with CIPD-level HR mastery.

Master adapting and onboarding strategies in CIPD-level HR mastery, leveraging 500+ tools to accelerate new employee integration and performance.

Unlock CIPD-level HR mastery in a one-day offer, gaining access to 500+ tools and practical strategies to advance your human resources expertise.

Develop headhunting strategies within human resources mastery, leveraging CIPD-level expertise and 500+ tools to identify, engage, and recruit top talent.

Develop reporting skills in human resources with CIPD-level mastery and a 500+ tools toolkit to deliver clear, data-driven HR insights.

Master recruiting management within HR practice by applying CIPD-level insights and 500+ tools to optimize sourcing, interviewing, and hiring decisions.

Explore workforce recruiting and selection within a CIPD-level hr mastery framework, equipping learners with practical tools from the hr mba course.

Master performance management concepts within a CIPD-level HR mastery framework, leveraging 500+ tools to support HR practice.

Master employee development and talent management principles with CIPD-level insights and 500+ HR tools, boosting strategy, performance, and workforce growth.

Explore organizational development in lesson 11 of the HR MBA course, highlighting foundational concepts within CIPD-level HR mastery.

Explore global compensation design by balancing core values with local market nuances, applying polycentric and geocentric approaches, global salary grades, and total rewards to align pay with performance.

Explore employee policies and how HR documents are named: policies, standards and rules, procedures, guidelines, work instructions, and forms—and how to apply progressive disciplinary actions and complaints.

Identify A-players and apply a recruitment framework to hire top performers who independently deliver results. Expand the candidate funnel, evaluate observable outcomes, and retain high performers to build strong teams.

Master competency-based interviews, general mental ability (GMA) tests, and targeted test tasks with scorecards to evaluate candidates, then learn how to sell vacancies and motivate top hires.

Master structured employee onboarding with pre-boarding, a clear job offer, and a comprehensive adaptation plan that includes rookie books, newcomer packages, and mentor-guided induction.

Explore the four team development stages: forming, storming, norming, performing, and learn how goals, roles, and Belbin roles and team role profiles shape effective team management.

Explore how to turn employees into a unified team through trust, team interaction, and the five dysfunctions of a team, with MBTI personality insights and practical exercises.

Explore Adizes' Pi, A, and I model to identify the four roles: producer, administrator, entrepreneur, integrator, and learn team-building and targeted management.

Master the employee termination process, learning whom to dismiss among A–E players, when to give second chances, and how to conduct ethical, well‑managed layoffs with exit interviews and minimal risk.

Master situational leadership by matching management styles to employee development levels (D1–D4). Learn to balance directive and democratic approaches as a partnership to maximize team performance.

Learn how to build and align team culture with strategy by defining mission, vision, values, and artifacts, using surveys, 360-degree evaluation, and storytelling to embed culture.

design bonuses and incentive programs using the mba design toolkit to align motivation with kpi-linked goals and varied payout frequencies. emphasize transparency and fairness in implementation and measurement.

Explore how sales team compensation combines salary, commissions, and bonuses, including target setting, thresholds, and incentive schemes, while warning against the broker's trap and aligning pay with business goals.

Discover how motivation evolved from 1.0 to 3.0, and how autonomy, mastery, and meaning, plus gamification, drive employee engagement and efficiency under total motivation.

Learn practical employee retention strategies and burnout prevention, including turnover analysis, exit interviews, fair pay, atmosphere, feedback, mentoring, and proactive engagement to keep talent stable.

Explore how Gallup's 12 questions in the Q12 framework link employee engagement to loyalty, motivation, and business outcomes, and learn to measure, analyze, and boost engagement.

This lesson introduces talent management fundamentals, using the nine-box grid to place roles and people by performance and potential, promote A-players to top roles, rotate and develop talents.

Identify employees' talents and leverage their strengths at work by applying StrengthsFinder to reveal top five talents, plus VIA, to boost engagement and performance.

Discover how to design effective employee training by identifying competencies, balancing soft and hard skills, and using coaching, goals, and a development plan to drive learning and performance.

Learn how to choose and develop deputies through proactive succession planning, build a bench of replacements, assess readiness with a nine-box matrix, and sustain leadership continuity.

Master one-on-one meetings with employees through a structured, regular weekly agenda that builds rapport, identifies problems, applies coaching, and delivers actionable, balanced feedback.

Learn collaborative team problem solving with an MBA framework to address diverse problematic employees using behavior-focused, question-driven steps toward future solutions.

Explore agile project management fundamentals, including scrum roles, backlogs, sprints, and kanban boards, and learn to apply agile principles to HR product development and change management.

Master Kanban boards and Trello to manage product backlogs, prioritize tasks, and plan sprints with user stories, epics, and story points.

Learn organizational design through five steps to build functional, divisional, matrix, and network structures, guided by design drivers, SWOT analysis, and leadership-driven decisions.

Explore how to map a company's business model and department impact, and allocate responsibilities using the RACI matrix, SIPOC, and process documentation tools.

Explore SWOT and PESTEL within an environmental scan, using STEEPLE to assess external factors, then apply TOWS with PRIMO-F and EVR to manage stakeholders and alliances.

Master effective communication for managers and teams, covering channels, sub-competencies, and feedback; explore non-violent communication, rapport, and guerrilla facilitation for productive meetings.

Explore radical candor as a direct, caring feedback framework that balances personal care with clear demands, promotes transparency, and fosters two-way communication for stronger team performance.

Explore conflict management within and between teams, identify conflictogens and stages, distinguish random and non-random conflicts, and learn constructive resolution and prevention techniques.

Master business negotiations by persuading without needless concessions, using strategic offers and what-if scenarios, and recognizing donkey, sheep, fox, and owl behaviors to balance power and secure mutual gains.

Create remote work rules, policies, and checklists covering time zones, working hours, communication channels, documentation, wellbeing, and workspace setup for contractors and employees.

Explore essential tools for remote and distributed teams, including messaging, project boards, document collaboration, knowledge bases, and HR systems to boost collaboration.

Master HR analytics from descriptive to prescriptive, using turnover, engagement, absenteeism, and training return on investment to drive data-driven decisions, with insights via tables, charts, and dashboards.

Discover how to build a modern HR competency matrix, detailing what you should know, be able to do, and do.

Explore key HR competencies for working with data and information, including informing and counseling, transparency and radical candor, role modeling, and ethical practice to turn data into actionable workforce strategies.

Explore networking and relationship building as core HR competencies, detailing collaboration, rapport, unwritten rules, and mapping interests with the Kano model to align actions with mission, vision, and values.

Master competencies focused on work performance by mastering productivity, efficiency, and effectiveness, with strategies for prioritization, time management, and turnkey internal consulting.

Develop continuous improvement by identifying and applying personal talents and strengths through strengths-based psychology, using CliftonStrengths and other tests, and adopting a growth mindset with a development plan.

Develop critical thinking and situational decision making in HR by using structured decision processes, checklists, and risk awareness to reduce bias and improve business outcomes.