Explore organizational structure, including functional, divisional, process, and matrix models, and learn how span of control, chain of command, and organizational charts align people, processes, and strategy.

Explore group dynamics from forming to adjourning, contrast informal and formal groups, and examine organizational culture, climate, and observable culture, shared values, and common assumptions.

Explore the organizational lifecycle—startup, growth, maturity, decline, and revival—and the four globalization stages—domestic, international, multinational, global—alongside global integration, local responsiveness, and orientation.

Explore strategic management from planning to evaluation, including mission, vision, values, SWOT, and cost leadership, differentiation, and focus strategies; apply balanced scorecard and McKinsey 7S framework.

Explore the role of human resources in strategy formulation and execution, including communication of vision, SWOT analysis, workforce planning, balanced scorecard, and value chain activities.

Explore how a supply chain transforms raw materials into a final product from sourcing to delivery and how this ties to the value chain and business model canvas.

Analyze internal analysis and financial reports, including income statements, balance sheets, and cash flow statements, while exploring the HR role in marketing mix, operations, and culture as a competitive advantage.

Explore internal analysis through the marketing mix, detailing the four Ps—product, price, promotion, and place—and how HR supports attracting talent and positioning the organization as choice.

Explore how information technology and HR information systems automate processes, enable data-driven decision making, and enhance human resource management for competitive advantage.

Explore external analysis through SWOT and PEST frameworks, and examine labor supply and demand, equilibrium wage, and the impact on employment and economic growth.

Explore how employment drives economic growth and how unemployment affects gdp, income, and government revenue. Examine external factors—regulations, economic conditions, technology, and demographics—and adapt hr practices accordingly.

Understand hr organization types—functional, shared services, and dedicated—and how outsourcing, offshoring, insourcing, and core sourcing, via peo, bpo, and application service providers, align with business strategy and efficiency.

Learn how project management guides the lifecycle from initiating to closing, and how change management eight steps enable effective organizational change.

Explore mergers and acquisitions processes, from target screening, due diligence, and pre-close planning to post-merger integration, focusing on culture, leadership, and human resources competencies for managing post-deal challenges.

Explore how technology drives strategic human resource management, from personnel management to electronic HRM, and examine CSR strategies that boost external stakeholder value and employer branding.

Explore how human resource development links organizational development and training to boost performance, manage change, and build talent through alignment of strategy, leadership, and succession planning.

Learn how learning organizations foster a supportive environment and five disciplines to create and transfer knowledge, and how knowledge management converts tacit and explicit knowledge.

Explore how performance planning, monitoring, appraisal, and development align business and job performance with smart goals, coaching, and motivation theories across cross-cultural contexts.

Explore performance appraisal and development, including improvement and individual development plans. Apply cross-cultural contexts, communication, training, and managing virtual teams for fair evaluations and growth.

Explore adult learning, readiness to learn, and learning styles; apply the adi model to training needs assessment and to design, implement, and evaluate training plans via a learning management system.

Explore the ADI model (analysis, design, development, implementation, evaluation) for training, including needs assessment, learning objectives, and diverse on-the-job and off-the-job methods with Kirkpatrick four-level evaluation.

Learn training transfer, barriers, and the full scope of employee development, including mentoring and coaching, plus leadership development and situational leadership for effective human resources outcomes.

Explore management development to foster leadership through formal and informal methods, and review career development stages and trends in employee training like massive online open courses and mobile learning.

Explore how employee relations shape productivity and morale through the four-quadrant framework, employee engagement drivers, and the role of employee communication and communication processes in HR practice.

Explore how to improve employee relations through engagement, communication, surveys, and employee assistance programs, while outlining disciplinary procedures from preparation to dismissal.

Explore talent management in depth, including replacement and succession planning, eight positions as well as players, and strategies for managing high performers and high potentials.

Explore recruitment and selection practices, from internal and external sourcing and employer branding to screening, interviews, reference checks, and onboarding.

Explore how organizations manage retention and separation, including voluntary and involuntary turnover, retention strategies, downsizing, and the steps of employee termination and exit interviews.

Explore compensation and benefits design, administration, total rewards, market competitiveness, plus job analysis and evaluation methods such as ranking, classification, and analytical approaches to align pay with strategy.

Explore remuneration surveys, market benchmarking, and pay structures to design direct and indirect compensation, incentives, benefits, sales pay, and executive packages aligned with a compensation philosophy.