SHRM Certified Professional (SHRM-CP) Ultimate Course

Name: SHRM Certified Professional (SHRM-CP) Ultimate Course
Rating: 4.5 (82 reviews)

From SHRM Foundations to Workforce Strategy, Leadership, Talent, Risk Governance, Compliance, and HR Performance.

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Created byCareer Accelerator

Last updated 2/2026

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What you'll learn

Understand the core competencies and professional standards required in modern human resource management.
Apply ethical principles and analytical thinking to support effective HR decision-making.
Explain how HR strategy aligns with business goals and organizational performance.
Develop skills in workforce planning, recruitment, and talent management.
Design approaches to improve employee engagement, learning, and performance.
Understand compensation, benefits, and employee relations practices.
Manage workplace conflict and contribute to positive organizational culture.
Recognize the importance of diversity, equity, and inclusion in the workplace.
Identify key employment laws, compliance requirements, and workplace risk management practices.
Understand the role of HR technology, data privacy, and responsible organizational practices.
Apply practical HR tools and concepts to real-world organizational situations.

Course content

5 sections • 25 lectures • 2h 30m total length

Introduction to the SHRM Body of Applied Skills and Knowledge (BASK)6:43
Explore the SHRM body of applied skills and knowledge (BASK) as a two-pillar framework of behavioral competencies and HR knowledge domains: people, organization, workplace, for career-long development in HR.
The Role of Ethical Practice in Human Resources5:58
Uphold ethical practice as the foundation of human resources, building trust, integrity, and accountability across organizational practices, while safeguarding confidentiality and transparency.
Analytical Aptitude and Data-Driven Decision Making5:27
Develop analytical aptitude by collecting and analyzing data to identify trends, diagnose issues, and drive data-driven decision making and evidence-based HR decisions that align with business outcomes.
Leadership and Navigation within Organizations6:25
Lead the HR function with a strategic, inclusive vision, guiding change and aligning human capital strategies with business goals while navigating complex organizational dynamics.
Relationship Management and Internal Partnerships5:33
Develop and nurture professional relationships across internal and external stakeholders, becoming a credible partner through active listening, adaptive communication, negotiation, and principled bargaining to align human capital with business goals.

Business Acumen and Organizational Operations5:56
Develop human resources leadership by mastering business acumen and organizational operations, applying financial literacy and analysis of key performance indicators to align talent initiatives with firm’s goals and market context.
Consultation Skills for HR Professionals5:19
Develop consultation skills for HR professionals to diagnose root causes, build trust, and guide leaders through people-centered change, using evidence and logic to align organizational design and performance management.
Managing Organizational Culture and Climate6:11
Explore the difference between organizational culture and climate, then learn to align artifacts, values, and underlying assumptions through HR practices, leadership, and measurement for a resilient, purpose-driven workplace.
Change Management Models and Processes5:59
Apply Lewin's unfreezing, changing, and refreezing to guide organizational transitions, while Cotter's 8-step process and the ADKAR and Bridges models address strategy, communication, and the human side of change.
Global and Cultural Effectiveness in HR5:54
Build global and cultural effectiveness by developing cultural intelligence (CQ) and a global mindset to adapt HR practices across cultures, foster inclusion, and enable glocalization.

Strategic Workforce Planning and Forecasting5:45
Discover how strategic workforce planning aligns talent with business goals, forecasting demand and supply, performing gap analysis, and using buy, build, borrow, or bot strategies.
Talent Acquisition and Recruitment Methodologies5:22
Shift from recruitment to talent acquisition by building a proactive talent pipeline, leveraging internal and external sourcing, and using data-driven metrics to optimize quality of hire and time to fill.
Employee Engagement and Retention Frameworks5:52
Enhance engagement through a two-way employer–employee relationship rooted in meaning, trust, and purposeful work, and apply retention frameworks like job embeddedness and Herzberg’s motivators to reduce turnover.
Learning and Development Program Design6:46
Design and evaluate effective learning programs using the ADDIE framework and andragogy principles, embracing blended learning and the 70-20-10 approach to align development with business goals and measure outcomes.
Performance Management Systems and Theories6:09
Explore performance management as a continuous, strategic partnership that aligns employee effort with organizational goals, using feedback, coaching, SMART goals, and tools like BARS and 360-degree feedback to drive development.

Compensation Structures and Philosophy5:44
Define a transparent compensation philosophy aligning total rewards with business strategy and market positioning (lead, meet, or lag), setting pay grades, ranges, and compa ratio to ensure equity and compliance.
Benefit Program Administration and Strategy7:21
Develop a strategic benefits program within total rewards to attract, engage, and retain a multi-generational workforce. Balance mandated and voluntary benefits with budget, culture, and data-driven cost management.
Employee Relations and Conflict Resolution5:21
Foster a healthy workplace by shaping fair policies, open communication, and proactive problem-solving that protect the psychological contract while resolving conflicts with TKI, ADR, and progressive discipline with due process.
Labor Relations and Collective Bargaining Concepts6:29
Navigate labor relations by understanding the NLRA and NLRB, fair bargaining, and contract administration; apply grievance procedures and collective bargaining to balance employer and union interests.
Diversity, Equity, and Inclusion (DE&I) Frameworks6:27
Explore how diversity, equity, and inclusion build high-performing organizations by fostering belonging, reducing unconscious bias, and driving innovative problem solving. Implement data-driven DEI strategies with leadership accountability, ERGs, and outcomes.

Risk Management and Workplace Safety5:53
Identify, assess, and mitigate risks to people, operations, data, and reputation through proactive risk management, safety standards, and compliant HR practices.
Employment Law and Regulatory Compliance6:01
Navigate employment law and regulatory compliance to protect the organization and its employees, applying Title VII, ADA, ADEA, FLSA, FMLA, ACA, EEOC, and EEO-1 reporting across recruitment, pay, and leaves.
Corporate Social Responsibility and Sustainability5:33
Align human resources with corporate social responsibility and sustainability by integrating ethics, fair labor in supply chains, and environmental, social, and governance metrics into HRIS to boost engagement and value.
HR Technology Integration and Data Privacy6:10
Integrate HRIS with ATS, LMS, and advanced payroll platforms to enable real-time, data-driven insights from recruitment to performance management, while upholding data privacy and ethical AI use.
Organizational Exit and Offboarding Processes6:22
Learn to conduct exit interviews, protect confidentiality, manage final pay and COBRA, and ensure knowledge transfer and IT access control to protect the employer brand.

Requirements

There are no strict prerequisites; however, a basic understanding of business principles or introductory management concepts is beneficial.

Description

"This course contains the use of artificial intelligence."

This course provides a comprehensive and practical exploration of modern Human Resource Management, designed to equip learners with the knowledge, skills, and strategic perspective required to manage people effectively in today’s dynamic organizational environments.

The course integrates foundational human resource competencies with advanced applications in leadership, analytics, talent management, organizational culture, and workforce regulation, enabling learners to understand both the operational and strategic roles of HR professionals.

Students will examine the key principles that guide ethical decision-making, data-driven analysis, and leadership within organizations. Emphasis is placed on building strong workplace relationships, consulting with stakeholders, and aligning human resource practices with broader business objectives.

Learners will gain insight into how organizational culture and climate influence performance, and how change management strategies can be applied to support transformation and continuous improvement.

The course also develops expertise in talent acquisition, workforce planning, employee engagement, learning and development, and performance management systems. Participants will explore how organizations design compensation and benefits programs, manage employee relations, and promote diversity, equity, and inclusion to foster fair and productive workplaces.

In addition, the course addresses the critical responsibilities of HR in managing risk, ensuring compliance with employment regulations, supporting workplace safety, and integrating technology while safeguarding data privacy.

Attention is also given to corporate social responsibility, sustainability, and effective offboarding practices that maintain organizational integrity and reputation.

By the end of the course, learners will have a well-rounded understanding of how human resource management contributes to organizational effectiveness, strategic growth, and long-term workforce success, preparing them for professional roles in HR or leadership positions that require strong people-management capabilities.

Thank you

Who this course is for:

Students pursuing degrees in Business Administration, Management, or Human Resource Management who want a strong foundation in strategic HR practices.
Aspiring HR professionals seeking practical knowledge aligned with modern competency-based frameworks.
Early- to mid-career professionals who want to strengthen their leadership, people management, and organizational skills.
Managers and team leaders responsible for supervising employees and implementing HR-related policies.
Individuals preparing for professional HR certification or looking to advance into strategic HR roles.
Entrepreneurs and business owners who want to build effective people systems within their organizations.

SHRM Certified Professional (SHRM-CP) Ultimate Course

What you'll learn

Explore related topics

Course content

Foundation of SHRM Competencies5 lectures • 30min

Strategic Business Leadership and Culture5 lectures • 29min

Talent Acquisition and Development5 lectures • 30min

Total Rewards and Employee Relations5 lectures • 31min

Risk Management and Workforce Regulation5 lectures • 30min

Requirements

Description

Who this course is for: