Course Content
Module 1: Introduction to Human Resource Management
This module lays the foundation for the entire Human Resource Management course. It introduces the concept, history, and significance of HRM in modern organizations. Understanding the purpose of HRM, its evolution, and its role in organizational success is crucial for grasping advanced topics later. Through three detailed lessons, learners will explore what HRM truly means, how it came to be, and why it is more critical now than ever in both small businesses and global corporations.
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Understanding Human Resource Management
10:43
Historical Evolution of HRM
04:26
Importance and Scope of HRM in Modern Organizations
05:57
Assignments
Module 2: Strategic Human Resource Management
This module dives into the concept of Strategic Human Resource Management (SHRM), highlighting how HR is no longer just a support function but a key driver of organizational success. You'll learn how HR strategies align with overall business goals, explore the process of strategic workforce planning, and understand the impact of organizational structure and culture on HR effectiveness. The lessons in this module emphasize the proactive, integrative, and future-oriented role of HR in today’s competitive business environment.
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Understanding Strategic HRM
04:07
Workforce Planning and Talent Strategy
03:29
Organizational Design and HR Alignment
07:26
Assignments
Module 3: Recruitment and Selection
This module delves into one of the most visible and impactful HR functions: recruitment and selection. The process of attracting and choosing the right talent is critical to an organization's success. In this module, you'll explore how to build an effective recruitment strategy, understand the steps involved in the hiring process, and learn the best practices in candidate assessment and selection. Each lesson emphasizes real-world application, providing both strategic insights and practical tools for sourcing top-tier talent.
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Recruitment Strategy and Employer Branding
08:03
Sourcing and attracting talent
00:00
The Recruitment Process: From Need to Offer
16:19
Selection Techniques and Decision-Making
09:25
Assignments
Module 4: Employee Onboarding and Retention
This module focuses on what happens after a candidate accepts a job offer—successful integration into the company and ongoing engagement to retain them. A well-structured onboarding process sets the stage for long-term employee success, while a robust retention strategy ensures that valuable talent remains with the organization. You’ll explore the science of onboarding, understand key drivers of retention, and learn how HR can create an engaging, supportive environment that encourages employee loyalty and performance.
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Designing Effective Onboarding Programs
03:25
Employee Engagement and Job Satisfaction
08:15
Retention Strategies and Turnover Management
05:59
Assignments
Module 5: Training and Development
Training and development are vital components of any thriving organization. This module explores how HR designs and implements learning initiatives that enhance employee performance, support career growth, and build organizational capability. You’ll learn about needs analysis, training methods, adult learning theory, and the integration of learning into workplace culture. These lessons will prepare you to create impactful learning experiences that support both individual development and business strategy.
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Identifying Training Needs and Skill Gaps
08:40
Designing and Delivering Effective Training Programs
03:35
Evaluating Learning and Measuring Impact
01:13
Assignments
Module 6: Goal-Setting and Employee productivity
This module focuses on how organizations evaluate, support, and improve employee performance which is a continuous process that aligns individual performance with organizational goals, encourages development, and drives accountability. In this module, you'll learn about setting effective goals, conducting appraisals, and creating a performance-driven culture. The lessons will guide you in building systems that go beyond annual reviews—fostering real-time feedback, motivation, and growth.
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Goal Setting and Performance Planning
00:00
Conducting Appraisals
00:00
Creating a High-Performance Culture
05:25
Assignments
Module 7: Compensation Design
This module explores the strategies, systems, and structures behind compensation and benefits—core elements in attracting, motivating, and retaining employees. Compensation is more than just salary; it's a combination of financial and non-financial rewards that reflect an organization's culture and competitiveness. This module will help you understand how HR balances internal equity, market data, and performance incentives while designing benefit programs that meet the evolving needs of a diverse workforce.
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Compensation Strategy and Structures
03:30
Benefits and Perks: Designing a Total Rewards Package
01:20
 Incentives, Recognition, and Pay-for-Performance
03:12
Assignments
Module 8: Performance Management
Performance management is a continuous process that aligns individual and team goals with organizational objectives. This module explores how to create effective performance systems that drive accountability, provide meaningful feedback, and support employee development. You’ll learn about goal setting, appraisal methods, coaching, and how to handle underperformance sensitively but effectively. With a strong performance culture, organizations can boost productivity and engagement simultaneously.
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Setting Clear Performance Expectations
04:06
Performance Appraisals and Feedback
10:01
Managing Underperformance
13:20
Assignments
Module 9: Employee Relations and Engagement
Strong employee relations and high engagement levels are the backbone of a thriving workplace. This module explores how HR professionals foster positive relationships between employees and management, resolve conflicts, and cultivate a culture where people feel valued and motivated. You’ll learn strategies for listening to employee voices, building trust, and driving engagement through meaningful initiatives and effective communication.
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Foundations of Employee Relations
07:31
Conflict Resolution Strategies
01:47
Driving Employee Engagement
03:47
Assignments
Module 10: Diversity, Equity, and Inclusion (DEI)
Diversity, Equity, and Inclusion (DEI) have become critical pillars in building workplaces that are not only fair but also innovative and resilient. This module explores the principles of DEI, how to create inclusive cultures, and strategies to embed equity into policies and practices. You’ll learn how to recognize unconscious biases, foster belonging, and develop programs that celebrate differences while driving collective success.
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Understanding Diversity, Equity, and Inclusion
04:07
Creating Inclusive Work Cultures
07:22
Implementing Equity in HR Practices
04:07
Assignments
Module 11: Change Management and Future of HR
Strategic Human Resource Management (SHRM) elevates HR from a support function to a central player in business success. In this final module, we explore how HR strategy aligns with overall organizational strategy, enabling companies to adapt, grow, and compete. You'll examine workforce planning, change management, HR analytics, and the evolving role of HR leaders. By integrating everything you've learned, you'll gain a holistic view of HR as a strategic partner in organizational development.
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Aligning HR Strategy with Business Objectives
02:11
Change Management and Organizational Agility
04:27
The Future of HR and Workforce Trends
06:51
Assignments
Human Resource Management
About Lesson

Human Resource Management is not just about hiring and firing employees. It’s a comprehensive strategy that organizations use to manage their most valuable asset—people. HRM involves a wide range of activities, including recruitment, development, performance management, employee relations, compensation, and ensuring compliance with labor laws. By effectively managing these areas, HR professionals help align individual goals with the broader objectives of the organization.

The roots of HRM can be traced back to the industrial revolution when labor became a critical component of the production process. Initially, the focus was on administrative tasks and welfare. Over time, however, the field evolved to incorporate strategic planning, recognizing that human capital is integral to business success. Today, HRM is a dynamic field that responds to changing workforce demographics, globalization, and technological advancements.

A key principle of HRM is that people are not just resources to be used but are stakeholders in the organization. This means fostering an environment where employees can thrive, innovate, and contribute meaningfully. It also requires understanding human behavior, organizational culture, and motivational strategies. HRM bridges the gap between individual aspirations and organizational needs.

Modern HRM also plays a strategic role in shaping company culture and driving performance. No longer confined to administrative tasks, HR leaders are part of executive teams and are instrumental in decision-making processes. They guide policies, evaluate organizational structure, and play a role in mergers, acquisitions, and business continuity planning.

An important concept in HRM is the life cycle of employment—from the moment a candidate is considered for a role to the time they exit the organization. Each phase requires careful planning, empathy, and alignment with best practices. This life cycle includes recruitment, onboarding, training, development, appraisal, retention, and exit strategies.

Technology has significantly impacted HRM practices. Human Resource Information Systems (HRIS), cloud-based platforms, and AI tools now support functions that once required extensive manual effort. These technologies allow HR professionals to focus more on strategy and less on paperwork, improving the efficiency and reach of HR functions.

Globalization has added another layer of complexity to HRM. Managing a diverse, geographically dispersed workforce requires cultural sensitivity, legal knowledge across borders, and the ability to communicate effectively across time zones and languages. HR professionals must be agile and adaptable to manage these challenges effectively.

Human Resource Management is about maximizing the potential of individuals while ensuring the organization achieves its goals. It is a balancing act that involves compassion, fairness, legal compliance, and business acumen. As we dive deeper into this course, you’ll gain a more nuanced understanding of the field and its real-world applications.

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