Human Resource Management

It is important to understand how managers really play a role in their people, as well as aspects of law, policy, and practice that address Human Resource issues.

Note: This course is available in Urdu language also click here

After completion of this course, the candidate will be able to cover the following..

For Course Benefits, please watch this Video or Read below….

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  • Enhanced Recruitment and Selection Skills:

The online course on Human Resource Management enhances learners’ recruitment and selection skills. They gain techniques to attract top talent, conduct effective interviews, and make informed hiring decisions, resulting in the selection of qualified and suitable candidates.

  •  Improved Employee Engagement:

The course focuses on improving employee engagement. Learners acquire techniques to foster a positive work culture, provide growth opportunities, and implement effective employee engagement strategies, resulting in increased job satisfaction, productivity, and retention.

  • Increased Compliance with Employment Laws:

Human Resource Management training promotes compliance with employment laws and regulations. Learners gain knowledge of labor laws, workplace policies, and ethical practices, ensuring that organizations adhere to legal requirements and maintain a fair and inclusive work environment.

  •  Enhanced Performance Management:

The course emphasizes performance management strategies. Learners acquire techniques to set clear performance goals, provide constructive feedback, and implement performance appraisal systems, resulting in improved employee performance and organizational effectiveness.

  •  Improved Training and Development Initiatives:

Human Resource Management training focuses on training and development. Learners gain skills to assess training needs, design effective training programs, and foster a culture of continuous learning, leading to increased employee knowledge, skills, and performance.

  • Increased Employee Retention:

The course promotes employee retention strategies. Learners acquire techniques to create a positive work environment, implement recognition and rewards programs, and address employee needs, resulting in increased job satisfaction and reduced turnover.

  • Enhanced Conflict Resolution:

Human Resource Management training enhances conflict resolution skills. Learners gain techniques to mediate conflicts, promote effective communication, and implement conflict resolution strategies, resulting in improved workplace relationships and a harmonious work environment.

  • Improved Compensation and Benefits Management:

The course focuses on compensation and benefits management. Learners acquire skills to design competitive compensation packages, implement fair and equitable salary structures, and administer employee benefits programs, ensuring employee satisfaction and motivation.

  • Increased Diversity and Inclusion Practices:

Human Resource Management training promotes diversity and inclusion practices. Learners gain knowledge of diversity initiatives, inclusive hiring practices, and cultural competence, creating a diverse and inclusive workforce that values and leverages individual differences.

  • Enhanced Organizational Culture:

The course emphasizes shaping organizational culture. Learners acquire techniques to define core values, foster a positive work climate, and promote a culture of transparency, trust, and respect, resulting in an organizational culture that attracts and retains top talent.

  •  Improved Employee Relations:

Human Resource Management training focuses on employee relations. Learners gain skills to address employee grievances, facilitate effective communication, and foster a positive work-life balance, resulting in improved employee satisfaction and a positive employee-employer relationship.

  •  Increased Strategic HR Planning:

The course promotes strategic HR planning. Learners acquire techniques to align HR practices with organizational goals, forecast workforce needs, and develop talent acquisition and retention strategies, enabling organizations to proactively address human resource challenges.

  • Enhanced Employee Wellness Programs:

Human Resource Management training emphasizes employee wellness programs. Learners gain knowledge of wellness initiatives, stress management techniques, and work-life balance strategies, promoting employee well-being and reducing absenteeism.

  • Improved Change Management:

The course focuses on change management in HR. Learners acquire techniques to manage organizational change, communicate effectively, and support employees through transitions, ensuring smoother change implementation and increased employee buy-in.

  •  Increased HR Metrics and Analytics:

Human Resource Management training promotes the use of HR metrics and analytics. Learners gain knowledge of HR data analysis, workforce planning, and predictive analytics, enabling evidence-based decision-making and strategic HR insights.

  • Enhanced Talent Development and Succession Planning:

The course emphasizes talent development and succession planning. Learners acquire techniques to identify high-potential employees, create development programs, and implement succession plans, ensuring a talent pipeline for key roles and future organizational growth.

  • Improved Employee Performance Evaluation:

Human Resource Management training focuses on employee performance evaluation. Learners acquire techniques to design performance appraisal systems, provide constructive feedback, and establish performance improvement plans, resulting in enhanced employee accountability and development.

  • Increased HR Compliance and Risk Management:

The course promotes HR compliance and risk management. Learners gain knowledge of legal requirements, safety protocols, and risk mitigation strategies, ensuring organizational compliance and reducing legal and reputational risks.

  •  Enhanced HR Leadership Skills:

Human Resource Management training enhances HR leadership skills. Learners acquire techniques to lead HR teams, manage change, and influence organizational decisions, positioning themselves as strategic partners and trusted advisors within the organization.

  • Career Advancement Opportunities:

Proficiency in human resource management opens doors to career advancement. Professionals who demonstrate excellence in HR management can pursue roles such as HR managers, talent acquisition specialists, or HR consultants, enhancing their career prospects and opportunities for growth in the field of human resources.

Human Resource Management Modules

In this course, you will get 12 Modules which are describing all aspects greatly

  •  Module One: Getting Started
  1. Workshop Objectives
  2. Pre-Assignment Review
  • Module Two: Human Resources Today
  1. What is Human Resources Today?
  2. Key Factors Influencing Human Resources Today
  3. Growth in Human Resource Management
  4. Case Study
  • Module Three: Recruiting And Interviewing
  1. The Job Selection Process
  2. Get Good at Interviewing
  3. Interviewing Fairly
  4. The Best Way to Interview
  5. Case Study
  • Module Four: Retention And Orientation
  1. Getting Off on the Right Track
  2. Creating an Engaging Program
  3. Using an Orientation Checklist
  4. Case Study
  • Module Five: Following Up With New Employees
  1. Checking In
  2. Following Up
  3. Designing the Follow-Up Schedule
  4. Case Study
  • Module Six: Workplace Health & Safety
  1. Understanding Your Role and Responsibilities
  2. Understanding Local and Industry Specific Rules
  3. Training for Managers
  4. Case Study
  • Module Seven: Workplace Bullying, Harassment, And Violence
  1. Definitions
  2. Costs to the Organization
  3. The Manager’s Role
  4. An Employer’s Responsibility
  5. Case Study
  • Module Eight: Workplace Wellness
  1. Wellness Behaviors
  2. Wellness Trends
  3. The Case for Wellness
  4. Case Study
  • Module Nine: Providing Feedback To Employees
  1. Feedback Model
  2. The Feedback Sandwich
  3. Encouraging Growth and Development
  4. Case Study
  • Module Ten: Disciplining Employees
  1. The General Discipline Process
  2. The Progressive Discipline Process
  3. Having Discipline Meetings
  4. Following Up
  5. Case Study
  • Module Eleven: Terminating Employees
  1. Documenting Events
  2. Making the Decision
  3. Communicating the Decision
  4. Case Study
  • Module Twelve: Wrapping Up

Be Creative with Quizes

Each Module is finishing with its quiz & hence you will get to review your Modules in the form of 98 questions.

  • Module Two Review Questions
  1. Which of the following is NOT part of the definition of Human Resource Management?
  2. Which of the following is a Key Factor influencing Human Resources today?
  3. Technology has a significant impact on HR because:
  4. Globalization has a significant impact on HR because:
  5. Which of the following statements is TRUE?
  6. What is Contingent Workforce Management?
  7. Which of the following statements is FALSE?
  8. Which of the following is not a trend in Human Resource Management?
  9. What is Proactive Recruiting?
  10. What are Organizations focused on nowadays?
  • Module Three Review Questions
  1. Recruiting and Interviewing focus on:
  2. The following is NOT a step in the Job Selection Process:
  3. Filtering Candidates entails:
  4. The following is a part of the Model for an efficient Interview:
  5. Design is best defined as:
  6. The following statement is TRUE with regards to bias:
  7. When interviewing, one should:
  8. The following statement is FALSE:
  9. Interviewers should be trained in:
  10. Which of the following is not a common question which can be improved?
  • Module Four Review Questions
  1. How long does it take for someone to decide to stay with an organization?
  2. Recruiting cost may include:
  3. What is Encounter?
  4. What is Orientation?
  5. What is the Role of Human Resources?
  6. What is the Role of the Manager?
  7. The following is NOT a characteristic of an effective Orientation Program:
  8. The following statement is FALSE:
  9. HR Orientation may include:
  10. The following statement is TRUE:
  • Module Five Review Questions
  1. How do you become an ‘employer of choice’?
  2. Checking in will help employees to keep from:
  3. The following statement is FALSE:
  4. A follow-up schedule should allow:
  5. The Gallup Management Group estimated that:
  6. When following up, keep in mind:
  7. It is recommended for you:
  8. The following statement is TRUE:
  • Module Six Review Questions
  1. Workers who work within the scope of legislation have access to:
  2. What are worker’s compensation programs?
  3. Employers must understand provincial and territorial rules for each jurisdiction:
  4. Which of the following is not an area you can expect to find training in?
  5. Working with Occupational Health and Safety Legislation will:
  6. Incident Investigation Skills are:
  7. Employees who work in places which put them in physical risk need:
  8. Certain industries which may have specific rules include:
  9. Inspections involve:
  10. Placing a ‘wet floor’ sign may classify as:
  • Module Seven Review Questions
  1. What is violence?
  2. What is harassment?
  3. What is bullying?
  4. Incidents may manifest as:
  5. The cost of harassment if unattended is:
  6. In this event, a manager should:
  7. What does the code POLITE stand for?
  8. When conflict is over the phone, you should:
  9. An Employer’s Responsibility is:
  10. The following statement is TRUE:
  • Module Eight Review Questions
  1. What are the three important Wellness Behaviors?
  2. Wellness should address:
  3. What is a major cause for concern with regard to Wellness in the workplace?
  4. The effects of negative stress can:
  5. Examples of Wellness benefits in the workplace are:
  6. Which statement is TRUE?
  7. What can an employer do with regards to Wellness?
  8. What can an employee do with regards to Wellness?
  9. Early intervention may come in the form of:
  10. An EFAP should provide:
  • Module Nine Review Questions
  1. When giving feedback, one should:
  2. The following is NOT a type of feedback:
  3. The 360-degree performance review:
  4. The Feedback Sandwich consists of:
  5. The following statement reflects the Feedback Sandwich:
  6. The following statement is FALSE:
  7. When offering feedback, you should:
  8. The following statement is TRUE:
  9. What is the drawback of the Feedback Sandwich?
  10. Informal feedback might be:
  • Module Ten Review Questions
  1. The General Discipline Process involves:
  2. The Clarify step of the GDP is best defined by:
  3. The Assist step of the GDP is best defined by:
  4. The Act Quickly step of the GDP is best defined by:
  5. Progressive Discipline is best defined as:
  6. When Managing Incompetence, one should:
  7. When Managing Misconduct, one should:
  8. The following is an example of an Aggravating Factor:
  9. An example of Discipline Meeting is:
  10. When in A Disciplinary Meeting one should:
  • Module Eleven Review Questions
  1. When in the second stage of the Progressive Disciplinary Process, one should:
  2. The following statement is FALSE with regards to documentation:
  3. The following statement is TRUE:
  4. When deciding to terminate an employee, one should:
  5. The following is NOT a question you should ask before dismissing an employee:
  6. The following Statement is TRUE:
  7. When dismissing an employee, one should:
  8. Why shouldn’t you dismiss an employee on a Friday?
  9. If career transition assistance is provided:
  10. After a termination meeting:

  • What is the requirement for this course?

The course is open to anyone who is interested in learning more about the subject matter, and there are no specific entry requirements to enroll.

  • What much Time I need to Spend for completion of this course?

The course is divided into different modules, with an average study time ranging from 20 to 90 minutes per module as per your convenience. While you have the flexibility to allocate your preferred amount of time to each module, after buying you will have lifetime access to the course so you can log in and out of the course as per your schedule.

  • When and Where I can Study this Course?

You can study this course at any time and anywhere of your choice, you have the convenience of logging in and out of the web-based course as often as you need. The course is compatible with all devices, including computers, tablets, and smartphones, allowing you to study even while on the go.

  • How I can Pay for this Couse?

To make a payment for this course, you have the option to use several payment methods including Visa, MasterCard, and PayPal account. The website employs the latest SSL encryption technology to ensure that your payment details are kept safe and secure. All payments are processed securely by PayPal, providing an added layer of protection for your peace of mind.

  • How soon I can have access to the course material?

You will have access to the course immediately after you make the payment. You will receive email confirmation of payment at the same time with full access to the course material.

  • Can I earn a Certificate at the end of the course?

That’s Right! At the completion of the course, we will earn a Professional Certificate that can be a valuable addition to your career and personal achievements. This certificate will serve as evidence of the knowledge and skills you have gained through the course, and can help you demonstrate your expertise to current or potential employers.

  • What is the validity of the Certificate?

Certificate is your achievement, which will remain with you forever. It doesn’t have any expiry or need any renewal. Enjoy the Course and Good Luck.


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Course Objectives

Research has consistently demonstrated that learning becomes easier and faster when clear objectives are associated with learning. With this in mind, here are few objectives of this courese:


Objective # 1

Describe the implications of different aspects of Human Resource Management on their daily responsibilities

Objective # 2

Define Human Resources terms and subjects. Evaluate some of the strengths and opportunities for Human Resources in your own workplace.

Objective # 3

Recruit, interview, and retain employees more effectively. Follow up with new employees in a structured manner.

Objective # 4

Act appropriately in situations requiring discipline and termination.

Objective # 5

Be an advocate for your employees’ health and safety. Provide accurate, actionable feedback to employees.

Objective # 6

Identify three areas for further development within the Human Resources field as part of a personal action plan

Learn Key Factors Influencing Human Resources Today

There are many important factors that have had a major impact on the development of Human Resources. Few of those are:


This has had a significant impact on the work we design and build.


Companies have employees working in different locations, considering they are working or expanding in foreign markets.

Learn How To Grow In Human Resource Management

Growth, the long-term process of facilitating strategic thinking, capitalizes on experience and aims to achieve goals. Currently, some HR management trends include:


The process of bringing new people into the company


Proactive Recruiting

Beginning the recruitment process years before they will actually join the company

What Are Human Resources Today?

Human Resource development has certainly evolved over the past 30 to 50 years and has been divided into areas or sub-sectors within the realm of manpower. Get enroll now and learn all these areas which include recruitment, employee engagement, retention, organizational development, training and development, compensation and benefits, health, safety and wellness, strategic planning, and employee relations.

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Human Resource Management