The main objectives of HR management and the personnel involved in achieving them are discussed at length in Module One. Candidates consider the benefits of taking a strategic approach to HR management, along with the scope and limitations of HRM in the workplace.

Typical sources of external and internal recruitment are presented and discussed in the second module, in which candidates are guided through each major phase of the recruitment and selection process. Typical challenges encountered at various stages throughout the recruitment process are also discussed.

Module Three emphasises the importance of maintaining good employee relations, while examining the role of trade unions and how HR managers play a role in building and maintaining amicable relationships. The concept and scope of industrial relations is also discussed.

The functions and objectives of employee performance appraisals are then discussed, including the mutual benefits of performance appraisals for the employee and the employer. Several common approaches to conducting performance appraisals are presented and discussed, along with how to establish goals for performance appraisals.

Module Five considers the criticality of quality training and development opportunities for every member of the workforce. Topics covered include how to assess the cost-effectiveness of training activities, identifying the training needs of a workforce and a look at several standard areas of employee training.

The cornerstones of the effective performance review are presented and discussed in Module Six, which highlights the importance of taking a proactive approach to workforce performance management. A step by step guide to planning and conducting an effective performance review is provided.

Module Seven then looks at workforce performance management from a broader perspective, introducing the concept of performance counselling and emphasising the benefits of the 360 Degree Appraisal. An introduction to the art of effective succession planning and other key career development concepts is also provided.

Important motivational theory for HR managers is presented and discussed in Module Eight, which looks at the different types of incentives and rewards that can be used to motivate a workforce. Competence related pay and other typical pay structures are discussed, along with the link between pay and corporate reputation.

The responsibility of every employer to champion equality, diversity and inclusion is discussed at length in Module Nine. Some of the most prolific types of workplace discrimination are presented and discussed, including age discrimination, disability discrimination and discrimination on the grounds of a person’s beliefs.

Module 10 shifts focus to the employer’s responsibility to create and maintain a safe and healthy working environment for every member of the workforce. Topics covered include managing physical welfare at work, managing stress and emotional welfare, health and safety law and the importance of clearly documented health and safety policies.

Candidates then consider the potential consequences of excessive absenteeism, along with practical tips and guidelines for improving attendance rates. Additional topics covered include absence notification procedures, the use of disciplinary procedures and how to set appropriate attendance targets based on a series of factors.

The diplomatic approach to handling grievances and addressing disciplinary issues in the workplace is outlined in Module 12. Topics covered include common causes of grievances at work, the effects grievances can have on the workforce, the right time to begin disciplinary procedures and the authorisation of penalties.

Module 13 outlines the cornerstones of an effective talent management strategy, along with the business-wide benefits of nurturing talent and promoting from within. Candidates are guided through the process of creating and implementing a high-quality talent management plan.

A more detailed look at succession planning follows in Module 14, focusing on the most important elements of a succession plan and how to ensure its successful implementation. The potential consequences of inadequate or absent succession planning are also brought into discussion.

HRM responsibilities related to conflict resolution are presented and discussed in Module 15. Topics covered include types of conflicts in the workplace, the most common causes of conflict, the different stages of conflict and extent to which disagreements can often lead to positive results.

Candidates then learn how to professionally and diplomatically discuss potentially sensitive matters with employees, such as issues with personal hygiene. General tips and guidelines for resolving hygiene issues in the workplace are also provided.

The course concludes with a look at the various types of workplace wellness program businesses introduce, along with the major benefits of prioritising employee wellness. A step by step guide to designing and implementing a workplace wellness program is also provided.