The course begins with a detailed examination of the objectives of HRM, along with the benefits of strategic human resource management and the scope of HRM in the workplace. Candidates also consider the functions and objectives of a code of ethics in human resource management.

A look at the various internal and external sources of recruitment for organisations follows in the second module, providing candidates with a step by step overview of the recruitment process. Typical challenges involved in recruitment are also examined, along with how to uphold ethical standards in recruitment.

Module Three explores the main functions and objectives of industrial relations, considering the scope of industrial relations and the importance of maintaining good employee relations as a business owner. The HRM approach to employee relations is also examined, alongside the role of trade unions.

A detailed guide to conducting employee appraisals follows in Module Four, outlining the goals of the performance appraisals and the mutual benefits of conducting appraisals. Several typical performance appraisal methods are detailed and discussed, alongside potential challenges to conducting appraisals objectively.

Candidates then consider the criticality of quality training and development opportunities for every member of the workforce. Topics covered include how to assess training needs, a breakdown of the employee training process, standard areas of training and how to measure the cost effectiveness of training.

The functions and objectives of the employee performance review are discussed in the sixth module, which presents the various stages of the performance management process. Several essential tools, activities and resources for maintaining workforce performance are also presented and discussed.

Performance management principles continue in Module Seven, which introduces the concept of performance counselling and discusses the benefits of the 360 Degree Appraisal. Additional topics covered include succession planning, career development and the cornerstones of the effective performance appraisal.

The link between workforce motivation and provision of incentives is analysed in Module Eight. Topics covered include the development of appropriate pay structures, the potential benefits of competence related pay, the different types of incentives and rewards in the workplace and a look at motivational theory.

Module Nine highlights the importance of championing equality, diversity and inclusion in the workplace at all times and without exception. Topics covered include age discrimination, the importance of meeting the disability requirements of employees and look at discrimination on the grounds of religion.

Candidates then consider the responsibility of employers and HRM personnel to create and maintain a safe and a healthy workplace environment. Topics covered include the basics of health and safety law, the benefits of an effective health and safety policy, managing the physical welfare of workers and more.

The true costs and consequences of absenteeism are analysed in Module 11, which discusses the most common causes of absence and how to proactively improve attendance rates. The use of disciplinary procedures to combat chronic absenteeism is also discussed, along with setting absence targets and benchmarking.

The professional approach to grievance handling and disciplinary procedures at work is discussed in Module 12, which focuses on the main causes of workplace grievances and the potential consequences of grievance. Strategic selection of candidates for redundancy and how to support those selected is also discussed.

Module 13 takes a look at the mutual benefits of creating and implementing an effective talent management plan for the workplace. The importance of good communication in talent management is emphasised, along with how to recognise and nurture the development of talent within the workforce.

The value and importance of succession planning is then examined, along with why succession planning should be prioritised by all employers. The development and implementation of a succession plan is discussed, along with the most important elements a succession plan must include.

Practical tips and guidelines for dealing with anger are presented in Module 15, which examines the human response to anger. Topics covered include questioning skills, the assertiveness formula, relaxation techniques, forcefield analysis, the benefits of problem-solving skills and creative thinking as a solution to anger.

Essential communication skills for the HR manager are discussed in Module 16, including the importance of confidence and assertiveness in a leadership role. Additional topics covered include dichotomies in theory, how to create a positive self-image and how your appearance affects the way you are perceived by others.

Module 17 examines the alarming prevalence of workplace violence, along with the responsibilities of employers and HR personnel to provide a safe working environment. Candidates learn how to perform an extensive risk assessment, modify hiring practices to build a competent workforce and use security systems to prevent workplace violence.

Learners then consider how the generation gap at work can be beneficial, both for the workforce and the business as a whole. Effective coaching and mentoring as the key to overcoming problems associated with the generation gap is discussed, along with essential retention considerations.

Module 19 provides a breakdown of the different stages of conflict, while examining common causes of conflict and the different types of conflicts. Candidates consider the criticality of communication for effective conflict resolution, along with the role of managers and leadership personnel in resolving workplace disputes.

The sensitive subject of personal hygiene is discussed in Module 20, outlining the diplomatic way to discuss intimate issues with members of the workforce. Guidelines for difficult conversations are provided, along with practical tips for resolving hygiene issues at work.

The course concludes with a detailed assessment of the benefits of workplace wellness programs, along with the various different types of programs that may be introduced. A step by step guide to designing, implementing, evaluating and optimising a workplace wellness program is also provided.