Diploma in Human Resource Management

 

Qualification:	Diploma in Human Resource Management
Duration:	11 Weeks (Online Self-Paced Learning)
Level:	Professional Diploma (Level 6 Equivalent)
Delivery Mode:	Online Self-Study with Optional Instructor Support
Total Learning Hours:	150–180 Hours
Prerequisites:	High school certificate or equivalent qualification. Basic knowledge of business, management, psychology, administration, or social sciences is recommended but not mandatory.

COURSE OVERVIEW

The Diploma in Human Resource Management is a comprehensive professional programme designed to equip learners with the knowledge, practical skills, and strategic competencies required to effectively manage human capital in modern organizations.

Human resource management has evolved from an administrative function into a strategic discipline that drives organizational performance, innovation, employee engagement, and sustainable growth. Human-resource professionals are expected to lead workforce planning, talent management, employee relations, performance management, compensation, organizational development, and digital transformation initiatives.

This programme integrates international best practices in human resource management, leadership, labor relations, organizational behavior, people analytics, and workplace governance. Learners will acquire practical skills necessary to recruit, develop, motivate, and retain talent in both public and private organizations.

The curriculum aligns with international standards and guidance from:

• Chartered Institute of Personnel and Development (CIPD)
• Society for Human Resource Management (SHRM)
• International Labour Organization (ILO)
• Chartered Management Institute (CMI)
• World Economic Forum (WEF)
• International Organization for Standardization (ISO)
• United Nations Global Compact
• Organisation for Economic Co-operation and Development (OECD)
• Association to Advance Collegiate Schools of Business (AACSB)
• Harvard Business School
• United Nations Sustainable Development Goals (SDGs)
• International Organization for Standardization (ISO 30414)

COURSE OBJECTIVES

Upon completion, learners will be able to:

• Explain the principles and functions of human resource management.
• Develop workforce-planning and talent-management strategies.
• Manage recruitment, selection, and onboarding processes.
• Design employee-learning and development programmes.
• Apply performance-management systems.
• Develop compensation and benefits strategies.
• Promote employee engagement and workplace well-being.
• Apply labor laws and ethical HR practices.
• Utilize HR technology and people analytics.
• Lead organizational change and workforce transformation.

TARGET LEARNERS

• Human-resource officers
• HR assistants and administrators
• Recruitment specialists
• Team leaders and supervisors
• Office administrators
• Entrepreneurs and business owners
• Organizational development officers
• Public-sector professionals
• Graduate trainees
• Operations managers
• Business professionals
• Students pursuing HR careers

EXPECTED LEARNING OUTCOMES

By the end of the programme, learners will be able to:

• Explain human-resource-management concepts and theories.
• Develop recruitment and talent-management strategies.
• Apply employee-performance management systems.
• Design training and development programmes.
• Manage employee relations and workplace conflicts.
• Utilize HR technologies and analytics.
• Ensure compliance with labor laws and regulations.
• Lead organizational development initiatives.
• Promote diversity, inclusion, and employee well-being.
• Apply ethical and sustainable HR practices.

COURSE STRUCTURE (11 WEEKS)

WEEK 1  |  MODULE 1: FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT

Unit 1.1 Introduction to Human Resource Management

• Definition and scope of HRM
• Evolution of human resource management
• Functions of HR
• Strategic role of HR
• HR competencies
• Contemporary HR trends

Unit 1.2 Organizational Structures and HR

• Organizational structures
• Organizational culture
• HR’s role in organizations
• Stakeholder management
• Business strategy and HR alignment
• Organizational effectiveness

Unit 1.3 Ethics and Professional Practice in HR

• Professional ethics
• HR standards and codes of conduct
• Confidentiality
• Workplace integrity
• Corporate responsibility
• Ethical decision-making

Learning Outcomes ●        Explain the principles and functions of human resource management. ●        Understand the strategic role of HR in organizations.

 

WEEK 2  |  MODULE 2: WORKFORCE PLANNING AND TALENT ACQUISITION

Unit 2.1 Workforce Planning

• Human-resource planning
• Workforce forecasting
• Job analysis
• Job design
• Succession planning
• Talent mapping

Unit 2.2 Recruitment and Selection

• Recruitment strategies
• Talent sourcing
• Interview techniques
• Selection methods
• Candidate evaluation
• Hiring decisions

Unit 2.3 Onboarding and Employee Integration

• Orientation programmes
• Employee onboarding
• Workplace socialization
• Probation management
• Employee retention
• Integration strategies

Unit 2.4 Employer Branding

• Employer value proposition
• Talent attraction
• Corporate reputation
• Employee experience
• Recruitment marketing
• Workforce competitiveness

Learning Outcomes ●        Develop workforce-planning strategies. ●        Manage recruitment and onboarding processes.

 

WEEK 3  |  MODULE 3: ORGANIZATIONAL BEHAVIOR AND EMPLOYEE RELATIONS

Unit 3.1 Organizational Behavior

• Individual behavior
• Group dynamics
• Organizational culture
• Workplace attitudes
• Motivation theories
• Employee engagement

Unit 3.2 Employee Relations

• Employee communication
• Workplace relationships
• Labor-management relations
• Grievance handling
• Conflict management
• Employee participation

Unit 3.3 Workplace Diversity and Inclusion

• Diversity management
• Inclusion strategies
• Gender equality
• Cross-cultural management
• Workplace equity
• Inclusive leadership

Learning Outcomes ●        Analyze employee behavior and workplace dynamics. ●        Promote positive employee relations.

 

WEEK 4  |  MODULE 4: TRAINING, LEARNING AND TALENT DEVELOPMENT

Unit 4.1 Learning and Development

• Training needs assessment
• Learning strategies
• Adult learning principles
• Skills development
• Professional development
• Knowledge management

Unit 4.2 Talent Management

• Talent identification
• Talent retention
• Leadership development
• Succession management
• Career planning
• Coaching and mentoring

Unit 4.3 Performance Coaching

• Coaching techniques
• Mentoring programmes
• Feedback systems
• Employee support
• Competency development
• Career growth

Unit 4.4 Organizational Learning

• Learning organizations
• Knowledge sharing
• Innovation culture
• Continuous learning
• Change adaptation
• Organizational capability

Learning Outcomes ●        Develop employee-learning programmes. ●        Manage talent and career development.

 

WEEK 5  |  MODULE 5: PERFORMANCE MANAGEMENT

Unit 5.1 Performance Management Systems

• Performance frameworks
• Goal setting
• Key performance indicators
• Competency frameworks
• Performance standards
• Performance planning

Unit 5.2 Performance Appraisal

• Appraisal methods
• Performance reviews
• Feedback mechanisms
• Performance evaluation
• Continuous assessment
• Documentation

Unit 5.3 Employee Motivation and Engagement

• Motivation theories
• Employee recognition
• Workplace satisfaction
• Employee commitment
• Engagement strategies
• Productivity improvement

Learning Outcomes ●        Apply performance-management systems. ●        Enhance employee motivation and productivity.

 

WEEK 6  |  MODULE 6: COMPENSATION, BENEFITS AND REWARDS MANAGEMENT

Unit 6.1 Compensation Management

• Compensation strategies
• Salary structures
• Wage administration
• Compensation benchmarking
• Pay equity
• Remuneration policies

Unit 6.2 Employee Benefits Management

• Employee benefits
• Insurance schemes
• Retirement benefits
• Leave management
• Wellness programmes
• Benefits administration

Unit 6.3 Rewards and Recognition

• Reward systems
• Incentive programmes
• Non-financial rewards
• Employee recognition
• Retention strategies
• Performance incentives

Learning Outcomes ●        Design compensation and rewards systems. ●        Manage employee benefits programmes.

 

WEEK 7  |  MODULE 7: LABOR LAW AND INDUSTRIAL RELATIONS

Unit 7.1 Employment Law

• Employment contracts
• Employee rights
• Employer obligations
• Workplace regulations
• Legal compliance
• Dispute resolution

Unit 7.2 Industrial Relations

• Trade unions
• Collective bargaining
• Industrial disputes
• Workplace negotiations
• Labor relations
• Employment policies

Unit 7.3 Occupational Health and Safety

• Workplace safety regulations
• Occupational hazards
• Risk assessment
• Health programmes
• Employee well-being
• Safety management systems

Unit 7.4 Workplace Discipline and Grievance Management

• Disciplinary procedures
• Grievance handling
• Conflict resolution
• Mediation techniques
• Workplace investigations
• Corrective action

Learning Outcomes ●        Apply labor laws and employment regulations. ●        Manage industrial relations and workplace disputes.

 

WEEK 8  |  MODULE 8: LEADERSHIP AND STRATEGIC HUMAN RESOURCE MANAGEMENT

Unit 8.1 Strategic Human Resource Management

• Strategic HR planning
• HR strategy formulation
• HR-business alignment
• Human-capital management
• Workforce transformation
• Strategic decision-making

Unit 8.2 Leadership and Management

• Leadership theories
• Leadership styles
• Strategic leadership
• Team leadership
• Ethical leadership
• Change leadership

Unit 8.3 Organizational Development

• Organizational design
• Change management
• Culture transformation
• Capacity building
• Organizational effectiveness
• Continuous improvement

Learning Outcomes ●        Develop strategic HR initiatives. ●        Lead organizational change and transformation.

 

WEEK 9  |  MODULE 9: HR TECHNOLOGY AND PEOPLE ANALYTICS

Unit 9.1 Human Resource Information Systems (HRIS)

• HR software systems
• Employee databases
• Payroll systems
• HR automation
• Self-service systems
• Digital transformation

Unit 9.2 People Analytics

• Workforce analytics
• HR metrics
• Data-driven decision-making
• Employee-performance analytics
• Predictive analytics
• HR reporting

Unit 9.3 Emerging Technologies in HR

• Artificial intelligence in HR
• Machine learning
• Digital recruitment
• Remote work technologies
• Cloud computing
• Cybersecurity in HR

Unit 9.4 Data Protection and Privacy

• Data governance
• Employee privacy
• Information security
• Confidentiality
• Compliance requirements
• Ethical use of data

Learning Outcomes ●        Utilize HR technologies and analytics. ●        Apply digital solutions in human-resource management.

 

WEEK 10  |  MODULE 10: CHANGE MANAGEMENT AND WORKFORCE TRANSFORMATION

Unit 10.1 Change Management

• Drivers of organizational change
• Change-management models
• Resistance management
• Communication strategies
• Workforce adaptation
• Change leadership

Unit 10.2 Workforce Transformation

• Future of work
• Remote and hybrid work
• Digital workplaces
• Workforce flexibility
• Skills transformation
• Workforce resilience

Unit 10.3 Crisis and Risk Management

• Workplace risk management
• Crisis management
• Business continuity
• Organizational resilience
• Recovery planning
• Employee support systems

Learning Outcomes ●        Lead workforce transformation initiatives. ●        Manage organizational change effectively.

 

WEEK 11  |  MODULE 11: CORPORATE GOVERNANCE, ETHICS AND SUSTAINABILITY

Unit 11.1 Corporate Governance

• Governance principles
• Accountability
• Transparency
• Compliance systems
• Board responsibilities
• Stakeholder management

Unit 11.2 Business Ethics and Professional Conduct

• Ethical leadership
• Professional standards
• Corporate responsibility
• Ethical decision-making
• Workplace ethics
• Organizational values

Unit 11.3 Sustainability and ESG in HR

• Environmental responsibility
• Social sustainability
• Governance principles
• Diversity and inclusion
• Employee well-being
• Sustainable workplaces

Learning Outcomes ●        Promote ethical HR practices. ●        Integrate sustainability into human-resource management.