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所在平台: Udemy |
课程主页: https://www.udemy.com/course/certification-course-in-human-resource-management-hrm/
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课程名称：人力资源管理认证课程（HRM） 课程概述：人力资源管理关注管理中的人际因素，主要涉及如何有效吸引、开发、利用、留住和激励人力资源，以实现组织目标。该课程将深入讲解人力资源管理的各个职能，结合真实项目、案例研究、文章、演示和模板。 课程内容涵盖以下几个模块： 第一部分：人力资源管理导论 - 自我评估：检测您当前的HR知识。 - HRM概述：定义人力资源管理，探讨其性质、范围和目标，以及HR的角色如何随公司规模的变化而变化。 - HRM的职能：简要描述HRM的不同职能。 - HR角色面临的挑战：分析HRM面临的挑战和常见误区。 - HR所需的能力：列出HR所需能力并说明其重要性。 第二部分：人力规划与职位分析 - 人力规划的含义与重要性：阐述正确人力规划的重要性，结合案例分析。 - 人力规划的步骤：详细说明人力规划的步骤及其示例。 - 影响人力需求预测的因素：描述不同的预测技术及行业现状。 第三部分：职位分析（传统与基于能力） - 职位分析的定义：解释职位分析及其组成部分。 - 基于能力的职位分析：说明其应用与设计。 第四部分：招聘与选择 - 招聘与选择的定义：阐释招聘和选择的步骤及含义。 - 招聘的不同来源与初步筛选：分析常见误区并进行模拟通话。 - 招聘面试：介绍结构化和非结构化面试，识别常见偏见。 第五部分：培训与发展 - 培训与发展的含义：阐明两者的区别与重要性。 - ADDIE模型：解释教学设计的含义并展示模型。 - 培训需求分析和课程设计：应用布卢姆分类法设计课程计划。 第六部分：劳动法与合规性 - 劳动法的重要性：探讨其在HR工作中的必要性及常用术语。 第七部分：绩效管理系统 - 绩效管理的定义与关键步骤：说明绩效管理系统的重要性及评估参数。 - 绩效管理与绩效评估的区别：明确两者的特点及SMART目标设置。 该课程通过丰富的理论知识与实践案例，使学员能够在日常工作中有效地管理人力资源，提升公司整体绩效。
Human Resource Management is concerned with the people dimension in management. It is the Management of Human resources by attracting, developing, utilizing, retaining and motivating the human resources to achieve organisation's objective. Or in simple terms, effective and efficient management of the human resources of office to achieve company's objective. Here you will learn about all the functions of HRM in detail with interesting sessions, live projects, case studies, articles, demos and templatesHuman Resource Management This programme will cover all the functions of HR with real-life examples.In the introductory module, you will get to know the actual scenarios HRs faced in company and how to smartly overcome challenges.In manpower planning, learn about various factors you should keep in mind while doing manpower planning and what are the recent trends in different industries.In job analysis, the main focus would be on competency-based job analysis. Many companies are moving from traditional job analysis to competency based job analysis.In the recruitment and selection module, learn about current trends and the common terminologies used.In Training and Development, you would be able to do Instructional System Design, how to do proper analysis, write measurable objectives and ace trainings.In performance management, know about various methods in performance management.Human Resources of a company play a very role in the success of a company. Hence having a strong background in the same is really essential.Section 1: Introduction to Human Resource Management1. Self AssessmentTo check your current knowledge of HR domain2. What is HRM?Explain the meaning of Human Resource Management.Explain the nature, scope, and objective of HRM.Explain how the role of HR grows and changes with the size of the company.Explain the correlation between the industry (number of employees) and the number of HRs required.Describe the evolution of HRM, globally and in India.Explain the meaning and differences between different terms related to HRM.3. Functions of HRMDescribe in brief the different functions of HRM.4. Challenges in the HR roleDescribe the challenges faced in HRM.Debunk the myths about an HR.5. HR - Competencies RequiredList the competencies required by an HRExplain the importance of each competency.Section 2: Manpower Planning and Job Analysis1. Meaning and Importance of Manpower PlanningExplain the meaning and importance of right manpower planning. (Explain the meaning of manpower planning.)Discuss the importance of manpower planning with the help of a case study.Explain types of manpower.2. Steps Involved in Manpower PlanningIllustrate the steps in manpower planning.3. Example of steps Involved in Manpower planningIllustrate the steps Involved in Manpower planning with an example4. Factors in forcasting Manpower requirementDescribe different techniques of forecasting.Describe the common factors affecting manpower planningDescribe the current trends in the industry.Section 3: Job Analysis (Traditional and Competency-based)1. Meaning of Job Analysis and Competency-based job analysisExplain the meaning of job analysis and its components- job description and job specification.2. Competency-based Job AnalysisExplain the competency based job analysis and its application.Design a competency based job analysis.3. Sources for Collecting InformationDescribe the sources for collecting information.Section 4: Recruitment and Selection1. Meaning of Recruitment and SelectionExplain the meaning of recruitment and selection.2. Steps Involved in Recruitment and SelectionDescribe the steps in recruitment and selection.3. Meaning of SourcingExplain the meaning of sourcing.4. Different sources of RecruitmentExplain the different sources5. HR/Preliminary Screening callListen to a mock call and analyse the common mistakes made by an HR in an HR screening call.Make an HR screening call.Write a proper email sharing job details with the candidate.6. Assessment TestsDescribe different types of assessment tests.Explain what constitutes intelligent behaviour.Understand the difference between intelligence and aptitude.Explain the concept of IQ.Describe different methods that are used to assess psychological attributes.7. In-Person InterviewDescribe structured and unstructured Interviews.8. Common hiring biasesIdentify common biases that are present while conducting in-person interviews.9. Decision and Job OfferDifferentiate between offer letter, letter of intent, and appointment letter.Apply tips on salary negotiation.10. Background CheckDescribe the current trends in conducting background checks.11. OnboardingDescribe the current trends in onboarding.12. Common TerminologiesExplain common terminologies with reference to recruitment and selection.Explain the commonly used terms in different departments- IT, marketing, finance.Explain the commonly used terms in the retail industry.13. Challenges in RecruitmentDescribe the challenges faced in recruitment.Case-study - GoogleSection 5: Training and Development1. Meaning and Importance of Training and DevelopmentExplain the meaning and importance of training and development.Differences between training and development.2. ADDIE modelExplain the meaning of Instructional System Design (ISD).Illustrate the ADDIE model.3. AnalyseDo Training need AnalysisStudy 5Ws and 2Hs in detail4. DesignDesign Session PlanExplain the meaning of session plan.Illustrate Bloom's Taxonomy.Explain the different methodologies of training delivery.Apply Bloom's Taxonomy to design a session plan.5. DevelopDevelop the training content and learn engagement tips6. ImplementDelivering a Training ProgramApply the tips and tricks while delivering a training program.7. EvaluateMeasuring the Success of Training ProgramExplain the Kirk Patrick modelCase StudySection 6: Labour Laws and Statutory Compliances1. Why do we need to be very strong in Labour lawsExplain the importance of Labour laws in the life of HRs2. Common terminologiesExplain the common terminologiesSection 7: Performance Management System1. Meaning and key stepsExplain the meaning of performance management system.Explain the importance of effective performance management.Illustrate the key steps in performance management system2. What should we assess?Describe different parameters that can be assessed3. Performance Management System vs. Performance AppraisalDescribe performance appraisal.Distinguish between performance management system and performance appraisal.4. Key characteristicsIllustrate the key characteristics of an effective Performance Management system5. SMART goal settingsExplain SMART goal settings6. KRAs and KPIsExplain KRAs and KPIs7. Giving constructive feedbacksApply giving constructive feedbacks
