Human Resources

1. Recruitment and Selection

• Key Concepts:
  1. Recruitment processes and strategies (internal vs. external hiring)
  2. Job analysis and job descriptions
  3. Selection tools like interviews, tests, and reference checks
• Prerequisites:
  1. Familiarity with competency-based hiring
  2. Legal considerations in hiring (anti-discrimination laws like EEOC)
  3. Recruitment metrics (time-to-hire, cost-per-hire)

2. Training and Development

• Key Concepts:
  1. Employee training lifecycle
  2. Training needs assessment
  3. Evaluation models like Kirkpatrick’s Four Levels
• Prerequisites:
  1. Knowledge of adult learning theories
  2. Understanding return on investment (ROI) for training
  3. Techniques for upskilling employees in various roles

3. Performance Management

• Key Concepts:
  1. Performance appraisal methods (360-degree feedback, rating scales)
  2. Goal-setting frameworks like SMART goals
  3. Managing underperformance
• Prerequisites:
  1. Understanding how to align individual goals with organizational objectives
  2. Familiarity with key performance indicators (KPIs)
  3. Legal aspects of performance documentation

4. Compensation and Benefits

• Key Concepts:
  1. Components of total rewards (base pay, variable pay, non-monetary benefits)
  2. Market benchmarking for salaries
  3. Employee benefits and incentives
• Prerequisites:
  1. Awareness of pay equity laws
  2. Basic understanding of payroll systems and tax implications
  3. Knowledge of benefit offerings (e.g., health insurance, retirement plans)

5. Labor Law and Employee Relations

• Key Concepts:
  1. Key employment laws (FMLA, ADA, OSHA, NLRA)
  2. Employee grievance handling
  3. Disciplinary procedures
• Prerequisites:
  1. Understanding employee rights and employer obligations
  2. Knowledge of collective bargaining and union management
  3. Familiarity with workplace health and safety requirements

6. Organizational Behavior

• Key Concepts:
  1. Leadership styles and theories (e.g., transformational, transactional)
  2. Team development stages (Tuckman’s model)
  3. Organizational culture and change management
• Prerequisites:
  1. Understanding group dynamics and conflict resolution
  2. Familiarity with motivational theories (Maslow, Herzberg, etc.)
  3. Strategies for managing organizational change

7. HR Metrics and Analytics

• Key Concepts:
  1. Metrics like retention rate, turnover rate, absenteeism
  2. Yield ratios in recruitment
  3. Predictive analytics in HR
• Prerequisites:
  1. Understanding how to collect and analyze HR data
  2. Familiarity with HRIS (Human Resource Information Systems)
  3. Basic knowledge of statistics and reporting tools

8. Employee Engagement and Retention

• Key Concepts:
  1. Drivers of employee engagement (career development, recognition)
  2. Retention strategies (flexible working, career growth opportunities)
  3. Conducting exit interviews
• Prerequisites:
  1. Understanding psychological contracts and employee satisfaction
  2. Familiarity with strategies for reducing voluntary turnover
  3. Awareness of generational workforce differences (e.g., Millennials, Gen Z)

9. Strategic HR Management

• Key Concepts:
  1. Aligning HR strategies with organizational goals
  2. Cost leadership and differentiation strategies in HR
  3. Balanced scorecard for HR performance
• Prerequisites:
  1. Understanding strategic planning and business models
  2. Familiarity with talent management frameworks
  3. Ability to evaluate HR’s role in competitive advantage

10. Diversity and Inclusion

• Key Concepts:
  1. Benefits of workplace diversity
  2. Removing unconscious bias in hiring
  3. Affirmative action and equal opportunity employment
• Prerequisites:
  1. Understanding of cultural competence
  2. Familiarity with anti-discrimination laws
  3. Awareness of best practices in diversity training