Advanced Human Resource Management

Introduction:

Human Resource Management (HRM) represents the structured coordination of workforce planning, organizational development, and employee relations within institutions. It provides formal systems for recruitment, performance oversight, compensation structuring, and compliance management. This training program introduces frameworks, policies, and strategic models essential for aligning HR functions with institutional goals. 

Program Objectives:

By the end of this program, participants will be able to:

• Classify key structures and responsibilities in modern HRM systems.

• Evaluate institutional methods for workforce planning and job design.

• Explore frameworks for employee performance and career development.

• Analyze governance models in compensation and employee relations.

• Explore HR strategies aligned with organizational priorities and compliance needs.

Targeted Audience:

• HR specialists and generalists.

• Talent acquisition and workforce planning officers.

• Departmental managers responsible for HR coordination.

• Organizational development and change management staff.

• Employees overseeing labor compliance and employment policy.

Program Outline:

Unit 1:

Human Resource Management Structures:

• Institutional scope and strategic functions of HRM.

• Models of HR department structure and operational roles.

• Regulatory alignment and policy development frameworks.

• Coordination principles between HRM and organizational strategy.

• Governance measures of HR operations across departments.

Unit 2:

Workforce Planning and Job Architecture:

• Techniques for organizational workforce forecasting.

• Models for job analysis and classification.

• Role structuring aligned with institutional needs.

• Workforce diversity, inclusion, and role distribution.

• Data driven frameworks for staffing allocation.

Unit 3:

Performance and Career Systems:

• Systems for managing employee performance metrics.

• Institutional approaches to feedback and progression.

• Career development models and competency mapping.

• Succession planning structures and risk mitigation.

• Alignment of performance with organizational outcomes.

Unit 4:

Compensation and Employee Relations:

• Structures of base pay, incentives, and benefits models.

• Governance in compensation transparency and fairness.

• Institutional mechanisms for managing labor relations.

• Dispute resolution and grievance system structures.

• Engagement strategies within collective employment contexts.

Unit 5:

Strategic HR Integration and Policy Compliance:

• HR strategies aligned with mission and growth.

• Policy documentation and internal HR governance procedures.

• Institutional compliance with labor regulations and audits.

• Integration process of technology in strategic HR planning.

• Role of monitoring systems for continuous HRM enhancement.