Advanced HR Course

Lesson 1 • HR as a Business Partner

Defines the HR business partner model and its operational mechanics. Connects HR decisions directly to organisational performance outcomes.

Lesson 2 • Evolution of the HR Function

Traces HR's shift from administrative to strategic partner. Provides historical context for understanding modern HR's scope and influence.

Lesson 3 • HR Governance and Compliance Frameworks

Introduces governance principles and regulatory compliance obligations in HR. Builds foundational awareness of risk management within HR operations.

Lesson 4 • Strategic HR Planning Process

Outlines the end-to-end process of developing an HR strategic plan. Connects workforce planning to long-term organisational goals.

Lesson 1 • Job Analysis and Role Design

Covers systematic approaches to defining roles, competencies, and success criteria. Ensures job descriptions accurately reflect organisational needs.

Lesson 2 • Sourcing Strategies and Employer Branding

Explores multi-channel sourcing and the role of employer brand in attracting talent. Links candidate experience to organisational reputation.

Lesson 3 • Workforce Demand and Supply Analysis

Teaches quantitative and qualitative methods for projecting workforce needs. Grounds talent acquisition in data-driven gap analysis.

Lesson 4 • Selection Methods and Assessment Tools

Evaluates validity and reliability of selection instruments including interviews and assessments. Reduces bias through structured evaluation frameworks.

Lesson 1 • Managing Underperformance

Provides structured approaches to identifying and addressing performance gaps. Connects performance improvement plans to legal and ethical obligations.

Lesson 2 • Performance Management Philosophy and Design

Contrasts traditional performance appraisal models with continuous performance approaches. Establishes design principles for effective performance systems.

Lesson 3 • Performance Rating and Calibration

Addresses rating scale design, calibration sessions, and rater bias. Ensures consistency and fairness across performance evaluations.

Lesson 4 • Goal Setting and OKR Frameworks

Teaches SMART goals, OKRs, and cascading objective methods. Aligns individual performance targets with organisational strategy.

Lesson 1 • Succession Planning and Talent Pipelines

Designs succession frameworks that identify and develop high-potential employees. Reduces organisational risk from critical role vacancies.

Lesson 2 • Training Needs Analysis

Teaches systematic methods for identifying skill gaps and prioritising development investments. Links training decisions to performance and business data.

Lesson 3 • Measuring Learning Effectiveness

Applies evaluation frameworks to assess training impact at multiple levels. Connects L&D investment to measurable business outcomes.

Lesson 4 • Learning Programme Design and Delivery

Covers curriculum design, facilitation methods, and blended learning approaches. Builds capability to create scalable, engaging development experiences.

Lesson 1 • Variable Pay and Incentive Design

Designs short- and long-term incentive programmes tied to employee performance outcomes. Balances motivation, cost, and risk in incentive plan construction.

Lesson 2 • Total Rewards Philosophy and Framework

Defines total rewards components beyond base pay including employee benefits and recognition. Establishes a philosophy that aligns rewards with organisational values.

Lesson 3 • Pay Equity and Transparency

Addresses pay equity analysis, gap remediation, and emerging transparency obligations. Builds organisational trust through fair and explainable pay practices.

Lesson 4 • Job Evaluation and Pay Structures

Covers job evaluation methodologies and the construction of pay grades and bands. Ensures internal equity and market competitiveness in pay design.

Lesson 1 • Organisational Culture Assessment and Change

Provides tools to diagnose culture and design targeted culture change initiatives. Links culture to employee engagement, performance, and retention outcomes.

Lesson 2 • Conflict Resolution and Mediation

Teaches interest-based conflict resolution and formal mediation techniques. Reduces litigation risk and restores productive working relationships.

Lesson 3 • Workplace Investigation Processes

Provides a structured methodology for conducting fair and thorough workplace investigations. Protects organisational integrity and employee rights simultaneously.

Lesson 4 • Employee Engagement and Wellbeing Programmes

Designs evidence-based employee engagement and wellbeing strategies that reduce burnout. Connects employee experience to organisational productivity and retention.

Lesson 1 • HR Metrics and KPI Frameworks

Identifies essential HR metrics across the talent lifecycle and links them to business KPIs. Establishes a measurement baseline for HR performance.

Lesson 2 • Predictive Analytics in HR

Introduces predictive modelling concepts applied to attrition, hiring, and performance. Enables proactive workforce decisions based on probabilistic insights.

Lesson 3 • Descriptive and Diagnostic Analytics

Applies descriptive statistics and diagnostic techniques to HR datasets. Moves HR professionals from reporting to root-cause analysis.

Lesson 4 • Communicating HR Insights to Leadership

Develops skills in translating complex HR data into executive-ready narratives. Builds HR credibility through data storytelling and business-aligned reporting.

Lesson 1 • HR Strategy Execution and Governance

Translates HR strategy into executable roadmaps with governance mechanisms. Ensures HR initiatives deliver measurable value against strategic commitments.

Lesson 2 • HR Leadership Competencies and Influence

Defines the competency profile of senior HR leaders and influence strategies. Builds executive presence and credibility across organisational levels.

Lesson 3 • Change Management Frameworks

Applies structured change management models to HR-led organisational initiatives. Equips HR to sponsor, design, and sustain large-scale change.

Lesson 4 • Building Future-Ready HR Functions

Prepares HR leaders to anticipate workforce trends and evolve HR capabilities proactively. Positions HR as a driver of organisational resilience and agility.