Upon completion of this course, participants will be able to:

• Understand the strategic role of **HRM** and its alignment with core organizational objectives and business strategy.
• Outline and explain the key processes within the full employee lifecycle (attraction, development, performance, retention, separation).
• Define the foundational concepts and best practices in talent acquisition, onboarding, and workforce planning.
• Understand the principles of job analysis, performance management, and competency-based development.
• Explain the core elements of a compliant compensation, benefits, and employee relations system.
• Identify major legal compliance requirements (**EEO, FMLA, wage/hour**) that impact day-to-day **HR** decisions.
• Understand the role of **HR** metrics and technology (**HRIS**) in managing **HR** data and driving decisions.
• Serve as an effective **HR** resource, guiding employees and managers on fundamental policies and practices.

• Individuals aspiring to a career in **HR** or just starting in an **HR** role
• Line Managers and Supervisors needing comprehensive knowledge of **HR** best practices
• Small Business Owners and Office Managers overseeing **HR** functions
• New **HR** Business Partners and Generalists seeking a foundational refresher
• Professionals transitioning into a career development or talent management role

• Case studies analyzing common employee relations scenarios and developing compliant resolution plans.
• Group activities applying basic job analysis techniques to define the requirements of a new role.
• Workshops on interpreting core **HR** metrics and developing an action plan based on the data.
• Individual exercises writing a section of a new hire onboarding policy.
• Discussions on ethical dilemmas and compliance risks in day-to-day **HR** decision-making.

Unit 1: The Strategic Role of HR in Organizations

• Defining **HRM** and the evolution from personnel administration to strategic **HR** partner
• The four core functions of **HR** and their alignment with organizational strategy and goals
• Foundational legal concepts: EEO/Affirmative Action, anti-discrimination laws, and their impact on daily practice
• The role of **HR** in shaping organizational culture, values, and ethics

Unit 2: Talent Acquisition and Workforce Planning

• Job analysis and design: the foundation for recruitment and performance standards
• Fundamentals of strategic workforce planning: assessing demand and supply of talent
• Best practices in recruitment, interviewing, and selection (compliance and reducing bias)
• Designing an effective and engaging new-hire onboarding and induction process

Unit 3: Performance, Development, and Talent Management

• Core principles of performance management: goal setting, coaching, and continuous feedback
• Training and Development (**L&D**): identifying needs, instructional design, and program delivery
• Talent management basics: succession planning, career pathing, and managing high-potential employees
• Introduction to competency modeling and its integration across **HR** processes

Unit 4: Compensation, Benefits, and Rewards

• Principles of compensation: internal equity, external competitiveness, and pay structure design
• Overview of benefits administration: health, retirement, and legally required insurance (**FMLA, COBRA**)
• Managing payroll basics and ensuring compliance with wage and hour laws (**FLSA**)
• The concept of Total Rewards and the role of non-monetary recognition and rewards

Unit 5: Employee Relations, Engagement, and Metrics

• Fundamentals of employee relations: managing discipline, grievances, and conflict resolution
• Strategies for measuring and enhancing employee engagement, satisfaction, and retention
• Understanding basic **HR** metrics (**Turnover, Time-to-Hire, Cost-per-Hire**) and their business value
• The role of **HRIS** technology and data security in modern **HRM** practices