An introductory lecture gives learners the context within which training will take place. We explore what HRM means to them, why they think it is important, what impact it has on employees and the business. This provides a baseline from which learning can be measured.

An introduction to HRM disciplines through activities and lecturing gives learners a sense of the scope and depth of the field of Human Resource Management.  The disciplines addressed include:

  1. Benefits
  2. Compensation
  3. Consulting
  4. Diversity
  5. Employee and Labour Relations
  6. Ethics and Sustainability
  7. Health and Safety
  8. Organisational and Employee Development
    1. Staffing Management
  9. Technology

Using Taleo’s[1] graphical representation below, learners are given the mandate of HRM to respond to business goals and consequently be the driver of business performance:

There is a discussion on the structure of the HRM function and where it might be positioned in a business. This structure is often indicative of the importance placed on the HRM function by the business. An awareness of this position provides a platform for change.

The HRM function faces many challenges. Here, learners explore the internal and external factors that may inhibit the success of an HRM function.

Building on the day’s learning the facilitator then helps learners recognise ways to establish HRM’s credibility as a strategic business partner.

The final lesson in this module focuses on goal setting. It is critical to the success of the HRM function as a strategic business partner that it is able to set goals that are aligned to those of the business. Indeed, a powerful HRM function will work with the business so that the latter may also establish goals in accordance with HRM requirements e.g. those dictated by law.

Key learning outcomes from the Overview:

1. A baseline from which learning can be measured
2. An understanding of the scope and depth of the field of Human Resource Management
3. An understanding of the position of HRM in an organisation
4. An understanding of the challenges faced by the HRM function
5. Knowledge of how to establish HRM as a strategic business partner
6. Knowledge of how to align HRM goals with those of the business

[1] An international talent management consultancy

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