Do you enjoy helping people? If you have strong people skills, you’re likely to thrive in a human resource role, as people skills – listening, empathy, advocating – are paramount to success.
The Certificate of Human Resources Management will provide you with the skills and knowledge required by human resources managers to provide leadership and strategic direction in an organisation’s human resources policies, procedures and activities.
This professional development program will cover how to manage all aspects of recruitment and selection, performance management and workforce planning. You will also discover a range of core unit competencies including managing remuneration, selection and induction and strategic human resource planning.
On successful completion of this course, you can be considered for a range of career opportunities from entry-level roles to HR Coordinator, HR Specialists and HR Management roles.
Course Structure
Unit 1 - Manage recruitment and onboarding
- Identify existing recruitment and onboarding policies and procedures
- Key features
- Recruitment policies and procedures
- Assess technology to improve recruitment processes
- People and products
- How to judge effectiveness
- Update existing policies and procedures
- Stakeholder support
- Create and adjust documents
- Job descriptions
- Employment contracts
- Letter of offer
- Employee handbooks
- Communicate policies and procedures to staff
- Provide training where required
- Determine future HR requirements
- Techniques, competencies and forecasting models
- Advertising vacant positions (compliant with legislation)
- Utilising specialists
- Outsourcing and requirements
- Ensure selection procedures comply with legislation, polices and procedures
- Processes for advising applicants of selection outcome
- Employment contract and supporting documents
- Provide access to training and support
- Ensure onboarding processes are followed
- Management of probationary employees
- Appraisal methods
- Gather feedback to update policies and procedures
Unit 2 - Coordinate remuneration and employee benefits
- Scope of remuneration and benefits plans
- Remuneration (wages and salaries)
- Common forms of employee benefits
- Remuneration and benefits
- Strategic and operational plans
- Research parameters for remuneration strategy
- Learning from current practice
- Learning from relevance of recent developments
- The impact of legislation
- Designing a remuneration and benefits plan
- Conduct analysis using systems thinking
- Understanding the interrelationships between variables
- Planning for natural delay
- Complexity withing systems
- Presenting options and links to organisational strategic objectives
- Market and legal feasibility studies
- Financial feasibility study
- Cost benefit analysis
- Using a weighted evaluation matrix
- Evaluating options against the strategic objectives
- Record agreed remuneration polices and incentive plans
- Understanding industrial awards and agreements
- Enterprise agreements
- Salary surveys – ensuring organisations are competitive
- Accessing freely available salary information
- Electing to become an employer of choice
- Align remuneration with performance management systems
- Performance management systems
- Engaging employees
- Transparency and fairness
- Ensuring remuneration and benefits meet legal requirements
- Cataloguing minimum requirements
- Ensuring organisational commitments are met
- Diagnostic tools
- Incentive programs
- Consult with managers and employees
- Methods of evaluation
- Amending strategy and plans as necessary
- Relevant legislations, regulations and standards
- National Employment Standards (NES)
- ATO requirements
- Income tax
- Superannuation payments
- Reporting fringe benefits tax (FBT)
- Bonus payments
Unit 3 - Coordinate workforce plan implementation
- Review staff turnover and demographics
- Access to organisation information systems
- Assess workforce supply
- Skills gaps
- Establish organisations workforce requirements
- Coordinate workforce objectives and strategies
- Align objectives for modification or retention of the workforce
- Triple Bottom Line (TBL)
- Redeployments, redundancy and retrenchment
- Retention strategies and preferred employer status
- Confirm and communicate objectives with stakeholders
- Diversity
- Strategies to address high staff turnover
- Negative impact on organisation
- Staff turnover calculation methods
- Causes of turnover
- Value of exit interviews and surveys
- Reducing employee turnover
- Retain relevant skilled labour
- Strategies to source skilled labour
- Internal and external recruitment
- Online recruitment
- Communication
- Obtain agreement and endorsement and establish targets
- Implementation of agreed objectives, training, redeployment and redundancy
- Organisational change
- Lewin’s change model
- Nadler and Tushman’s change model
- Supporting employees during change
- Meet workforce diversity goals
- Frank and open discussions
- Recruitment policies and procedures
- Advertising vacancies and interview techniques
- Effective induction
- Succession planning
- Monitor labour supply trends
- Organisational climate
- Refine objectives and strategies in response to changes
- Monitor government policies on labour demand and supply
- Evaluate change processes against agreed objectives
- Key performance indicators (KPI’s)
- Performance gaps
- Industrial relations and legislation
Labour force analysis and forecasting techniques
Unit 4 - Manage employee and industrial relations
- Develop ER and and IR policies and plan
- Determine long term ER policy
- Workplace employment relations
- Changing attitudes
- Analyse existing ER performance
- Performance gaps
- Measuring workplace relations performance
- Cost benefit analysis
- Risk management
- Relevant industrial instruments
- Develop implementation and contingency plans
- Organise training and development
- Agree on changes to agreements
- Trade unions
- Addressing grievances and conflict
- Grievance procedures and resolution
- Training in conflict management techniques
- Alleviate or eliminate sources of conflict
- Industrial relations consultants
- Negotiation
- The role of an advocate
- Relevant IR legislation or regulations
- Enterprise and workplace bargaining processes
- Organisational policies and procedures
- Identify relevant policies and objectives
- Develop objectives for the performance development processes
- Requirements, design and relevance
- Performance development plans (collaboration and legislation)
- Selling the benefits of performance development to employees
- Train groups to monitor their performance
- Helping line managers coach or discipline employees
- HR support and involvement
- Mediate dispute
- Supporting managers who need to terminate employees
- The termination decision tree
- Recording performance development sessions
- Evaluate and suggest improvements
- Learning and development plans
- Training providers for staff performance development
- Monitor training for compliance and quality assurance standards
Unit 5 - Facilitate performance development processes
- Identify relevant polices and objectives
- Performance development policies
- Performance management policies
- Performance development objectives
- Requirements, design and relevance
- Performance development plans
- Collaboration and legislation
- Stakeholder consultation
- Train groups and individuals on how to monitor their performance
- Self-monitor performance
- Understanding role requirements and expectations
- Ensure performance is monitored regularly
- Intervention occurs when relevant
- Help line manager coach or discipline employees
- Mediate disputes
- Communicate resolution process
- Grievances
- HR Involvement / supporting managers
- Progressive disciplinary processes
- Termination decision tree
- Recordkeeping performance development sessions
- Evaluation and improvements
- Learning and development plans
- Training needs analysis (TNA)
- Learning strategies
- Activates needs and schedules
- Training providers
- Training for compliance with quality assurance standards
- Negotiating remedial action with providers
- Training reports
- Measuring program success
Unit 6 - Contribute to strategic workforce planning
- Research planning requirements
- Direct, objectives and targets
- Strategic planning process
- Organisational goals and plans
- Strategies and trends
- Future labour needs
- Skill requirements
- Options for sourcing labour supply
- The need for strategic plans
- HR plans
- Technology – external influences and trends
- Economic, market and technological trends
- Demographics trends and labour force
- General population trends
- Labour shortages and labour demand
- Globalisation
- Alternative and non-traditional ways of working
- Data trends
- Changes to industrial and legal requirements
- The value of planning
- HR philosophies, values and policies
- Strategic objectives and targets for HR services
- Costs and benefits
- Risk management plans
- Contingency plans
- Strategic human resource planning
- Effective Implementation of the HR plan
- Strategies
- Monitoring and reviewing the plan
Unit 7 - Coordinate separation and termination processes
- HR processes and systems for separation and termination
- Best practice
- Stakeholder consult before introducing new policies and procedures
- Development of policies, procedures
- Legislation and organisational policies and procedures
- Principles for dismissal and termination
- Meticulous record keeping
- A good communication strategy
- Developing a redundancy or redeployment plan
- Timely, accurate and relevant information
- Making sure redundancies are genuine
- Assistance for employees
- Incapacity – poor performance
- Misconduct and serious misconduct
- Appropriate qualifications for HR personnel
- Disciplinary action
- Skills needed to take disciplinary action
- Predict retirements and succession planning
- Review organisations separation termination policies and procedures
- Why are reviews needed?
- Well planned and executed exit interviews
- Ensure staff are trained for exit interviews
- Record and depersonalise exit interview data
- Contribute to improved termination and separation process
- Key features of employment contracts
- Terms and conditions
Study Hours
Estimated duration 100 Hours
Course Delivery and Start
Start anytime, self-paced and 100% Online
Assessment
Assessment will be comprised of written exercises, including short-answer questions, reflective tasks, short reports and/or projects. There are no examinations or due dates for assessment. As a result, you can complete training in your own time and at your own pace with the assistance of unlimited tutor support.
Testimonials
I found the online learning process easy to follow and enjoyed working at my own pace
A.Stanton, Cornubia, QLD | Certificate of Human Resources Management
My course was easy to access and complete at my own pace. I would highly recommend
E. Betts, Macquarie Hills, NSW | Certificate of Human Resource Management
Great experience. Could complete the training at my own pace
M. Cook, Yatala, QLD | Certificate of Human Resources Management
Course FAQs
Why Choose Australian Online Courses?
- Professional development that is widely recognised and respected;
- Improve your employment opportunities;
- Study online, anywhere via our elearning system;
- High-quality professional development programs written by industry experts;
- All course materials provided online – no textbooks to buy;
- Unlimited tutor support via email;
- We offer twelve (12) months’ access, with extensions available upon application (fees apply);
- Course may be tax deductible; see your tax advisor.
Are there any entry requirements or pre-requisites?
There are no entry requirements or pre-requisites for entry into this program.
How long will it take to complete this course?
The approximate study hours for this course is 100 hours. Twelve (12) months’ access, with extensions available upon application (fees apply).
Can I purchase optional printed materials?
Yes! The cost for printed materials for this course is $50 per unit. Total cost for optional printed materials is: $350.00. Printed materials are available for purchase at any time and not require to complete this course. Everything you need to complete the course is provided online via our e-learning system.
When can I start this course?
You can start within 60 minutes during business hours when you enrol and pay in full with a credit card!
Credit card: Within 60 mins during business hours.
BPAY: Within 1-2 working days.
Internet Banking: Within 1-2 working days.
Cheque/Money Order: Upon receipt of mailed cheque.
Will I receive a certificate upon completion of this course?
Yes! You will receive a Certificate of Attainment upon successful completion of your assessment.
Do I need to attend classes or undertake any work placements?
No. All courses are delivered online via our e-learning system and there are no work placement requirements in this course.
What support can I expect from Australian Online Courses?
Unlimited tutor support is available throughout your studies via email during business hours Monday to Friday. Our Administrative team are available Monday to Friday via email, live chat and telephone.
I am an international student. Can I enrol into this course?
Yes! We accept enrolments from individuals both within Australia and internationally; location is no barrier to entry into our programs.
Payment Options
Visa, Mastercard, BPAY and Direct Deposit
Career Pathways
Future growth
Strong
Unemployment
Low
- Human Resources Manager
- Human Resources Director
- Human Resources Consultant
Related Blogs
