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 including Manager, Human Resources (Strategy), Human Resources Director and National Human Resources Manager.
Course Structure
Unit 1 - Manage recruitment and onboarding
- Develop recruitment and onboarding policies and procedures
1.1 Identify existing recruitment and onboarding policies and procedures
1.2 Assess options for technology to improve efficiency and effectiveness of recruitment process
1.3 Update existing policies and procedures according to organisational requirements
1.4 Obtain support for policies and procedures from relevant stakeholders
1.5 Create forms and documents supporting policies and procedures and make adjustments, where required
1.6 Communicate policies and procedures to relevant staff and provide training, where required
- Manage recruitment process
2.1 Determine future human resource requirements in collaboration with relevant stakeholders
2.2 Ensure current position descriptors for vacancies are used by relevant stakeholders involved in recruitment and onboarding processes
2.3 Ensure advertising of vacant positions complies with legislation and organisational policies and procedures
2.4 Consult and use specialists, where required
2.5 Ensure selection procedures are according to legislation and organisational policies and procedures
2.6 Ensure processes for advising applicants of selection outcome are followed
2.7 Ensure job offers and contracts of employment are prepared and provided promptly, and new appointments are provided with relevant advice
- Manage staff onboarding
3.1 Provide access to training and support to relevant stakeholders
3.2 Ensure onboarding processes are followed across the organisation
3.3 Oversee management of probationary employees and provide feedback until employment is confirmed or terminated
3.4 Collect feedback from participants and relevant stakeholders on onboarding process according to its objectives
3.5 Update onboarding policies and procedures according to feedback
Unit 2 - Coordinate remuneration and employee benefits
- Update organisation’s remuneration strategy
1.1 Identify the scope of remuneration and benefits plans in consultation with relevant stakeholders
1.2 Research current practice, recent developments and legislative parameters for remuneration strategy
1.3 Develop and refer remuneration and employee benefits options for consideration by relevant stakeholders
1.4 Assist in presenting options and describing link to organisational strategic objectives
1.5 Record agreed remuneration policies and incentive plans
- Coordinate remuneration and employee benefits strategy
2.1 Determine occupational groups that are industrial agreement based
2.2 Ensure organisation is competitive in its particular occupational group
2.3 Align remuneration and benefits plans with performance management system
2.4 Ensure remuneration and employee benefits are according to legal requirements and organisational policies and procedures
2.5 Ensure incentive arrangements, if relevant, comply with the organisation’s remuneration strategy
- Review and update remuneration strategy
3.1 Consult managers and employees about the effectiveness of the remuneration strategy
3.2 Amend strategy and plans as necessary to meet organisational policies and legal requirements
Unit 3 - Coordinate workforce plan implementation
- Research workforce requirements
1.1 Review current data on staff turnover and demographics
1.2 Assess factors impacting workforce supply
1.3 Establish organisation’s requirements for a skilled and diverse workforce
- Coordinate workforce objectives and strategies
2.1 Consult relevant stakeholders on organisational strategy and establish aligned objectives for modification or retention of the workforce
2.2 Confirm objectives for workforce diversity and cross-cultural management with relevant stakeholders
2.3 Assist determination of strategies to address high staff turnover
2.4 Assist determination of objectives to retain relevant skilled labour
2.5 Assist determination of strategies to source skilled labour
2.6 Communicate plan objectives to relevant stakeholders
2.7 Obtain agreement and endorsement for objectives and establish targets
- Coordinate implementation of initiatives
3.1 Support implementation of agreed objectives for recruitment, training, redeployment and redundancy
3.2 Identify strategies to assist workforce to deal with organisational change and coordinate implementation
3.3 Identify strategies to assist in meeting the organisation’s workforce diversity goals and coordinate implementation
3.4 Coordinate implementation of succession planning system and ensure workers are developed and retained
- Monitor and evaluate workforce trends
4.1 Review workforce plan against patterns in existing employee and workforce changes
4.2 Monitor labour supply trends for areas of over and under supply in the external environment
4.3 Monitor effects of labour trends on the demand for labour within own organisation
4.4 Coordinate survey of organisational climate and collect worker satisfaction results
4.5 Consult with relevant stakeholders and refine objectives and strategies in response to internal and external changes
4.6 Monitor government policy on labour demand and supply
4.7 Evaluate effectiveness of change processes against agreed objectives
Unit 4 - Manage employee and industrial relations
- Develop ER and IR policies and plans
1.1 Determine long term ER strategy according to organisational objectives
1.2 Analyse existing ER performance in relation to workforce objectives
1.3 Evaluate options in terms of cost-benefit, risk-analysis and relevant industrial instruments
1.4 Consult relevant internal stakeholders and develop IR policies and plans
1.5 Identify the skills and knowledge relevant for management and the workforce to effectively implement these strategies and policies
- Implement ER and IR policies and plans
2.1 Develop implementation plan and contingency plan for ER and IR policies and strategies
2.2 Organise training and development for identified requirements to support ER and IR plan
2.3 Agree on changes required by the organisational policies and implementation plan
2.4 Document procedures for addressing grievances and conflict according to organisational policies and procedures
2.5 Identify and communicate key procedures for addressing grievances and conflict to stakeholders
2.6 Review ER and IR policies and plans and establish whether they are meeting their intended outcomes
- Manage negotiations to resolve conflict
3.1 Develop and deliver training to individuals in conflict-management techniques and procedures
3.2 Identify, and where relevant alleviate or eliminate, sources of conflict or grievance according to legal requirements
3.3 Evaluate documentation and other information sources and clarify issues in dispute and ensure completeness, balance and relevance
3.4 Obtain expert or specialist advice and/or refer to precedents, if required
3.5 Determine and apply negotiation strategy
3.6 Advocate the organisation’s position to reach a resolution that aligns with organisational objectives
Unit 5 - Facilitate performance development processes
- Plan facilitation of performance development process
1.1 Identify relevant policies and objectives to be addressed in process
1.2 Develop objectives for performance development processes
1.3 Consult with relevant stakeholders about the processes and agree on process features
- Coordinate performance development process
2.1 Train relevant groups and individuals in ways to monitor performance
2.2 Work with line managers to ensure performance is monitored regularly and intervention occurs where relevant according to organisational policies and legal requirements
2.3 Support line managers to coach and discipline employees who perform below standard
2.4 Communicate dispute resolution processes where relevant, mediating between line managers and employees
2.5 Provide support to terminate employees who fail to respond to interventions according to legislative requirements and organisational policies and procedures
2.6 Ensure recorded outcomes of performance development sessions are stored securely and accessible to relevant stakeholders, according to organisational policy
2.7 Evaluate and suggest improvements to all aspects of performance development processes according to organisational objectives, policies and procedures
- Coordinate individual or group learning and development
3.1 Design and develop learning and development plans and strategies to encourage effective employee performance
3.2 Deliver learning and development plans relevant to agreed timeframes, ensuring achievement of specified outcomes
3.3 Contract relevant providers for performance development, as identified by plans and according to organisational policy
3.4 Monitor learning and development activities to ensure compliance with quality assurance standards
3.5 Negotiate remedial action with providers, where relevant
3.6 Generate reports to advise relevant managers on progress and success rates of activities
Unit 6 - Contribute to strategic workforce planning
- Research planning requirements
1.1 Analyse strategic plans to determine strategic workforce direction, objectives and targets
1.2 Analyse organisational environment and identify emerging practices and trends that may impact on human resource management in the organisation
1.3 Identify future labour needs, skill requirements and sources of labour supply
1.4 Identify new technology and its impact on job roles and job design
1.5 Review recent and potential changes to industrial and legal requirements
- Contribute to development of strategic workforce plan
2.1 Consult relevant managers about their workforce preferences
2.2 Agree on workforce philosophies, values and policies with relevant managers
2.3 Develop strategic objectives and targets for workforce services
2.4 Examine options for the provision of workforce services and analyse costs and benefits
2.5 Identify appropriate technology and systems to support agreed workforce programs and practices
2.6 Contribute input from consultation into strategic workforce plan and obtain senior management support for plan
2.7 Analyse risks associated with strategic workforce plan and develop risk mitigation strategies
- Support implementation of strategic workforce plan
3.1 Work with relevant stakeholders and ensure that plan is implemented according to organisational objectives
3.2 Monitor and review the plan
3.3 Recommend adaptions to plan to account for changing circumstances
3.4 Evaluate and review performance against plan objectives
Unit 7 - Coordinate separation and termination processes
- Assist development of policies and procedures
1.1 Research features of best practice systems of separation and termination and the legal requirements
1.2 Consult relevant stakeholders prior to introduction of new policies, procedures and supporting documentation
1.3 Assist in determining policies, procedures and supporting documentation for all forms of separation and termination
1.4 Ensure procedures for dismissal or termination are according to legislative requirements and organisational policies and procedures
1.5 Obtain support for separation and termination policies and procedures from relevant stakeholders
1.6 Communicate policies and procedures, and provide supporting documents to relevant stakeholders
1.7 Seek and use feedback to refine policies, procedures and supporting documents for separation and termination
- Coordinate separation and termination
2.1 Facilitate the development of a redundancy or redeployment plan
2.2 Coordinate management of redundancies and redeployment and provide relevant information about processes
2.3 Provide outplacement or other assistance according to organisational policies and legal requirements
2.4 Ensure dismissals for incapacity to perform or misconduct comply with legislative requirements and organisational policies and procedures
2.5 Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action
2.6 Review workforce data for predicted numbers of people retiring and make necessary plans
2.7 Review and evaluate separation and termination procedures and suggest improvements
- Coordinate exit interview process
3.1 Provide separating employees opportunity to participate in exit interviews
3.2 Create clear process for exit interviews and that staff are skilled to conduct them
3.3 Record and depersonalise data from exit interviews
3.4 Establish trends and patterns and suggest improvements across the organisation according to data from exit interviews
Assessment
Assessment Information
When you study with Australian Online Courses, you will be assessed using a competency-based training method.
Competency-based training focuses on the achievement of skills and knowledge against set criteria to meet industry-standard and is not benchmarked against other students’ work.
In this course, the assessment will be comprised of written assignments and exercises, which may include short answer questions, reports, essays, research projects and reflective tasks.
If you do not achieve a competency result on your first attempt, you have two more attempts to pass your assessment. So, you have three attempts in total to obtain a competency result.
In this way, you can complete your course 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
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.
Career Pathways
Future growth
Strong
Unemployment
Low
- Human Resources Manager
- Human Resources Consultant
- Human Resources Administrator
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