uCertify

Human Resource Management (HRM) Course: Master Global HR

If you’re in HR, you’d better be the best. This human resource management course makes sure of it.

(HUMAN-RESOURCE.AV1) / XXXX : 978-1-64459-713-2
Lessons
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Enroll in our human resource management course to master global HR practices.

In this course, dive into recruitment, training, performance management, and ethics, while learning to navigate labor relations, workplace health, and even green HRM. From hiring the right talent to building sustainable workplaces, you’ll get hands-on insights with case studies and practical tools.   

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  • Global Talent Acquisition & Recruitment Strategy: Master end-to-end hiring processes, from job design to candidate selection, across international markets.
  • Employee Performance & Development Management: Learn to design training programs, evaluate performance, and foster continuous learning in organizations.
  • Workplace Health & Safety Compliance: Develop expertise in occupational safety standards, stress management, and building healthy work environments.
  • Strategic Compensation & Rewards Systems: Gain skills in structuring equitable pay models, motivational incentives, and executive compensation strategies.
  • Sustainable & Ethical HR Practices: Understand green HRM, corporate social responsibility, and ethical decision-making in people management.
  • Labor Relations & Stakeholder Management: Navigate industrial relations, union dynamics, and multi-stakeholder negotiations.
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1

Introducing Global HRM: What This Course Is About and How to Use It

  • An Analytical and Critical Approach to Global HRM
  • What Do HRM and HR-Managers Actually Do?
  • The Four Core Functions of Management and HRM
  • HRM as a Global Issue
  • Managing People in Ten Key Areas
  • How to Use This Course and Its Workbook
2

Getting the Right People: Recruitment and Selection

  • Executive Summary
  • Recruitment
  • Recruitment and HR Planning
  • Formal and Informal HR Policies
  • Recruitment and the Labour Market
  • HRM Does Not Buy People
  • Internal Recruitment
  • External Recruitment
  • Common Advertising Strategies
  • Advertising for a Position
  • Recruitment Agencies
  • Top Management Positions and International HRM
  • University Recruitment, Skills, and Advertising Media
  • Selection
  • The Actual Interview
  • Testing Candidates
  • Offering Position and Induction Programmes
  • Workbook
3

People in Working Relationships: The Three Actors at Work

  • Executive Summary
  • Labour and Industrial Relations
  • Common Industrial Relations Features
  • Labour Force Development
  • Workbook
4

Training People: Learning and Human Resource Development

  • Executive Summary
  • Learning, Development, and Professionalism
  • Stages of Organisational Training
  • Organisational Learning
  • Creating a Positive Learning Experience
  • Selecting the Right Training Methods
  • Group Building Methods
  • Evaluation of Training
  • Workbook
5

Working with People: Crafting Productive Work Systems

  • Executive Summary
  • Work, Corporate Structures and Companies
  • Four Basic Approaches to Job Design
  • Workbook
6

Keeping People Healthy: Occupational Health and Safety

  • Executive Summary
  • Making Work Safe – Promotion and Prevention
  • OHS Hazards
  • After Prevention Fails I: The Costs of OHS
  • After Prevention Fails II: What to Do
  • The Duty of Care and OHS Culture
  • The OHS Management System
  • Workplace Stress
  • Burnout
  • Organisational Suicide and Bullying
  • Workbook
7

Performing People: Performance Management

  • Executive Summary
  • Managing People and Their Performance
  • The Top Five Elements of Performance Management
  • Strategic Performance Management
  • From Administration to Organisational Culture
  • Performance Assessment Methods
  • Performance Management Information
  • Assessors and Performance Management
  • Performance Feedback
  • The Problem Solving Approach to Performance Feedback
  • The Administration of Performance Management
  • Workbook
8

Rewarding People: Managing Compensation and Rewards

  • Executive Summary
  • The Basics of Reward Management and Compensation
  • Rewards and Motivation
  • Motivational Reward Models
  • Equity Reward Models
  • Reward Levels
  • Reward and Job Structures
  • Rewarding CEOs
  • The Minimum Wage
  • Wage Setting through Bargaining
  • Wage and Salary Negotiations
  • Workbook
9

Strategies for People: Strategic Human Resource Management

  • Executive Summary
  • Managing People Strategically
  • Business Strategies and HRM
  • Hard HRM Strategies
  • Soft HRM Strategies
  • Strategy Formulation and Implementation
  • The Four Business Strategy and HRM Strategy Interfaces
  • Strategy and Change Management
  • Workbook
10

People and Morality: Ethics at Work and in Management

  • Executive Summary
  • Morality and Human Resource Management
  • Corporate Social Responsibility
  • Sustainability
  • Global Warming and Carbon Footprint
  • Environmental Ethics
  • HRM and Practical Environmental Ethics
  • Workbook
11

Green HRM: People, Planet, Performance

  • Executive Summary
  • Managing People Sustainably
  • The Emergence of Green HRM
  • The Environmental Management System
  • Six Key Areas of Sustainable People Management
  • Workbook

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  Want to Learn More?

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HR qualifications vary by role but typically include:

  • Education: A bachelor’s/master’s degree or a course certification in HR, business administration, or related fields (e.g., organizational psychology).

  • Certifications: Globally recognized credentials like:

    • CIPD (Chartered Institute of Personnel and Development) for foundational to strategic HR skills.

    • SHRM-CP/SCP (Society for Human Resource Management) for operational/strategic roles.

    • HRCI (Human Resource Certification Institute) for expertise in compliance and global HR practices.

  • Experience: Entry-level roles (e.g., HR Coordinator) may require 1–2 years, while senior roles (e.g., HR Director) demand 10+ years 416.

  • Soft Skills: Communication, conflict resolution, and strategic thinking are critical.

Pros:

  • High Demand: HR jobs are projected to grow 6–6.5% (faster than average) by 2033.
  • Job Satisfaction: 86% of HR professionals report satisfaction, with roles like HR Manager rated among the happiest (4.4/5).
  • Diverse Opportunities: From recruitment to strategic roles like CHRO, with pathways to specialize (e.g., Green HRM, analytics).
  • Work-Life Balance: Ranked 3.78/5 for balance, with flexible work options post-pandemic.

Cons:

  • Emotional Challenges: Handling layoffs, conflicts, and compliance issues can be stressful.
  • Misconceptions: HR is often undervalued as purely administrative, though it’s increasingly strategic.

The average salary for a Human Resources Manager is $84284 per year in the United States.

People Skills, Big Impact

  Hire smarter, retain top talent, and boost your salary because companies compete hardest for HR professionals who deliver results.

$199.99

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