Human Resource Management (HRM) Mini MBA

Introduction

This Human Resource Management (HRM) Mini MBA course is designed to provide participants with a comprehensive understanding of the fundamental concepts of Human Resource Management (HRM) while also updating them on the current functions and tasks carried out within HR departments.

Participants will become familiar with the latest methods and practices in the field of Human Resources, gaining the opportunity to further develop their skills and competencies in this dynamic industry.

The course covers essential aspects of HR work, including candidate interviews, exit interview processes, and the various roles HR specialists play in modern organizations.

Objective

By the completion of this Human Resource Management (HRM) Mini MBA course, participants will:

• Understand the strategic aspects of Human Resource Management.
• Articulate the roles and functions of Human Resource (HR) departments.
• Formulate workforce planning, human resources, and compensation management strategies.
• Implement effective techniques for employee management and problem-solving.
• Analyze performance management in multicultural environments.
• Appreciate the importance of HR forecasting and ethics in meeting organizational demands.
• Conceptualize the functional aspects of HR management.
• Translate HR concepts into actionable strategies for hiring, development, and workforce management.
• Improve working relationships and enhance the ability to support employees.

Training Methodology

• Interactive Workshops
• Case Studies
• Group Discussions
• Scenario-Based Simulations
• Role-Plays
• Peer Reviews
• Facilitated Brainstorming
• Real-Time Problem-Solving Activities

Course Outline

Unit 1: The Concept of Human Resource Management, Its Definition, and Evolution

• Defining Human Resources and explaining its value.
• Exploring the fundamentals of Human Resource Management.
• Understanding the necessity of managing human resources in business organizations.
• Tracing the evolution of HRM practices.
• Examining the role of HRM in contemporary organizations.
• Understanding the strategic aspect of HRM compared to traditional HR management.
• Exploring the dramatic changes in HR roles and functions.
• Differences and similarities between people management and HR management.
• The contemporary role and functions of HR managers.
• Interpersonal aspects of HR management.
• Various HR management practices and functions.
• Conceptual models of the work environment in HR management.
• Physical activities in HR management.

Unit 2: HRM Practices – Job Design, Analysis, Job Descriptions, and HR Planning

• Defining job analysis and its significance.
• Creating job descriptions and job specifications.
• Understanding the purpose and benefits of job and business analysis processes.
• Steps and stages in conducting job analysis.
• Procedures for data and information collection.
• Designing job description cards.
• Understanding HR planning procedures.
• Principles, decisions, and advantages of HR planning.
• Addressing the challenges of inadequate HR planning.
• Key factors and data required for HR planning.

Unit 3: HR Planning, Recruitment, and Selection

• Practical steps in the HR planning process.
• Estimating specific workforce requirements.
• Preparing a human resource action plan.
• Forecasting demand and comparing it with supply.
• Addressing surplus and deficit in the workforce.
• Strategic HR management using tools like the Markov Matrix.
• Understanding polarization in recruitment and its importance.
• Recruitment sources, strengths, and weaknesses.
• Training for vacancy advertising and selection processes.
• Conducting various types of interviews.
• Cross-checking references and finalizing appointments.
• Medical checks and practical courses for appointments.

Unit 4: Training and Development, Performance Evaluation Methods

• Understanding management training and qualification.
• Key rules for successful management training.
• Importance of training for organizational success.
• Techniques and methods of management training.
• Identifying training gaps and evaluating the training process.
• Performance evaluation systems and common mistakes.
• Modern approaches to performance appraisal.

Unit 5: Salaries, Remuneration, Employee Motivation, and Career Development

• Differentiating between wages and salaries.
• Methods of job evaluation and incentive programs.
• Exploring motivation theories: Maslow's, Hertzberg's, and expectancy theories.
• Managerial roles in team motivation and employee engagement.
• Cultural and organizational aspects of HR.
• Phases of social normalization and organizational commitment.
• Career path planning, its significance, and different forms of career development.
• Stages of career progression and their impact on employee growth.

Conclusion

This course is ideal for those seeking to build their expertise in Human Resource Management, whether they are pursuing a Mini Master’s degree. It serves as a critical step for those aiming to advance their careers in HR, providing the knowledge and skills necessary to drive significant changes in the HR field.