Human Resource Management Suite

Human Resource Management Suite

These courses are designed to help people without experience in human resources to understand this very vital link in the organizational chain. It will prepare both managers and business owners to handle basic human resource functions in a way that will ensure the best possible result. You will also learn tactics to build successful employment brand, the importance of a strong onboarding program and the effect it can have on employee retention. We will also discuss how continuous learning and targeted feedback can help engage employees.

Finally, we'll discuss how to make your company a high-performance organization, the benefits such as profits, and survival as well as being an employer of choice

72 Course Hrs
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No matter what our role is in an organization, we are all affected by human resources. We are also affected by how successful our organization is in competing in the global marketplace as well as how we can increase profits, have a high rate of success and be an employer of choice.

This 3 course Human Resource Management Suite includes Understanding the Human Resources Function, Talent and Performance Management, and High Performance Organization which targets the critical areas of an organization: First, we will discuss understanding human resources. This will help people without experience in human resources to understand the importance of this field. It will prepare both managers and business owners how to handle the basic human resource functions to ensure the best possible result. We will discuss topics such as the hiring process, how to locate quality employees in a competitive labor market, how to attract and retain top talent, employee rights and the legal side of the human resources.

The next critical area is talent and performance management. This area addresses the best practices in developing talent inside your organization. We'll cover the effect of onboarding, performance management, learning & development, and employee engagement and retention. You will be prepared to address the issues around talent and performance management and to offer solutions, tactics and strategies to attract and retain key talent professionals.

Finally, whether your organization is production or service based, you would benefit from becoming a High-Performance Organization (HPO). Benefits include increased profits, a high rate of success, and being an employer of choice. An organization is better suited for long-term success if they build an initial foundation as a High-Performance Organization.

This course will provide you with the information needed to help your organization with its efforts to become a High-Performance Organization (HPO). We'll discuss the four principles of a HPO: Egalitarianism and Engagement, Shared Information and Trust, Knowledge Development, and Performance Reward Linkage. You will learn how to link these principles with organizational activities to be a HPO. We'll also discuss leadership and how the organization's culture can help or hinder your efforts to become a HPO.

Suite bundles are not eligible for partial drops or refunds. Transfers to other open sessions of the same course are available. Please refer to your school for additional details regarding drops, transfers, and refunds on Suite bundles.

Enrollment Options:
Course Code: B9164
Start Dates*May 15 | Jun 12 | Jul 17 | Aug 14
*Choose start date in cart
$365.00 USD


Understanding the Human Resources Function

Week 1

Explore the roots of human resources, and see how the human resource function has evolved from trade guilds, through the industrial revolution, to modern times. Then take a look at the variety of vital activities that are frequently included in the human resources function.

Week 2

Focus on preparing job advertisements and application forms, how to review and screen applications, conduct interviews, and verify information to ensure that it's correct. Then look at each part of the interview—from how to set it up and what approach to take to rating the person after the interview.

Week 3

Traditionally, many companies simply run a classified job ad when they need a new employee, but in this lesson, we'll explore other alternatives that may be equally effective in recruiting especially in competitive job markets. Then analyze job satisfaction and the factors that keep employees happy.

Week 4

Explore both moral and legal rights and how they can be used to benefit employees. You'll also take a look at what to do if an employee complains that either moral or legal rights are not being protected. Then examine laws that govern union-management interactions, prohibit discrimination, set wage and hour requirements, and set benefit and safety standards.

Week 5

In this lesson, you'll take a look at policy manuals—what they should include, what policies are most common, and what you should do to ensure that your policies comply with the law. Then focus on the need for effective communication programs at work and how to implement them.

Week 6

Take a look at common employment benefits such as insurance and retirement. We'll cover how to put together a benefit package, and options for including free benefits that are attractive to employees. Finally, take a look at eight habits that successful human resources professionals adopt. You'll leave with the insight and ability to achieve excellence at work!

Talent and Performance Management

Week 1

Learn strategies and tactics to attract, retain and manage the best talent. Take an in depth dive into the recruiting process. You will learn about interviewing techniques and practices for assessing both skill and cultural fit as well gain an understanding on how bias can influence the decision-making process.

Week 2

Finding talent that is the right cultural fit for the organization is essential. You will learn how mission, vision and values impact the success of the talent management function. In addition, you will learn about the process and techniques for assessing candidate fairly and introduced to some of the federal legislation that impacts this process. You will learn about managing talent once they join the team and retention. This lesson explores onboarding/orientation, mentoring/coaching, and learning/development and the role each one plays to keep employees engaged and delivering results.

Week 3

Here we take a look at talent management from an organizational perspective. You will explore creative leadership and change management principles and how these can be leveraged to develop an integrated talent management function. Improving employee engagement and performance is at the forefront of issues facing organizations today. In this lesson, you will explore how mentoring and coaching can improve performance. You will also review the performance management process and the impact of this process on employee engagement and retention.

Week 4

In this lesson, we look at the role performance plays in further developing talent. You will be able to distinguish between career management and career planning as part of the overall career development process. We will also explore the role of experiential learning as part career planning. You will learn about HILO's (High Impact Learning Organizations) and what is a high impact learning culture. In addition, you will explore the use of analytics to develop metric in order to assess organizational results.

Week 5

You will explore the importance of providing clear, consistent and regular feedback to others and the role of feedback on performance. You will also explore coaching as an organizational competence and the impact coaching has on engagement and performance. Explore the role high performing teams have on engagement and business outcomes. You will learn about the importance of teamwork, providing a safe environment for sharing ideas, and the importance of trust on achieving organizational goals.

Week 6

You will explore strategies for managing talent and performance, the importance of alignment with organizational goals, budget considerations and negotiation techniques for achieving compromise that all sides can live with. Strategy is the focus of this lesson. You will explore the role of leadership and the use of various tools that are essential in developing a talent management strategy that is aligned with organizational objectives and can be successfully implemented.

High Performance Organizations

Week 1

Identify the fundamental principles of a High-Performance Organization, how to design a HPO, align an HPO with your company's strategy as well as implement an HPO. You will also learn how you can empower your employees and create an empowered workforce. We will also examine ways in which employees can be given authority in decision making, and how employee feedback can facilitate improvements in the workflow in support of an HPO.

Week 2

Define the HPO principle of Shared Information and Trust and describe the different ways to communicate your vision for an HPO. We will also discuss how to identify the characteristics that make a good leader as well as examine how communication and a collaborative environment can be used to create successful teams. Define the principles of trust and integrity in an HPO.

Week 3

Identify the steps of the performance management process, as well as identify the four basic elements necessary to establish effective standards for performance management and describe what an effective performance management process looks like. Identify ways to motivate productivity in your employees. Discuss how motivational techniques can be used to support a HPO.

Week 4

Identify common causes and costs of workplace disputes. Discuss the role of arbitration to handle disputes. Define what a Human Resources Information System (HRIS) is and examine how an HRIS can help develop and maintain an HPO. Learn how to identify your organization's culture, the effects of culture on developing and maintaining a HPO and the role of the mission statement in supporting a HPO.

Week 5

Learn what diversity is, the benefits of diversity in a HPO, ways to manage diversity-related conflicts in the workplace, and the role of leadership in the workplace. Explain how implementing a HPO can improve your company's bottom line and the ways to motivate your employees to help your company be a HPO. Lastly in this lesson, you will learn the role of communication in creating a HPO and delegating authority in creating a HPO.

Week 6

Learn the definition of participative leadership is discussed, as well as ways to grow talent internally to become leaders for a HPO. The steps in the strategic planning process and identifying your organization's strengths and weaknesses. Explain how to implement and evaluate your strategic plan. How to find the right strategy for your organization and explain how the strategic plan contributes to the implementation of a HPO.



There are no prerequisites to take this course.


Hardware Requirements:

  • This course can be taken on either a PC or Mac.

Software Requirements:

  • PC: Windows 8 or later.
  • Mac: macOS 10.6 or later.
  • Browser: The latest version of Google Chrome or Mozilla Firefox are preferred. Microsoft Edge and Safari are also compatible.
  • Adobe Acrobat Reader.
  • Software must be installed and fully operational before the course begins.


  • Email capabilities and access to a personal email account.

Instructional Material Requirements:

The instructional materials required for this course are included in enrollment and will be available online.


Anna Smith

Anna Smith has worked in the human resources field for 30 years and has taught at the university level for over 20 years. She holds a bachelor's degree in business administration from Spalding University, a master's degree in management from Webster University, and a Master Online Teaching certificate from the University of Illinois. She is also a certified Professional in Human Resources from the HR Certification Institute (HRCI), a certified Senior Professional in Human Resources, and an SHRM Senior Certified Professional. Her experience spans many areas of human resources, including recruitment, labor relations, and affirmative action plans.

Instructor Interaction: The instructor looks forward to interacting with learners in the online moderated discussion area to share their expertise and answer any questions you may have on the course content.