Human Resources Management Training

By Aoife Read - Last update

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Human resource management training concerns itself with teaching the learner the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.

What Does The HRM Do?

There are many different tasks that the HRM will perform in any company. Many of these tasks are also tasks that other manager also perform, although individually and not collectively. Some of these tasks are as follows:


  • Development of a staffing plan. This plan allows HRM to see how many people they should hire based on revenue expectations.
  • Development of policies to encourage multiculturalism at work. Multiculturalism in the workplace is becoming more and more important, as we have many more people from a variety of backgrounds in the workforce.
  • Recruitment. This involves finding people to fill open positions.
  • Selection. In this stage, people will be interviewed and selected, and a proper compensation package will be negotiated. This step is followed by training, retention, and motivation.

Development of Workplace Policies:

  • Discipline process policy
  • Vacation time policy
  • Dress code
  • Ethics policy
  • Internet usage policy

Compensation and Benefits Administration

  • Pay
  • Health benefits
  • 401(k) (retirement plans)
  • Stock purchase plans
  • Vacation time
  • Sick leave
  • Bonuses
  • Tuition reimbursement


  • Issues around the job they are performing
  • Challenges with their manager
  • Poor fit with organizational culture
  • Poor workplace environment

Despite this, 90 per cent of managers think employees leave as a result of pay (Rivenbark, 2010). As a result, managers often try to change their compensation packages to keep people from leaving, when compensation isn’t the reason they are leaving at all.

Training and Development

Training to become an HR Manager is a worthwhile endeavour. Employers want employees who show initiative and are trained in a job that will continue to grow. They want to see their employees develop new skills within their job. This results in higher productivity for the organization. Engaging in training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention.

During one of these comprehensive training courses the learner will:

  • study the principles of strategic HRM and aligning it with the companies business strategies and objectives.
  • explore the nature of HR planning strategies for dealing with the current labour market
  • understand the role HR plays in recruitment; training development & performance management; policy & procedure and industrial relations in a business environment
  • apply the principles of motivation and management through the studies of various theorists. The role motivation and performance play in remuneration, benefits and reward systems
  • be taught how to make informed decisions regarding IT HR systems.

Potential Course Outcomes

Engaging in one of these training courses might provide the student with the following outcomes:

  • Learners will have an in-depth knowledge of Human Resource Management (HRM), its theory, practice, and development within organisations, and the practical relationship with the external economic, social, legal, and political environment.
  • They will understand the implications of different business contexts and the interests of varied stakeholders on the evolution of the role HRM.
  • Learners will have a broad theoretical and practical perspective on how the HR function contributes to a range of business areas, and how these respond to the economic interests and ideas that influence them.
  • Learners will be able to understand and critically assess the legal and regulatory framework that impacts on organisations from an HR perspective.
  • Learners will be equipped with skills and tools in Human Resource Management that are used by practising professionals in their spheres of knowledge. Learners will have the ability to propose, defend and modify recommendations using accepted business tools and appropriate technical language, taking into account current best practice and legal compliance
  • Learners will have generic and specific business skills that will enable them to have an impact on the strategic management of HR issues and specialisms within a variety of organisational contexts
  • Learners will be able to research, analyse and interpret data to facilitate decision-making at a range of levels in organizations.
  • Learners will be able to analyse a range of management options concerning economic and labour market conditions, taking into account the varied stakeholder interests and the organisations wider social responsibilities.
  • Learners will demonstrate the skills needed to work effectively as part of an HR team, or as part of another multi-disciplinary team in the workplace, showing an awareness of their own and others’ behaviour, and show the ability to communicate effectively and take a leadership role where appropriate.
  • Learners will have acquired the knowledge and skills to operate in a variety of settings, to show adaptability to change, to maintain and update their own competencies and professional development as required, and contribute to the development of others as appropriate.
  • Learners will demonstrate a critical awareness of different perspectives on the management of the employment relationship. Learners will be able to evaluate complex relationships at work, and critically assess the range of choices available to employees, managers, and other stakeholders, and to adapt their own practice to the changing demands of organisations.

Aoife Read

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