Double your career options with this dual human resources and recruitment course. Talent acquisition is arguably one of the most important functions of human resources. But recruitment is also a standalone profession. So, whether you’re interested in human resources, recruitment, or both, this course is ideal for you.
Certificate of Human Resource Management & Certificate of Recruitment is a dual professional development course that will develop your knowledge and skills in human resources and recruitment.
In this human resource management and recruitment course, you will explore all aspects of recruitment, performance management, workforce planning and forecasting, remuneration, induction and strategic human resource planning. You will also learn about candidate selection, interview tactics, prospecting and retention strategies.
On completion of this course, you will have developed vital human resource management and recruitment skills - important transferrable skills in both professions.
Why choose a dual program?
With a dual certificate program you can:
- save money – our dual programs are cheaper than studying two certificates separately, making studying more affordable;
- combine two areas of interest giving you greater variety in your studies;
- graduate with a competitive advantage, with a broader range of skills and knowledge; and
- seek a career in either of your study areas, or in a field that combines both, giving you greater flexibility.
Course Topics
Certificate of Human Resources Management
Unit 1 - Support Human Resources Functions and Process
- Business and human resource strategies
- Human Resource Information Systems (HRIS)
- Performance management
- Succession planning
- Business networks and associations
- Quantitative and qualitative data
- Internal sources of information
- HR assisting in the development of policies and procedures
- Reviewing HR issues
- Sustainability issues
- Ethical requirements and decisions
- Reporting processes
- Code of ethics (developing and updating)
- Mission statement
- Selecting relevant technology (software)
- Using sources of workforce data
- KPI’s
- Establishing key trends
- Options for change
- Identify change barriers
- Analyse organisation culture
- Encourage participation
- Write a report on outcomes and recommendations
- Legal and compliance requirements
Unit 2 - Administer Performance Management Processes
- Position descriptions
- Key requirements of role
- Job analysis
- Information to include in a job description
- Writing a job description
- Review performance management system
- Performance indicators consistent with position descriptions
- Preparing for performance appraisal meetings
- Organisational procedures
- Acknowledging positive performance
- Rewards systems and forms of rewards
- Addressing negative performance
- Expectations vs performance
- Solutions for personal issues
- Solutions for professional issues
- Development plans
- Disciplinary action
- Documenting employee comments and signatures
- Termination
- Advice and support where is dissension
- Listening to employees
- Negotiation
- Disputes and grievances
- Communicate requirements of PMS to stakeholders
- Appraisal methods
- Identify trends or problems areas
- Patterns in skill or performance gaps
- Performance development options
- Revise policies and procedures
- Suggesting improvements
- Continuous improvement cycle
Unit 3 - Support the Learning and Development of Teams and Individuals
- Collect performance information
- Each team member file
- Identify individual and team learning and development needs
- Training needs analysis (TNA)
- Confirm that learning plan meets needs
- Designing an effective learning plan
- Self-evaluation of areas for improvement
- Self-assessment against job specification
- Competence and types of knowledge
- Developing competencies by learning
- Consultation
- Determining learning plan goals and objectives
- Facilitation techniques for team development
- Adult learners
- Learning style preferences
- Visual learners
- Auditory learners
- Kinaesthetic learners
- Delivery methods
- Effective learning
- Theoretical learning
- Managing resources and timelines
- Training costs
- Gathering and evaluating feedback
- Determine effectiveness of development programs
- Recording outcomes
- Maintaining training records and reports of competency
Unit 4 - Support Employee and Industrial Relations
- Employee access to organisational policies and procedures
- Workplace relations
- Employment and industrial legislation
- State and territory acts
- Agreements
- Workplace relations policies and procedures
- Specialist information
- Supporting the implementation of agreements, policies and procedures
- Communicating ER and IR procedures
- Terms and conditions of employment
- Support for simple IR disputes
- Support to relevant stake holders
- Record and maintain relevant documents
- Identify and solve grievances before they escalate
- Formal versus informal processes
- Simple ER conflicts
- Negotiation strategies
- Provide support to resolve simple ER conflicts
- Maintain relevant documents
- Grievance register and employment records
- Identify issues in ERR and IR processes
- Performance gaps
- Workplace relations objectives
- Methods and tools
- Continuous improvement activities
- Sharing continuous improvement documentation
- Features of grievance resolution policy and procedures
- Relevant legislation, codes of practice and national standards
Unit 5 - Implement WHS Policies and Procedures
- WHS laws to work teams
- Communication
- What workers need know
- WHS laws to work teams
- Locating health and safety information
- Policies and procedures
- Successful health and safety program
- Hazard, outcomes of risk assessments and control
- Communicating risks and hazards
- Consultation mechanisms
- H&S representation (committees and representatives)
- External consultation
- Managing identified issues
- Identify WHS training needs
- Documentation
- Training and coaching
- Supporting workplace learning
- Policies and procedures to report hazards
- Risk assessments
- Severity ratings
- Risk assessment matrix
- Hierarchy of Control
- Implementing risk controls
- Reporting inadequacies
- Review processes and attitudes
- Incident reports (injury and disease)
- Assess the implications of near misses
- Organisational record keeping requirements
Unit 6 - Coordinate Separation and Termination Processes
- HR management processes and systems
- Separation and termination
- Best practice systems
- Conducting research
- Stakeholder consultation – new policies and procedures
- Development of policies and procedures
- Legislation
- Organisational policies and procedures
- Principals for dismissal or involuntary termination
- Stakeholder support
- Informing staff about new policies
- feedback and refining policies
- Develop a redundancy or redeployment plan
- Coordinate redundancies
- Information to provide employee
- Assistance for employees
- Incapacity (poor performance)
- Misconduct/serious misconduct
- Appropriate HR qualifications
- Disciplinary action
- Skills needed to take disciplinary action
- Predicting retirement
- Succession planning
- Reviewing processes
- Exit interview processes and information
- Trends and patterns
- Employment contract features
- Terms and conditions of employment
Certificate of Recruitment
Unit 1 - Coordinate recruitment and onboarding
- Establish recruitment requirements
- Organisational needs
- Future needs
- Staff skills
- Compliance
- Recruitment costs
- Approval to fill position
- Consultation with stakeholders regarding job descriptions and workforce strategy
- Strategies to source candidates
- Conduct preliminary screening with candidates
- Conduct interviews and selection activities
- Appraisal assessments
- Privacy and confidentiality
- Candidate rights
- Conducting assessment and selection processes
- Assessing candidates against specific criteria]
- Referee reports
- Unsuccessful candidates
- Successful candidates
- Formal letter/appointment
- Providing feedback to candidates
- Candidate agreement
- Letter of offer/appointment/agreement
- Contractual obligations
- Notify others of appointment
- Start date
- Necessary administrative arrangements
- Employee information form
- Pay and superannuation
- Fair work information statement
- Tax File No
- Employee manual
- Coordinate successful candidates induction/onboarding
Unit 2 - Manage recruitment and onboarding
- Develop recruitment and onboarding policies and procedures
- Identify existing recruitment and onboarding policies and procedures
- Assess options for technology to improve efficiency and effectiveness of recruitment process
- Update existing policies and procedures according to organisational requirements
- Obtain support for policies and procedures from relevant stakeholders
- Create forms and documents supporting policies and procedures and make adjustments, where required
- Communicate policies and procedures to relevant staff and provide training, where required
- Manage recruitment process
- Determine future human resource requirements in collaboration with relevant stakeholders
- Ensure current position descriptors for vacancies are used by relevant stakeholders involved in recruitment and onboarding processes
- Ensure advertising of vacant positions complies with legislation and organisational policies and procedures
- Consult and use specialists, where required
- Ensure selection procedures are according to legislation and organisational policies and procedures
- Ensure processes for advising applicants of selection outcome are followed
- Ensure job offers and contracts of employment are prepared and provided promptly, and new appointments are provided with relevant advice
- Manage staff onboarding
- Provide access to training and support to relevant stakeholders
- Ensure onboarding processes are followed across the organisation
- Oversee management of probationary employees and provide feedback until employment is confirmed or terminated
- Collect feedback from participants and relevant stakeholders on onboarding process according to its objectives
- Update onboarding policies and procedures according to feedback
Study Hours
Estimated duration 140 hours
Course Delivery and Start
Start anytime, self-paced and 100% online
Assessment
Assessment will be comprised of written exercises, including short-answer questions, reflective tasks, short reports and/or projects. There are no examinations or due dates for assessment. As a result, you can complete training in your own time and at your own pace with the assistance of unlimited tutor support.
Testimonials
Theory was brilliant and very comprehensive. Marking turnaround was quick and feedback was personalised and appreciated.
A.Young, Five Dock, NSW | Certificate of Human Resource Management – Certificate of Recruitment – Dual Program
I have really enjoyed this experience of studying and it will assist with me achieving my career goals
Leesa | Reynella | Certificate of Human Resource Management Certificate of Recruitment Dual Program
About Us
Graduation
A Certificate of Attainment and Statement of Results will be issued upon successful completion of this course.
How to Enrol
Enrol Online: Enrol Now
Enrol via Live Chat (Business Hours)
Enrol via Telephone 1300 76 2221 (Business Hours)
Enrol via Purchase Order/Tax Invoice
Enrolling Multiple Staff?
To enrol multiple staff, please complete the Employer Enrolment Form. We’ll be in touch within 60 minutes during business hours!
Payment Options
Visa, Mastercard, BPAY and EFT/Direct Deposit. Please allow 1-2 Business days for processing for EFT and BPAY.
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 course or subject pre-requisites for entry into our programs. However, our professional development programs are generally intended for people over the age of 18. In some circumstances, enrolments from younger people may be considered. Please complete the AOC Parent Guardian Consent Form prior to enrolling and submit here.
Are there any computer requirements?
To study online with Australian Online Courses you will need a computer (desktop PC/laptop) running a current/updated operating system with reliable high-speed internet access. You will need to use the Google Chrome browser to access your course.
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.
How is this course delivered?
This course is delivered online via our easy-to-navigate Learning Management System (LMS), where you will discover interactive online learning/written content, resources and assessment.
Do I need to attend classes or undertake any work placements?
No. All courses are delivered online via our LMS 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 only 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
- Recruitment Consultant
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