Are you a people person? If you have strong people skills, you’re likely to thrive in a human resource role, as people skills – such as listening, empathy, and advocating – are critical to your success.
The Certificate of Human Resource Management is a professional development program that will provide you with the skills and knowledge required to manage and implement human resources policies, procedures and activities for a business or organisation.
In this human resource management course, you will learn to manage all aspects of human resources functions and processes, including coordinating recruitment and onboarding, performance management and development, workplace health and safety, employee and industrial relations, workplace policies and procedures, remuneration, and individual and group development.
On successful completion of this course, you can be considered for a range of career opportunities, from entry-level roles to advanced human resources positions.
Course Structure
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 - 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 new 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 3 - 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 4 - 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 5 - 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 6 - 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 7 - 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
Study Hours
Estimated duration 100 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
Click to See What Our Students Say
I found the online learning process easy to follow and enjoyed working at my own pace
A.Stanton, Cornubia, QLD | Certificate of Human Resources Management
My course was easy to access and complete at my own pace. I would highly recommend.
E. Betts, Macquarie Hills, NSW | Certificate of Human Resource Management
Great experience. Could complete the training at my own pace
M. Cook, Yatala, QLD | Certificate of Human Resources Management
Very good.
Well put together, ease of completing online is great. Wealth of information provided throughout the course.
T. Kuhne, Piara Waters, WA | Certificate of Human Resources Management
I found the layout of the elearning system and the course structure easy to follow.
While I didn’t need to ask for tutor help, I was always reminded of the option and who I could reach out to if needed.
Sandra | Croydon South, VIC | Certificate of Human Resource Management
It was different and was more precise when compared to other courses. I had an amazing experience.
Darshana | Nasinu, Suva | Certificate of Human Resource Management
Graduation
A Certificate of Attainment and Statement of Results will be issued upon successful completion of this course.
How to Enrol
Enrolment Form – Employment Services and Rehabilitation Providers
Enrol via Live Chat (Business Hours)
Enrol via Telephone 1300 76 2221 (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
Professional Development for:-
- Human Resources Manager
- Human Resources Director
- Human Resources Consultant
- Recruitment
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