This course is aimed at individuals with an interest in developing their knowledge and understanding of HR issues. This could be either through a role as an individual working in Human Resources (HR), for those who wish to work in professions where HR is related or as a means to build on an existing knowledge base.

The aim of this short online course in Human Resources is to enable learners to acquire a thorough grounding in the principal subjects underlying the practice of Human Resources Management (HRM).

The course is divided into 10 units of study, you can read a detailed summary of each unit below.

Human Resources Short Course Diploma Entry Requirements

All students must be 18 years of age and above to enter into our Human Resources Short Course Diploma (Level 3).

Short Course Diploma courses require a minimum prior learning to GCSE standard in order that students can manage their studies and the assumed knowledge within course content.

Study Hours

200 hours in total or 20 hours per week over 10 weeks.

Assessment

Written assessment at the end of each unit of study.

Enrolment

Please note that you can enrol between 9-5 Mon - Fri 

Human Resources Short Course Diploma Course Content

Unit 1: Introduction to Human Resource Management (HRM)

The first module of the diploma will help us to identify exactly what is meant when we use the term HRM. We will explore the distinctions between the practices of HRM and Personnel Management. In this module we will explore;

• The concept is traced from its early development through to the present day.
• The two “schools” of HRM are then discussed and the differences between them identified.
• This module is concluded by a brief consideration of the European context.

Unit 2: The modern HRM environment

In the second module of the diploma we will analyse the factors surrounding the present HRM environment. We will do this by considering a number of factors including the following;

• Globalisation
• Recent public sector developments
• The Labour market
• Vocation training and education

By the conclusion of this module you will have acquired a sound knowledge of the underlying background of HRM and its place in the World today.

Unit 3: The contract of employment

In the 3rd Module of this diploma we will consider the role and importance of the contract of employment. The contract of employment is something which is frequently overlooked in HRM courses. In this module learners will examine a number of important areas including;

• The nature of the contract of employment
• The importance of establishing the status of the worker
• The various criteria used in order to determine this question
• The influence of European law upon this area

The module also contains a number of case based exercises which will assist the learner in testing their understanding as they progress through the module.

Unit 4: Contents of the contract of employment

In the fourth module of this course we will now consider the contents of the contract and the relative importance of different terms. Having established the importance of contracts of employment, the student will explore the following points in this module;

• Mutual duties of employer and employee
• Distinctions between different contractual terms
• The concept of vicarious liability

Unit 5: Termination of the contract of employment

This fifth module of the diploma examines the various routes by which the contract of employment can come be terminated. In this module we explore dismissal and unfair dismissal. In addition the module explores the following;

• The basic considerations affecting redundancy
• The concept of frustration
• The common law view of dismissal

Unit 6: Discrimination in Employment

This sixth module of the diploma explores the issue of discrimination in Employment. Not only the traditional areas of discrimination such as racial and sexual discrimination, but also considers forms of discrimination that are more recent developments including;

• Disability Discrimination
• Discrimination on the grounds of sexual orientation

The entire area is placed within the context of European and domestic law.

Unit 7: Trade Union and Industrial Conflict

In the seventh module of the diploma, learners will explore the role and function of Trade Unions and Industrial Conflict and its implications for Human Resources. In particular we will examine the following;

• What exactly do we mean by the term “trade union”?
• How have these bodies developed throughout the course of history
• The legal status afforded to trades unions
• An outline of the area of industrial conflict

Unit 8: Motivational techniques

In the eighth topic of the HR diploma course we will explore motivational techniques that can be used for success in Human Resources. The focus of the module is on behavioural scientific techniques. In this module we will explore the following;

• What do we mean when we use the term “motivation”?
• A consideration of some of the barriers to motivation
• An analysis of the different “schools” of motivation i.e. content and process
• A detailed look at the work of leading theorists in this area

Unit 9: Key human resource processes

In this penultimate module of the diploma in Human Resources we will explore key human resource areas that are among the main processes of HR. Many of these processes in turn are our daily “bread and butter” of the HRM specialist and they include;

• Recruitment and selection
• Learning organisations
• Performance management
• Appraisal.

Unit 10: Corporate Social Responsibility and Business Ethics

In this final module of the diploma, we explore two relatively new concepts to Human Resources. In this module we will consider the potential responses by the HRM specialist to concerns such as environmental awareness and the pressures of national and international governments that may be applied that will affect the HR specialist. The module proposes a number of steps which a responsible HRM specialist may espouse in order to display both its “green” and ethical credentials in the 21st century.