Human Resource Management and People Management: a structured approach

Course overview

Description generated based on course syllabus and open data.

The course materials present core practices of Human Resource Management: workforce planning, selection and hiring, onboarding, performance measurement, talent development and coaching, and building a sustainable talent pipeline. Emphasis is placed on methods, metrics, and processes that make HR decisions more predictable.

Who it suits / who it does not: HR and people management

Suitable for HR and talent management roles

• HR managers, HRBPs, and recruiters building systematic processes.
• Team and function leaders making selection and evaluation decisions.
• Business owners and operations leaders who require a talent pipeline.

Not suitable

• Contexts without responsibility for people management or team outcomes.
• Those expecting universal tips without adaptation to organizational context.

Problem → outcome in people management (HR)

• Problem: ad-hoc selection and long hiring cycles. Outcome: role profiling, transparent stages, and SLAs per step.
• Problem: weak onboarding. Outcome: 30/60/90-day plans with clear expectations and metrics.
• Problem: subjective performance reviews. Outcome: aligned KPI/OKR, calibrations, observation checklists.
• Problem: stalled capability growth. Outcome: individual development plans, coaching, feedback loops.
• Problem: shallow candidate pool. Outcome: talent pipeline and employer brand supporting the funnel.

Comparison with alternatives: approaches to talent management

• Unstructured self-learning: fragmented inputs; no unified metrics or templates.
• Only on-the-job intuition: local practices that are hard to scale and benchmark.
• Structured HR approach: aligned lifecycle stages, measurability, repeatability, and transparency.

Outcomes after studying HR management materials

• Understanding of the full HR lifecycle: from role profiling to development and retention.
• A toolkit for selection, hiring, onboarding, and performance measurement.
• Practical templates: competency models, interview guides, 30/60/90 plans, skills matrices.
• Metrics approach: qualitative and quantitative indicators, basic dashboards, data interpretation.
• Ethical HR practices and non-discriminatory selection principles.

Content structure: HR cycle and people management

• Strategy and org design: aligning roles with business objectives.
• Selection and hiring: profiling, interviewing, skills assessment, decision-making.
• Onboarding: 30/60/90 goals, mentorship, cultural integration.
• Performance evaluation: KPI/OKR, reviews, calibrations.
• Talent development and coaching: individual paths, upskill/reskill.
• Talent pipeline and employer brand: long-term funnel formation.

Key HR tools and metrics

• Time-to-hire, offer acceptance rate, quality of hire.
• Performance and potential (9-box), competency matrices.
• eNPS, retention, attrition, exit analysis.
• HR dashboards and essentials of people analytics.