Human Resource Management Fundamentals

Programme Summary

Effective people management connects organisational needs with fair recruitment, clear expectations and regular performance support. This programme introduces the employee lifecycle, practical HR responsibilities, workforce information and evidence based performance conversations. Participants analyse a workplace case, prepare role and performance documents and select appropriate development or escalation actions while respecting confidentiality and the limits of managerial authority.

Training Objectives

1 Develop practical understanding of core human resource responsibilities; 2 Strengthen alignment between roles workforce needs and performance; 3 Improve recruitment onboarding and employee development practices; 4 Promote fair evidence based performance management conversations; 5 Build disciplined handling of employee information and concerns.

Learning Outcomes

1 Draft a role profile with relevant competence requirements; 2 Prepare structured interview questions and evaluation criteria; 3 Write measurable employee objectives and review arrangements; 4 Develop a performance support plan from case evidence; 5 Calculate basic workforce indicators and explain their limitations.

Target Audience

HR Officers; HR Coordinators; Line Managers; Department Supervisors; People Operations Specialists; Learning and Development Officers.

Target Industries

Manufacturing; Retail; Hospitality; Logistics; Healthcare Administration; Professional Services.

Course Contents

• Module 1 HR Responsibilities and the Employee Lifecycle: People management and business performance links; HR manager and employee role boundaries; Policy employment requirements and specialist advice.
• Module 2 Workforce and Role Planning: Current workforce and future capability needs; Role purpose responsibilities and competence requirements; Workforce gaps and proportionate resourcing options.
• Module 3 Recruitment and Selection: Clear selection criteria and role evidence; Structured interviews and consistent candidate scoring; Fair decisions and recruitment record protection.
• Module 4 Onboarding and Initial Support: Role expectations and induction priorities; Essential information tools and workplace support; Early checkins and probation review arrangements.
• Module 5 Employee Objectives: Individual objectives and organisational priorities; Observable behaviours and measurable performance results; Agreeing realistic expectations and review frequency.
• Module 6 Performance Evidence: Reliable sources of employee performance information; Context barriers and unsupported judgement risks; Documenting specific examples and balanced observations.
• Module 7 Feedback and Review Conversations: Preparing evidence based performance review discussions; Listening to employee perspectives and explanations; Agreeing actions support and followup dates.
• Module 8 Development and Career Support: Skills gaps and individual development plans; Coaching training and workplace learning options; Reviewing development progress and practical application.
• Module 9 Employee Relations Interfaces: Distinguishing capability conduct and workplace concerns; Fair procedures and consistent management decisions; Escalation to appropriate HR or legal expertise.
• Module 10 Reward Engagement and Retention: Recognition and transparent reward communication; Employee voice and engagement feedback; Retention risks and practical manager responses.
• Module 11 HR Data and Confidentiality: Minimum necessary employee information collection; Access controls retention and secure sharing; Turnover absence and workforce indicator calculations.
• Module 12 Integrated People Management Case: Connecting role expectations evidence and development; Preparing a justified performance support recommendation; Defining review ownership and escalation boundaries.

Assessment

• 60 single best answer questions, including applied scenarios; one mark per question.
• 90 minute invigilated digital examination with identity verification. Approved accessibility adjustments preserve the assessed competence.
• Closed book; calculator permitted where relevant. Internet and AI assistance prohibited.
• Individual applied assessment (45 minutes): From a fictional team case, refine one role profile, write three measurable objectives and prepare a performance support plan. Include a structured review conversation outline and explain the confidentiality and escalation controls for the case.
• Assessment criteria: Alignment of role criteria objectives and evidence; Fairness and practicality of performance support actions; Clarity of documentation confidentiality and escalation.
• Pass each component separately: 45/60 written marks (75%) and at least 70% on the applied task.
• All mandatory criteria must pass: Keep employee case information restricted to the stated legitimate purpose.
• Individual results and feedback are provided. One reassessment may follow coaching under the published enrolment terms.

Certification

• Successful learners receive a TQCSI Arabia digital Certificate of Successful Completion.
• The certificate records the learner name, exact programme title, teaching hours, completion date and unique verification reference.
• Verified identity, full attendance and separate written and applied passes are required; all mandatory critical criteria must be met.
• Proposed issue target: within 30 calendar days of approved results and settlement of applicable fees.
• Records assessed introductory human resource management skills; it does not confer professional HR status or jurisdiction specific legal competence.
• Attendance confirmation may record completed hours for unsuccessful learners; it does not certify successful completion.

Programme Profile

Number of daysNumber of daysNumber of days

333

Total teaching hoursTotal teaching hoursTotal teaching hours

18 hours; breaks, pre course work and formal final assessments excluded.18 hours; breaks, pre course work and formal final assessments excluded.18 hours; breaks, pre course work and formal final assessments excluded.

Delegates allowedDelegates allowedDelegates allowed

Maximum 20 delegates.Maximum 20 delegates.Maximum 20 delegates.

Training prerequisitesTraining prerequisitesTraining prerequisites

No HR qualification is required. Supervisory, administrative or team coordination experience is recommended; participants should understand basic workplace records and numerical measures.No HR qualification is required. Supervisory, administrative or team coordination experience is recommended; participants should understand basic workplace records and numerical measures.No HR qualification is required. Supervisory, administrative or team coordination experience is recommended; participants should understand basic workplace records and numerical measures.

Pre course assignment and assessmentPre course assignment and assessmentPre course assignment and assessment

Spend 30 minutes reviewing a fictional employee case and draft role profile; identify missing expectations, evidence and support information.Spend 30 minutes reviewing a fictional employee case and draft role profile; identify missing expectations, evidence and support information.Spend 30 minutes reviewing a fictional employee case and draft role profile; identify missing expectations, evidence and support information.

End of course assessmentEnd of course assessmentEnd of course assessment

60 question written exam (90 minutes) and individual applied task (45 minutes).60 question written exam (90 minutes) and individual applied task (45 minutes).60 question written exam (90 minutes) and individual applied task (45 minutes).

Passing criteriaPassing criteriaPassing criteria

75% written and 70% applied, passed separately; full attendance. All mandatory criteria must pass.75% written and 70% applied, passed separately; full attendance. All mandatory criteria must pass.75% written and 70% applied, passed separately; full attendance. All mandatory criteria must pass.