THE BIG HR Course: HR Fundamentals & Essential Skills [EN]

Explore how okr-based performance management aligns employee goals with company strategy, using quarterly cycles, transparency, and regular feedback, plus job profiles, evaluations, and automation tools.

Explore methods to evaluate employee performance and competencies, including KPIs, OKRs, management by objectives, job analysis, standards, critical incidents, and 360-degree assessments, with practical implementation guidance.

Organize cost-efficient, productive HR meetings by using clear agendas and roles for all hands, stand-ups, and one-on-ones. Apply coaching, constructive conflict, and structured follow-ups to strengthen outcomes and accountability.

Identify and develop employee talents using CliftonStrengths, VIA, and the hi fi test to focus on strengths, boost engagement, productivity, and enjoyment at work through coaching and development.

Explore how to implement employee development tools, including development plans, nine-box grids, succession planning, training needs assessments, and performance improvement plans, within a four-level talent management framework to advance careers.

Explore coaching and mentoring tools for employee success, including the Grow model, readiness tests, contracts, meeting templates, and how to evaluate mentorship outcomes to drive career growth.

Apply engagement, demotivation, and loyalty tools for HR leaders using Gallup Q12, demotivation checklists, and employee net promoter score.

Master the exit interview template to analyze turnover and its costs for a retention strategy. Segment turnover by department, salary, and reasons; use retention surveys to strengthen intention to stay.

Explore how HR analytics uses quantitative and qualitative data, segmentation, and dashboards to diagnose turnover, engagement, and performance, and to forecast trends and optimize people strategies.

Create surveys with Google Forms or Microsoft Forms using templates; collect quantitative and text responses, including open-ended items and Likert-scale questions. Analyze results to drive actionable HR insights.

Explore HR audit basics and tools, including swot and pestel analyses, to align business strategy with HR initiatives and develop a practical HR strategy template.

Learn to describe and manage corporate culture using a three-question questionnaire. Align mission, vision, values, and artifacts with HR processes, recruitment, onboarding, and performance to improve strategy execution.

Explore total rewards as a strategic framework, including compensation, benefits, well-being, development, and recognition; learn to design, communicate, and evaluate a tailored total rewards strategy using the EVP questionnaire.

Explore how companies use job grading to set salary ranges, evaluate positions, and align payroll with market data, budgeting, and performance-based salary reviews.

Explore tools for managing variable remuneration, including hourly and piece-rate schemes, bonus systems, and sales commissions, with monthly, quarterly, and annual structures aligned to KPIs, OKRs, and team-based rewards.

Explore tools for developing a benefits cafeteria plan and learn to justify, design, and manage a flexible benefits package within a fixed budget.

Explore how integrated well-being programs address movement, healthy eating, stress management, and culture to reduce burnout and costs, using tools like health risk assessments, habit formation, and burnout surveys.

Learn to design recognition programs and employee achievement recognition systems that blend peer-to-peer and leader-led recognition, with timely, non-monetary rewards and gamified tools to measure impact.

Explore HR process automation tools, from applicant tracking systems to all-in-one platforms, and learn to compare categories, ROI, and key modules like performance management and OKRs.

Explore tools for managing employee relationships, including feedback collection, idea boxes, and dispute resolution, while emphasizing transparent policies, leadership, and employee voice to boost engagement.

Learn organizational development tools for planning, diagnostics, and change, and how HR acts as an internal consultant and change agent to define problems, collect data, and plan targeted interventions.

Identify critical success factors and translate them into KPIs to guide daily work. Design KPIs within a balanced scorecard linked to strategy and OKRs using smart criteria.

Explore how to introduce and manage organizational change using Kotter’s eight-step model, emotion-driven influence, and trust-building to achieve acceptance, with practical tactics, quick wins, and a change-acceptance index.

Master HR project management tools to drive results by drafting business cases, creating charters and plans, and executing with monitoring, controls, and stakeholder communication.

Explore remote work options, from permanent to temporary, and apply an HR remote work audit to support asynchronous communication, onboarding, and benefits for remote and hybrid teams.

Learn to diagnose and boost teamwork through collaboration and team building, using a competency matrix and a responsibility assignment matrix to clearly distribute roles, guided by Deloitte insights.

Discover tools for managing employee impressions with the employee experience journey map and a 17-question questionnaire. Learn how technological, cultural, and physical environments shape perception and guide improvements.

Explore how HR uses the HR business model canvas and ROI analysis to demonstrate value for internal clients, align costs and resources, and influence business decisions.

Explore how to align human resources strategy with organizational structure through functional, divisional, matrix, and network designs, guided by a five-step design process and drivers like focus, specialization, and transition.

Learn to map and optimize HR and business processes using plan-do-check-act, process mapping, standardization, and RACI to drive operational excellence.

Acquire proactive personnel planning and workforce optimization insights, including FTE concepts, gap analysis, and forecasting methods to align staffing with business plans.

Plan ethical layoffs by evaluating employee fit with a to e categories, limit disruption through exit management and exit interviews, and ensure transparent, supportive termination practices.

Align HR goals with financial plans by outlining budgeting templates, reviewing past performance, and forecasting salaries, vacancies, bonuses, benefits, and HR automation to support HR and business strategy.