The HND in Human Resource Management (HRM) program is designed to equip students with both the theoretical knowledge and practical skills required to manage human resources effectively within an organization. It focuses on the core functions of HR, including recruitment, employee development, performance management, compensation, and labor relations. The program also emphasizes the importance of aligning human resource strategies with organizational goals, fostering a positive workplace culture, and ensuring compliance with legal and ethical standards. Graduates of the program are prepared to take on HR roles in a variety of industries, making significant contributions to organizational success through the management of talent and the creation of a productive, harmonious work environment.
| PROGRAMME |
SEMESTRE |
DURATION |
CREDIT |
PARTNER INSTITUTION |
ACCREDITATION |
| HUMAN RESOURCE MANAGEMENT |
4 SEMESTERS |
2 YEARS |
120 |
MINESUP |
|
CORE OBJECTIVES
1. Develop a Strong Understanding of Human Resource Principles
- – Introduction to Human Resource Management : Provide students with foundational knowledge of HRM principles, including organizational behavior, HR planning, and strategic management.
- – Workforce Planning : Teach students how to forecast and plan for an organization’s workforce needs, ensuring the right talent is in place to meet business objectives.
- – Talent Acquisition : Equip students with the skills to recruit and select candidates, utilizing both traditional and modern methods like digital platforms and data analytics.
2. Master Employee Relations and Communication
- – Labor Relations : Provide students with the knowledge to manage labor relations, including the negotiation of labor contracts, handling disputes, and maintaining positive relationships with unions.
- – Conflict Resolution : Teach students how to effectively manage workplace conflicts and disputes, using mediation and conflict resolution techniques to ensure a harmonious work environment.
- – Effective Communication : Equip students with the ability to communicate HR policies and procedures clearly, both to employees and management, ensuring transparency and understanding.
3. Learn Performance Management and Employee Development
- – Performance Appraisal : Teach students how to design and implement performance management systems, including setting objectives, evaluating performance, and providing feedback to employees.
- – Training and Development : Equip students with the skills to identify employee development needs and design effective training programs to enhance performance and foster career growth.
- – Succession Planning : Introduce students to the principles of succession planning, ensuring that organizations have a pipeline of qualified talent ready to step into key roles.
4. Understand Compensation and Benefits Management
- – Compensation Strategies : Teach students the principles of designing competitive compensation packages, including salary structures, bonuses, and incentive programs that attract and retain top talent.
- – Benefits Administration : Provide students with an understanding of the design and management of employee benefits programs, including healthcare, pensions, and other welfare initiatives.
- – Payroll Management : Equip students with the skills to manage payroll, ensuring compliance with tax laws and accurate and timely payment to employees.
5. Promote Organizational Development and Culture
- – Change Management : Teach students how to manage organizational change, including leading employees through transitions and fostering a culture of adaptability and resilience.
- – Employee Engagement : Equip students with strategies to engage employees, enhance job satisfaction, and promote a positive organizational culture that aligns with business goals.
- – Diversity and Inclusion : Provide students with the tools to create inclusive workplaces, where diversity is celebrated, and equal opportunities are provided to all employees.
6. Ensure Legal Compliance and Ethics in HR
- – Employment Law : Teach students the fundamentals of employment law, including contracts, rights, discrimination, and health and safety regulations to ensure legal compliance.
- – Ethics in HR : Provide students with an understanding of ethical issues in HR, such as fairness in hiring, discrimination, and employee privacy, ensuring responsible decision-making.
- – Health and Safety : Equip students with the knowledge to design and implement health and safety policies that comply with regulations and ensure the well-being of employees.
7. Enhance HR Technology and Data-Driven Decision Making
- – HR Information Systems (HRIS) : Teach students how to use HR technology, including HR software and systems for managing employee records, performance, payroll, and recruitment.
- – Data Analytics in HR : Equip students with the skills to use data analytics to make informed decisions regarding recruitment, employee performance, retention, and organizational effectiveness.
- – Digital HR Tools : Introduce students to the use of digital tools for recruitment, employee management, and performance evaluation, ensuring that HR is aligned with the digital transformation of businesses.
8. Prepare Students for Strategic Human Resource Management
- – HR Strategy Alignment : Teach students how to align HR strategies with organizational goals, ensuring that HR activities support the broader vision and mission of the company.
- – Organizational Behavior : Equip students with an understanding of organizational behavior theories and practices, including motivation, team dynamics, and leadership, and their impact on business performance.
- – Strategic Workforce Management : Prepare students to make strategic decisions related to workforce management, including optimizing staffing levels, promoting employee well-being, and managing turnover.
9. Prepare Students for Career Readiness and Professional Development
- – Internships and Practical Experience : Offer students the opportunity to gain real-world HR experience through internships or placements, where they can apply theoretical knowledge in a professional environment.
- – Professional Certifications : Guide students in preparing for certifications such as CIPD or SHRM to enhance their career prospects.
- – Career Services and Networking : Provide career counseling, resume-building workshops, and networking opportunities with HR professionals.
10. Foster Lifelong Learning and Continuous Improvement
- – Commitment to Lifelong Learning : Instill a mindset of continuous professional development, encouraging students to stay updated with the latest HR trends, technologies, and best practices.
- – Adaptability to HR Trends : Prepare students to adapt to the ever-evolving HR landscape, with a focus on emerging trends such as remote work, employee wellness programs, and technology integration.
CAREER OPPORTUNITIES
1. HR Manager
- Oversee the HR department, manage recruitment, employee relations, performance management, compensation, and ensure compliance with labor laws.
2. Recruitment Consultant
- Specialize in finding and placing the right candidates for organizations, managing the full recruitment lifecycle from sourcing to interviewing and onboarding.
3. Training and Development Manager
- Design and deliver employee training programs to enhance skills, improve performance, and support employee growth and development.
4. Compensation and Benefits Manager
- Design and manage employee compensation and benefits packages, ensuring competitiveness in the labor market and compliance with regulations.
5. Employee Relations Manager
- Manage relationships between employees and management, addressing issues such as grievances, conflicts, and ensuring compliance with labor laws.
6. HR Business Partner
- Work closely with senior management to align HR strategies with business goals, supporting the business in achieving its objectives through effective people management.
7. Payroll Manager
- Manage payroll systems, ensuring that employees are paid accurately and on time while ensuring compliance with tax and employment regulations.
8. Organizational Development Specialist
- Specialize in improving organizational efficiency through the development of employee performance programs, change management strategies, and leadership development initiatives.
9. HR Consultant
- Provide expert advice to organizations on HR practices, compliance, workforce management, and other HR-related issues.
10. Health and Safety Officer
- Ensure that the organization complies with health and safety regulations, conduct risk assessments, and create safety policies to protect employees in the workplace.
