Professional Diploma in Human Capital Management [PDHCM]-Self Paced

By the end of this program, participants will be able to:

• Develop a comprehensive understanding of human resource management and its role in business success.
• Implement strategic human resource practices to align HR functions with business objectives.
• Develop skills in HR analytics and use data-driven insights for decision-making.
• Apply financial intelligence to manage HR costs and improve business performance.
• Design and implement talent management strategies to enhance employee engagement and retention.
• Develop business acumen and understand the financial implications of HR decisions.
• Establish effective human resource accounting practices to measure HR value.
• Use HR business partnering to strengthen the connection between HR and business operations.
• Foster a culture of continuous improvement and innovation in HR practices.
• Build strategic alliances and partnerships to drive HR and business success.

Units & Modules:

U-1: Introduction to Human Resource Management
M-1: The essence of human resource management
M-2: Evolution of Human Resource Management
M-3: Organization theory and Organization Chart
M-4: Organization Behavior and HRM

U-2: Strategic Human Resource Management
M-5: The concept of strategic human resource management
M-6: The strategic role of HR
M-7: Business Centric Talent Management Framework
M-8: Lean HR Strategy and Leadership

U-3: Business Acumen
M-9: Business Acumen
M-10: Business Strategy and Business Model
M-11: New Venture Formation
M-12: Strategic Alliances

U-4: Human Resource Business Partnering
M-13: Introduction to HRBP
M-14: Dimensions of HRBP 2.0
M-15: HR Analytics for Business Decision
M-16: HRBP as Internal Consultant

U-5: Human Resource Accounting
M-17: HR Accounting
M-18: OpEx and CapEx decisions
M-19: Working Capital Decision
M-20: Human Capital valuation

U-6: Financial Intelligence for HR
M-21: Introduction to Financial Intelligence
M-22: Measuring Financial Health of an organization
M-23: Basics of Finance and Accounting
M-24: Business Ratio and its Application

Upon completion of the program, participants will be able to:

• Analyze and apply strategic HR management practices in an organizational context.
• Develop and implement a business-centric talent management framework.
• Evaluate the financial health of an organization and apply financial intelligence in HR decisions.
• Use HR analytics to improve business outcomes and employee performance.
• Implement effective human resource accounting practices to measure HR impact.
• Develop and execute HR strategies aligned with business models and goals.
• Create and implement HR business partnering strategies to strengthen organizational performance.
• Apply financial and operational insights to enhance workforce planning and management.
• Build a culture of employee engagement and high-performance leadership.
• Use data-driven insights to improve HR decision-making and business strategy.

This program is Validated and Quality Assured by ProfQual - UK. [www.profqual.org.uk]

Features:
Duration: 6 Months
Modules: 24
Short Video Materials: Yes
Mode of Learning: Self-Paced

Exam Method:
Number of Exams: 08 (Each unit has One Exam)

• Number of Questions: 20 MCQ Questions + 2 Written Questions (Each Exam)
• MCQ Question Mark: 2 * 20=40
• Written Question Mark: 30 * 2= 60
• Exam Duration: 60 Minutes
• Total Marks: 100 (Each Exam)
• Pass Mark: 50%

Assignment: 

• Total Assignments: 
• 1 Pre-Course Assignment (Learning Purpose)
• 1 Capstone Projects
  • Each Assignment Marks: 300
  • Pass Mark: 50%

Name: Samuel Kwame
Designation: HR Manager
Country: Ghana
"The course gave me strategic insights into aligning HR functions with business goals and improving employee engagement."

Name: Aisha Mohammed
Designation: Talent Manager
Country: Nigeria
"The financial intelligence and HR business partnering modules were game changers for my career."

Name: Peter Okafor
Designation: HR Business Partner
Country: Kenya
"I learned how to use HR analytics to improve business performance and employee satisfaction."

Name: Mariam Bakare
Designation: HR Consultant
Country: Tanzania
"The course provided a comprehensive understanding of human resource accounting and financial management in HR."

Name: David Banda
Designation: HR Specialist
Country: South Africa
"I can now apply strategic HR practices and business insights to improve employee engagement and business outcomes."

Q-1: What major development during the human relations era reshaped workforce thinking?
A) Creation of payroll departments
B) Introduction of automation
C) Belief that worker happiness leads to productivity
D) Focus on task simplification
Correct Answer: C) Belief that worker happiness leads to productivity

Q-2: Which of the following HR developments first introduced psychometric testing and attitude measurement?
A) Trade Unionism
B) Behavioral Science
C) Human Relations Movement
D) Industrial Psychology 
Correct Answer: D) Industrial Psychology

Q-3: A key advantage of the divisional structure is:
A) Fast adaptation to product or market changes 
B) Cost savings through economies of scale
C) Enhanced specialization in technical tasks
D) Reduced duplication of resources
Correct Answer: A) Fast adaptation to product or market changes

Q-4: Socio-technical systems theory, associated with Woodward, implies that:
A) Teams must be informal to succeed
B) Social and technical subsystems must align for effective work design 
C) Technical systems function best in isolation
D) Culture is irrelevant in production systems
Correct Answer: B) Social and technical subsystems must align for effective work design

• 24 Practical Focus Module
• 4 Reference Book
• Post Completion:
  • Electronic Certificate
  • Digital Badge via Credly.com
  • Printed Certificate available

• Strategic HR Management
  • Aligning HR functions with business goals and improving performance.
• Business Acumen
  • Understanding business strategy and financial models to make informed HR decisions.
• HR Analytics
  • Using data to improve HR decision-making and workforce planning.
• Talent Management
  • Attracting, developing, and retaining top talent.
• Human Resource Accounting
  • Measuring the financial impact of HR initiatives.
• Financial Intelligence
  • Applying financial data to improve HR and business outcomes.
• Leadership and Influence
  • Leading HR initiatives and influencing business decisions.
• HR Business Partnering
  • Establishing strategic partnerships with business leaders to enhance HR value.