Human Resource Management: HR for People Managers Specialization

Start Date: 10/11/2020

Course Type: Specialization Course

Course Link: https://www.coursera.org/specializations/human-resource-management

Explore 1600+ online courses from top universities. Join Coursera today to learn data science, programming, business strategy, and more.

About Course

Do you have people reporting to you that need managing? Or perhaps you want to consider a career in human resources? Or freshen up your HR knowledge? This specialization provides a robust introduction to the key principles, policies, and practices of human resource management. The specialization begins with a foundational course that considers alternative approaches to managing human resources, provides a background to the U.S. legal context in which employees are hired, fired, rewarded, and managed, and outlines the different reasons that people are motivated to work. The remaining three courses tackle three core areas that all managers should understand: hiring employees, evaluating their performance, and rewarding them. Throughout the courses, an accessible, scientific approach is embraced such that best practices and practical tips are informed by research, but presented in accessible, applied ways. Upon completing the specialization, learners will have a deeper understanding of what works in the workplace, including a toolkit of best practices for hiring, managing, and rewarding employees. The specialization will be valuable for managers and entrepreneurs taking on these responsibilities as well as anyone else interested in the fundamental principles of human resource management. The Capstone Project will provide an opportunity to apply this knowledge to a real situation, including your own organization or work unit if desired.

Course Syllabus

Preparing to Manage Human Resources
Recruiting, Hiring, and Onboarding Employees
Managing Employee Performance
Managing Employee Compensation

Deep Learning Specialization on Coursera

Course Introduction

Become a better manager of people. Develop strategies and skills for hiring, managing performance, and rewarding employees. Human Resource Management: HR for People Managers Specialization The HR for People Managers Specialization is designed to help you build the functional skills needed to succeed in the job market as part of your professional journey. We’ll focus on the areas of HR theory, skills assessment, performance measurement and grievance procedure, as well as provide a deep dive into HR management in the global economy. This course will allow you to acquire a thorough understanding of the field of HR as well as the skills needed to become a successful HR manager. As a result of our collaboration with Coursera, we’ll provide the links, resources and practical assignments you need to get started in the field of HR. At the completion of this course, you’ll be able to: 1. Describe the main skills and areas of expertise of the job seeker 2. Structure the field of HR in HR theory 3. Build the functional skills needed to succeed in the job market as part of your professional journey 4. Evaluate and critique the market as a whole 5. Effectively participate in the market as a whole 6. Communicate in HR 7. Use Google Earth and Google Fit to get work done This course is part of the iMBA offered by the University of Illinois, a flexible, fully-accredited online MBA at an incredibly competitive price. For more information, please see the Resource page in this course and onlinemba.illinois.edu.Module 1: Overview

Course Tag

Performance Management interviewing Human Resources (HR) Onboarding managing people

Related Wiki Topic

Article Example
Human resource management Human resource management (HRM or HR) is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.
Human resource policies Human resource policies are continuing guidelines on the approach an organization intends to adopt in managing its people. They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. They therefore serve as a reference point when human resources management practices are being developed or when decisions are being made about an organization's workforce.
Society for Human Resource Management The Society for Human Resource Management (SHRM) is a professional human resources membership association headquartered in Alexandria, Virginia. SHRM promotes the role of HR as a profession and provides education, certification, and networking to its members, while lobbying Congress on issues pertinent to labor management.
International Association for Human Resource Information Management Formed when HR and IT professionals found themselves needing mediators, IHRIM is the only Professional Human Resource Association dedicated to the HRIS and HR Technology professions. IHRIM is the clearinghouse for the HRIM (Human Resource Information Management) industry. Today, IHRIM is a community of experts - a dynamic group of practitioners, vendors, consultants, students, and faculty that continues to grow.
Human resource management system A HRMS (Human Resource Management System) or HRIS (Human Resource Information System) is a form of HR software that combines a number of systems and processes to ensure the easy management of a business’s employees and data. These systems could deal with everything from payroll to performance evaluation, covering the whole business.
Human resource consulting The human resource consulting industry has emerged from management consulting and addresses human resource management tasks and decisions. HR Consultants can fill two typical roles (1) Expert Resource Consultant (2) Process/People consultant. These two roles are defined by Steele F. (1975), Kubr,M. (1993, 1996); Niedereicholz (1996), Curnow-Reuvid (2003) and Kipping, K. and Clarck (2014).
Society for Human Resource Management Middle East and Africa The Society for Human Resource Management Middle East and Africa (SHRM MEA) is an entity in Dubai Knowledge Village, for the Society for Human Resource Management (SHRM), a professional human resources association headquartered in Alexandria, Virginia. The largest association in the human resources field, SHRM promotes the role of HR as a profession and provides education, certification and networking to its members.
Human resource management There are a number of professional associations, some of which offer training and certification. The Society for Human Resource Management, which is based in the United States, is the largest professional association dedicated to HR, with over 285,000 members in 165 countries. It offers a suite of Professional in Human Resources (PHR) certifications through its HR Certification Institute. The Chartered Institute of Personnel and Development, based in England, is the oldest professional HR association,with its predecessor institution being founded in 1918.
International Association for Human Resource Information Management The Human Resource Information Management (HRIM) Foundation is an independent, charitable, 501(c)(3) organization chartered with promoting scholarships, research and education to drive innovation, and the use of technology and information management in the human resource (HR) profession. One of our recent achievements has been to fund the development of the only professional certification program designed to solidify and enhance the HRMS profession - the Human Resource Information Professional (HRIP) Certification Program.
International Association for Human Resource Information Management The International Association for Human Resource Information Management (IHRIM) is a professional association for information management in human resources founded in 1980.
Human resource management is sometimes used synonymously with "HR", although "human capital" typically refers to a more narrow view of human resources; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used to describe the field include "organizational management", "manpower management", "talent management", "personnel management", and simply "people management".
Human resource management in public administration Equal Employment Opportunity is continually in the spotlight of human resource (HR) management even after over 40 years of progress. The number of EEO complaints and lawsuits remains significant, indicating that ongoing progress is needed to decrease employment discrimination. EEO issues in HR Management are so prevalent that it has become one of the biggest concerns for HR professionals.
Human resource management system The function of human resources (HR) departments is administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Management of "human capital" progressed to an imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before client–server architectures evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, application service provider, and software as a service (SaaS) or human resource management systems enabled higher administrative control of such systems. Currently human resource management systems encompass:
Human Asset Management Human Asset Management is an evolution from the old terms like Human Resource Management (HRM) and Human Capital Management (HCM). Many organization defined people as ‘resources’ and used the term ‘Human Resource Management’. New thinking and research have suggested that employees should not be regarded or managed as a ‘disposable resource’. The importance of relating with an employer was highlighted by Quelch and Jocz.
List of human resource management associations This list of human resource management associations includes professional associations that either serve the broad scope of human resource management or a narrow scope within the field. Professional HR associations "aim to keep members informed, interconnected, and employed" by offering "member directories, publications, discussion groups, awards, local chapters, vendor relations, government lobbying, and job boards".
Human resource policies Human resource management consists of deliberate organizational activities designed to improve employee productivity and administration through such means as recruitment, compensation, performance, evaluation, training, record keeping and compliance. HR policies should be developed for key HR management functions covering eight commonly accepted responsibilities:
Directorate for Resource Management The mission of the Directorate for Resource management is to support the Joint Research Centre (JRC) Institutes to assure the optimal use of human and financial resources.
Human resource management In the late 20th century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine. "Human resources management" consequently, became the dominant term for the function—the ASPA even changing its name to the Society for Human Resource Management (SHRM) in 1998.
Human resource management system A HRMS (Human Resource Management System) or HRIS (Human Resource Information System) is a form of HR software that combines a number of systems and processes to ensure the easy management of a business’s employees and data. These systems could deal with everything from payroll to performance evaluation, covering the whole business. Human Resources Software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payrolls, recruitment processes, benefits administration and keeping track of attendance records. It ensures everyday Human Resources processes are manageable and easy to access. It merges human resources as a discipline and, in particular, its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of Enterprise Resource Planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietarily developed predecessors, which makes this software application both rigid and flexible.
Human resource management system Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer-based information systems to: