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Certified HR Management Professional

5( 1834 REVIEWS )
389 STUDENTS

This certification has been designed by Berkeleyme to meet the needs of senior/middle managers in the running of their businesses, and to facilitate their progression to high levels within their organisation. Managers need to be aware of issues, able to analyse their potential outcomes and consequences, and decide how to react. They do not have to be expert in all areas of business, but they need to possess a general awareness of what specialist facilities and services exist, and how they can assist in carrying out that role. The programme includes contemporary topics reflecting key issues within the 21st – century business environment as well as the latest developments in management research.

 

Entry Requirements

• UK Level 6 Qualification or First Degree

 

Learning Outcomes

• To understand and apply the principles of human resource management in a business environment
• Review and apply the principles of human resource management within industry
• To understand and apply the principles of human resource management in a specific environment
• To improve the employability of learners by allowing them to explore the relationship between theories and their practical application in the business world.
• Analyse problem solving techniques specific to business and industry
• Select, collate, review and analyse information form a wide range of sources
• Work independently and as part of a team
• Manage one’s own personal development and growth

Course Outline

• Nature of modern organisations and changing nature of contemporary HRM
• Impact of changes to the structure and nature of industry, employment law and working patterns on HRM
• Process of strategic management and the role of HR professionals in contributing to it
• Stakeholder analysis and environmental audit
• Diverse application of HR practices in a range of organisational contexts

• Theoretical and conceptual basisfor HRM and HRD
• Set of principles, values and approaches to people leadership and organisational development and effectiveness
• Link between people leadership and management and differentiate the performance within a range of organisational perspective
• Effectiveness of organisational systems, strategies, processes, behaviours and practices in effective people leadership and management
• The design and implementationstrategies on the HRM process
• The identification of personal learning, professional development and practices with the application and analysis
• Identification of people leadership, management and contribution on the strategic organisational change

• Theoretical and conceptual basis for employee resourcing and major contemporary developments in employee resourcing and talent management
• Practical work, ways in which employment markets vary and the implications for organizations
• talent development

• The linkages between employee performance, HR practices and organizational performance
• The role of HR in contributing to employee performance
• The barriers and blockages preventing expected standards of performance being met
• The key HR and employment practices influencing employee performance
• The key requirements of various systems central to performance management and their integration

• The context of employee relations against a changing background
• The theoretical perspectives of employee relations
• The impact of local, national and international contextual factors on the employment relationship
• The role of government on employee relations
• The importance of employee relations onorganizational performance

• Choose a topic analyse how the chosen topic islocated in the academic literature.
• Differentiate between the alternative theories in relation to the chosen topic.
• Application of theory on the chosen topic and explain on how the theory informs an issue.
• Identify the aims and objectives and justify the researchmethodsto be achieved.
• The argument in the chosen discipline to the senior managers based on the research.

Assessment

These qualifications are vocational as they can support a learner’s career progression. To meet aim to provide an appropriate assessment method each unit will be assessed through tasks that will be written in a way to make them realistic ‘work-related’ tasks wherever possible. Learners will need to demonstrate knowledge, understanding and. Original thought, problem solving and recommendations on actions will also be asked for from learners where appropriate for the unit. Intellectual rigour will be expected appropriate to the level of the qualification.

Assignments will contain a question strand for each of the given unit’s learning outcomes. The assignment tasks will address the LO (learning outcome) and AC (assessment criteria) requirements. Within assignments there will always be requirements for learners to engage with important and relevant theory that underpins the subject area.

The assignment questions will require learners to draw on real organisations to illustrate their answers. To support this activity during the programme of learning, centres are required to make sure that they include case studies of relevant organisations and, wherever possible, facilitate in- company opportunities for learners to undertake research and investigation projects and/or support the organisation with various tasks. Mature and part-time learners will ideally be able to draw on their personal work experience too.

 

Delivery

Tuition and guidance should feature flexible approaches to delivering the unit. Formal tuition sessions, whether face to face or online, will identify some of the required, theoretical subject matter. This will help learners to work individually, or as part of a group, researching and gathering information about the subject.

Personal and group research, case studies, simulations, exercises and discussion are typical and engaging ways of learning about the subject. Learners will likely use tutor- and self- directed study and reflect on their experience and expertise.

Up-to-date information and materials are available from many sources such as businesses, the Worldwide web, television and radio broadcasts, broadsheet newspapers and advisory services.

 

Awards

Where a candidate has achieved an overall average mark of at least 70% from all the units, may award a Distinction, although offering such a grade to individual candidates is at the discretion, and is not normally given after any successful referral attempts.

Awarding Organisation

Berkeleyme School of Management & Sciences

Program Key Features

  • 100% distance learning.
  • Accepted and recognized all over the world.
  • Duration 6 to 12 months depending upon the course.
  • Cost Effective.
  • Opportunity to visit UK for a study tour.
  • Immigration options to Canada & Australia.
  • Job opportunities across the globe with higher salaries.

What are the benefits you will gain?

Take the admission in Certified HR Management Professional Certification from Berkeleyme School of Management & Sciences and get Diploma in Human Resource Management (Qualifi Level 7) or Diploma in Human Resource Management (OTHM Level 7)
• Ofqual regulated
• 120 Credit hours

Progression

Successful completion of the Certified HR Management Professional, enables learners to progress into or within employment and/or continue their study towards a relevant master top-up programme with advanced standing at many universities.

» MA in Human Resource Management top-up Master by writing a dissertation for additional 60 Credit hours and get British Master degree in collaboration with University of Chichester.

» Master of Business Administration – MBA top-up Master by writing a dissertation for additional 60 Credit hours and get British Master degree in collaboration with Anglia Ruskin University.


Course Curriculum

CHRMP: Contemporary Human Resource Management 00:00:00
CHRMP: Leading, Managing and HR Development 00:00:00
CHRMP: Resourcing, Talent Management and Development 00:00:00
CHRMP: Performance Management 00:00:00
CHRMP: Employee Relations 00:00:00
CHRMP: Investigating a Business Issue from an HR Perspective 00:00:00

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  • Number of Units6
  • 12 Months

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