Human Resource Management

The Higher National Diploma (HND) in Business with a focus on Human Resource Management is a well-suited course for individuals interested in pursuing a career in the field of HR. This qualification provides a comprehensive understanding of HR principles, practices, and strategies within the context of broader business operations. Here are some key highlights of the HND in Business (Human Resource Management):

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Human Resource

The HND in Business (Human Resource Management) is the ideal course for those looking to explore the field of Human Resource Management.

The HND in Business (Human Resource Management) (HRM) prepares you for employment at an appropriate level in the HRM field or progression to higher education/ professional qualifications by helping to develop the underpinning knowledge of theoretical HRM and related concepts.

Students will develop their knowledge and understanding of the more complex HRM issues such as employee resourcing, talent management, performance management and research methods in HRM. As well as enhancing self-management skills, there is an emphasis on application of skills and knowledge to the organisation and the business context covering aspects such as organisational behaviour, business strategy, management accounting, marketing essentials, research project, resource and talent planning and employee relations.

Completing the HND in Business (Human Resource Management) equips individuals with the knowledge, skills, and competencies required to pursue entry-level HR roles or progress to further studies in HR or related fields. This qualification provides a strong foundation for a rewarding career in human resource management.

Feature One

key content areas and practices in HRM:


Recruitment and Selection: Understanding the recruitment process, job analysis, sourcing candidates, conducting interviews, and making informed selection decisions.

Employee Onboarding and Orientation: Developing programs to facilitate the smooth integration of new employees into the organization, providing them with the necessary information, resources, and support.

Training and Development: Assessing employee training needs, designing and delivering training programs, implementing career development initiatives, and promoting continuous learning.

Performance Management: Establishing performance goals, providing regular feedback and coaching, conducting performance evaluations, and managing performance-related issues.

Compensation and Benefits: Designing and managing compensation structures, administering employee benefits programs, conducting market research, and ensuring compliance with compensation laws and regulations.

Compliance and Legal Matters: Ensuring compliance with employment laws, regulations, and industry standards, including managing employee contracts, leave entitlements, and legal requirements.

Employee Well-being: Promoting employee well-being initiatives, providing support for work-life balance, and addressing employee health and safety concerns.

Feature Two

Compensation and Benefits: Designing and managing compensation structures, administering employee benefits programs, conducting market research, and ensuring compliance with compensation laws and regulations.

Employee Relations: Handling employee grievances, addressing workplace conflicts, fostering positive relationships, and promoting a healthy work environment.

Employee Engagement and Retention: Implementing strategies to enhance employee satisfaction, motivation, and engagement, developing retention programs, and conducting exit interviews to gather feedback.

HR Policies and Procedures: Developing and communicating HR policies, ensuring compliance with employment laws and regulations, and maintaining employee handbooks.

Diversity and Inclusion: Promoting diversity and inclusion within the workplace, fostering an inclusive culture, and implementing initiatives to ensure equality and fairness.

HR Analytics and Technology: Utilizing HR data analytics and technology tools to inform decision-making, measure HR metrics, and enhance HR processes and efficiency.

Policy Implementation: Ensuring effective implementation and adherence to HR policies and procedures, communicating changes, and providing guidance to employees and managers.


Recruitment and Selection: Practicing effective candidate sourcing, conducting interviews, and making fair and objective selection decisions based on job requirements and organizational fit.

Employee Relations: Handling employee concerns and conflicts, conducting investigations, and maintaining open lines of communication between management and employees.

Performance Management: Providing ongoing feedback, setting performance goals, conducting performance evaluations, and recognizing and rewarding high performance.

Training and Development: Designing and delivering training programs, identifying learning needs, and supporting employee growth and development.

Employee Engagement: Promoting employee engagement through regular communication, recognition programs, team-building activities, and opportunities for employee input and involvement.

HR Data Management: Maintaining accurate employee records, managing HR systems, and utilizing technology for data analysis and reporting.

Talent Management: Identifying high-potential employees, implementing succession planning, and creating career development pathways within the organization.

These content areas and practices in HRM contribute to creating a positive work environment, developing and retaining talented employees, ensuring legal compliance, and supporting the overall success of the organization.