Top 9 Free Online Human Resource Management Courses

We welcome all those who have for one reason or the other are seeking free online Human Resource Management Courses that are presently available. This article is specially tailored to satisfy the thirst for Free Online Human Resource Management Courses.

But, before we delve into the subject matter we first have to—for the sake of those who do not already know and are interested in knowing—have an understanding of what the field of Human Resource Management truly is.

Therefore, without wasting any more time, we answer;

What is Human Resource Management?

To run a business, every organization, large or little, employs a range of capital—cash, valuables, and items used to produce money for a business which are all examples of capital. A retail store, for example, employs registers and goods, but a consulting firm may have its software or buildings.

Regardless of industry, all businesses require people to make their capital work for them. Throughout the text, we will concentrate on generating cash by utilizing people’s skills and competencies.

Human resource management (HRM) is the process of hiring, training, compensating, and setting policies for the organization, as well as developing retention tactics. HRM has evolved significantly during the previous two decades, allowing it to play an even more critical role in today’s enterprises.

HRM used to involve processing payroll, sending birthday gifts to staff, organizing business outings, and double-checking forms—in other words, more of an administrative duty than a strategic position critical to the organization’s success.

“Get out of the parties and birthdays and enrollment papers,” says Jack Welch, the former CEO of General Electric and management guru. Remember, in good times, HR is vital; in bad times, HR is defined” (Frasch, et. al., 2010).

It’s important to note right away, at the start of this article, that every manager plays a part in human resource management. We will do all or at least some HRM tasks even if we do not hold the title of an HR manager.

Most managers, for example, deal with employee compensation, motivation, and retention, making these characteristics not only of HRM but also of management. As a result, this post is essential reading for anyone interested in becoming an HR manager or running a firm.

It is paramount for managers be they HR or regular low-level to Executive-level management personnel to have a vast range of knowledge in the various forms of management. Sticking true to our calling of improving the knowledge base of all, we offer posts such as; obtaining certification in Risk Management. For those interested, we also have Quality management courses with certification issued upon completion which is online and free, Time Management courses that are online based and free, and Nonprofit Management courses for those in and those having an interest in this field.

Now that we have had a brief understanding of what is the general description of HRM, now we take it a step further by explaining what are;

The Role of HRM

Keep in mind that many HRM activities are also performed by other department managers, which is why this information is relevant regardless of career route. HRM has seven primary responsibilities in enterprises, according to most experts. The next sections go through each of these in detail;

1.      Staffing

People are required to complete tasks and complete work in the company. Humans are still required even with the most advanced technologies. As a result, one of the most important duties in HRM is staffing. From posting a job to negotiating a wage package, staffing encompasses the full employment process. There are four basic steps in the staffing process:

  • The creation of a personnel strategy:

HRM can use this approach to figure out how many workers they should hire based on revenue projections.

  • Policy development to promote multiculturalism at work:

Multiculturalism in the workplace is becoming increasingly significant as the workforce includes more people from various origins.

  • Recruitment:

This entails locating candidates to fill open positions.

  • Selection:

People will be interviewed and chosen at this point, and a fair remuneration plan will be arranged. Training, retention, and motivation are the next steps.

2.      Development of Workplace Policies

Every organization has policies in place to promote fairness and consistency. One of HRM’s responsibilities is to design the language that surrounds these policies. HRM, management, and executives are all involved in the policy creation process.

For example, an HRM professional may detect the need for a policy or a policy modification, solicit input on the policy, draft the policy, and then convey it to employees. It’s important to remember that HR departments don’t and can’t work on their own.

Everything they perform should involve all of the company’s other departments. The following are some examples of workplace policies:

  • Discipline process policy
  • Vacation time policy
  • Dress code
  • Ethics policy
  • Internet usage policy

3.      Compensation and Benefits Administration

HRM experts must decide whether the salary is reasonable, fulfills industry standards, and is sufficient to persuade employees to join the company. Anything an employee receives in exchange for his or her labor is considered compensation.

Furthermore, HRM professionals must ensure that the remuneration is equivalent to that of other employees performing similar professions.

This entails establishing pay structures that take into account the number of years spent with the company, years of experience, education, and other factors. The following are some examples of employee compensation:

  • Pay
  • Health benefits
  • 401(k) (retirement plans)
  • Stock purchase plans
  • Vacation time
  • Sick leave
  • Bonuses
  • Tuition reimbursement

4.      Retention

Employee retention refers to keeping and motivating employees to stay with the company. Employee retention is influenced by a variety of factors, including compensation. The following are the reasons why 90% of employees leave a company:

  • Problems relating to the work they do
  • Having issues with their boss
  • Incompatible with the company’s culture
  • Unfavorable working conditions

Despite this, 90% of managers believe that employees leave because of money (Rivenbark, 2010). As a result, managers frequently try to adjust compensation packages to keep employees from leaving, even if compensation isn’t the primary reason for their departure.

5.      Training and Development

We want to make sure that once we’ve taken the effort to hire new staff, they’re not just trained to do the job, but also continue to grow and develop new talents. As a result, the company’s productivity increases. Employee motivation is also aided by proper training.

Employees who believe their abilities are being developed are more satisfied in their positions, which leads to higher employee retention. The following are some examples of training programs:

  • Job-related skills training, such as learning how to use a specific computer program
  • Communication training
  • Teambuilding exercises
  • Sexual harassment training and ethics training are examples of policy and legal training.

6.      Dealing with Laws that affect Employment

Human resource professionals must be knowledgeable about all workplace laws. Some of these laws may be encountered by an HR professional:

  • Discrimination legislation is in place.
  • Needs for medical care
  • Minimum wage, for example, is a compensation requirement.
  • Laws governing worker safety
  • Laws governing employment

Because the legal environment in which HRM operates is constantly changing, HRM must remain informed of these developments and explain them to the entire management organization.

7.      Worker Protection

In every organization, safety is a top priority. New laws are frequently enacted with the intent of establishing federal or state standards to ensure worker safety. The rules for worker safety in the workplace can also be influenced by unions and union contracts. It is the responsibility of the human resource manager to be informed of worker protection regulations and to ensure that the workplace complies with both federal and union requirements. The following are examples of worker protection issues:

  • Chemical dangers
  • criteria for heating and ventilation
  • Zones designated as “fragrance-free”
  • Employee information is kept private.

8.      Communication

Aside from these core functions, effective human resource management and general management require strong communication and management abilities.

9.      Awareness of External Factors

In addition to managing internal elements, the HR manager must consider external forces that may have an impact on the company. Outside forces, also known as external factors, are those over which the organization has no direct influence but which may have a good or negative impact on human resources. The following are examples of external factors:

  • Offshoring and globalization
  • Employment laws have changed.
  • Costs of health-care
  • Expectations of employees
  • The workforce is diverse.
  • Workforce demographics are shifting.
  • A workforce with a higher level of education
  • Downsizing and layoffs
  • HR databases, for example, are examples of technology employed.
  • The use of social media to disseminate information to employees has increased.

External influences that have influenced HR include the recent trend of inflexible work schedules (enabling employees to establish their schedules) and telecommuting (allowing employees to work from home or a remote location for a specific length of time, such as one day per week).

HRM must be aware of these external challenges to designing policies that fulfill not only the company’s but also the individual’s needs. The Patient Protection and Affordable Care Act, which was signed into law in 2010, is another example. HR has a lot riding on this bill’s implementation.

A corporation with more than fifty employees, for example, is required to provide healthcare coverage or face a penalty. Approximately 60% of firms currently provide healthcare insurance to their employees (Cappelli, 2010).

Because health-care insurance will be required, cost concerns and the exploitation of health benefits as a recruitment technique will be significant external hurdles. Any manager who operates without taking into account external factors is likely to alienate staff, leaving them unmotivated and unhappy.

Not comprehending external variables can lead to breaching the law, which has its own set of troubling consequences.

Attending conferences and reading numerous articles on the internet are two ways for managers to stay informed about external pressures. For example, the Society for Human Resource Management’s website, SHRM Online, not only lists job openings in the area but also analyzes a variety of current human resource issues that can assist managers to make better people management decisions.

Why is Human Resource Important?

In the act of running the day-to-day operations of a business, it is of extreme importance to have the right men for the job, and that is just putting it mildly.

Take a look at the industry that is an anthill, notice how each type of ant in that colony is tailor-made to function it is capacity for the thriving and growth of the anthill. That is just a rough analysis of how important HRM is to the operational efficiency and effectiveness of an organization.

HRM ensures that in the cause of enrollment, the organization picks the best matching fit for the vacant job function. Take it as fitting a round peg in a round hole.

The importance derived from having an HRM unit doesn’t rest there only, just like how efficiently run an ant colony is, the HRM acts as the big brother of the organization. But you would ask, in an ant colony, there are no HRM ants enforcing discipline and focusing on the job, therefore why should a human organization have one?

Well, on the surface that is correct, but you also miss the pheromones and markers released by the queen and those of higher hierarchy within the ant organogram, these act as the HRM, ensuring that for each function, there are those employed having the right fit for them.

Also, they put each ant on the scent making them focus on the task at hand, not only that, they make sure the ants do not stray off the mark. They also act as a guide for each and ensure they do not get injured and they inform them of when it is not safe to venture or complete the set task.

That is how important HRM is to an organization, be it human or insect alike. The organization needs its HRM to ensure staff does not go astray and mete out appropriate punishment to those who have fallen out of line.

With that, we now move to

Top 9 Free Online Human Resource Management Courses

Here we take a sharp look at the Top 9 Free Online Human Resource Management Courses offered by some of the premium sites available. These courses are specially prepared by veterans in the field of Human Resource Management.

These Top 9 Free Online Human Resource Management Courses are painstakingly picked out from the myriad of information found on the cyber superhighway, to give you finger-food type information nuggets about the free online Human Resource Management Course.

We urge you to sit back and take your time to study our Top 9 Free Human Resource Management Course;

  • HR Basics
  • Recruitment and Selection
  • Learning and Development
  • Strategic Development
  • Performance Management
  • Managing Difficult Situations
  • Health and Safety
  • Human Resources: Hiring and Managing Talents in the 21st Century
  • Human Resource Management Course

1.      HR Basics

Take one of these human resources courses for a comprehensive education in the fast-paced world of HR. They cover the most important topics that each HR professional should be aware of to get the most out of employees and help employees to get the most out of their jobs.

Learn about hiring, training, and motivating staff, as well as performance evaluation and rewards, health and safety, and how to deal with conflicts, disputes, and terminations.

Certificates issued under HR Basics include;

  • Fundamentals of Human Resources
  • Diploma in Human Resources
  • Introduction to Modern Human Resource Management
  • Diploma in Modern Human Resource Management
  • Diploma in Introduction to Human Resource Concepts
  • Human Resource Diploma
  • Human Resources in Food Service and Hospitality Sector
  • Diploma in Effective Human Resource Administration
  • Introduction to Management Employees

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2.      Recruitment and Selection

A fundamental job in human resource management is determining the type of applicant you want for a specific post, then attracting and choosing them. A solid employer’s reputation helps to extend the field and guarantees that you have a nice variety to choose from.

A competitive compensation plan that includes a competitive base salary, incentives, and benefits, as well as a pleasant working atmosphere and, in today’s climate, the possibility of hybrid working, are all valuable assets in your arsenal. Alison’s recruitment training courses will keep you on track if you want to make sure you have the best selection methods and tools.

To this end, certificates issued under this course include;

  • Modern Human Resource Management—Recruitment and Selection Process
  • The Recruitment and Onboarding Process
  • Recruitment Consultants

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3.      Learning and Development

When onboarding new staff, it’s critical to give effective training, and the most successful firms make it a policy to invest in ongoing training and development. There are policies in place in some countries that govern continuous development.

Apart from providing employees with the skills they will need in the future, continuing to assist them in their development demonstrates your appreciation for them and offers them a reason to stay with you. Employees in many organizations must also be instructed on how to comply with GDPR, the EU’s data privacy legislation, and other governmental legislation the world over.

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4.      Strategic Development

Whether a start-up or a well-established company, the HR department is responsible for determining how many employees are required and what skills or knowledge they require.

A healthy company grows and develops, and a good human resources manager ensures that the company’s staffing demands are met. Being able to plan strategically and use HR best practices is beneficial not only to the company but also to employee engagement.

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5.      Performance Management

If your company has strong leadership, sets clear goals, and provides feedback, the workforce is likely to be productive and engaged as a result of good performance management. Inside and outside the company, feedback can come from a variety of places.

It can be extremely useful in allowing an employee to make a course correction or improve on something they’re already doing.

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6.      Managing Difficult Situations

Things rarely run smoothly in the workplace, as they rarely do in life. As a member of the human resources team, you are responsible for dealing with allegations of harassment, bullying, and discrimination.

You might need to address concerns like absenteeism and unprofessional behavior. Our HR online courses can give you the knowledge you need to act fairly and legally in difficult situations.

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7.      Health and Safety

One of the most important responsibilities of an HR professional is to ensure the health and safety of the company’s employees. You’ll discover how fostering a safety culture in the workplace reduces the likelihood of injuries and accidents.

Learn how workstation ergonomics may help you avoid back discomfort and how ISO 45001:2018 can help you improve workplace safety in the global supply chain management industry.

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8.      Human Resources: Hiring and Managing Talent in the 21st Century

With tools and practices for effectively managing and developing people, you can build and keep a diverse workforce in your organization.

Strategic talent management is at the forefront of organizations’ efforts to develop their culture and drive success as they attempt to remain competitive.

You’ll learn the principles of hiring and managing talent in today’s business in this eight-week course from the University of California, Riverside. You can effectively develop and retain people by improving your HR skills and using a variety of practical techniques, such as HR-driven gap analysis.

HR professionals and leaders are responsible for attracting and retaining dynamic employees who are aligned with their company’s mission, vision, and objectives.

You’ll look at how to do it and why it’s so important, as well as how to engage, develop, and empower workers to invest in the success of your company. You may start generating an exponential return on investment by balancing these areas of talent management.

In this course, you’ll learn about the importance of good leadership, from self-leadership to leading others. Before looking at different leadership styles and discussing how to engage people, you’ll be able to examine your strengths, leadership abilities, and competencies.

One of an organization’s key performance drivers is the development and utilization of a diverse workforce.

You’ll learn about the importance of having a diverse and inclusive workplace culture, as well as how to support and encourage diversity in the workplace.

You’ll also look at alternate workplace environments and job designs at the end of this course, evaluating how you might adapt to hiring and managing personnel in an ever-changing working world.

Future Learn provides the best syllabus for the study and Human Resource Management and is considered by many to be the creme-de-la-creme of free online human resource management courses available.

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9.      Human Resource Management Course

Human resources are the engine that propels a brand, company, or organization forward. As a result, an organization’s strength is almost entirely determined by the strength of its workforce.

The HR manager plays a crucial role in establishing and optimizing the team, from recruitment to training to deployment to continuing oversight. This is why from a corporate standpoint, a qualified and capable HR professional is one of the most valuable business assets.

If you’re interested in a career in HR management, this free HR course could help you take the next step. They are proud to offer an exclusive introductory HR management distance learning program as part of their growing collection of 100 percent free courses.

The course content is ideal for both people who are already working in HR and those who are new to the field. It covers the most important and relevant aspects of the profession. Candidates acquire a greater understanding of recruiting, selection, training, continuous employee development, and much more, in addition to learning more about the responsibilities of the HR manager.

With no hidden costs, no obligations, and all course materials included as standard, this is a once-in-a-lifetime opportunity to invest in your future without spending a dime. Enrollment is open all year, and all of our free online human resources training courses have no time limits or deadlines.

Study at your speed from anywhere in the world and add significant skills and information to your CV.

With a little support from BOLC, take the first critical step toward a career in HR management now!

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