HR Management qualification program

The concept

• The relevant topics in HR Management are presented as a broad overview in a well-founded, holistic and critical manner.
• The teaching of the technical content is very clear and implementation-oriented.
• Diverse examples from a wide range of companies ensure practical orientation.

Contents

Module 1: Employer brand and recruitment

• Define and implement an employer brand in a targeted and consistent manner.
• Architecture of a positive employer brand.
• Basics of employer branding.
• Recruitment.
• Onboarding and integration of new employees.
• People & Culture.

Module 2: Personnel development (PE)

• Contribution of personnel development to the retention of employees. 
• Personnel development tools in practical use.
• Generations and generation mix in companies.
• The personnel development process and its contribution to corporate development.

Module 3: Personnel support and the role of modern HR managers

• Occupational health management - a holistic approach.
• Working time law, working time models, powers of attorney.
• Components of an employment contract.
• Absenteeism and solutions.
• Staff redundancies: Separations and separation processes.

Module 4: Modern remuneration and attractive additional benefits

• Develop strategies for attractive and modern total compensation models.
• Design your own remuneration model.
• Short and long-term incentive systems to ensure employee loyalty and motivation.
• Develop salary structures with and without collective agreements.
• Additional benefits in practice - attractive benefits tip the scales in the war for talent.
• Target agreement systems - producing pleasure or frustration?
• Investment models at a glance.
• Use Case: Long Term Bonus Plan as a practical participation program.
• New Pay - What is practicable?

Module 5: HR strategy, personnel planning and HR controlling

• HR trends and recommendations for your own HR strategy.
• Sustainable and green company transformation - a job for HR!
• Pragmatic concepts for deriving the HR strategy from the corporate objectives.
• Definition of the strategically effective and therefore efficient range of services offered by the HR department. Using practical examples with the HR house model or "employer-of-choice model".
• Strategic overall concepts for high employer attractiveness, employee retention and high performance management.
• Modern HR organization designs - the right team line-up for the job at hand.
• Operational and strategic, quantitative and qualitative personnel planning.
• Strategically effective HR controlling including employee surveys as a measurement tool.

The concept

• The relevant topics in HR Management are presented as a broad overview in a well-founded, holistic and critical manner.
• The teaching of the technical content is very clear and implementation-oriented.
• Diverse examples from a wide range of companies ensure practical orientation.

Contents

Module 1: Employer brand and recruitment

• Define and implement an employer brand in a targeted and consistent manner.
• Architecture of a positive employer brand.
• Basics of employer branding.
• Recruitment.
• Onboarding and integration of new employees.
• People & Culture.

Module 2: Personnel development (PE)

• Contribution of personnel development to the retention of employees. 
• Personnel development tools in practical use.
• Generations and generation mix in companies.
• The personnel development process and its contribution to corporate development.

Module 3: Personnel support and the role of modern HR managers

• Occupational health management - a holistic approach.
• Working time law, working time models, powers of attorney.
• Components of an employment contract.
• Absenteeism and solutions.
• Staff redundancies: Separations and separation processes.

Module 4: Modern remuneration and attractive additional benefits

• Develop strategies for attractive and modern total compensation models.
• Design your own remuneration model.
• Short and long-term incentive systems to ensure employee loyalty and motivation.
• Develop salary structures with and without collective agreements.
• Additional benefits in practice - attractive benefits tip the scales in the war for talent.
• Target agreement systems - producing pleasure or frustration?
• Investment models at a glance.
• Use Case: Long Term Bonus Plan as a practical participation program.
• New Pay - What is practicable?

Module 5: HR strategy, personnel planning and HR controlling

• HR trends and recommendations for your own HR strategy.
• Sustainable and green company transformation - a job for HR!
• Pragmatic concepts for deriving the HR strategy from the corporate objectives.
• Definition of the strategically effective and therefore efficient range of services offered by the HR department. Using practical examples with the HR house model or "employer-of-choice model".
• Strategic overall concepts for high employer attractiveness, employee retention and high performance management.
• Modern HR organization designs - the right team line-up for the job at hand.
• Operational and strategic, quantitative and qualitative personnel planning.
• Strategically effective HR controlling including employee surveys as a measurement tool.