Post Graduate Diploma in Human Resource Management (PGDHRM)- 22nd Batch

• Understand the principles of modern human resource management and strategic HR alignment.
• Develop effective talent acquisition and planning strategies to meet organizational goals.
• Master competency mapping, job analysis, and workforce planning techniques.
• Apply data-driven HR analytics and business intelligence for performance improvement.
• Build leadership and coaching skills to enhance individual and team performance.
• Design performance management systems aligned with business strategy and KPIs.
• Implement financial intelligence to assess HR's contribution to business outcomes.
• Develop communication and interpersonal skills for effective HR operations.
• Administer compensation, benefits, and total rewards using strategic frameworks.
• Leverage technology and automation in HR operations through HRIS and dashboards.
• Navigate legal and compliance frameworks governing HR practices and ethics.
• Foster employee relations, industrial harmony, and workplace safety.

U-1: Talent Acquisition

• M-1: Job Analysis
• M-2: HR Planning
• M-3: Competency Mapping
• M-4: Recruitment,  Selection & Placement

U-2: HR Business Partnering

• M-5: HR Business Partner: Concept & Competency
• M-6: Dimensions of HRBP 2.0
• M-7: Business Model
• M-8: Business Performance Management

U-3: Human Resource Development & Analytics

• M-9: Learning & Development
• M-10: Employee Engagement
• M-11: Employee Motivation & Retention
• M-12: HR Analytics

U-4: Leadership & Personality Development

• M-13: Leadership Competency
• M-14: Emotional Intelligence
• M-15: Coaching & Mentoring
• M-16: Conflict Management & Negotiation

U-5: Human Resource Communication

• M-17: Essentials of Business Communication
• M-18: Business English for Corporate Communication
• M-19: HR Reporting
• M-20: Interpersonal Communication & Employee Counseling

U-6: Business & Employee Performance Management

• M-21: Competency-based Performance Management System
• M-22: Performance Benchmark & Goal Setting
• M-23: KPI based Performance management System
• M-24: Business Performance Management

U-7: Financial Intelligence for HR

• M-25: Employee Tax Management
• M-26: HR Accounting
• M-27: Basic about Finance & Accounting
• M-28: Business Ratio & its application

U-8: Total Reward Management

• M-29: Designing Competitive Pay & Benefit Structure
• M-30: Job Evaluation
• M-31: Annual Merit Review
• M-32: Designing Performance-linked Incentive Structure

U-9: HRIS & HR Automation

• M-33: Excel for HR Operation
• M-34: HR Dash Board
• M-35: HRIS
• M-36: HR Automation

U-10: Ethics, Compliance & Legal perspective of HR

• M-37: Business Ethics
• M-38: Essentials areas of Employment Law
• M-39: Essentials of HR Compliance issues
• M-40: HR Audit

U-11: Organization Design & Development

• M-41: Policy, Procedure & SOP development
• M-42: Organization Design & Structuring
• M-43: Business Process Reengineering
• M-44: Organization Development

U-12: Industrial Relation & Workplace Safety

• M-45: Human & Industrial Psychology
• M-46: Industrial Relations
• M-47: Workplace Safety
• M-48: Employee Welfare and Motivation

After successful completion, learners will be able to:

• Conduct effective job analysis and recruitment aligned with organizational structure.
• Strategize HR practices in alignment with business models and performance goals.
• Analyze and optimize employee motivation, engagement, and retention metrics.
• Lead and manage learning, development, coaching, and mentoring programs.
• Apply emotional intelligence and negotiation in conflict and leadership contexts.
• Communicate professionally and handle employee counseling and HR documentation.
• Design and evaluate performance systems using KPIs and benchmarking techniques.
• Integrate finance and accounting insights in HR decision-making.
• Create reward systems tied to individual and team performance.
• Utilize HRIS, dashboards, and automation tools to optimize operations.
• Ensure organizational compliance with employment law and ethical standards.
• Promote safe, compliant, and inclusive workplace environments.

ProfQual-UK accredited Professional Course in Human Resource Management
web address: www.profqual.org.uk

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

“The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®)  criteria for recertification credit pre-approval.”

Features:
Duration: 9 Months 
Class: 48 Sessions
Short Video Materials: Yes
Class schedule: Friday 07:30 PM to 10:30 PM BD Time
Mode of Learning: Virtual Class (Via Zoom)

Exam Method:
Number of Exams: 12 (Each unit has One Exam)

• Number of Questions: 20 MCQ Questions + 2 Written Questions (Each Exam)
• MCQ Question Mark: 2 * 20=40
• Written Question Mark: 2 * 20= 40
• Exam Duration: 60 Minutes
• Total Marks: 80 (Each Exam)
• Pass Mark: 50%

Assignment: 
Total Assignments: 15

• 01 Pre-Course Assignment (Learning Purpose)
• 12 Unit-wise Assignment 
  • Each Assignment Marks: 20
  • Pass Mark: 50%
• 02 Capstone Projects
  • Each Assignment Marks: 150
  • Pass Mark: 50%

'One of the best PGDHRM accrose the globe. I got learning on HR, BUsiness, Process, Financial etc. Highly Recomended for HR Professionals' Head of HR, Telco, Nigeria

 Highly Comprehensive course. Everything in one dish. Enroll now and become expert in HRM' - Manager-HR, MNC, Ghana

Very much worthy. The best investment I did for professional education' Manager-HR, Group of Companies, Bangladesh

YES: The course is accredited by ProfQual - UK, SHRM-USA, HRCI-USA, ATD-USA. 

YES, You will get everything. No need any extra book.

YES, there are Live Virtual Classes

NO, there is no other fees

• Present HR professionals
• Potential HR professional
• Students of HR major
• Other professionals

Question-1: Which of the following is false considering the HRBP Concept
A. HRBP works in accordance with the pace of business
D. HRBP works with other department managers on strategy
C. HRBP is just another name for Human Resource Manager
D. HRBP takes a more entrepreneurial approach to HR strategy development
Correct  Answer: C

Question-2: Which of the following best describes the role of an HRBP
A. HRBP works closely with business leaders and line managers to build their people capability
B. HRBP role includes more responsibilities than a Human Resource Manager’s role
C. HRBP gives equal priority to both strategic and operational HR
D. None of the above
Correct Answer: A

Question-3: Which of the following is not a critical skill for an HRBP
A. Data-driven
B. Operational HR
C. Business acumen
D. Digital integration
Correct Answer: B

• Strategic Talent Acquisition
  • Ability to conduct job analysis, plan workforce needs, and manage recruitment, selection, and placement aligned with business strategy.
• HR Business Partnering & Alignment
  • Skills to act as a strategic HR business partner, linking HR functions with organizational performance and business models.
• Learning & Development Leadership
  • Competency to design, implement, and evaluate impactful learning, coaching, and development initiatives.
• HR Data Analytics & Interpretation
  • Proficiency in collecting, analyzing, and applying HR data to inform strategic decisions and optimize workforce outcomes.
• Performance & Goal Management
  • Capability to develop and manage KPI-based performance systems that drive employee and organizational productivity.
• Compensation & Benefits Structuring
  • Expertise in designing competitive pay structures, merit-based rewards, and performance-linked incentive plans.
• Financial Literacy for HR
  • Understanding of financial and accounting principles to interpret reports, manage budgets, and support business goals.
• HR Technology & Automation
  • Skills in using HRIS, Excel dashboards, and digital tools to streamline HR operations and improve decision-making.
• Organizational Design & Development
  • Competency in structuring policies, reengineering processes, and driving long-term OD initiatives.
• Compliance & Ethical HR Practices
  • Strong grasp of employment laws, HR compliance, and ethical conduct in alignment with global standards.
• Employee Relations & Industrial Harmony
  • Ability to manage industrial relations, ensure safety, and promote employee welfare in diverse workplaces.
• Effective HR Communication & Counseling
  • Mastery of business communication, interpersonal influence, and conflict resolution techniques to foster employee trust and engagement.