What you'll learn:
- Describe core HR functions and how HR supports business strategy and culture.
- Coach new managers on delegation, empathy, coaching, and situational leadership basics.
- Plan and lead effective performance conversations using clear feedback frameworks.
- Apply workforce planning tools (scenarios, nine-box, skills data) to anticipate talent needs.
- Build fair hiring processes using structured interviews, rubrics, and strong candidate experience.
- Use HR metrics and analytics to diagnose issues, forecast risks, and act ethically.
People are the biggest cost—and the biggest opportunity—in any organization. Labor costs can represent ~70% of total expenses, yet fewer than 1 in 3 HR teams consistently use data to manage that investment. Meanwhile, 63% of employees who quit cite compensation as a primary reason, and employees who feel adequately recognized are 63% more likely to stay.
In other words: getting HR fundamentals right isn’t “admin work”—it’s a direct driver of performance, retention, and business results.
This course, HR Fundamentals, is designed to give you a practical, modern foundation across the full employee lifecycle—from hiring and onboarding to performance, rewards, engagement, DEI, and people analytics. You’ll learn how strong HR systems are built, how managers can lead people effectively, and how to use data to make better decisions (without losing the human side of HR).
In this course, you’ll learn how to:
Explain HR’s strategic role and how core HR functions drive business outcomes
Support new managers with delegation, empathy, coaching, and situational leadership
Run effective performance conversations using clear structure and feedback frameworks
Build strategic workforce plans using scenario planning, talent assessment, and skills data
Recruit and select talent with structured interviews, hiring rubrics, and better candidate experience
Design total rewards (pay + benefits + recognition) with benchmarking, equity, and transparency in mind
Improve engagement and retention with low-cost, high-impact recognition systems
Apply DEI fundamentals to hiring, development, policy, and day-to-day inclusion
Use HR metrics, dashboards, and analytics to move from reactive reporting to proactive insight
Understand predictive analytics use cases (like flight-risk) and apply ethical guardrails
You’ll also see real-world examples from companies like Google, Deloitte, Adobe, Spotify, Microsoft, Cisco, and others—so you can connect best practices to measurable impact.
Whether you’re starting in HR, managing people for the first time, or building scalable people processes in a growing organization, this course will give you the language, tools, and mindset to lead HR work with clarity and confidence.
