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Higher Diploma in
Human Resources Management
Advance your HR career with this comprehensive 1‑3 month, self‑paced Higher Diploma. 4 progressive circles, 30 modules, 120 units covering HR strategy, talent management, employment law, organisational development, people analytics, and strategic leadership. Expert‑led support via WhatsApp. Includes professional development documents.
📋 What is Human Resources Management?
Human Resources Management (HRM) is the strategic approach to managing an organisation's most valuable asset – its people. It encompasses recruitment, training, performance management, compensation, employee relations, and organisational development. Effective HRM drives productivity, engagement, and business success.
👤 Who Should Study This Programme?
This programme is ideal for:
- HR officers, assistants, and administrators seeking advancement
- Line managers and team leaders with people responsibilities
- Business owners and entrepreneurs managing staff
- Professionals transitioning into HR roles
- Anyone pursuing a strategic career in human resources
📚 What Does the Programme Cover?
The Higher Diploma covers the full HR spectrum across four progressive circles: HR Foundations, Talent Acquisition & Development, HR Operations & Employment Law, and Strategic HR & Organisational Development. You will master recruitment, performance management, compensation, employee relations, HR analytics, and strategic workforce planning.
⏱️ How Long Does the Programme Take?
The Higher Diploma in Human Resources Management is designed to be completed in 1‑3 months of focused, self‑paced study. You can learn at your own pace, with flexible scheduling that fits around your work and personal commitments. It is a comprehensive yet manageable programme for working professionals.
💻 Is the Programme Online?
Yes – 100% online. The programme is delivered via our virtual learning platform, with all materials, assignments, and expert support available online. You can study from anywhere using your smartphone, tablet, laptop, or desktop computer. You also have direct access to expert HR professionals via WhatsApp for guidance and support.
📖 How Do I Apply?
Applying is simple. Follow these steps:
- Complete the online application form
- Receive your admission letter and payment instructions
- Make the initial tuition payment
- Receive your study materials and course access
- Begin your Higher Diploma journey
Apply now using the button below or contact us via WhatsApp for assistance.
🎯 Programme Outcome
Upon completion of the Higher Diploma in Human Resources Management, learners will be equipped to lead HR functions across industries. Graduates will be prepared for roles as HR managers, HR business partners, talent acquisition specialists, training and development managers, compensation analysts, and HR directors in business, government, NGOs, and technology sectors.
Circle One — HR Foundations & Practice
Modules 1–8Introduction to Human Resources Management
- Unit 1: Definition and scope of HRM; evolution and modern HR functions.
- Unit 2: The HRM framework; strategic vs operational HR; HR roles and competencies.
- Unit 3: HR in different organisational contexts; small business vs corporate HR.
- Unit 4: HR ethics, professionalism, and the HR professional's role in business success.
Organisational Behaviour & Culture
- Unit 5: Individual behaviour, personality, and attitudes in the workplace.
- Unit 6: Group dynamics, team development, and collaboration.
- Unit 7: Organisational culture, values, and change management.
- Unit 8: Motivation theories and their application to HR practice.
Workforce Planning & Job Analysis
- Unit 9: Strategic workforce planning; demand and supply forecasting.
- Unit 10: Job analysis techniques; job descriptions and person specifications.
- Unit 11: Competency frameworks and job evaluation methods.
- Unit 12: Succession planning and talent pipeline development.
Recruitment & Selection
- Unit 13: Recruitment strategies; internal vs external sourcing; employer branding.
- Unit 14: Selection methods: interviews, assessments, testing, and references.
- Unit 15: Competency-based interviewing; structured interview design.
- Unit 16: Onboarding and induction best practices; reducing early turnover.
Learning & Development
- Unit 17: Training needs analysis (TNA); learning theories and adult learning.
- Unit 18: Designing and delivering training programmes; blended learning.
- Unit 19: Evaluating training effectiveness; Kirkpatrick model; ROI of training.
- Unit 20: Coaching, mentoring, and continuous professional development.
Performance Management
- Unit 21: Performance management systems; goal setting and KPIs.
- Unit 22: Appraisal methods; 360-degree feedback; performance reviews.
- Unit 23: Managing underperformance; disciplinary and capability procedures.
- Unit 24: Linking performance to reward and development; performance improvement plans.
Compensation & Benefits
- Unit 25: Reward strategy; pay structures and grading systems.
- Unit 26: Job evaluation and market benchmarking; pay surveys.
- Unit 27: Incentive schemes, bonuses, and performance-related pay.
- Unit 28: Employee benefits, pensions, and total reward statements.
Employee Relations & Engagement
- Unit 29: Employee relations frameworks; trade unions and collective bargaining.
- Unit 30: Grievance and disciplinary procedures; conflict resolution.
- Unit 31: Employee engagement strategies; measuring engagement.
- Unit 32: Employee voice, participation, and communication channels.
Circle Two — Employment Law & HR Operations
Modules 9–16Employment Law & Compliance
- Unit 33: Sources of employment law; contracts of employment; terms and conditions.
- Unit 34: Rights at work; discrimination, equality, and diversity legislation.
- Unit 35: Dismissal, redundancy, and TUPE; unfair dismissal claims.
- Unit 36: Health and safety law; employer responsibilities; risk assessments.
HR Information Systems & Analytics
- Unit 37: HRIS selection and implementation; data management and security.
- Unit 38: HR metrics and KPIs; workforce analytics; data-driven decision making.
- Unit 39: People analytics tools; predictive analytics in HR.
- Unit 40: Reporting and dashboards; presenting HR data to stakeholders.
HR Service Delivery & Shared Services
- Unit 41: HR operating models; Ulrich model; shared services and centres of excellence.
- Unit 42: HR process improvement; automation and self-service portals.
- Unit 43: Service level agreements; managing HR queries and case management.
- Unit 44: Continuous improvement and lean HR principles.
Diversity, Equity & Inclusion
- Unit 45: Understanding diversity, equity, and inclusion; business case for DEI.
- Unit 46: Unconscious bias; inclusive recruitment and retention practices.
- Unit 47: Building inclusive cultures; employee resource groups; allyship.
- Unit 48: Measuring DEI; reporting and accountability.
Health, Safety & Wellbeing
- Unit 49: Workplace health and safety management; risk assessment and control.
- Unit 50: Employee wellbeing programmes; mental health support.
- Unit 51: Managing sickness absence; return-to-work interviews.
- Unit 52: Workplace stress and burnout prevention; resilience building.
Employee Records & GDPR
- Unit 53: Data protection principles; GDPR and HR data processing.
- Unit 54: Employee record keeping; retention schedules; confidentiality.
- Unit 55: Subject access requests; data breach management.
- Unit 56: Digital records management; HR document control.
International HRM
- Unit 57: Global HRM; cultural differences and cross-cultural management.
- Unit 58: Expatriate management; international assignments; repatriation.
- Unit 59: Global mobility; immigration and visa considerations.
- Unit 60: Managing a global workforce; international employment law basics.
HR in the Public & Non-Profit Sectors
- Unit 61: HR challenges in public sector organisations; civil service HR.
- Unit 62: HR in NGOs and charities; volunteer management.
- Unit 63: Funding constraints and HR planning in non-profits.
- Unit 64: Public sector pay, pensions, and industrial relations.
Circle Three — Strategic HR & Organisational Development
Modules 17–24Strategic Human Resource Management
- Unit 65: SHRM concepts; aligning HR strategy with business strategy.
- Unit 66: HR business partnering; the HRBP role and competencies.
- Unit 67: Strategic workforce planning and talent management integration.
- Unit 68: HR's role in mergers, acquisitions, and restructuring.
Organisational Development & Change
- Unit 69: OD theories and models; action research; appreciative inquiry.
- Unit 70: Change management models (Kotter, Lewin, ADKAR); leading change.
- Unit 71: Organisational design; structures, roles, and workflows.
- Unit 72: Culture change and transformation; managing resistance.
Talent Management & Succession Planning
- Unit 73: Talent management strategy; identifying high potentials.
- Unit 74: Talent pools, career paths, and development programmes.
- Unit 75: Succession planning for critical roles; building leadership pipelines.
- Unit 76: Retention strategies; managing talent turnover and knowledge transfer.
Leadership Development & Coaching
- Unit 77: Leadership theories and styles; developing leadership capability.
- Unit 78: Coaching and mentoring skills for HR professionals.
- Unit 79: Designing leadership development programmes; 70-20-10 model.
- Unit 80: Emotional intelligence and authentic leadership in HR.
HR Analytics & Evidence-Based HR
- Unit 81: Evidence-based HR; using data to inform people decisions.
- Unit 82: Advanced HR metrics; cost-per-hire, turnover, engagement indices.
- Unit 83: Predictive modelling; attrition prediction and workforce forecasting.
- Unit 84: Communicating analytics insights; building an analytics culture.
Employee Value Proposition & Employer Branding
- Unit 85: Developing an EVP; aligning rewards, culture, and career.
- Unit 86: Employer branding strategies; attracting top talent.
- Unit 87: Social media and recruitment marketing; measuring employer brand.
- Unit 88: Candidate experience and onboarding as brand touchpoints.
Total Rewards & Executive Compensation
- Unit 89: Total rewards strategy; integrating pay, benefits, and recognition.
- Unit 90: Executive compensation; share schemes, bonuses, and LTIPs.
- Unit 91: Reward governance; pay ratios and transparency.
- Unit 92: Global reward management; expatriate pay and localisation.
HR Governance, Risk & Ethics
- Unit 93: HR governance frameworks; board oversight and people risk.
- Unit 94: Ethical HR practice; whistleblowing and ethical decision making.
- Unit 95: Compliance audits; HR risk registers and mitigation.
- Unit 96: Corporate social responsibility and sustainable HRM.
Circle Four — Advanced Practice & Capstone
Modules 25–30HR Consulting & Business Acumen
- Unit 97: Internal and external HR consulting; consulting models and skills.
- Unit 98: Understanding business strategy; finance for HR professionals.
- Unit 99: Building client relationships; managing HR projects.
- Unit 100: Presenting and influencing; stakeholder management.
Digital HR & Future of Work
- Unit 101: Digital transformation in HR; AI and automation in people processes.
- Unit 102: Remote and hybrid work models; managing distributed teams.
- Unit 103: Gig economy and contingent workforce management.
- Unit 104: Future skills and workforce readiness; lifelong learning.
Conflict Resolution & Mediation
- Unit 105: Workplace conflict; causes, costs, and early intervention.
- Unit 106: Mediation skills; facilitating difficult conversations.
- Unit 107: Negotiation strategies; collective bargaining and dispute resolution.
- Unit 108: Restorative practice and rebuilding working relationships.
HR Project Management
- Unit 109: Project management fundamentals for HR; project lifecycle.
- Unit 110: HR project planning; scope, schedule, budget, and risk.
- Unit 111: Leading HR projects; stakeholder engagement and communication.
- Unit 112: Project evaluation and lessons learned; embedding change.
Research Methods for HR
- Unit 113: Research design; qualitative and quantitative methods.
- Unit 114: Data collection techniques; surveys, interviews, focus groups.
- Unit 115: Data analysis; statistical tools and thematic analysis.
- Unit 116: Ethical research; writing HR research reports and recommendations.
HR Capstone: Strategic HR Project
- Unit 117: Identifying a strategic HR challenge in a real or simulated organisation.
- Unit 118: Conducting a situation analysis; HR audit and data gathering.
- Unit 119: Developing an integrated HR solution; implementation plan and business case.
- Unit 120: Presenting the capstone project; professional reflection and career planning.
30
120
1‑3 Mo
Self‑Paced
💰 Programme Investment
Foreign: Pay in 2‑4 parts of ₦40,000 – ₦80,000 each.
Registration and application fee included.
Foreign: Pay in 5‑10 parts of ₦16,000 – ₦32,000 each.
Contact admissions for custom schedule.
Why choose the Higher Diploma in HRM?
Comprehensive HR Curriculum
30 modules, 120 units covering the full HR spectrum from foundations to strategic leadership.
Self‑Paced & Expert‑Led
Study on your own schedule, with direct expert support via WhatsApp for questions, feedback, and guidance.
Four Progressive Circles
Structured learning from HR foundations to advanced practice, with a strategic capstone project.
Hands‑On & Applied Focus
Learn recruitment, performance management, employment law, HR analytics, and strategic HR.
Complete Training Documents
Receive handbooks, worksheets, case studies, and assessment tools.
Higher Diploma
Earn a Higher Diploma in Human Resources Management to advance your career.
📘 Professional Development Training Documents
1. Programme Overview
- Course Handbook / Programme Guide
- Training Syllabus & Curriculum
- Programme Schedule / Calendar
2. Learning Materials
- Lecture Notes / Module Manuals
- Presentation Slides (PowerPoint)
- Reading Materials / Articles
3. Practical Application Tools
- HR Policy Templates
- Job Description & Person Specification Templates
- Performance Review & Appraisal Forms
4. Personal Development Tools
- Personal Action Plan
- Goal Setting Templates
- Reflection Journals / Logbooks
5. Assessment & Evaluation
- Pre‑Assessment / Diagnostic Test
- Continuous Assessment Tasks
- Practical Skills Checklists
- Final Assessment / Examination
- Competency Evaluation Rubrics
6. Workplace Readiness Tools
- Professional Code of Conduct
- Workplace Behaviour Guidelines
- Job Role Competency Framework
7. Certification & Completion
- Higher Diploma Certificate
- Transcript or Record of Achievement
- Performance Summary Report (optional)
- Recommendation Letter (optional for top performers)
8. Communication & Support
- Instructor Contact Information Sheet
- Feedback Forms
- Participant Support Guidelines
- FAQ Document
📌 Learn → Practice → Reflect → Apply → Assess → Certify
A complete professional development programme should follow this cycle.🎯 Key Insight
A strong professional training programme is not defined by lectures alone, but by:
Worksheets (reflection) • Action plans (execution) • Assessments (measurement) • Practical tools (real‑world application)
Advance your HR career – in 1‑3 months
This Higher Diploma gives you comprehensive, practical training across 30 modules in 4 progressive circles. From HR foundations and employment law to strategic HR and organisational development, you'll gain the knowledge and skills to excel as an HR leader. Enrol today and receive your complete training package.
Ransford Business School- RC-9851367
Advancing careers through practical, industry‑focused professional education in business administration, management, entrepreneurship, marketing, and human resource management. RC-9851367.