විෂය නිර්දේශය · Syllabus
Full 24-week curriculum
This 24-week, 100% online curriculum is designed for absolute beginners who want to master the art and science of managing a company's most valuable asset: its people. The syllabus moves beyond basic administrative tasks to cover strategic talent acquisition, organizational behavior, conflict resolution, performance management, and HR technology. Upon completion, students will have a comprehensive digital portfolio of HR frameworks, qualifying them to enter an HR role or transition directly into a Bachelor of Business Administration (BBA) or BSc in Human Resource Management. The course is strictly practical and project-based. There are absolutely no written exams. All assessments are evaluated through digital HR blueprints, policy manuals, and strategic workforce reports submitted online.
Module 1 · Weeks 1-4
Foundations of HRM & Organizational Behavior
Understanding the role of HR in modern business, corporate culture, and how organizational structures impact employee behavior.
- Week 1The Evolution of Human Resources: Transitioning from traditional "personnel management" to strategic HR. Understanding how HR partners with executive leadership to achieve business goals.
- Week 2Organizational Design and Culture: Flat versus hierarchical structures. How to define, build, and sustain a positive corporate culture that drives productivity.
- Week 3Workforce Diversity, Equity, and Inclusion (DEI): The business and ethical case for a diverse workforce. How to create inclusive environments and mitigate unconscious bias in the workplace.
- Week 4HR Ethics & Confidentiality: Handling sensitive employee data, navigating workplace privacy, and maintaining ethical standards in management decisions.
Module 2 · Weeks 5-8
Talent Acquisition & Employee Onboarding
Sourcing, interviewing, and integrating top talent into the organization effectively and legally.
- Week 5Workforce Planning & Job Analysis: Identifying staffing needs. How to conduct a job analysis to write accurate, compelling, and legally compliant job descriptions.
- Week 6Sourcing & Employer Branding: Modern recruitment marketing. Using LinkedIn, job boards, and employer branding to attract high-quality candidates.
- Week 7Interviewing & Selection: Structuring behavioral and situational interviews (the STAR method). How to evaluate candidates objectively and conduct reference and background checks.
- Week 8The Onboarding Experience: Designing a 30-60-90 day onboarding plan that reduces early turnover, integrates new hires into the culture, and accelerates their time-to-productivity.
Module 3 · Weeks 9-12
Performance Management & Employee Development
Evaluating employee output, providing constructive feedback, and building pathways for career growth.
- Week 9Defining Key Performance Indicators (KPIs): How to align individual employee goals with overarching company objectives using SMART frameworks.
- Week 10The Appraisal Process: Designing performance reviews. Understanding the pros and cons of annual reviews, continuous feedback loops, and 360-degree evaluations.
- Week 11Managing Underperformance: How to conduct difficult conversations. Writing and implementing Performance Improvement Plans (PIPs) legally and ethically.
- Week 12Learning and Development (L&D): Conducting skills gap analyses. Designing corporate training programs and succession planning to build future leaders from within.
Module 4 · Weeks 13-16
Compensation, Benefits & Employee Wellbeing
Designing fair, competitive reward systems that retain employees while balancing the company's financial budget.
- Week 13Fundamentals of Compensation: Understanding base pay, salary bands, and hourly wages. How to conduct market research to ensure salaries are competitive.
- Week 14Variable Pay & Incentive Structures: Designing commission plans, performance bonuses, and profit-sharing models to drive employee motivation.
- Week 15Employee Benefits Administration: Health insurance, retirement plans, paid time off (PTO), and non-traditional perks (flexible hours, remote work allowances).
- Week 16Employee Wellbeing & Mental Health: Strategies for preventing workplace burnout, managing employee stress, and implementing wellness programs.
Module 5 · Weeks 17-20
Employment Law & Employee Relations
Navigating the legal landscape of employment, resolving workplace conflict, and managing terminations safely.
- Week 17Introduction to Employment Law: Understanding basic labor rights, working hours, minimum wage regulations, and anti-discrimination laws.
- Week 18Workplace Health and Safety: Ensuring a safe working environment and understanding employer liabilities and compliance requirements.
- Week 19Conflict Resolution & Grievance Handling: Mediation techniques for resolving disputes between employees or between staff and management. Designing a formal grievance procedure.
- Week 20Discipline and Termination: The legal and humane way to fire an employee. Understanding "at-will" employment, wrongful termination risks, severance agreements, and conducting exit interviews.
Module 6 · Weeks 21-24
HR Technology & Capstone Preparation
Modernizing HR with digital tools, analyzing workforce data, and executing the final graduation project.
- Week 21Human Resource Information Systems (HRIS): An overview of modern HR software (like Workday, BambooHR, or Gusto) for automating payroll, attendance, and record-keeping.
- Week 22HR Metrics & People Analytics: Using data to make HR decisions. Tracking metrics like employee turnover rate, time-to-hire, and cost-per-hire to prove HR's return on investment (ROI).
- Week 23Capstone Execution: Dedicated 40-hour week to research, design, structure, and document the final enterprise HR project.
- Week 24Final Documentation Assembly: Reviewing, formatting, and submitting the final Capstone HR portfolio to the digital portal.
Final assessment
Capstone assignment
A comprehensive digital document (HR Strategy Blueprint & Policy Manual) submitted directly to the Examination Council. No live presentation or written exam is required.
To graduate and prove readiness for a BBA or BSc degree, students will build a fully functional human resources infrastructure. The specific industry context, company size, or business scale will be determined by the Trident Campus Examination Council and lecturers prior to Month 6. Students must apply that assigned scenario to one of the following practical tracks:
Track A
The HR Department Launch (Startup Operations)
Submit a comprehensive "Foundational HR Playbook." The student must document the entire human resources setup for a newly funded, fast-growing startup in the assigned industry. This includes the drafting of an employee handbook, the initial hiring strategy and job descriptions for the first five key roles, the foundational compensation structure, and a legally compliant onboarding checklist.
Track B
The Culture & Performance Turnaround (HR Consulting)
Submit an "Organizational Restructuring Blueprint." The student will receive a dossier on a failing company from the lecturers (e.g., extremely high staff turnover, toxic management complaints, low productivity). The student must analyze the data, identify the cultural and operational failures, and submit a detailed, step-by-step strategic plan to implement new performance management systems, retrain leadership, and rescue the company's culture.
Track C
The Enterprise Talent & Compliance Strategy (Corporate Expansion)
Submit a "Corporate Expansion & Compliance Document." The student will be assigned a complex scenario where a successful local business is expanding internationally or doubling its workforce through an acquisition. The student must map out a detailed project management plan outlining the mass recruitment strategy, the integration of different corporate cultures, the standardization of benefits across regions, and the deployment of a new HRIS (software) system to handle the growth.
24-week accelerated pathway · 60 credits · assessed online without written examinations
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