1. The history of Human Resource Management.

Indicators:

• Knowing the history of Human Resource Management (HRM).
• Knowing the main aspects of a Modern, Strategic Human Resource Management.
• Being able to look at HRM from a stakeholders perspective.
• Understanding the changes in society and the impact of it on HRM.
• Understanding the ‘Sustainability’ evolution in society, businesses and HRM.
• Knowing the content, approach and focus of a ‘Sustainable’ HRM.
• Knowing about the art of hosting co-creation methodologies.

2. The strategic framework.

Indicators:

• Understanding the link between a Corporate strategy and an HR strategy.
• Understanding what an HR strategy should consist of.
• Knowing the meaning of engagement, employability and empowerment.
• Being able to explain the impact of Sustainability on the HR strategy.

3. Organizational structure & job design.

Indicators:

• Understanding how to structure an organization.
• Knowing how organizational design is evolving.
• Knowing the requirements of a decent job description and competency profile.
• Understanding how to come to a ‘active’ & ‘healthy’ jobs (job design).
• Knowing the meaning of ‘performance management’,‘competency management’ and ‘talent management’, and how they are interconnected.
• Being able to describe the impact of Sustainability on organizational design and job design.

4. Culture, Leadership & Communication.

Indicators:

• Understanding the impact of values and culture.
• Knowing how to change values and culture.
• Explaining and assessing the different ways of leadership and the evolution.
• Understanding the content and importance of self-leadership.
• Knowing about the aspects of a good communication.
• Being able to describe the impact of Sustainability on culture, leadership and communication.

5. Retention, Motivation & Engagement.

Indicators:

• Knowing the meaning of retention and motivation and how these can be boosted.
• Understanding the evolution towards engagement and how it can be managed in organizations.

6. The Staffing process.

Indicators:

• Knowing the different phases of the staffing process.
• Being able to describe and feel an employer branding and to link it with a personal branding.
• Knowing the different ways of recruiting.
• Knowing about interview and screening techniques.
• Knowing the meaning of internal mobility and how this can be boosted.
• Understanding how to welcome new employees.
• Knowing the ways of integrating new employees in a company’s organization and culture.
• Being able to describe the impact of Sustainability on the staffing process.

7. Performance Management.

Indicators:

• Knowing the performance management cycle.
• Knowing content and approach to come to a performance appraisal.
• Understanding how the outcome of the performance management process can be used for the other HRM processes.
• Being able to describe the impact of Sustainability on the performance management process.

8. Development process.

Indicators:

• Knowing the different phases of the people development process.
• Being able to analyze the needs of an organization and to come up with an efficient and effective development offer.
• Knowing about developmental target setting and measurement of effectiveness of actions.
• Understanding the elements of organizational development and the related practice.
• Being able to draw up a personal development plan (Indicators: working on own career prospects; drawing up own competency profile).
• Being able to describe the impact of Sustainability on the Development process.

9. Reward.

Indicators:

• Understanding ‘what’ people are paid for (reward components).
• Knowing about the tools that are used to determine the level of pay.
• Understanding differences in pay.
• Knowing the ‘content’ of a reward package.
• Understanding the meaning of: base pay, total cash, median, 25th percentile, benefits.
• Knowing what benchmarking is and how it is done.
• Understanding the evolution in reward management.
• Being able to describe the impact of Sustainability on Reward.