Integrated Concepts in Human Resources Management and Its Function

In today’s fast-evolving organizational landscape, Human Resources Management (HRM) has emerged as a cornerstone for institutional development and sustainability. No longer confined to administrative functions, HR has taken on a strategic role—shaping workplace culture, driving organizational performance, and aligning human capital with corporate vision.
Integrated Concepts in Human Resources Management and Its Function program, offered by Geneva Institute of Business Management, is designed to provide participants with a structured, in-depth understanding of modern HR practices. From strategic workforce planning to recruitment, performance management, and organizational alignment, this course presents a comprehensive view of HR’s role in contemporary institutions.

Target Audience

• Executive leaders seeking to understand the strategic contribution of HRM to institutional success.

• HR managers and personnel aiming to enhance their operational and planning capabilities.

• Professionals in organizational development who need to align their work with HR systems.

• Newcomers to the HR field looking to build a solid knowledge foundation in the latest concepts.

• Individuals involved in corporate restructuring and transformation processes related to human capital.

• Anyone aiming to improve skills in recruitment, performance evaluation, and strategic workforce planning.

Course Objectives

• Equip participants with a comprehensive understanding of the modern role of HRM in today’s organizations.

• Illustrate the integration between corporate strategy and human resources strategy through effective models.

• Develop the ability to design and implement efficient recruitment strategies to attract top talent.

• Provide a clear framework for managing and evaluating employee performance to improve outcomes.

• Analyze the importance of workforce planning in meeting short and long-term organizational needs.

• Guide participants in formulating internal HR policies based on international best practices.

Course Outline

• The Evolution of Human Resources Management

  • Distinction between traditional personnel administration and modern HRM

  • Historical development stages of HR functions

  • HR’s position within the organizational structure

  • Global trends shaping human capital management

• Strategic Roles of HR in the Organization

  • HR’s administrative and daily operational responsibilities

  • HR's contribution to strategic planning and execution

  • Collaborative dynamics between HR and other departments

  • HR as a driver of institutional change

• Job Analysis and Organizational Structuring

  • Core principles of job analysis and design

  • Step-by-step process for creating job descriptions

  • Building competency-based organizational structures

  • The influence of job analysis on HR processes

• Recruitment and Talent Acquisition

  • Developing staffing plans based on actual organizational needs

  • Writing effective and professional job postings

  • Managing screening, interviews, and selection procedures

  • Common recruitment challenges and how to overcome them

• Performance Management and Evaluation

  • Establishing objective-based performance criteria

  • Tools and techniques used for performance assessment

  • Linking performance reviews to employee development

  • Utilizing evaluation results in managerial decision-making

• Career Path Development

  • Importance of career path design in employee engagement

  • Aligning personal development goals with organizational needs

  • Creating rotational and career development programs

  • Enhancing employee retention through career planning

• Workforce Planning and Balance

  • Analyzing gaps between workforce supply and demand

  • Forecasting future HR needs using reliable models

  • Developing succession and talent replacement strategies

  • Balancing workforce size with performance and productivity

• Incentives and Rewards Management

  • Key principles of compensation and benefits systems

  • Structuring salary packages based on merit and contribution

  • The role of non-financial rewards in motivating staff

  • Aligning reward systems with performance objectives

• Legal and Regulatory HR Framework

  • Overview of employment laws and labor regulations

  • Legal responsibilities and compliance for HR departments

  • Handling employee disputes and disciplinary procedures

  • HR policies under local and international legal frameworks

• Future Trends in Human Resources

  • Digital transformation in HR management

  • Application of artificial intelligence in recruitment and evaluation

  • Data-driven decision-making in HR planning

  • Emerging skills and the future of work