Certified HR: Talent Lifecycle & Performance Management

Description

This comprehensive HR Talent & Performance Management Program is designed to equip HR professionals, HR Business Partners, recruiters, talent management professionals, and people managers with the knowledge and practical skills required to manage the complete employee lifecycle—from workforce planning and talent acquisition to performance management, career development, and productivity enhancement.

The program begins with Talent Acquisition & Workforce Planning, helping participants understand how to translate business strategy into workforce requirements and build effective talent pipelines. Participants will learn to develop clear and competency-based Job Descriptions, conduct strategic manpower planning, identify workforce gaps, and align recruitment plans with current and future business needs. The program also covers Employer Branding, enabling participants to build a compelling employee value proposition and strengthen the organization’s ability to attract high-quality talent.

Participants will explore modern candidate sourcing strategies, understand different recruitment channels, and learn how to identify and engage the right talent for different roles. The program further covers background verification, employee screening, selection practices, and compliance considerations, helping organizations minimize hiring risks while maintaining a fair and professional recruitment process. Participants will also develop practical skills in job offer management and salary negotiation, including managing candidate expectations, handling counteroffers, and improving offer acceptance rates.

A strong emphasis is placed on Employee Onboarding Excellence, enabling participants to design structured onboarding journeys that help new employees understand the organization, integrate with their teams, become productive faster, and build a strong connection with the organization from day one.

The second part of the program focuses on Performance Management & Productivity, providing a complete understanding of how organizations can establish a transparent, measurable, and development-oriented performance culture. Participants will learn how to establish SMART goals that connect individual contributions with organizational objectives and develop meaningful KPIs that measure performance, outcomes, and business impact.

The program also introduces Competency Framework Design and Implementation, helping HR professionals identify the knowledge, skills, behaviours, and capabilities required for different roles and career levels. Participants will understand how competency frameworks can support recruitment, performance management, learning, career development, and succession planning.

Participants will learn how to use 360-Degree Feedback to create a continuous feedback culture and gain a more holistic view of employee performance. The program also addresses the development of clear Performance Standards, ensuring employees understand expectations and managers have objective criteria for evaluating performance.

A dedicated component focuses on Performance Improvement Plans (PIPs), providing a structured approach to identifying performance gaps, setting measurable improvement objectives, providing support and feedback, monitoring progress, and establishing accountability.

The program further develops participants’ ability to conduct effective Annual Performance Reviews and make objective performance evaluations and ratings. Emphasis is placed on reducing bias, using evidence-based assessment, ensuring consistency, and making performance discussions meaningful rather than purely administrative.

Finally, the program introduces Performance and Career Conversations, helping managers and HR professionals move beyond annual reviews toward continuous discussions around performance, strengths, development needs, career aspirations, and future opportunities.

Overall Learning Journey

Workforce Planning → Job Description → Employer Branding → Candidate Sourcing → Screening & Selection → Offer & Negotiation → Onboarding → SMART Goals → KPIs → Competencies → Performance Standards → 360° Feedback → Evaluation & Rating → Performance Review → PIP → Career & Development Conversations

By the end of the program, participants will be able to connect talent acquisition, employee onboarding, performance management, development, and career growth into one integrated HR framework. The program ultimately enables organizations to attract the right talent, place people in the right roles, establish clear expectations, improve performance, address performance gaps fairly, strengthen employee engagement, and build a high-performance workforce aligned with business goals.

Topics

1. Job Description

2. Manpower Planning: Strategic Workforce Management for HR & Recruitment Professionals

3. Measuring ROI of Training: Proving the Value of Learning

4. Employer Branding: Building a Strong Talent Magnet for Organisations

5. Mastering Candidate Sourcing Strategies

6. Background Verification & Employee Screening: Concepts, Practices & Compliance

7. Job Offer Management & Negotiation Skills for HR Professionals

8. Employee Onboarding Excellence

9. SMART Goal Setting: Driving Performance & Productivity

10. Mastering KPIs: Measuring What Matters

11. Competency Framework Design & Implementation for HR Professionals

12. 360-Degree Feedback: Building a Culture of Continuous Improvement

13. Performance Standards: Defining & Driving Excellence in the Workplace

14. Performance Improvement Plan (PIP): A Structured Approach to Employee Growth & Accountability

15. Annual Performance Review: Driving Growth, Accountability & Engagement

16. Evaluation & Rating: Objective Performance Assessment for Employees

17. Appeal & Grievance Mechanisms: Ensuring Fairness and Employee Trust

Projects

Cluster A — Talent Acquisition

1. Project 1: Draft a Job Description for a Critical Open Role

2. Project 2: Build a 12-Month Manpower Plan for a Department

3. Project 3: Calculate the ROI of a Recently Delivered Training Program

4. Project 4: Audit and Reposition an Employer Brand

5. Project 5: Design a Sourcing Strategy for a Hard-to-Fill Role

6. Project 6: Run a Compliant BGV Process for a New Hire

7. Project 7: Manage an Offer Negotiation to Closure

8. Project 8: Design a 90-Day Onboarding Journey for a New Hire

Cluster B — Performance Management

9. Project 9: Convert a Business Priority into SMART Goals

10. Project 10: Build a KPI Scorecard for a Team or Function

11. Project 11: Design a Competency Framework for a Job Family

12. Project 12: Run a 360-Degree Feedback Cycle for One Employee

13. Project 13: Define Performance Standards for a Role

14. Project 14: Draft a Fair, Structured PIP

15. Project 15: Complete a Year-End Performance Review

16. Project 16: Facilitate a Rating Calibration Session

17. Project 17: Process a Grievance Through to Fair Resolution

Courze