Description
Course Name: Diploma in Strategic Human Resource Management
Course Id: DSHRM/Q1001.
Eligibility: Completion of 10+2 (higher Secondary) or equivalent.
Objective: The course is ideal for professionals seeking to become HR leaders or enhance their strategic thinking in managing a workforce. It can be pursued by HR practitioners, managers, or anyone seeking a comprehensive understanding of how HR practices fit into the broader business strategy.
Duration: 370 Hrs (Equivalent to One Year).
Total Credits: 18.
How You will Get Diploma Certificate:
Step 1- Select your Course for Certification.
Step 2- Click on Enroll Now.
Step 3- Proceed to Enroll Now.
Step 4- Fill Your Billing Details and Proceed to Pay.
Step 5- You Will be Redirected to Payment Gateway, Pay Course and Exam Fee by Following Options.
Card(Debit/Credit), Wallet, Paytm, Net banking, UPI and Google pay.
Step 6- After Payment You will get Study Material Login id and Password on your email id.
Step 7- After Completion of Course Study give Online Examination.
Step 8- After Online Examination you will get Diploma Certificate soft copy(Scan Copy) and Hard Copy(Original With Seal and Sign).
Step 9- After Certification you will receive Prospect Job Opportunities as per your Interest Area.
Online Examination Detail:
- Duration- 120 minutes.
- No. of Questions- 60. (Multiple Choice Questions).
- 10 Questions from each module, each carry 10 marks.
- Maximum Marks- 600, Passing Marks- 40%.
- There is no negative marking in this module.
How Students will be Graded: | ||
S.No. | Marks | Grade |
1 | 91-100 | O (Outstanding) |
2 | 81-90 | A+ (Excellent) |
3 | 71-80 | A (Very Good) |
4 | 61-70 | B (Good) |
5 | 51-60 | C (Average) |
6 | 41-50 | P (Pass) |
7 | 0-40 | F (Fail) |
Benefits of Certification:
- Government Authorized Assessment Agency Certification.
- Certificate Valid for Lifetime.
- Lifetime Verification of Certificate.
- Free Job Assistance as per your Interest Area.
Diploma In Strategic Human Resource Management
Introduction to Strategic HRM- Nature of Strategy, Concept of Strategy, Competitive advantage, Distinctive capabilities, Formulation of Strategy, setting organization objectives, Evaluating the Organizational Environment, Setting Quantitative Targets, aiming in context with the divisional plans, Performance Analysis, Choice of Strategy, Strategy Implementation, Steps in implementing a strategy, Evolution of SHRM, SHRM Definition.
Investment perspective of human resources- Introduction, Sources of Employee value- Technical Knowledge, Ability to Learn and Grow, Decision Making Capabilities, Motivation, Commitment, Team Work, Adopting an Investment Perspective, Human Resources Investment Considerations, Management values, Risk and return on HR investment, Economic rationale for investment in training, Utility theory, Outsourcing, An Investment Prospective of Human Resource Management.
Planning and Implementing Strategic HR policies- Introduction to Planning and Managing Human Resources, The Human Resources Organizational Coordinator, The Human Resources Work Analyst, The Human Resources Workforce Analyst, The Human Resources Auditor, The Human Resources Environmental Scanner, The Human Resources Forecaster, The Human Resources Planning Formulator, The Human Resources Integrator, Career Planning and Management, Recruitment and Selection, Training, Organization Development, Job Redesign, Employee Assistance Programs.
HR Strategy for Training and Development- Basics of Training and Development, Levels of Training- Individual, operational and organizational levels – horizontal, vertical, top, bottom & official training, Roles of Managers, Appraisal and Awards, Current Scenario of Training and Development, Introduction to Training, Levels of Training, Training Organization, Overview of Training in Manufacturing and Service organizations, Duties and Responsibilities of Training Managers, Employees training, Areas and Methods of Training, Executive Development Programmes, Evaluating Effectiveness of Training and Development Programmes.
Aligning HRM with Business Strategy- The Need for Strategic Human Resources, Strategies for Managing and Developing Talent, Human Resources as a Strategic Function, Implementing Strategic Change, Introduction- From Business Partnering to Leadership, The Context for Strategic HR, Transforming HR into a Strategic Partner, Measuring the Impact of Strategic HRM, Aligning Business and HR Strategy.
Emerging Issues in Strategic HRM- Human resource management, Strategy: concept and process, Strategic human resource management: concept and process, HR strategies, Strategic Human Resource Management in Action, Formulating and implementing HR strategies, improving business performance through strategic HRM, Roles in strategic HRM, HR Strategies, Strategies for improving organizational effectiveness.
Job Opportunities after completion of Diploma in Strategic Human Resource Management course:
Graduates of a Diploma in Strategic Human Resource Management (SHRM) program are trained in advanced HR strategies, leadership, and organizational development. They are equipped to manage complex human resource functions and contribute to an organization’s overall strategic goals. The program focuses on the alignment of HR practices with business objectives, talent management, performance management, labor laws, and organizational culture.
With the increasing emphasis on people management and organizational growth, professionals with expertise in strategic HR are highly sought after across all industries.
Career Options for Graduates of a Diploma in Strategic Human Resource Management:
1. Human Resources Manager
- Role: HR Managers oversee all HR functions, including recruitment, performance management, employee relations, compensation, and benefits. They work closely with senior management to align HR strategies with business goals and improve organizational effectiveness.
- Industries: Corporations, IT companies, healthcare, manufacturing, hospitality, education, retail.
- Salary Range:
- Entry-Level: ₹5,00,000 – ₹8,00,000 per year
- Mid-Level: ₹8,00,000 – ₹15,00,000 per year
- Senior-Level: ₹15,00,000 – ₹25,00,000+ per year
- Note: HR Managers in large organizations or industries with high employee turnover tend to earn higher salaries.
2. Talent Acquisition Specialist/Recruitment Manager
- Role: Responsible for developing and executing recruitment strategies to attract top talent, including job postings, sourcing candidates, conducting interviews, and managing hiring processes. They also ensure alignment with company culture and future workforce needs.
- Industries: IT firms, multinational corporations, recruitment agencies, startups, consulting firms, educational institutions.
- Salary Range:
- Entry-Level: ₹4,00,000 – ₹6,00,000 per year
- Mid-Level: ₹6,00,000 – ₹10,00,000 per year
- Senior-Level: ₹10,00,000 – ₹18,00,000+ per year
- Note: Talent Acquisition specialists focusing on senior roles or niche markets (like tech or executive recruitment) can earn significantly higher.
3. Compensation and Benefits Manager
- Role: Compensation and Benefits Managers design and manage competitive compensation programs, incentive plans, and employee benefits packages. They ensure compliance with legal requirements and make sure compensation structures align with the organization’s goals.
- Industries: Corporations, large-scale businesses, consulting firms, government agencies, healthcare institutions.
- Salary Range:
- Entry-Level: ₹6,00,000 – ₹9,00,000 per year
- Mid-Level: ₹9,00,000 – ₹15,00,000 per year
- Senior-Level: ₹15,00,000 – ₹25,00,000+ per year
- Note: Senior managers with specialized knowledge in executive compensation or benefits can earn higher salaries.
4. Employee Relations Manager
- Role: Employee Relations Managers handle all aspects of employee relations, including conflict resolution, mediation, compliance with labor laws, and maintaining a positive organizational culture. They also work to ensure that policies and practices foster employee engagement and satisfaction.
- Industries: Manufacturing, retail, service sector, IT, government organizations, NGOs.
- Salary Range:
- Entry-Level: ₹5,00,000 – ₹8,00,000 per year
- Mid-Level: ₹8,00,000 – ₹12,00,000 per year
- Senior-Level: ₹12,00,000 – ₹20,00,000+ per year
- Note: Senior employee relations professionals in large or unionized organizations can earn significantly higher salaries due to the complexity of their responsibilities.
5. Learning and Development (L&D) Manager
- Role: L&D Managers focus on identifying skill gaps, training needs, and career development opportunities for employees. They design and implement training programs, leadership development initiatives, and other educational strategies to enhance organizational performance.
- Industries: IT companies, corporate offices, educational institutions, financial services, healthcare.
- Salary Range:
- Entry-Level: ₹5,00,000 – ₹8,00,000 per year
- Mid-Level: ₹8,00,000 – ₹15,00,000 per year
- Senior-Level: ₹15,00,000 – ₹25,00,000+ per year
- Note: L&D Managers in industries with high employee turnover or those requiring specialized training programs can earn higher salaries.
6. HR Business Partner
- Role: HR Business Partners work closely with senior leadership to align HR strategies with the organization’s business objectives. They act as consultants to line managers, providing support in workforce planning, performance management, and organizational development.
- Industries: Large corporations, multinational firms, IT companies, consultancy firms.
- Salary Range:
- Entry-Level: ₹6,00,000 – ₹9,00,000 per year
- Mid-Level: ₹9,00,000 – ₹15,00,000 per year
- Senior-Level: ₹15,00,000 – ₹30,00,000+ per year
- Note: Experienced HR Business Partners, especially those handling large teams or business units, can earn significantly higher salaries.
7. Organizational Development (OD) Manager
- Role: OD Managers are responsible for driving organizational change and enhancing the overall effectiveness of the workforce. They focus on areas such as leadership development, organizational structure, culture, and process improvement.
- Industries: Large businesses, healthcare institutions, consultancy firms, government agencies.
- Salary Range:
- Entry-Level: ₹5,00,000 – ₹8,00,000 per year
- Mid-Level: ₹8,00,000 – ₹15,00,000 per year
- Senior-Level: ₹15,00,000 – ₹25,00,000+ per year
- Note: Senior OD professionals in organizations undergoing large-scale transformations may command higher salaries.
8. HR Director/Head of HR
- Role: HR Directors or Heads of HR oversee the entire human resources department and contribute to the development of the company’s overall business strategy. They manage HR managers, set HR policies, and ensure that the organization’s workforce strategy aligns with business objectives.
- Industries: Large corporations, multinational firms, healthcare organizations, financial institutions, educational institutions.
- Salary Range:
- Entry-Level: ₹10,00,000 – ₹15,00,000 per year
- Mid-Level: ₹15,00,000 – ₹30,00,000 per year
- Senior-Level: ₹30,00,000 – ₹50,00,000+ per year
- Note: The salary for HR Directors in high-growth sectors or large multinational companies can be very competitive.
9. HR Consultant
- Role: HR Consultants provide strategic HR services to external clients, including talent management, employee engagement, workforce planning, and HR system implementation. They are hired by organizations to improve HR processes and solve HR-related issues.
- Industries: HR consulting firms, large corporations, startups, non-profits.
- Salary Range:
- Entry-Level: ₹5,00,000 – ₹8,00,000 per year
- Mid-Level: ₹8,00,000 – ₹15,00,000 per year
- Senior-Level: ₹15,00,000 – ₹30,00,000+ per year
- Note: Senior consultants with expertise in HR technology, leadership development, or change management can earn much higher salaries.
10. Payroll Manager
- Role: Payroll Managers oversee the payroll processing system for an organization, ensuring timely and accurate payment to employees. They also manage tax compliance, benefits, and deductions, ensuring that the payroll system adheres to the law and company policies.
- Industries: Large corporations, IT companies, manufacturing firms, hospitality, education.
- Salary Range:
- Entry-Level: ₹4,00,000 – ₹6,00,000 per year
- Mid-Level: ₹6,00,000 – ₹10,00,000 per year
- Senior-Level: ₹10,00,000 – ₹15,00,000+ per year
- Note: Payroll Managers who handle payroll for large organizations with many employees can earn higher salaries.
Geographic Variability:
- Metro Cities: Mumbai, Delhi, Bengaluru, Chennai, and Hyderabad offer higher salary ranges due to the presence of large corporate offices, multinational companies, and HR consultancies.
- Tier-2 Cities: Cities like Pune, Ahmedabad, Kolkata, and Chandigarh offer HR career opportunities with relatively lower salary ranges compared to metros but still provide good growth prospects.
Conclusion:
A Diploma in Strategic Human Resource Management prepares graduates for a wide range of roles in HR management, with a focus on strategic alignment and organizational growth. As businesses in India increasingly recognize the importance of aligning human resource management with business strategy, the demand for qualified HR professionals is growing. The salary range is competitive, and there are significant opportunities for advancement, especially for those who specialize in high-demand areas like talent acquisition, employee relations, and organizational development.