HRM: Art of Managing People

Distance training course on how to manage people in a company. Independent course or a part of Professional Certificate in Management.

HRM course is about human capital development technique: identification of a unique range of competencies, planning and design of jobs oriented on results, hiring such people, and providing training and assessment of their contributions to the company.

The course deals with competencies that a manager needs to invest strategically in human capital and to manage effectively her employees. During the previous SPM module of this program, you've already created all the structural elements for the company that assures its outcome-based operations. Now you need to (1) assure a unique blend of competence that would support its outcome-based operations and differentiate your company from competitors, (2) recruit or train people with this unique blend of knowledge, skills and talents, and (3) implement effective methods of collaboration and motivation for your employees to maintain your highly qualified workforce and inspire these people work hard to strengthen the competitiveness of the company.

The course "The art of managing people" (HRM) of the Professional Certificate in Management program is dedicated to mastering the technologies for each of these issues.The main idea of the course is that HR Manager's work should be dedicated to a single idea of "enhancing competitive advantages of a company through capitalizing human capital" .
The duration of the course is 5 weeks.

This course is one of the three components of the program "Professional Certificate in Management". You can only complete this course or take all three courses: SPM - System of professional management, HRM - Art of managing people, LEAD - Leadership as a Job.

After successful completion of all three courses of the program and passing a consulting project you will receive a "Professional Certificate in Management from L2G Institute of Management", issued by the U.S. licensed training center.

Learning outcomes for each topic of the course

HRM-1. Investing in human capital and strengthening firm's competitive advantages

What do you call the competitive advantage that cannot be copied and difficult to steal? These are people and their competencies. It is possible to entice one employee, but if the human resource management system is build correctly, the DNA of the company remains the same. Company’s DNA is the set of competencies, knowledge, values and experience, which make the company unique. What should the human resource manager do in order to create such DNA?

As a result of studying this topic, you will learn about strategic human resource management. You will be able to identify your niche in human resource management in your daily activities.

Knowledge of this topic will help you focus on the core of your business, mission and competitive strategy, that you would like to develop. You will prepare a list of 5-7 competencies that are needed by your business, and you will check each item on this list in the summary table "what to invest in."

HRM-2. Strategic personnel management. When HR planning and smart job design assure success.

How do you interpret terms “key competences”, “strategic advantages” and “the human capital” in regards to specific jobs and specific people? How to define which specific knowledge, experience, and skills are necessary to add to the company? Competent organization of personnel planning allows the company to save resources and time, which could be wasted on unnecessary employees or unrequested competences. Correct design of a job will help the manager avoid myriad of problems in the field of personnel motivation, coordination of departmental activities, and internal company communications and control.

This topic will help you learn who you need to achieve your strategic objectives and what they should do. You will be able to conduct a work-flow analysis and design a "working" the job description and job requirements.

HRM-3. Personnel management techniques for a practicing manager

When you have decided who you want and what they will do, you need to find these people and manage them.

As the result of studying this topic, you will make a plan for recruiting a new employee for one of the positions in your organization. You will create a system for determining training needs, and will decide how to evaluate the work of the employee.

HRM-4. How to energize and motivate your employees

If employees work from 9 am till 6 pm and complete the assigned tasks it is beneficial for both the employee and for the manager. But what do you need to do so that employees didn’t work by the hours and focused on the final product even if it requires maximum concentration and overtime (probably, with no compensation)? What do you need to do so that your employees would shift from merely completing the assigned tasks to initiation of product development, improvements in service, work with clients, and cooperation with other departments?

Knowledge of this subject will help you identify where you wasted your time and where you spent too much of your effort and money on non-effective motivators. You'll create motivational profiles of two very different staff members and will develop a system of incentives for each of them. This topic is available as a trial course.

HRM-5. Psychology for a practicing manager: Understanding personality of the people you work with

According to the guru in management David Maister, there are two types of dynamic companies or divisions: Hunters and Farmers. The psychologists also classify people as "type A" and "type B". There are other classifications that help to understand the people with whom you work, and apply their individual characteristics to maximum advantage both for them and for the firm. Organizations need all types of people, but should manage them in different instances, for various projects and clientele. If you know both approaches in detail, you can create the best combination of Achievers and Protectors for your company.

As a result of this course, you will learn several typologies that work, better understand people you work with, and successfully communicate what you expect from them.

Training process

The length of the course is 5 weeks. Each topic is discussed during one week.

Learning through Implication - is the main principle of learning in L2G

Design of learning process is built on a simple but effective scheme:

1. Start with challenges and problems faced by every manager
2. Provide means to solve them
3. Apply solutions in your company.

All materials subject to a single idea, "What you need to know as the manager to solve this or that practical task". You get to know each of these topics by learning the problems that practicing managers face every day.

The learning process is based on solving business situations and instantaneous application of knowledge to real-life situations happening in a company. 95% of our students conduct the consulting project for their own business - developing and improving management of the department, division or company that they manage.

Sample of a certificate

Program Director

Dr. Julia Ivy

Julia Ivy (Y.V.Ivanova), Ph.D., Professor of School of Management(USA), a member of the research team at Lancaster University(England) and founder of LOCAL TO GLOBAL LLC (USA), specializing in bilingual and distance vocational education and consulting for practicing managers.

From 1993 to 2003, Julia Ivy practiced in the CIS countries and has been known as a top expert in the field of management. Since 2003, Julia Ivy lives in the U.S. and travels around the world with her programs and research.In the west she is more commonly known as Julia Ivy. Her consulting is often requested by Chamber of Commerce, Economic Development Council, and Small Business Administration Council. Her studies and master classes have been presented at the Academy of Management, Global Business Conference and many other conferences. Her articles are published in top journals in the world.