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Professional Diploma of Human Resources 2010
PROGRAM TOPICS
This program is designed to assist HR professionals in taking their HR career to the next stage with post graduate study. There are 4 units of study which can be completed over a two year period.
Unit 1 - The HR professional
Unit 2 - The HR environment
Unit 3 - Workforce design
Unit 4 - Workforce development
Unit 1: The HR professional
An overview of the HR profession, this unit looks at management theory, historical practices and continuous research behind the competencies required of today’s HR professional. Participants will consider the value of strategic HR practices to organisational performance and how they are measured.
This unit should enable participants to:
- practise as an HR professional, from a sound base of HR theory, history and research
- identify strategies and initiatives that can orient an organisation’s HR practice towards meeting future challenges
- draw on participants’ understanding of strategic management theories, framework and processes, analyse the organisation’s strategic direction and HR strategy, and design best HR practices to meet the organisation’s strategic objectives
- design HR practices that align with the culture of the organisation
- draw on past and current understandings of the role of the HR professional, improving their practice by assessing current competency levels against the AHRI Model of Excellence and identifying areas for further personal development
- work with an understanding of different change models and plan, implement and evaluate a change initiative within the organisation
- identify suitable HR evaluation models, key indicators and tools, and evaluate and report
Unit 2: The HR environment
This unit investigates factors that influence the operating environment of an organisation and impact on HR practices. Participants will explore the practical ways of building a business case for HR strategies and how to link them to the organisational strategic objectives. The legal environment in which an organisation operates will also be examined.
This unit should enable participants to:
- draw on their understanding of an organisation’s industry, market positioning, exposure to trends in the operating environment and business model, and evaluate the strategic competitiveness of the business
- prepare a business case illustrating the contribution of HR to achieving the business strategy by analysing the organisation's strategic objectives and cultural fit
- identify and assess the effect of stakeholder interests on HR practices, engage stakeholders in HR activity and market the value of the HR function
- articulate within their organisation the workplace law environment for business compliance, integrate these requirements into HR and organisational practice, seek their acceptance in the workplace and develop appropriate forms of reporting.
Unit 3: Workforce design
This unit discusses HR competencies required for workforce design challenges. Examining workforce design to meet organisational needs, the unit details efficient processes for job analysis and design, attracting, recruitment, retention, reward and remuneration strategies. Participants will also learn how to effectively plan, implement and evaluate these strategies using appropriate HR management systems.
This unit should enable participants to:
- contribute to workplace design and implementation processes and systems that will meet the strategic business needs of a changing workplace
- analyse competencies, undertake job analysis, build job descriptions and personal specifications and design jobs that meet the strategic business needs of organisations
- choose the most effective methods and models for a competitive job market, and lead their organisation in attracting, recruiting, selecting and retaining the talent it requires
- design and manage reward and remuneration strategies to motivate employees and meet strategic objectives, and support line managers in implementing these strategies
- select the most suitable HR management systems (HRMS) for their organisation and plan, implement and evaluate workforce processes.
Unit 4: Workforce development
This unit explores development of the workforce through performance management. Participants will examine how performance management assists in making business strategy operational, integrating HR processes and improving management skills. Considering different performance management methods and systems, the unit examines identification, assessment and management of HR development needs and the value of HR management systems (HRMS) and metrics as measurement tools.
This unit should enable participants to:
- understand the differences between performance planning and performance review
- develop an appropriate model for managers to use for planning how and when to communicate with their staff about performance
- discuss the advantages and disadvantages of a variety of common performance planning and review models
- identify the problems and concerns that managers and employees may face in participating in performance review and planning processes
- explain the links between performance management and the bottom-line results of an organisation
- identify factors that contribute to effective performance management
- describe how HR-related performance indicators can be used by an organisation to assist with achieving objectives
- design organisational interventions to reduce turnover, absenteeism and other HR-related performance issues for an organisation.
Assessment
The assessment for each unit is by three separate assessment pieces that include a range of learning opportunities. All three pieces must be completed successfully in order to pass the unit. There are no formal examinations.
Methods of study
Distance education
This method of study enables participants to study where and when they want. They will have access to an
Academic Coordinator who is contactable via email and telephone and whose role is to provide support by
answering questions in relation to the workbook content and assignments.
Workshops
Workshops are an alternative to the distance education program and provide interactive and focused sessions
on how to apply HR knowledge to practical situations. They are conducted one day a fortnight over a twelve
week period and run in most capital cities across Australia.
Program costs
| Program fees | Professional Diploma Distance | Professional Diploma Workshop |
| AHRI members | $1320* per unit | $2000* per unit |
| Non members | $1580 per unit | $2260 per unit |
| Non members Overseas | $1600 per unit | N/A |
*Special discounted AHRI member rate for the first year of membership – $253.00.
Fees are not subject to the Australian Goods and Services Tax (GST) because the program is a GST-free education program
Advanced Standing Opportunities
Once you've completed your core training with AHRI, we are able to provide a range of pathways to 'AHRI accredited' universities if you wish to continue with more specialised studies.
