Human Resources Management

Design a Job Analysis and Job Description

Elective. Conduct a real job analysis for an existing or open role at a real organisation — including ≥1 structured interview with a person in or managing that role. Produce a complete job description using a competency-based framework. An HR practitioner reviews the output and confirms it reflects real role requirements.

3 milestones

1. 1Conduct a Job Analysis Using Structured Methods
2. 2Produce a Competency Framework and Job Description
3. 3Present the Job Analysis and Description to an HR Professional

Design a Recruitment and Selection Process

Elective. Design a complete recruitment and selection process for a real role: a structured interview guide, an assessment criteria matrix, and a documented bias-mitigation plan. An HR or talent acquisition professional reviews the process design and confirms it would produce defensible hiring decisions.

3 milestones

1. 1Define Role Profile and Candidate Specification
2. 2Build Assessment and Selection Tools
3. 3Present Process for Expert Review

Design a Performance Management Framework

Elective. Design a complete performance management framework for a specific real team or function — goal-setting methodology, review cadence, rating calibration process, and development conversation structure. An experienced manager or HR professional reviews the framework and confirms it is practical for the team context it targets.

3 milestones

1. 1Diagnose Performance Management Gaps
2. 2Design the Framework Components
3. 3Pilot Review with an HR or OD Practitioner

Conduct a Compensation Benchmarking Analysis

Elective. Benchmark compensation for a real role in a specific sector and geography using real public data sources (Glassdoor, LinkedIn Salary, BLS OES). Document your methodology and produce a structured recommendation. An HR or compensation professional reviews and confirms the benchmarking approach is sound.

3 milestones

1. 1Define the Benchmarking Scope and Collect Compensation Market Data
2. 2Produce the Compensation Benchmarking Analysis and Identify Gaps
3. 3Present Findings to an HR or Compensation Professional

Build an HR Analytics and Workforce Plan

Elective. Analyse workforce data for a real or well-documented organisation. Identify headcount gaps, attrition risk, and talent pipeline constraints. Produce a structured workforce plan with specific recommendations. An HR analytics practitioner reviews the analysis and confirms the conclusions are grounded in the data.

3 milestones

1. 1Audit Current Workforce Data and Define the Planning Horizon
2. 2Build the Workforce Demand Model and Identify Supply-Demand Gaps
3. 3Present Workforce Plan to an HR or People Analytics Professional