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: Six Months.
How to Enroll and Get Certified in Your Chosen Course:
Step 1: Choose the course you wish to get certified in.
Step 2: Click on the “Enroll Now” button.
Step 3: Proceed with the enrollment process.
Step 4: Enter your billing details and continue to course fee payment.
Step 5: You will be redirected to the payment gateway. Pay the course and exam fee using one of the following methods:
Debit/Credit Card, Wallet, Paytm, Net Banking, UPI, or Google Pay.
Step 6: After successful payment, you will receive your study material login ID and password via email within 48 hours of fee payment.
Step 7: Once you complete the course, take the online examination.
Step 8: Upon passing the examination, you will receive:
• A soft copy (scanned) of your certificate via email within 7 days of examination.
• A hard copy (original with official seal and signature) sent to your address within 45 day of declaration of result.
Step 9: After certification, you will be offered job opportunities aligned with your area of interest.
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) |
Key Benefits of Certification- Earning a professional certification not only validates your skills but also enhances your employability. Here are the major benefits you gain:
Practical, Job-Ready Skills – Our certifications are designed to equip you with real-world, hands-on skills that match current industry demands — helping you become employment-ready from day one.
Lifetime Validity – Your certification is valid for a lifetime — no renewals or expirations. It serves as a permanent proof of your skills and training.
Lifetime Certificate Verification – Employers and institutions can verify your certification anytime through a secure and reliable verification system — adding credibility to your qualifications.
Industry-Aligned Certification –All certifications are developed in consultation with industry experts to ensure that what you learn is current, relevant, and aligned with market needs.
Preferred by Employers – Candidates from ISO-certified institutes are often prioritized by recruiters due to their exposure to standardized, high-quality training.
Free Job Assistance Based on Your Career Interests – Receive personalized job assistance and career guidance in your preferred domain, helping you land the right role faster.
Diploma In Strategic Human Resource Management
Introduction to Strategic Human Resource Management (SHRM): Definition and Importance of SHRM, Evolution of HRM to SHRM, Key Differences Between HRM and SHRM, Strategic Role of HR in Organizations, HR as a Business Partner, Aligning HR Strategies with Business Goals, Competitive Advantage through HR Strategies, Ethical and Legal Aspects in SHRM, Global Perspectives on SHRM, Future Trends in SHRM.
Workforce Planning and Talent Management: Strategic Workforce Planning, Job Analysis and Job Design, Competency Mapping and Skill Gap Analysis, Recruitment Strategies for a Competitive Workforce, Selection Techniques and Best Practices, Employee Onboarding and Induction, Succession Planning and Career Development, Employee Retention Strategies, Employer Branding and Talent Acquisition, Role of Technology in Talent Management.
Performance Management and Employee Development: Strategic Performance Management Systems, Setting SMART Performance Goals, Key Performance Indicators (KPIs) and Metrics, 360-Degree Feedback and Performance Appraisals, Coaching and Mentoring in Organizations, Training and Development Programs, High-Potential Employee Identification, Career Growth and Leadership Development, Performance Improvement Plans (PIPs), Linking Performance with Rewards and Compensation.
Compensation and Benefits Strategy: Strategic Compensation Planning, Salary Structures and Pay Bands, Incentive and Bonus Plans, Employee Benefits and Perks, Pay Equity and Job Evaluation Methods, Compensation Benchmarking and Market Trends, Strategic Reward Management, Non-Monetary Rewards and Recognition, Linking Compensation to Organizational Performance, Legal and Ethical Issues in Compensation.
Employee Relations and Workplace Culture: Importance of Positive Employee Relations, Employee Engagement Strategies, Managing Workplace Conflicts, Grievance Handling Mechanisms, Diversity and Inclusion in the Workplace, Building a Positive Organizational Culture, Workplace Ethics and Code of Conduct, Psychological Safety and Employee Well-being, Handling Employee Discipline and Termination, Role of HR in Corporate Social Responsibility (CSR).
Leadership and Organizational Development: Strategic Leadership in HR, Change Management and HR’s Role, Organizational Development Models and Strategies, Leadership Development Programs, Emotional Intelligence in Leadership, Transformational vs. Transactional Leadership, HR’s Role in Mergers and Acquisitions, Corporate Governance and HR Policies, Driving Innovation Through HR, Measuring Leadership 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.