Human Resource Development the Complete Course

person icon Markus Edenhauser

Human Resource Development the Complete Course

Strengthen your leadership skills by expanding your academic background knowledge with a lot of practical content

updated on icon Updated on Sep, 2023

language icon Language - English

person icon Markus Edenhauser

architecture icon Personal Development,Leadership,Management,Management Skills,Human Resources


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Course Description

Would you like to improve your skills in personnel management and are you a manager or a person with responsibility? This course offers you the necessary background knowledge with many practical examples to get you started quickly. The target group are (future) managers, project managers, people in leading positions or simply all people with responsibility on the job.

I have implemented both scientific content and my own experience as a trainer, coach and manager into these lessons. This will give you a good overview of the most important instruments of personnel development, which will expand and strengthen your professionalism as a personnel developer or/and manager.

In this course we will deal with the following contents:

  1. Introduction to personnel development: In addition to defining personnel development, it is also important to get a good overview of this discipline. Furthermore, a demarcation to organisational development and coaching is made and the possible target groups are defined.

  2. Management theories: In order to better link necessary correlations and developments, this chapter provides you with a brief review of the history. Immediately afterwards we will take a look at the newer forms of organization such as Scrum and Holocracy. We also discuss the suitability of agile methods as well as the self-organization of companies, hierarchies and roles.

  3. Leadership concepts: In human resources development as a manager or human resources specialist, you are also an expert in leadership concepts. You will learn the most fundamental approaches so that you can apply them in management coaching. In addition to the professional teaching, it is also about a basic understanding of how leadership works and how you can implement these concepts in your own organization.

  4. Management Diagnostics: In this section you will learn about various approaches to measuring requirements and profiles. For this purpose we will go through requirements for managers and management diagnostics. In addition to the differentiation of leadership and management, the focus is on the preparation of the measurements. Furthermore, we will discuss the concept of appraisal interviews and how self-assessment of managers can be used for personnel development. We close this chapter with a self-reflection with the Johari Window.

  5. Management coaching: As a manager and/or personnel developer you will often accompany employees and/or managers on their way. In addition, you will learn the basic building blocks of process consulting. We will also discuss the consulting parts of coaching and focus on typical management tasks. With the necessary background knowledge and getting to know the 10 management roles, you will also be able to better allocate the various occasions for coaching. This is followed by the clarification of the assignment, which is obligatory in both small and large contexts. The triangular contract is often encountered in management coaching, which is why we will discuss its particularities. In the further course we will deal with the distinction between external and internal coaches as well as managers as coaches. At the end of the lesson we will discuss possible traps in management coaching.

  6. Systemic Coaching - An express introduction: This chapter is intended to give you a rough overview of systemic coaching. Since this topic is so comprehensive, I have provided a short excerpt from my separate course "Systemic Coaching - the complete course". If you would like to deepen your knowledge here, I invite you to take a look at the advanced course.

  7. Recruiting: Recruiting is an umbrella term that includes both recruitment and selection. Depending on your previous experience, you can deal with biographical, property-oriented procedures in this chapter. We also discuss assessment centers and how they can implement this concept in smaller companies. In addition to many examples, we also deal with hearings. This is followed by onboarding and outplacement, which is essential for successful employer branding.

  8. Key figures in personnel development: Key figures in personnel development: As (future) decision-makers, you need data-based bases for decision-making. To do this, they should have a basic understanding of the most common key figures in the HR sector. In this short lesson, you will learn a few practical examples.

  9. Employee surveys: Sooner or later you will be confronted with surveys in your work as a manager. No matter whether you only accompany them because you buy an external consulting service, or conduct the survey yourself, in this chapter we will go into the objectives, planning and implementation in more detail.

  10. Employer branding: Employer branding has long since ceased to be a fad. Nearly every HR department has already implemented EB- projects or wants to take even more initiatives in the future. In this lesson, you will learn how to define and differentiate between brand and branding, and you will also receive initial implementation recommendations. The larger the company, the more you will be involved in talent management, which we also cover.

With this online course, you will receive strategic guidance for personnel development which you can implement for your own company.

Secure your knowledge advantage and enroll in this course right now.

I look forward to seeing you on the course.

Many greetings

Markus Edenhauser, MA MSc

Who this course is for:

  • People with responsibility in their job who want to develop their personal leadership and coaching skills. People who also reflect critically on their actions and strive for improvement.


What will you learn in this course:

  • Professional background knowledge and tools for your first coaching sessions. In addition, there are many practical examples

  • What is personnel development/ human resources development

  • Management Theories

  • Leadership concepts

  • Develop your own professionalism in terms of leadership and personnel development

  • Management Diagnostics

  • Employer branding

  • Employee survey

  • Recruiting

  • Systemic Coaching (in express run)

  • Management Coaching

  • Many quizzes and self-reflections for a good learning success


What are the prerequisites for this course?

  • Openness and courage to try new things

Human Resource Development the Complete Course


Check out the detailed breakdown of what’s inside the course

4 Lectures
  • play icon Course Introduction 02:20 02:20
  • play icon May I introduce myself 01:51 01:51
  • play icon Prerequisite 03:13 03:13
  • play icon Expectations 00:52 00:52
Introduction to human resources development
5 Lectures
Management Theories
8 Lectures
Leadership concepts
11 Lectures
Management diagnostic
15 Lectures
Management Coaching
20 Lectures
Systemic Coaching - Express introduction
4 Lectures
19 Lectures
Key figure in HRD
5 Lectures
Employee survey
5 Lectures
Employer Branding
8 Lectures
3 Lectures

Instructor Details

Markus Edenhauser

Markus Edenhauser

Bringing IT and People together

I am Markus Edenhauser from Austria/Tyrol. I have professional experience in electrical engineering & finance industry as well as in the non-profit sector. My experiences range from IT auditor and trainer for it-topics, head of department for finance and technology to personnel management. Nowadays I develop funny things with microcontrollers for IoT devices #smarthome.

Education: Foreman in Electrical Engineering, Train the Trainer and Bachelor & Master degree in Business Informatics and Master degree in Coaching, Organizational & Human Resources Development.

I am looking forward to welcoming you in my courses.


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