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Career Path: From HR Manager to Head of HR
HR Generalist or as they say HR Generalist is the first step in an HR career
Training for the role in which you need to:
HR Generalist or as they say HR Generalist is the first step in an HR career
Training for the role in which you need to:
- close vacancies
- adapt newcomers
- train employees
- manage culture
- create motivation programmes
- keep records of employees
- organise corporate parties
Common HR Challenges Addressed in This Course
- Having to be torn between recruitment, onboarding, development and employee motivation
- Management asks to launch employer brand, describe company culture, build employee performance appraisal system
- Employees are not motivated, resist change
- Want to automate everything, but don't know how
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The HR Generalist is not just an HR manager, but an expert who possesses basic knowledge in several HR disciplines and is the only HR manager in the company. He is the prototype of an HR director
Post-Course Benefits: Transforming Your HR Career
You will not only acquire a complete set of HR Generalist knowledge, skills and tools, but will also build your company's recruiting and onboarding processes, build your employer brand, and learn how to organise employee training.
But that's not all
You will also describe the corporate culture, create an offboarding process, develop your EVP and form a Total Rewards package
And most importantly
I will teach you how to align your work with the business, understand the business and employees, lead projects, sell your ideas to management and prove the effectiveness of your solutions
But that's not all
You will also describe the corporate culture, create an offboarding process, develop your EVP and form a Total Rewards package
And most importantly
I will teach you how to align your work with the business, understand the business and employees, lead projects, sell your ideas to management and prove the effectiveness of your solutions
Career HR Generalist
1
HR Manager
Usually a HR-begginer or HR specialist who is only responsible for 1-2 functions, such as recruitment and training and has no particular knowledge of HR
Average income $500-$1000
Average income $500-$1000
2
HR Generalist (you are here)
This is the "HR Director in a single person" of a small company of 10 to 100 people. He most often does not have a team, but has broad expertise in all HR areas
Average income $1000-2000
Average income $1000-2000
3
Head of HR (or here)
Usually, it is the HR Generalist after the company has grown beyond 100 people. He or she already has an emerging team, so management skills need to be developed. HR expertise equals HR Generalist expertise
Average income $2,000-$3,000
Average income $2,000-$3,000
4
HR Director
Usually in companies of 300 people or more. Manages a team of 5 or more people, focuses more on strategic issues and development of top management
Average income $3,000-$5,000
Average income $3,000-$5,000
Why Choose Mike Pritula’s HR Generalist Course?
There are many courses on the internet, what makes this training different
-
21 years of practical experienceMike has worked for Wargaming, Alfa Bank, TV channel STB, Preply, iDeals. He was responsible for recruitment, training, motivation, remuneration, business partnerships. Created strategies, supervised HR work in several countries, worked with leading consulting companies: EY, KornFerry, DDI, SHL, 280Group, Ecopsy, Hudson and others. -
International standardsMike is the author of the HR competency model built on the best international standards: CIPD, SHRM, HRCI, HCI. He also represents HRCI in Ukraine and prepares students for international certification. He teaches the Josh Bersin and Dave Ulrich approach and uses Mercer and Deloitte research -
15 years in online educationTransferring knowledge and building skills in Online Courses is a talent not given to everyone. Mike has trained over 5,000 students, over 100 lecturers on his unique methodology, and are now leading lecturers at other online schools -
The most up-to-date knowledgeEvery year there are many updates in HR, new research, tools, approaches. Books are published, competency models are updated. Mike is an active member of the international HR community, regularly updates his courses
How we teach
Recordered class
You watch the recorded sessions at your own pace and study the material
Homework checked by the course author
Each webinar has a practical task that you have to do
Getting feedback
Each homework assignment is checked personally by the author of the course and feedback is given. If necessary, he/she will ask you to improve it so that the result is of high quality and useful for your company.
Developing a skill
Through learning in the classroom and putting what you learn into practice, as well as feedback from the course author, you don't just listen to lectures, but immediately build skills and develop as a professional
HR Generalist course programme
Based on leading competence models
CIPD, SHRM, HRCI
CIPD, SHRM, HRCI
- What roles are there in HR
- The evolution of HR in a company
- What HR Generalist should and should not do
- Trends in HR work
- Talent Management and the employee lifecycle
- Soft Skills HR Generalist
- How to be an HR leader, not an HR performer
- Types of organisational structures
- Business model of the company
- Company strategy and HR strategy
- SWOT and PESTEL analysis
- Boston Matrix and Porter's Five Forces
- Life cycle of a company
- Agile in HR: MVP, Business Case, Kanban board
- An audit of the current state of the company
- Employee opinion survey
- HR strategy development
- Action planning for the year
- Budgeting of HR strategy
- Personnel requirement planning
- Internal candidate search and referral programmes
- Working with Job Sites
- Working with social media
- Identifying candidates' motivation
- Assessing candidates: from competency based interview to test case
- Effective Job Offer
- Who is talent and how it is discovered
- 9 boxes
- Talent pool programme
- Succession Planning
- Career ladder
- Organisation of company training
- Online training
- Training effectiveness assessment
- 360° employee appraisal
- Continuous feedback
- Intrinsic and extrinsic motivators
- What demotivates employees
- Motivation 3.0
- Total Rewards concept
- Generational theory
- How companies manage salaries
- Job grading
- Salary market overview
- Developing a bonus system
- Developing a benefits package
- Cafeteria plan
- Performance management options: from KPI to OKR
- Goal setting
- Results evaluation
- Preparation of development plans
- Interviewing employees: Performance Appraisal
- Assessing engagement - how Gallup does it
- Analysis of engagement assessment results
- Action planning
- Feedback to managers
- Engagement 3.0 from feedback to action
- Burnout and how to deal with it
- What is company culture and what does it influence?
- Description of company culture
- Managing culture
- Embedding culture into other HR processes
- How to transform culture
- Diagnosing company culture
- What managers should know how to do with their team
- 10 People Management tools HR Generalist should implement
- How to train managers
- The role of the HR Generalist in the manager-employee relationship
- What can be automated at all
- Choosing the right automation solution for the company's needs
- Argumentation of proposals to company management
- Deployment of automation tools
- How to calculate turnover
- Analysis of turnover in different profiles
- Implement the Exit Interview
- Identifying and addressing the causes of turnover
- Planning retention programs
- Conducting 1:1 meetings with employees to identify risks
- Key HR metrics and how to calculate them
- What is analytics and how it differs from metrics and HR KPIs
- How to implement analytics
- How to budget HR
- How to substantiate HR expenses
- How to analyze HR expenses
- Optimisation of expenses
- Preparing for employee departure
- Employee adaptation
- Employee relations
- Voice of the employee
- Employee development
- Motivation management
- Correct dismissal of employees
- Dealing with dismissed employees (Alumni)
Compare Pricing – Best Value for Your Career
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Diploma of HR Professional after completing the course
So coveted and valuable
So coveted and valuable
- Each diploma has a unique code
- QR code on the diploma leads to the online version
- Impossible to forge
- Issued on a certified Accredible platform (the same place where Rosetta Stone, Google, Udacity, Kaplan University and others issue certificates), look at an example
Do you want to be the part of the global HR group?
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Who would benefit from this course
Your HR experience is between 0 and 5 years
- No HR experience or have worked in HRThis course will give you all the basics of HR work and enable you to successfully interview for a job
- You are an HR manager,
People Partner or RecruiterThe course will not only give you a full understanding of the HR role in the company, but will also equip you with a set of useful tools - You are already an HR Generalist
or Head of HRAnd you are already facing many different challenges. The course will not be just a toolkit, but a real partner in solving real-world problems
Course author - Mike Pritula
- No. 1 Opinion Leader in HR in 2019
- HR Advisor PeopleForce
- 21 years in HR Wargaming, Preply, iDeals
- Since 2011 engaged in online training
- HRCI Eastern Europe representative
- PHRi certified
- HR-soft author and startup consultant
- More than 700 trained managers on People Partner and Total Rewards courses
- Author of HR competency model
- Author of the most comprehensive HR audit checklist
- HR person of the year in Ukraine
- More than 100 published articles and presentations
- Over 1.5 million views
From graduate surveys
What graduates say about the HR Generalist course
It helped me look at HR systematically — as a business function rather than a set of separate processes.
What’s especially valuable is that every topic was backed by practical tools, calculations and real management cases, so I could apply it at work straight away.
It brought clarity to our world of chaos. We structured the whole process, from recruitment to onboarding and offboarding, communication and full employee administration.
It’s really valuable that sample surveys, calculations and analyses are included. They make it easy to roll out new initiatives straight away.
Every module had valuable tools you can put to work right away.
Reviews come from the surveys graduates fill in when they receive their diploma.
Enroll in the course
CONVENIENT STUDENT ACCOUNT
How a course on sourcing works
All resources: webinar recordings, presentations, supplementary materials, are stored in your personal account.
For communication and support, all participants communicate in a dedicated Telegram chat room.
For communication and support, all participants communicate in a dedicated Telegram chat room.
Yes, we provide invoices and all payments are made officially through the bank
We have students from all over the world. Email us at info@pritula.academy and we will suggest the most convenient method of payment for you
Time and place
Online learning - the most modern form of learning
- Place: online recorded videoYou watch the recorded sessions at your own pace and study the material. All lessons open right after payment
- Homework checked by the course authorEach webinar has a practical task that you should to do
- Getting a diplomaStudents who successfully complete the course assignments will receive a diploma at the end of the course
See you on the course
I would be happy to work with you personally,
sign up now
sign up now
IN SHORT
Who is an HR Generalist
An HR Generalist is often the only HR person in a company of 10 to 100 employees — an HR director in one person, usually without a team. The role covers recruitment and onboarding, training, motivation and Total Rewards, performance management, engagement, corporate culture, HR automation and retention.
Who is the HR Generalist course for?
For HR managers who handle one or two functions and want to cover all HR areas, and for HR professionals who work as the only HR in their company.
What does the programme cover?
12 lessons: the HR Generalist role, understanding the business, HR audit and strategy, recruitment and assessment, training and talent, motivation and Total Rewards, performance management and OKR, engagement and burnout, culture and communication, people management basics, HR automation, and retention and turnover.
What will I build during the course?
Your company's recruiting and onboarding processes, employer brand, training approach, corporate culture description, offboarding process, EVP and a Total Rewards package.
How much does the course cost?
$600 per participant with 1 year of access. The annual subscription for $1,000 opens 175+ academy courses, 155+ of them already in English, this one included.
How does the training work?
Recorded online lessons, homework checked by Mike Pritula, a student account with all materials and a Telegram chat for participants. After the course you receive a diploma on Accredible.
Can I study on my phone?
Yes. Lessons open in the app for iPhone and Android with the same login and password as on your computer, and your progress is shared. How to install the app
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