MOOCS
Report on
Human Resource
Submitted in Partial Fulfillment for the Award of the Degree of
Masters is Business Administration 2024-2026.
Submitted by:-
Anjali Bisht
2428100100
BHARATI VIDYAPEETH (DEEMED TO BE UNIVERSITY)
CENTER FOR DISTANCE AND ONLINE EDUCATION
Academic Study Center - BVIMR, New Delhi An
ISO 9001:2008 Certified Institute NAAC Accredited Grade “A” University
ACKNOWLEDGEMENT
I am profoundly grateful for the support and guidance I have received throughout this Moocs.
It has been a journey of learning, growth, and exploration, made possible by the contributions
of many. This acknowledgment expresses my deep gratitude to all those who have played a
pivotal role in the realization of this moocs.
Firstly, I extend my sincerest thanks to my moocs advisor Mr. Yashwant Kumar whose
expertise and insights have been invaluable. His patience, encouragement, and rigorous
standards pushed me to excel and imbued in me a deeper understanding and appreciation of the
subject. His mentorship has been a guiding light, and for that, I am eternally grateful.
A special note of appreciation goes to my peers and fellow researchers who have been
collaborators in the truest sense. Their perspectives and critiques have enriched this moocs,
making it a collective endeavor rather than an individual pursuit. The camaraderie and mutual
support we shared have been one of the highlights of this experience.
Name and signature
Anjali Bisht
MOOC CERTIFICATE SUMMARY
Human resources: compensation and benefits
Submitted by – Anjali Bisht
(PRN-2428100100)
Compensation and benefits are key drivers in attracting, motivating, and retaining talent within any
organization. The "Human Resources: Compensation and Benefits" LinkedIn course provides HR
professionals with the foundational knowledge and practical skills needed to design, implement, and
manage effective compensation and benefits programs that align with business goals and support
employee well-being.
Why Compensation and Benefits Matter
Compensation and benefits extend beyond just salary. They encompass a range of financial and non-
financial rewards that collectively influence an employee’s decision to join, stay with, or leave a
company. In today’s competitive talent landscape, a well-structured compensation and benefits
package can differentiate a company from its competitors and directly impact employee satisfaction,
productivity, and retention.
This course addresses the critical role that compensation and benefits play in strategic human
resource management. It helps HR professionals understand how to create equitable, competitive,
and sustainable reward systems that not only meet legal requirements but also enhance employee
engagement and performance.
Key Learning Outcomes:
1. Understanding the Components of Compensation: The course begins by exploring the
different elements that make up a comprehensive compensation plan. This includes base
pay (salary or wages), variable pay (bonuses, commissions, incentives), and equity-based
compensation (stock options, profit-sharing). Participants will learn how to balance these
components to create a fair and motivating compensation structure that supports both
individual and organizational performance.
2. Benefits Programs and Their Impact: Benefits are a crucial part of an employee’s total
rewards package. This course covers a wide range of employee benefits, including health
insurance, retirement plans, paid time off, wellness programs, and other perks like flexible
working arrangements. Participants will explore the latest trends in benefits management
and learn how to design programs that meet the needs of a diverse workforce while staying
within budget constraints.
3. Compensation Strategy and Market Competitiveness: To remain competitive in the market,
companies must offer compensation that reflects both industry standards and the
company’s own business strategy. The course highlights how to use salary benchmarking
tools to compare pay rates with competitors and ensure that compensation is competitive.
Participants will also learn how to tailor compensation strategies based on the company’s
size, industry, and financial health, ensuring they attract and retain top talent without
overextending resources.
4. Legal Compliance and Fairness: HR professionals must navigate complex labor laws and
regulations related to compensation and benefits. This course emphasizes the importance
of ensuring that all compensation and benefits programs comply with legal requirements,
such as minimum wage laws, equal pay for equal work, and mandatory benefits like
healthcare or pensions in different regions. Participants will also explore how to maintain
fairness and transparency to promote equity in the workplace.
5. Communicating Compensation and Benefits: Effective communication is key to ensuring
employees understand and appreciate the value of their compensation and benefits. The
course covers best practices for communicating pay structures, benefits programs, and any
changes in policies to employees in a clear and transparent manner.
Course Takeaways:
By the end of the course, participants will have a thorough understanding of how to create and
manage compensation and benefits programs that align with their organization’s goals, comply with
legal standards, and meet the needs of employees. This course is ideal for HR professionals looking
to enhance their expertise in total rewards management and contribute to their organization’s
success by ensuring they offer competitive and effective compensation packages.
MOOC CERTIFICATE SUMMARY
Human resources: HR as Strategic Business
Partner
Submitted by – Anjali Bisht
(PRN-2428100100)
In the modern business environment, the role of Human Resources (HR) has evolved far beyond
administrative tasks such as hiring, payroll, and compliance management. HR professionals today are
expected to play a critical role in shaping the strategic direction of an organization. The "HR as a
Strategic Business Partner" LinkedIn course is designed to help HR professionals develop the
mindset, skills, and tools necessary to make this transformation. By aligning HR functions with the
broader business objectives, HR professionals can drive meaningful change and contribute directly
to organizational success.
What Does It Mean to Be a Strategic Business Partner?
The concept of HR as a strategic business partner involves HR leaders working closely with senior
management to ensure that the company’s human capital contributes to the achievement of
business goals. HR professionals no longer simply react to the needs of the organization but are
proactively involved in decision-making processes. This shift requires HR to align its functions—such
as talent acquisition, training, development, and performance management—with the company’s
overall strategy.
The course focuses on helping HR professionals develop this strategic partnership mindset.
Participants will learn to see beyond the day-to-day operational needs of HR and focus on long-term
business objectives, such as increasing profitability, enhancing productivity, and driving innovation.
Key Learning Outcomes:
1. Aligning HR Strategies with Business Goals: One of the central themes of the course is
learning how to align HR strategies with organizational goals. This means understanding the
business's objectives, challenges, and opportunities, and ensuring that HR practices support
those priorities. Participants will explore how to effectively contribute to key business
decisions, such as expansion plans, product development, and market entry, by ensuring
that the workforce is aligned with these initiatives.
2. Driving Organizational Success Through Workforce Planning: A significant part of HR’s role
as a strategic partner involves workforce planning. This course will provide insights into how
to forecast staffing needs, identify talent gaps, and ensure that the right people are in place
to support business growth. Participants will learn how to use data and analytics to
anticipate future needs and make proactive hiring and development decisions.
3. Talent Management and Leadership Development: Successful companies thrive when their
employees perform at their best. As a strategic partner, HR must ensure that talent
management and leadership development programs align with the company’s overall
strategy. This course explores how to design effective employee development programs,
succession planning, and leadership pipelines that can fuel the company’s long-term success.
4. Leveraging Data and Analytics: One of the most powerful tools in HR’s arsenal is the ability
to use data and analytics to make informed decisions. The course delves into how HR
professionals can use key metrics—such as employee engagement, retention rates, and
performance data—to provide actionable insights to the business. By making data-driven
decisions, HR can offer evidence-based recommendations on everything from hiring
strategies to compensation policies.
5. Building a Strong Employer Brand: To attract and retain top talent, companies need a
compelling employer brand. The course addresses how HR can collaborate with marketing
and leadership teams to build and communicate a strong employer value proposition. This
helps ensure that the company is positioned as a desirable place to work, which is essential
for competing in today’s talent-driven market.
6. Influencing Leadership and Driving Change: HR’s role as a strategic business partner also
involves influencing and supporting leadership. This course will teach participants how to
communicate effectively with executives, propose innovative solutions, and build the case
for change. HR professionals will learn how to position themselves as trusted advisors who
can offer critical insights on the people side of the business.
Course Takeaways:
By the end of this course, HR professionals will have gained a deeper understanding of how to
integrate HR strategies with business goals, proactively influence leadership, and create workforce
plans that support long-term success. Participants will be better equipped to demonstrate the
strategic value of HR, moving from an administrative function to a pivotal role that helps drive
business performance.
This course is ideal for HR managers, directors, and other HR professionals who aspire to elevate
their impact within their organization and become strategic partners in their company’s success.
With the insights gained, participants will be well-prepared to help shape the future of their
organizations through people-centric strategies that align with business objectives.
