Marbel Holdings
Human Resources Training
01
Entry & Foundational HR Training
These are aimed at people new to HR or moving into an HR role for the first time.
Basics of HR Practice: recruitment & selection, onboarding, payroll/HR admin, labour law fundamentals. e.g., a “Level 2 Certificate in HR Development & Training” covers modules such as “Human Resource Management”, “Employee Recognition”, “Conducting Employee Review”, “Performance Management”. UK Professional Development Academy
Foundation HR Qualifications via Chartered Institute of Personnel and Development (CIPD) – e.g., Level 3 “Foundation Certificate in People Practice”. prospects.ac.uk+2smrhrgroup.com+2
Introductory HR & People-Operations Awareness: what HR does, its role in organisations, modern issues for HR professionals. (Useful as a one-day or short workshop.)
02
HR Generalist / Operational Practitioner Training
These are aimed at people new to HR or moving into an HR role for the first time.
Intermediate training covering job design & analysis, performance management, employee relations, learning & development. For example the “Advanced HR Practice” course (2 weeks) goes through organisational context, job analysis, motivation, employee relations, HR information systems. London Business Training & Consulting
Functional specialisms: training focused on Talent Acquisition, Employee Relations, Learning & Development, HR Data/Analytics
Compliance & employment law refreshers: essential for HR generalists to stay up to date with UK law.
03
Strategic / Senior HR Leadership Training
For experienced HR professionals who are moving into HR Business Partner roles, senior management of HR function, or taking on
strategic HR responsibilities.
Strategic HR & Organisation Development: For example “HR Strategy Essentials” (5 days) which covers the strategic nature of HR, HR models, organisational development strategy, knowledge management, self-development. London Business Training & Consulting
People Analytics & Digital HR: training on how to use HR information systems, data analytics, digital transformation of HR (see training categories mentioned in a guide). bmc.net
Leadership & Change-Management for HR: enabling HR to contribute at board level, shape culture, drive change, partner with business units.
04
Specialist / Thematic HR Training
These focus on particular HR domains or current priority areas. Some examples:
Learning & Development: training needs analysis, curriculum design, training evaluation. trainitacademy.com
Employee Engagement & Culture: building inclusive workplaces, diversity & inclusion, psychological contract, employee voice.
HR Analytics & Insights: using data to drive HR decisions, measuring HR impact, workforce planning. Holistique Training+1
HR Technology / HRIS / Digital HR: understanding and implementing HR systems, digital transformation in people practices.
Compliance, Employment Law & Employee Relations: conducting investigations, managing disciplinary/grievance, legal risk in HR.
Talent Management & Succession Planning: building leadership pipelines, career development frameworks, retention strategies.
ESG & People Strategy: how HR aligns with sustainability, social responsibility, and ethical people practices.
05
Modes of Delivery & Considerations
When offering or selecting these trainings, here are some useful options & considerations:
Delivery format: Classroom / In-person, Virtual / Live Online, Self-paced e-learning. Many UK providers offer blended.
Certification / Accreditation: For credibility look for recognised bodies (e.g., CIPD) or CPD-accredited programmes. CIPD+1
Duration: From short workshops (1-5 days) through to multi-week/diploma programmes (weeks to months).
Customisation: Tailor to your client’s industry (public vs private), size of organisation, sector-specific HR issues.
Action planning / follow-up: Effective programmes incorporate practical application, action plans, post-course support. (See example in “Advanced HR Practice” course).
Contact Us