Digital HR Management Training Course

Duration 5 days 10 modules · 33 contact hours
Level Intermediate Certificate on completion
Who attends HR Managers, HR Business Partners and others
Fee from USD 1,100 KSh 95,000 for Kenyan organisations
Where 52 cities + online See dates by city
Next start 9 Nov 2026 Course code SD-HM-081

Before you join: Participants should understand core HR processes such as recruitment, onboarding, performance management, learning, payroll inputs and employee records.

Dates & prices

Two start dates a month in every city, and live online on weekdays or weekends. Fees are per participant; classroom fees include tuition, materials, lunch and refreshments, and the certificate.

Suggest a date or city

Showing the next six months. Later dates, other cities and private deliveries for your team are available on request.

Course overview

Digital HR management turns people processes, workforce data and employee services into connected digital services. The challenge is not simply selecting an HR system. HR teams must define sound processes, protect sensitive personal data, set clear ownership, manage suppliers and ensure managers and employees can use digital tools correctly. Poorly governed systems create duplicate records, weak reporting, inconsistent decisions and avoidable privacy exposure; well-designed services improve access, accuracy and response times.

This course covers the operating model, data foundations and controls required for effective e-HR. Participants examine HRIS architecture, requirements gathering, vendor assessment, employee and manager self-service, digital recruitment, learning platforms, performance processes and people analytics. They learn to map processes using SIPOC and swimlanes, prioritise requirements with MoSCoW, define HR data ownership, apply GDPR principles, build meaningful workforce metrics and assess AI use cases. The course also addresses implementation planning, change management, testing, adoption and ongoing service improvement.

Instructor-led sessions combine short technical briefings with cases drawn from public-sector HR, financial services, multinational shared-services teams and large employers. Participants work through HR technology decisions, data governance problems, digital workflow designs and reporting scenarios. They leave with a Digital HR Management Action Pack: an HR technology requirements scorecard, data governance model, employee-service design, people analytics dashboard specification and 90-day implementation plan. The course is delivered over five days in a classroom or live online format and includes a certificate of completion.

It is suited to HR professionals who already understand core people processes and now need to manage, improve or contribute to digital HR services with greater confidence.

What you will be able to do

  • Map HR processes using SIPOC, swimlanes and employee journey maps
  • Define HRIS requirements using user stories, MoSCoW prioritisation and acceptance criteria
  • Establish HR data governance roles, quality rules and access controls
  • Apply GDPR principles to HR records, digital workflows and vendor arrangements
  • Design employee and manager self-service workflows with measurable service standards
  • Build people analytics dashboard specifications using clear workforce metric definitions
  • Assess AI-enabled HR use cases for privacy, bias, explainability and human oversight
  • Produce a phased digital HR implementation and adoption plan

Benefits of attending

For you

  • Communicate HR technology requirements clearly to IT teams and vendors
  • Identify data privacy and access-control weaknesses in HR processes
  • Design practical self-service workflows that reduce manual HR requests
  • Interpret workforce dashboards without confusing headcount, FTE and turnover measures
  • Contribute confidently to HRIS selection, implementation and improvement projects

For your organisation

  • Clearer HR system requirements before vendor selection or configuration work
  • Better control of employee data access, retention and privacy obligations
  • Reduced manual handling through well-designed employee and manager self-service
  • More reliable workforce reporting for staffing, retention and cost decisions
  • Stronger adoption planning for HR technology releases and process changes

Course modules

10 modules over 5 days

Participants can map a digital HR operating model and prioritise process improvement opportunities.

  • Digital HR operating model linking employee journeys, processes, data and systems
  • Employee journey maps for recruitment, onboarding, development and exit moments
  • Current-state process mapping using SIPOC and swimlane diagrams
  • Pain-point prioritisation through volume, risk, effort and employee-impact scoring
  • HR service delivery choices: shared services, centres of expertise, business partners
  • Digital HR principles translated into measurable service and workforce outcomes

Participants can define HRIS requirements and assess system or vendor options systematically.

  • HRIS architecture: system of record, modules, integrations and user interfaces
  • Core HR data objects: worker, position, organisation, job and location
  • Requirements gathering with MoSCoW prioritisation and user-story acceptance criteria
  • Vendor evaluation scorecards covering functionality, security, implementation and total cost
  • Application programming interfaces, flat-file feeds and master-data ownership
  • Configuration-versus-customisation decisions using upgrade, cost and control criteria
  • RACI matrix for HR, IT, payroll, security and vendor responsibilities

Participants can establish practical controls for HR data quality, privacy and system access.

  • Data governance roles: data owner, steward, custodian and processor
  • GDPR lawful bases, privacy notices, retention schedules and subject rights
  • Data minimisation applied to recruitment, performance, absence and learning records
  • Role-based access control and segregation of duties within HR systems
  • Privacy impact assessment steps for new HR technology and analytics
  • Data-quality rules covering completeness, validity, uniqueness, timeliness and accuracy
  • Incident response workflow for misdirected files, access breaches and vendor events

Participants can design controlled digital recruitment workflows and evaluate recruitment performance data.

  • Applicant tracking workflow from requisition approval through offer and onboarding
  • Structured interviews and scorecards tied to job-relevant selection criteria
  • Candidate experience metrics: application completion, time-to-fill and offer acceptance
  • Recruitment funnel analysis identifying drop-off, source quality and bottlenecks
  • Automated screening controls for bias, explainability and human review
  • Talent pools, consent records and retention rules for candidate data

Participants can design employee-service workflows, knowledge resources and service performance measures.

  • Employee self-service design for profile changes, leave, documents and requests
  • Manager self-service controls for approvals, team data and workflow exceptions
  • Knowledge-base articles written with plain-language, ownership and review dates
  • Case management categories, service-level agreements and escalation paths
  • Chatbot use cases bounded by confidentiality, accuracy and human handover
  • Service metrics: first-contact resolution, backlog age, satisfaction and channel mix

Participants can connect performance, learning and skills data within a digital HR service model.

  • Digital performance cycles linking goals, check-ins, feedback and calibration
  • OKR design distinguishing outcomes, key results, initiatives and business-as-usual work
  • Learning experience platforms, skills taxonomies and role-based development pathways
  • Competency frameworks converted into searchable skills profiles and learning recommendations
  • Calibration dashboards detecting rating patterns, manager effects and demographic gaps
  • Digital adoption measures for course completion, skill evidence and manager follow-through

Participants can specify useful workforce metrics and communicate evidence-based HR findings.

  • People analytics questions framed with decision, metric, population and action
  • ISO 30414 measures for workforce composition, turnover, cost and productivity
  • Metric definitions separating headcount, FTE, hires, exits and turnover rates
  • Dashboard design using audience, threshold, trend, comparison and drill-down logic
  • Cohort analysis of retention, promotion, absenteeism and learning completion
  • Correlation, causation and confounding risks in workforce reporting
  • Executive narratives connecting findings, limitations, decisions and accountable owners

Participants can assess AI and automation proposals using ethical, privacy and control criteria.

  • Generative AI use cases for HR content, queries and workflow assistance
  • Prompt patterns protecting confidential data and requiring source verification
  • Algorithmic decision risks: bias, proxy variables, opacity and adverse impact
  • Human-in-the-loop controls for recruitment, performance and employee relations decisions
  • AI vendor due diligence covering training data, security, retention and auditability
  • Acceptable-use policy clauses for staff, managers, HR teams and suppliers

Participants can plan a controlled HR technology implementation with adoption and testing activities.

  • Business case structure: problem, options, benefits, costs, risks and assumptions
  • Implementation roadmap covering discovery, design, build, test, launch and support
  • Agile sprint planning with product backlog, acceptance criteria and demonstrations
  • User acceptance testing scripts for workflows, permissions, calculations and integrations
  • Change impact assessment by role, process, capability and communication need
  • ADKAR change plan for awareness, desire, knowledge, ability and reinforcement
  • Go-live readiness checklist covering data, training, support, controls and fallback

Participants can govern ongoing digital HR services and produce a focused 90-day application plan.

  • Digital HR control framework linking policies, workflows, data and audit evidence
  • Service review cadence using KPIs, incidents, enhancement requests and user feedback
  • Benefits-realisation register assigning measures, baselines, targets, owners and review dates
  • Quarterly release planning balancing compliance changes, defects and improvement requests
  • Personal 90-day application plan with priorities, stakeholders and first deliverables
  • Peer review against feasibility, risk, data protection and measurable outcomes

Exercises and examples are adapted to each cohort's sectors and roles.

What you take back to work

  1. Digital HR operating model canvas
  2. HRIS requirements and vendor scorecard
  3. HR data governance RACI matrix
  4. Employee self-service workflow template
  5. People analytics dashboard specification
  6. 90-day digital HR application plan

Who should attend

  • HR Managers — responsible for improving HR processes, services and systems
  • HR Business Partners — need reliable workforce data and digital service insight
  • HR Operations Managers — manage service delivery, workflows and employee support
  • HRIS Analysts — translate HR needs into system requirements and controls
  • Talent Acquisition Managers — oversee digital recruitment workflows and candidate data
  • Learning and Development Managers — manage skills, learning platforms and completion data

Skills and tools covered

HRIS requirements analysisHR data governanceDigital service designPeople analytics reportingAI risk assessmentHR technology implementation

Tools and standards

GDPR, ISO 30414, SIPOC, ADKAR

How the course runs

Training methodology

The course uses short instructor briefings to introduce methods, standards and decision criteria, followed by case work on HR service design, data governance, recruitment technology and workforce reporting. Group exercises apply SIPOC, MoSCoW, RACI, GDPR controls and dashboard design to realistic HR scenarios. Participants review sample workflows, vendor evaluation evidence, data incidents and AI use cases. Simulations focus on implementation choices, stakeholder conversations and service priorities. Each participant develops an application plan for a current or anticipated digital HR initiative.

Requirements and prerequisites

Participants should understand core HR processes such as recruitment, onboarding, performance management, learning, payroll inputs and employee records. Experience working in an HR team, shared-services function, HR project or HRIS environment is useful. Participants should be comfortable discussing process steps, workforce data and service issues with colleagues. No programming, database administration, statistical modelling or prior HRIS implementation experience is required. The course does not assume familiarity with a particular software provider, and participants can apply the methods to their existing systems or planned technology changes.

A typical training day

08:30 – 10:30First session
10:30 – 10:45Refreshment break
10:45 – 12:30Second session
12:30 – 13:30Lunch and networking
13:30 – 15:00Third session
15:00 – 15:15Refreshment break
15:15 – 16:30Workshop and daily review

Live online deliveries follow the same structure in East Africa Time, with shorter screen blocks and longer breaks.

What the fee includes

  • Instruction by a practitioner facilitator
  • Full course workbook and materials
  • Exercise files, templates and case studies
  • Refreshments and lunch on classroom deliveries
  • Certificate of completion
  • Post-course application plan

Frequently asked questions

You should understand everyday HR processes and have some exposure to HR operations, HR projects or HR systems. You do not need programming skills, system administration experience or knowledge of a specific HRIS.

Bring details of an HR process, reporting issue or technology change you want to improve. A laptop is useful for live online delivery and helpful in the classroom, but course materials are provided.

The course is designed for HR managers, HR business partners, HR operations staff, HRIS analysts and talent or learning specialists. It is most useful for professionals involved in improving HR services, data or technology.

General HR management courses focus primarily on people policies, employment practices and the HR function. This course concentrates on the systems, data, digital workflows, controls and implementation methods that support those activities.

You can use the templates to clarify system requirements, review access controls, improve employee self-service or specify a workforce dashboard. The final application plan identifies priorities, stakeholders, risks and immediate next steps for your own setting.

Training runs from 08:30 to 16:30 each day, with about 6.5 contact hours daily. The programme contains ten modules of approximately three hours, with time also allocated to introductions, review, discussion and application planning.

Questions about this course?

Ask about dates, fees, group bookings or running it for your team. Our training team replies by email.

Ask on WhatsApp info@skillsetdevelopment.com

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