Global CHRM training for HR professionals

Live Online CHRM Training for HR Managers and Emerging HR Leaders

Build manager-level capability through EduDelphi’s Certified Human Resources Manager (CHRM) training, with 36+ instructor-led hours, recordings, practical HR tools, case work, analytics and responsible-AI learning for professionals worldwide.

View CHRM Curriculum
36+ hoursguided live HR-manager training
Live + recordingsworking-professional-friendly support
Practical toolstemplates, dashboards and cases
Global accessonline batches and corporate routes
Recognition EduDelphi Course Completion Recognition.
Guided learning 36+ hours of live learning, recordings, revision support, practical tools and applied case work.
Core capability Strategic HR, organisation design, workforce planning, talent, performance, employee relations, analytics and digital HR.
Learning language English.
Fees EduDelphi tuition and current global batch options are shared on enquiry.
Who this route is for

Choose CHRM when your next role needs stronger people judgement, not just HR administration

The course is for professionals growing from process execution into broader ownership of people systems, manager support and evidence-led HR decisions.

  • HR executives, officers and generalists moving toward HR-manager responsibility.
  • New HR managers and HRBP-track professionals building confidence with managers and business stakeholders.
  • Talent, L&D and people-operations professionals widening their HR-function understanding.
  • Professionals who need practical frameworks for workforce planning, employee relations, performance and people analytics.
When another route may fit better: CHRP is usually the clearer foundation route for early-career operational HR learning. Formal credentials such as SHRM-CP, PHR or CIPD have separate external eligibility and assessment requirements. We can help you choose the learning route that fits your current experience and target role.
Global professionals in a live online HR manager training workshop
Practical HR-manager toolkit

Build tools you can take back into real people decisions

A course should leave you with usable structures, not just topic familiarity. EduDelphi learning combines explanation with practical planning and decision-support assets.

Workforce planning

From headcount request to capability plan

Frame workforce demand, FTE assumptions, skill gaps, role priorities and manager inputs before jumping to recruitment.

Selection & performance

More consistent people conversations

Use job-description checklists, interview scorecards, performance-conversation prompts and follow-up structures.

People analytics

Start with useful measures

Build a starter dashboard around headcount, turnover, time to hire, absenteeism, offer acceptance, retention and training completion.

What EduDelphi includes

A structured learning system for busy HR professionals

Live manager-level teaching

Guided classes, real examples, Q&A and structured pacing for professionals balancing work and learning.

Recordings & flexible revision

Revisit key concepts around changing work schedules, time zones and personal commitments.

AI-supported study LMS

Notes, mind maps, infographics, revision support and AI-assisted learning features where applicable.

Templates & practical assets

Trackers, worksheets, scorecards, dashboards, policy structures and planning aids for applied learning.

Cases, drills & mock review

Scenario-based activities that connect concepts to realistic manager and people-operations decisions.

Career & corporate support

Guidance for role progression, interviews and team-learning routes, based on the learner or organisation need.

Live learning or self-study?

Choose the study route that fits how you actually learn

Independent learners can build HR knowledge through self-study. EduDelphi is for professionals who value live explanation, accountability, practical debriefs and a clear route through manager-level topics.

Self-study EduDelphi live preparation
Set your own sequence and pace. Follow a guided programme and planned revision rhythm.
Diagnose weak areas alone. Use faculty discussion, case debriefs and structured support.
Find examples and tools independently. Work with templates, practical activities and HR-manager cases.
Best for highly disciplined learners with a clear plan. Useful when work pressures make accountability and explanation valuable.
CHRM curriculum

CHRM Course Curriculum: Practical Human Resource Management for Manager-Level Roles

The programme is organised around HR decisions that influence people, managers and business outcomes, with practical cases and tools throughout the learning journey.

1. Strategic HR Management & Business Alignment
Strategic HR priorities, business context, people strategy, HR policies, stakeholder alignment, culture, operating priorities and manager-facing decision support.
2. Workforce Planning, Job Analysis & Organisation Design
Headcount and FTE basics, workforce-demand signals, job-analysis methods, competency awareness, job descriptions versus specifications, organisation structures, span-of-control awareness, role clarity and HR operating models.
3. Talent Acquisition, Onboarding & Employee Experience
Recruitment workflow, sourcing decisions, structured interview support, selection evidence, onboarding plans, candidate experience, early-stage retention and manager handovers.
4. Performance Management & Manager Capability
Goals, feedback, performance conversations, calibration awareness, development planning, manager follow-through, documentation quality, fair process discipline and high-performance work practices.
5. Learning, Talent Development & Succession
Training-needs analysis, learning objectives, delivery methods, manager reinforcement, development plans, learning evaluation, talent review, succession awareness and capability building.
6. Compensation, Benefits & Total Rewards
Fixed and variable pay, allowances, salary-structure basics, job-evaluation awareness, total rewards, benefits, pay fairness, payroll-process interfaces and benefit-cost awareness.
7. Employee Relations, Policies & People Risk
Complaint and grievance intake, fact versus allegation, confidentiality, respectful workplace, inclusive communication, bias awareness, disciplinary-documentation awareness, escalation pathways and HR/manager role boundaries.
8. HR Analytics, Budgeting, Audits & Process Excellence
Headcount, turnover, time to hire, absenteeism, offer acceptance, retention, training completion, HR budgets, budget-versus-actual awareness, HR control points, employee-file and process audit awareness, process mapping and practical improvement opportunities.
9. HRBP, Global HR & Organisational Development
Business partnering, organisational-development interventions, employee engagement, change impact, global teams, cross-cultural communication, remote/hybrid people practices, mobility awareness and policy consistency versus local adaptation.
10. Digital HR, Responsible AI & CHRM Capstone
Digital HR workflows, HR automation awareness and responsible AI use for first-pass job descriptions, onboarding checklists, policy outlines and anonymised survey themes. Apply human review, bias checks, source verification, data minimisation and accountable decision ownership to a practical CHRM capstone case.
Practical HR manager scenario

When a team has rising exits, inconsistent feedback and an urgent hiring request

A business unit wants immediate recruitment after unexpected resignations. Exit feedback is mixed, managers use different performance practices and no one has agreed the role profile or retention priorities.

Learners work through what is established, what still needs evidence, how to frame the workforce question, which metrics help, how to protect confidentiality, what managers need to do next and how HR can communicate a proportionate plan.

What the learner decides

Evidence before assumptions

  • Evidence: Which facts are verified and which are only reported concerns?
  • People risk: What could affect retention, workload, fairness or manager confidence?
  • Next action: What analysis, conversation or process step should happen first?
  • Communication: Who needs an update, and what should remain confidential?
Choose the right HR route

CHRM vs CHRP vs SHRM-CP vs PHR: Which HR Development Route Fits?

Choose based on the responsibility you need next: a practical manager-level learning route, a foundational HR route or a formal professional credential pathway.

Route Main focus Best fit when
EduDelphi CHRM Manager-level practical HR capability, tools and business-facing judgement. You want live applied learning for broader HR-manager responsibility.
EduDelphi CHRP Foundational, practical HR capability. You are earlier in HR or need a stronger operational base.
SHRM-CP Professional HR credential pathway. You are pursuing a formal global HR certification route.
PHR Professional HR credential pathway. You are pursuing a formal HR assessment and certification route.

For the detailed stage-by-stage discussion, read our CHRP vs CHRM guide.

Career relevance

Build capability that supports broader people responsibility

The course is designed to support stronger contribution in HR-manager, HRBP, talent, people-operations and employee-experience pathways. It is not a promise of a particular role, salary or external designation.

People systems

Workforce planning, HR processes, policies, reporting and manager support.

Business partnership

Clearer stakeholder conversations, people data and practical decision support.

HR faculty

Manager-level HR learning led by practical business perspective

Shyam Sarrof, HR manager training faculty

Shyam Sarrof

CPA (USA), CMA (USA), ACA, ACMA, CS, CFA, ACTM, MBA, B.Com (H)

Shyam brings a practical business, reporting, controls and leadership perspective to manager-level HR learning. The focus is on helping professionals connect people decisions to operating context, manager accountability, evidence, communication and disciplined follow-through.

View Shyam Sarrof’s LinkedIn profile

Corporate HR manager development

Corporate CHRM Training for Global HR and People-Manager Teams

Build a corporate HR Manager Development Programme around the roles, operating context and people priorities your organisation needs to strengthen.

Diagnostic & cohort design

Map current capability and role level across HR managers, HRBPs, people managers, talent teams and L&D professionals. Plan the learning sequence and global delivery schedule.

Applied company learning

Use approved organisational scenarios across workforce planning, performance, employee relations, analytics, HR process improvement and responsible AI.

Capstone & manager visibility

Focus the cohort on one real HR priority, with attendance, assessment, strengths and next-capability reporting where agreed.

CHRM FAQs

Answers for HR Professionals Choosing Their Next Learning Route

What is included in the CHRM course?
The global route combines 36+ guided hours, live online classes, recordings, practical HR tools, templates, case work, analytics, responsible-AI learning and structured revision support.
How long is the online CHRM course?
The global route includes 36+ guided learning hours, supported by live sessions, recordings, practical assets, case work and revision resources.
Is the CHRM course fully online?
Yes. The global route is delivered live online with recordings and flexible learning support for working professionals.
What practical HR tools are included?
Learners receive practical templates, trackers, scorecards, worksheets, planning aids and HR-dashboard starting points as part of the applied learning system.
Does the course cover organisation design and HR budgeting?
Yes. The manager-level curriculum includes organisation structures, HR operating models, role clarity, workforce planning, HR budget awareness, controls, audit scope and process improvement.
Does the course cover responsible AI in HR?
Yes. It covers appropriate support tasks, human review, bias awareness, confidentiality, data minimisation, source verification and decision ownership.
Is CHRM better than CHRP?
They serve different stages. CHRP is generally the more foundational route; CHRM is better suited to learners seeking broader manager-level HR capability. Your background and target role should guide the decision.
CHRM or MBA in HR: which is right for me?
CHRM is a short professional-development route focused on applied manager-level HR capability. An MBA in HR is a substantially longer academic management qualification with broader business and academic requirements. They serve different needs.
Can I self-study instead?
Yes. Self-study can work for disciplined learners. EduDelphi’s live route is useful when you want faculty explanation, structured pacing, practical case discussion, templates and accountability.
Do you offer corporate HR training?
Yes. Corporate options can include needs mapping, private cohorts, global delivery planning, practical cases, capstone work, recordings where agreed and progress support aligned to the organisation’s needs.
How do I receive current fees and batch options?
Submit the enquiry form and the team will share current tuition guidance, live-batch options, inclusions and a study-route recommendation.
Get course details

Get CHRM Fees, Global Batches & a Study-Route Recommendation

Share your country, preferred learning mode and career timeline. We will send current EduDelphi training options, fee guidance, package inclusions, batch recommendations and clarity on whether CHRM is the right next step for your role.

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Need UAE-local options? Explore CHRM training in Dubai.