Level 3 HR Training (Human Resources Management)

Ready to Build a Career in Human Resources (HR) but Don’t Know Where to Start?

No HR experience? New to recruitment, employee management, and workplace practices?

Gain essential human resources knowledge, understand how organisations recruit and support employees, and build a strong foundation for exciting career opportunities in the UK’s HR industry!

✅ Master Human Resources Fundamentals — Learn essential HR principles, employee lifecycle management, and professional human resource practices.
✅ Develop Recruitment & Employee Development Knowledge — Explore recruitment and selection processes, employee training, and professional development practices.
✅ Build Performance Management & Employee Relations Skills — Understand performance appraisals, employee motivation, workplace health and safety, employee handbooks, and employment termination procedures.
✅ Explore Career Opportunities — Build industry-relevant knowledge for HR assistant, recruitment support, human resources administration, and employee relations support roles across HR departments, recruitment agencies, and businesses.

👉 Enroll Now 

 

COURSE OVERVIEW

Explore the principles of human resources management and the responsibilities involved in supporting employees within an organisation. This Level 3 HR Training course introduces key HR functions, including recruitment, employee development, performance management and workplace relations.

Throughout the programme, you will examine recruitment and selection processes, employee training and development, and performance appraisal. The curriculum also explores employee motivation, workplace communication and counselling-related approaches to employee support.

Further topics include workplace health and safety, employee handbooks, workplace discrimination and employee termination. These subjects provide an understanding of the policies, procedures and responsibilities associated with managing workplace relationships.

Designed for learners interested in human resources and people management, this course provides foundational knowledge of HR processes and their role in organisational operations.

Key Curriculum Topics

• Introduction to Human Resources: Explore the purpose and responsibilities of HR within organisations.

• Recruitment and Selection: Understand the principles involved in attracting and selecting employees.

• Employee Training and Development: Examine how organisations support employee learning and development.

• Performance Appraisal: Explore approaches to reviewing and managing employee performance.

• Employee Relations: Understand workplace relationships, employee support and communication.

• Workplace Policies and Responsibilities: Examine health and safety, discrimination, employee handbooks and termination processes.

 

 

COURSE CURRICULUM

Module 01: Introduction to Human Resource

This module introduces human resources and provides the foundation for understanding the role of HR within organisations.

Main learning topics:

• Human resources
• HR functions
• People management
• Organisational HR activities
• Foundations of HR practice

Module 02: Employee Recruitment and Selection Procedure

This module focuses on recruitment and selection procedures and introduces the processes organisations use when identifying and selecting employees.

Main learning topics:

• Employee recruitment
• Recruitment procedures
• Employee selection
• Selection processes
• HR involvement in recruitment

Module 03: Employee Training and Development Process

This module examines employee training and development and introduces the importance of supporting employees’ learning and professional growth.

Main learning topics:

• Employee training
• Employee development
• Training processes
• Development processes
• Workplace learning

The subject aligns with the wider learning-and-development area of the people profession identified by the CIPD.

Module 04: Performance Appraisal Management

This module introduces performance appraisal management and its role in reviewing and supporting employee performance.

Main learning topics:

• Performance appraisal
• Performance management
• Employee performance
• Performance reviews
• HR performance processes

Module 05: Employee Relations

This module introduces employee relations and considers the importance of workplace relationships within HR.

Main learning topics:

• Employee relations
• Workplace relationships
• Employee support
• HR and employee interactions
• Organisational relationships

Module 06: Motivation and Counselling

This module explores employee motivation and counselling as areas of people-focused HR practice.

Main learning topics:

• Employee motivation
• Workplace motivation
• Counselling
• Employee support
• People-focused HR activities

Module 07: Ensuring Health and Safety at the Workplace

This module introduces workplace health and safety as an important area of employee wellbeing and organisational responsibility.

Main learning topics:

• Workplace health and safety
• Employee safety
• Workplace responsibilities
• Safety awareness
• HR involvement in workplace safety

In the UK, employers have duties to provide appropriate health and safety information, instruction and training, with requirements depending on the workplace and risks involved.

Module 08: Employee Termination

This module introduces employee termination and its place within the employment relationship.

Main learning topics:

• Employee termination
• Ending employment
• HR involvement in termination
• Employment processes
• Employee-management responsibilities

Specific termination procedures and legal requirements can vary according to the circumstances, employment contract and applicable UK employment law.

Module 09: Employee Handbook

This module introduces the employee handbook and its role in communicating workplace information, policies and expectations.

Main learning topics:

• Employee handbooks
• Workplace information
• HR policies
• Employee guidance
• Organisational procedures

Module 10: Discrimination in the Workplace

This module introduces workplace discrimination and its importance within HR and employee relations.

Main learning topics:

• Workplace discrimination
• Equality awareness
• Fair treatment
• Employee relations
• HR responsibilities

The module provides foundational educational awareness; learners should obtain appropriate specialist legal guidance when dealing with specific discrimination cases or employment disputes.

WHO IS THIS COURSE FOR?

Aspiring HR Assistants

Suitable for learners who want foundational knowledge before exploring entry-level HR and people-support roles.

People Considering an HR Career

Useful for learners who want to understand key HR activities before pursuing further qualifications or workplace experience.

HR Support Staff

The programme can complement existing administrative or HR support responsibilities.

Employees Moving into HR

People transitioning from administration, customer service, recruitment or management may find the broad curriculum useful when moving towards HR.

HR Assistant Training Learners

The programme is relevant to people specifically searching for HR assistant training and introductory people-management education.

Managers and Supervisors

Managers who deal with recruitment, employee development, performance and workplace relationships may benefit from broader HR awareness.

Business Owners

Small-business owners who manage employees may find the programme useful for developing foundational awareness of HR processes.

Recruitment Professionals

The recruitment and selection module can complement existing recruitment responsibilities.

Learning and Development Professionals

The employee training and development module provides relevant foundational knowledge for people interested in workplace learning.

People Considering Further HR Qualifications

The programme can provide introductory knowledge before learners investigate professional qualifications, apprenticeships or specialist HR study.

REQUIREMENTS

No formal entry requirements were supplied for this programme.

Learners should check the provider’s current enrolment information for any specific requirements.

Individual HR jobs, professional qualifications and apprenticeships may have their own entry criteria.

The CIPD identifies several routes into the people profession, including qualifications, apprenticeships, graduate programmes, on-the-job experience and career transitions.

SKILLS YOU CAN DEVELOP

HR Fundamentals

Develop foundational understanding of human resources and its role within organisations.

Recruitment and Selection Awareness

Understand the basic principles of employee recruitment and selection procedures.

Employee Development

Develop knowledge of training and development processes within the workplace.

Performance Management Awareness

Build understanding of performance appraisal and employee performance processes.

Employee Relations

Develop awareness of workplace relationships and employee-support activities.

Employee Motivation

Understand fundamental concepts relating to employee motivation.

Workplace Safety Awareness

Develop foundational awareness of workplace health and safety responsibilities.

Employee Termination Awareness

Understand the role of HR in processes associated with ending employment.

HR Policy Awareness

Develop understanding of employee handbooks and workplace information.

Equality and Discrimination Awareness

Build awareness of workplace discrimination and fair treatment.

LEARNING OUTCOMES

By completing the Level 3 HR Training (Human Resources Management) programme, learners should be able to:

1. Explain the fundamental purpose of human resources within an organisation.
2. Describe the main stages involved in employee recruitment and selection.
3. Explain the role of employee training and development.
4. Describe the purpose of performance appraisal management.
5. Explain key concepts associated with employee relations.
6. Identify factors relevant to employee motivation and counselling.
7. Describe the importance of workplace health and safety.
8. Explain the role of HR in employee termination processes.
9. Describe the purpose of an employee handbook.
10. Explain the importance of recognising and addressing workplace discrimination.

CAREER PATHS

HR Assistant

Typical UK Salary: Around £24,000 to £30,000, depending on employer, location, experience and responsibilities.

How the course is relevant: The programme covers recruitment, employee development, performance appraisal, employee relations, motivation, workplace safety, termination and workplace policies.

The CIPD specifically identifies its Foundation Certificate in People Practice as suitable for people starting in the people profession or working in an HR support role.

Human Resources Officer

Typical UK Salary: £24,000 starter to £40,000 experienced.

How the course is relevant: The broad curriculum introduces many areas relevant to HR officer work, including recruitment, employee development, performance and employee relations.

The National Careers Service currently lists £24,000 as a starter salary and £40,000 for experienced human resources officers. It also identifies university, college, apprenticeship, working-towards-the-role and specialist professional-body courses among possible routes.

HR Administrator

Typical UK Salary: Varies by employer, location, experience and responsibilities.

How the course is relevant: Recruitment, employee records and HR processes covered across the programme can provide useful foundational knowledge for administrative HR work.

Recruitment Administrator

Typical UK Salary: Varies according to employer, location and experience.

How the course is relevant: Module 2 specifically covers employee recruitment and selection procedures.

Additional recruitment experience and employer-specific systems knowledge may be required.

Recruitment Consultant

Typical UK Salary: Varies considerably according to employer, experience and commission structure.

How the course is relevant: Knowledge of recruitment and selection can provide relevant background for people interested in recruitment-focused careers.

Learning and Development Assistant

Typical UK Salary: Varies according to employer, sector, location and experience.

How the course is relevant: Module 3 focuses specifically on employee training and development.

The CIPD recognises learning and development as a distinct area within the wider people profession.

Employee Relations Assistant

Typical UK Salary: Varies according to organisation, experience and location.

How the course is relevant: Module 5 introduces employee relations, while modules on motivation, counselling, termination and discrimination provide related foundational knowledge.

Specialist employee-relations roles may require additional professional training and practical experience.

HR Coordinator

Typical UK Salary: Varies according to employer, location, experience and scope of responsibilities.

How the course is relevant: The programme provides broad HR knowledge across recruitment, development, performance, employee relations and workplace policies.

HR Advisor

Typical UK Salary: Varies according to employer, location, experience and professional qualifications.

How the course is relevant: The programme introduces a range of HR subjects relevant to advisory environments.

However, HR advisor roles can involve complex employment-law and employee-relations matters. Additional professional training and experience may therefore be expected.

HR Manager

Typical UK Salary: Varies substantially according to organisation size, location, sector, experience and management responsibility.

How the course is relevant: The programme provides broad foundational knowledge across multiple HR functions.

This is not a direct qualification for a management position. HR management generally requires significant professional experience and progressively developed knowledge.

WHAT IS HR TRAINING?

HR training is education designed to develop knowledge and skills relevant to human resources and people management.

HR training can cover subjects such as:

• Recruitment
• Employee development
• Performance management
• Employee relations
• Workplace policies
• Equality and discrimination
• Health and safety
• Employee wellbeing
• Employment law
• HR systems and administration

The exact content varies considerably between programmes.

This Level 3 HR Training (Human Resources Management) programme covers recruitment, training and development, performance appraisal, employee relations, motivation and counselling, workplace safety, termination, employee handbooks and discrimination.

HR TRAINING AND ADVICE

People searching for HR training and advice may be looking for either education or practical guidance on an employment situation.

These are not the same thing.

Training can help develop general knowledge of HR principles, while specific workplace situations may require advice from an appropriately qualified HR professional, employment adviser or solicitor.

This is particularly important for:

• Dismissal
• Discrimination complaints
• Disciplinary action
• Grievances
• Employment contracts
• Redundancy
• Workplace disputes

This programme provides educational content and should not be treated as a substitute for case-specific employment-law advice.

HUMAN RESOURCES TRAINING COURSES

Human resources training courses can vary from introductory programmes to professional qualifications and university degrees.

When comparing options, learners should consider:

• Course level
• Curriculum
• Assessment
• Awarding organisation
• Professional recognition
• Study format
• Practical experience
• Progression opportunities
• Employer expectations

The CIPD offers its own professional qualifications, including Foundation Certificate, Associate Diploma and Advanced Diploma routes.

The CIPD states that its Foundation Certificate is an RQF Level 3 qualification in England and Northern Ireland, but learners should not assume that every course using “Level 3” in its title has the same regulated status.

HR TRAINING COURSES

The term HR training courses covers a wide range of learning options.

Some programmes focus on:

• HR administration
• Recruitment
• Learning and development
• Employee relations
• Payroll
• Employment law
• Performance management
• Strategic HR
• People analytics

The Level 3 HR Training programme provides broad introductory coverage rather than specialist training in every HR discipline.

Learners seeking professional HR membership should check whether their chosen programme is formally awarded or accredited by the relevant professional body.

HR TRAINING AND DEVELOPMENT

HR training and development is important because people professionals need to maintain and develop their knowledge throughout their careers.

The CIPD describes continuing professional development as an important part of progressing in the people profession.

Employee training and development also forms a dedicated module in this programme.

This makes the course relevant to learners interested in both HR and workplace learning.

HR TRAINING PROGRAMS

HR training programs can be designed for different levels of experience.

An introductory programme may focus on:

• HR fundamentals
• Recruitment
• Employee development
• Performance appraisal
• Employee relations
• Workplace policies

More advanced programmes may cover:

• Strategic HR
• Organisational development
• People analytics
• Employment law
• Reward management
• Workforce planning
• Leadership

This Level 3 programme is best positioned as foundational HR education based on its supplied ten-module curriculum.

HR ASSISTANT TRAINING

HR assistant training can help learners understand the basic activities associated with HR support.

Typical areas of HR support can include:

• Recruitment administration
• Employee information
• Training coordination
• Performance processes
• Employee communications
• HR documentation
• Workplace policies

This programme covers several of these broad areas through its recruitment, employee development, performance appraisal, employee relations and employee handbook modules.

The CIPD identifies entry-level HR support as a suitable context for its Foundation Certificate in People Practice.

However, learners should distinguish between this training programme and a CIPD qualification unless the provider explicitly confirms CIPD awarding or accreditation.

HUMAN RESOURCES TRAINING AND DEVELOPMENT COURSES

People searching for human resources training and development courses may be interested in either HR as a profession or employee learning and development.

The two areas overlap but are not identical.

Human resources covers the wider people function.

Learning and development focuses more specifically on helping employees build knowledge and skills.

This programme includes both broader HR subjects and a dedicated employee training and development module.

The CIPD recognises HR and learning and development as distinct areas within the people profession.

HR DEVELOPMENT TRAINING

HR development training can help HR professionals build knowledge throughout their careers.

Professional development can involve:

• Formal qualifications
• Workplace experience
• Professional-body learning
• Workshops
• Mentoring
• Continuing professional development
• Specialist training

The CIPD states that there is no single route into the people profession and highlights qualifications, apprenticeships, work experience and career transitions as possible routes.

HR WORKSHOPS

HR workshops are typically focused learning sessions designed around specific HR subjects.

Examples can include:

• Recruitment
• Interviewing
• Performance management
• Employee relations
• Equality and inclusion
• Workplace wellbeing
• Employment law
• HR systems

This Level 3 programme is broader than a single HR workshop because it covers ten separate areas of HR and employee management.

RECRUITMENT AND SELECTION

Recruitment and selection are important HR activities because organisations need appropriate processes for attracting and selecting employees.

Module 2 specifically covers Employee Recruitment and Selection Procedure.

Foundational knowledge in this area can help learners understand:

• Recruitment processes
• Candidate selection
• HR involvement
• Employee appointment processes
• Recruitment administration

The exact recruitment process varies between organisations and roles.

EMPLOYEE TRAINING AND DEVELOPMENT

Employee training and development is central to supporting workforce capability.

Module 3 specifically addresses the Employee Training and Development Process.

Training may support:

• Workplace skills
• Role-specific knowledge
• Professional development
• Organisational performance
• Employee progression

For HR professionals, understanding development can also help when supporting organisational learning initiatives.

PERFORMANCE APPRAISAL MANAGEMENT

Performance appraisal involves reviewing employee performance and supporting development.

Module 4 covers Performance Appraisal Management.

Depending on the organisation, performance processes may involve:

• Performance reviews
• Objectives
• Feedback
• Development planning
• Performance discussions

The exact process differs between employers.

EMPLOYEE RELATIONS

Employee relations concerns the relationship between employees, managers and the organisation.

Module 5 specifically introduces employee relations.

HR professionals may encounter issues involving:

• Workplace communication
• Employee concerns
• Workplace relationships
• Grievances
• Disciplinary processes
• Employee support

Specific employee-relations cases can involve complex legal considerations, so professional advice may be appropriate.

WORKPLACE HEALTH AND SAFETY

Health and safety is an important workplace responsibility.

Module 7 introduces the role of workplace health and safety within HR.

The UK’s Health and Safety Executive states that employers have duties to provide workers with appropriate information, instruction and training needed for workplace health and safety.

HR professionals may support organisations by helping coordinate policies, training, employee communications and related processes, depending on their role.

However, specialist health and safety responsibilities may require additional training and competent professional support.

WORKPLACE DISCRIMINATION

Module 10 introduces Discrimination in the Workplace.

Workplace discrimination is an important HR topic because organisations need fair and lawful employment practices.

HR professionals may be involved in:

• Policy development
• Employee communications
• Recruitment processes
• Workplace complaints
• Training
• Employee relations

Specific discrimination cases can involve detailed legal questions. This course provides foundational education rather than legal advice.

EMPLOYEE HANDBOOKS

An employee handbook can communicate important information about an organisation’s workplace practices, policies and expectations.

Module 9 focuses specifically on the Employee Handbook.

An organisation’s handbook may cover areas such as:

• Workplace policies
• Employee expectations
• Organisational procedures
• Communication
• Workplace conduct
• General employment information

The exact content and legal status of an employee handbook depends on the organisation and its policies.

EMPLOYEE TERMINATION

Module 8 introduces employee termination.

Termination can involve different circumstances and procedures, and HR professionals need to understand that employment decisions can have legal consequences.

Relevant workplace processes may involve:

• Communication
• Documentation
• Policies
• Employee rights
• Organisational procedures

Because employment law can be complex and changes over time, specific termination decisions should not be based solely on introductory training.

FAQs

What is the Level 3 HR Training (Human Resources Management) programme?

It is an introductory HR programme covering recruitment, training and development, performance appraisal, employee relations, motivation, workplace safety, termination, employee handbooks and discrimination.

What does HR training cover?

HR training can cover recruitment, employee development, performance management, employee relations, workplace policies and other people-management subjects. This programme covers ten specific HR areas.

Is this HR assistant training?

The programme is relevant to learners seeking foundational HR assistant training, although the course title should not automatically be interpreted as a CIPD qualification or regulated qualification.

What are human resources training courses?

Human resources training courses are programmes designed to develop knowledge of HR and people-management practices. Their level, recognition and curriculum can vary considerably.

What are HR training courses?

HR training courses can range from introductory programmes to professional qualifications and specialist training in areas such as recruitment, employee relations or learning and development.

What is HR training and development?

It can refer both to developing HR professionals’ own knowledge and to the HR function’s role in supporting employee learning and development.

What are HR training programs?

HR training programs are structured learning programmes covering one or more areas of human resources, such as recruitment, performance management, employee relations or workplace policies.

Can this course help me become an HR assistant?

It can provide foundational HR knowledge relevant to HR assistant work. Employment requirements vary, and additional qualifications or practical experience may be requested by employers.

What qualifications do I need to work in HR?

There is no single route for every HR role. The CIPD identifies qualifications, apprenticeships, graduate programmes, workplace experience and career transitions as possible routes into the people profession.

Is a CIPD qualification included?

The supplied course information does not state that the programme is awarded or accredited by CIPD. Learners should verify the provider’s exact awarding and accreditation arrangements.

Is Level 3 HR Training the same as a CIPD Level 3 qualification?

Not automatically. The CIPD’s own Foundation Certificate in People Practice is an RQF Level 3 qualification in England and Northern Ireland, but the use of “Level 3” in another course title does not establish equivalent regulated status.

Does the course cover recruitment?

Yes. Module 2 covers Employee Recruitment and Selection Procedure.

Does the course cover employee training and development?

Yes. Module 3 covers the Employee Training and Development Process.

Does the course cover performance appraisal?

Yes. Module 4 covers Performance Appraisal Management.

Does the course cover employee relations?

Yes. Module 5 covers Employee Relations.

Does the course cover motivation?

Yes. Module 6 covers Motivation and Counselling.

Does the course cover workplace health and safety?

Yes. Module 7 covers Ensuring Health and Safety at the Workplace.

Does the course cover employee termination?

Yes. Module 8 covers Employee Termination.

Does the course cover employee handbooks?

Yes. Module 9 covers Employee Handbook.

Does the course cover workplace discrimination?

Yes. Module 10 covers Discrimination in the Workplace.

Can HR professionals give employment-law advice after taking this course?

Not automatically. The programme provides foundational HR education and should not be treated as specialist legal training or authority to provide employment-law advice.

Can this course help with HR development?

Yes. It provides broad foundational knowledge across recruitment, employee development, performance, employee relations and other HR subjects, which can support further professional development.

Are HR workshops better than HR training courses?

They serve different purposes. A workshop is often focused on a specific topic, while a broader HR training programme can cover multiple areas. The right option depends on the learner’s objectives.

What is the salary of an HR officer in the UK?

The National Careers Service currently lists £24,000 as a starter salary and £40,000 for an experienced human resources officer. Actual pay varies by employer, location, experience and role.

FINAL SUMMARY

The Level 3 HR Training (Human Resources Management) programme provides broad foundational knowledge across ten important areas of human resources.

The curriculum covers human resources, recruitment and selection, employee training and development, performance appraisal, employee relations, motivation and counselling, workplace health and safety, employee termination, employee handbooks and workplace discrimination.

It is particularly relevant to learners searching for HR training and advice, HR training, human resources training courses, HR training courses, HR training and development, HR training programs, HR assistant training, human resources training and development courses, HR development training and HR workshops.

The programme can be useful for people exploring HR assistant, HR administrator, recruitment, learning and development and broader people-profession roles. The CIPD identifies multiple routes into the people profession, including professional qualifications, apprenticeships, graduate programmes, workplace experience and career transitions.

Learners should distinguish this programme from a specific CIPD qualification. The CIPD states that its own Foundation Certificate in People Practice is an RQF Level 3 qualification in England and Northern Ireland, so a course using “Level 3” in its title should not automatically be assumed to have the same regulated or professional status.

The programme also introduces workplace health and safety. UK employers have specific duties relating to workplace health and safety information, instruction and training, although specialist health and safety responsibilities may require additional expertise.

For learners considering HR as a career, this programme can provide a broad starting point. Further professional qualifications, practical experience, continuing professional development and employer-specific training can then help support progression within the people profession.