Overview

Starts from Beginner (Fresher) -> Intermediate (HR Manager) -> Advanced (HR Practitioner/HR Management Consultant)Here we cover all the 3 levels.Human Resource Management is concerned with the people dimension in management. It is the Management of Human resources by attracting, developing, utilizing, retaining and motivating the human resources to achieve organisation's objective. Or in simple terms, effective and efficient management of the human resources of office to achieve company's objective. Here you will learn about all the functions of HRM in detail with interesting sessions, live projects, case studies, articles, demos and templatesHuman Resource Management (All the levels - Basic to Advanced)This programme will cover all the functions of HR with real-life examples.In the introductory module, you will get to know the actual scenarios HRs faced in company and how to smartly overcome challenges.In manpower planning, learn about various factors you should keep in mind while doing manpower planning and what are the recent trends in different industries.In job analysis, the main focus would be on competency-based job analysis. Many companies are moving from traditional job analysis to competency based job analysis.In the recruitment and selection module, learn about current trends and the common terminologies used.In Training and Development, you would be able to do Instructional System Design, how to do proper analysis, write measurable objectives and ace trainings.In labour laws, know about the key labour laws and their objectives. Also latest amendments.In remuneration and compensation, design salary structure and create a win-win situation for employer and employee both. Become confident in TDS calculations.In performance management, know about various methods in performance management.In the disciplinary procedure, practice the steps which should be followed to avoid penalties later.In HRIS, learn MS Excel, Google drive and SaaS productsIn HR Analytics, calculate and analyse common metrics and the future trendsIn emails, improve your email etiquettes and learn the techniques in email marketing.In Employee Engagement, practice various Psychological tips for employee engagement and the current trendsIn Business acumen, know the common terminologies and conceptsHuman Resources of a company play a very role in the success of a company. Hence having a strong background in the same is really essential.Section 1: Introduction to Human Resource Management1. Self AssessmentTo check your current knowledge of HR domain2. What is HRM?Explain the meaning of Human Resource Management.Explain the nature, scope, and objective of HRM.Explain how the role of HR grows and changes with the size of the company.Explain the correlation between the industry (number of employees) and the number of HRs required.Describe the evolution of HRM, globally and in India.Explain the meaning and differences between different terms related to HRM.3. Functions of HRMDescribe in brief the different functions of HRM.4. Challenges in the HR roleDescribe the challenges faced in HRM.Debunk the myths about an HR.5. HR - Competencies RequiredList the competencies required by an HRExplain the importance of each competency.Section 2: Manpower Planning and Job Analysis1. Meaning and Importance of Manpower PlanningExplain the meaning and importance of right manpower planning. (Explain the meaning of manpower planning.)Discuss the importance of manpower planning with the help of a case study.Explain types of manpower.2. Steps Involved in Manpower PlanningIllustrate the steps in manpower planning.3. Example of steps Involved in Manpower planningIllustrate the steps Involved in Manpower planning with an example4. Factors in forcasting Manpower requirementDescribe different techniques of forecasting.Describe the common factors affecting manpower planningDescribe the current trends in the industry.Section 3: Job Analysis (Traditional and Competency-based)1. Meaning of Job Analysis and Competency-based job analysisExplain the meaning of job analysis and its components- job description and job specification.2. Competency-based Job AnalysisExplain the competency based job analysis and its application.Design a competency based job analysis.3. Sources for Collecting InformationDescribe the sources for collecting information.Section 4: Recruitment and Selection1. Meaning of Recruitment and SelectionExplain the meaning of recruitment and selection.2. Steps Involved in Recruitment and SelectionDescribe the steps in recruitment and selection.3. Meaning of SourcingExplain the meaning of sourcing.4. Different sources of RecruitmentExplain the different sources5. Job portalsUse different job portals for searching candidates.Apply the sourcing tips to search for candidates effectively.Explain the various aspects of resume screening.Apply various tips for screening resumes.4. HR/Preliminary Screening callListen to a mock call and analyse the common mistakes made by an HR in an HR screening call.Make an HR screening call.Write a proper email sharing job details with the candidate.5. Assessment TestsDescribe different types of assessment tests.Explain what constitutes intelligent behaviour.Understand the difference between intelligence and aptitude.Explain the concept of IQ.Describe different methods that are used to assess psychological attributes.6. In-Person InterviewDescribe structured and unstructured Interviews.7. Common hiring biasesIdentify common biases that are present while conducting in-person interviews.8. Decision and Job OfferDifferentiate between offer letter, letter of intent, and appointment letter.Apply tips on salary negotiation.8. Background CheckDescribe the current trends in conducting background checks.10. OnboardingDescribe the current trends in onboarding.11. Common TerminologiesExplain common terminologies with reference to recruitment and selection.Explain the commonly used terms in different departments- IT, marketing, finance.Explain the commonly used terms in the retail industry.12. Challenges in RecruitmentDescribe the challenges faced in recruitment.Case-study - GoogleSection 5: Training and Development1. Meaning and Importance of Training and DevelopmentExplain the meaning and importance of training and development.Differences between training and development.2. Communication basic - elementsExplain the elements and the importance of each3. Communication basics - 7 CsExplain the 7Cs of Communication and apply it to improve the communication4. ADDIE modelExplain the meaning of Instructional System Design (ISD).Illustrate the ADDIE model.5. AnalyseDo Training need AnalysisStudy 5Ws and 2Hs in detail6. DesignDesign Session PlanExplain the meaning of session plan.Illustrate Bloom's Taxonomy.Explain the different methodologies of training delivery.Apply Bloom's Taxonomy to design a session plan.7. DevelopDevelop the training content and learn engagement tips7. ImplementDelivering a Training ProgramApply the tips and tricks while delivering a training program.8. EvaluateMeasuring the Success of Training ProgramExplain the Kirk Patrick modelCase StudySection 6: Labour Laws and Statutory Compliances1. Why do we need to be very strong in Labour lawsExplain the importance of Labour laws in the life of HRs2. Labour Laws and Statutory CompliancesWhat are different labour laws and their objectivesSection 7: Remuneration and Compensation Management1. Meaning of Remuneration and CompensationExplain the meaning of remuneration and compensation.2. Components of SalaryExplain the key components of salary.3. Tax Deduction at Source (TDS)Explain the meaning of TDS.Apply the various tax exemption schemes of the government for tax saving.Calculate TDS.List the differences between net take home salary, gross salary, and CTC.Explain what form 16 is.List the differences between financial year, assessment year and calendar year.Design a salary structure.Section 8: Performance Management System1. Meaning and key stepsExplain the meaning of performance management system.Explain the importance of effective performance management.Illustrate the key steps in performance management system2. What should we assess?Describe different parameters that can be assessed3. Performance Management System vs. Performance AppraisalDescribe performance appraisal.Distinguish between performance management system and performance appraisal.4. Key characteristicsIllustrate the key characteristics of an effective Performance Management system5. SMART goal settingsExplain SMART goal settings6. KRAs and KPIsExplain KRAs and KPIs7. Checklist methodExplain Checklist method8. Critical Incidents methodExplain Critical Incidents method9. Behaviourally Anchored Rating Scale (BARS)Explain Behaviourally Anchored Rating Scale10. Behavioural Observation Scale (BOS)Explain Behavioural Observation Scale11. Multi-source AppraisalExplain Multi-source Appraisal and common types12. Forced Distribution/Bell CurveExplain Forced Distribution/Bell Curve13. Assessment Development Centre (ADC)Explain Assessment Development Centre14. Balanced Score Card (BSC)Explain Balanced Score Card15. Management by Objective (MBO)Explain Management by Objective16. Objectives and Key Results (OKR)Explain OKR17. Human Resource (cost) AccountingExplain Human Resource (cost) Accounting18. Psychological and Psychometric testsExplain Psychological and Psychometric tests19. Giving constructive feedbacksApply giving constructive feedbacksCasestudiesSection 9: Disciplinary Procedure1. Process of Taking Disciplinary ActionDescribe the process of taking disciplinary action.Describe different scenarios that occur in the workplace.2. Handling difficult conversationsExplain the STAR model for sharing feedback.Section 10: Human Resource Information System (HRIS)1. Meaning and Scope?Explain the meaning and scope of HRIS.Describe common trends.2. Working with MS ExcelUse the common features of MS Excel.3. Working with Google DriveCreate a Google form.Use Google DriveCase-studySection 11: HR Analytics1. Trends in HR AnalyticsExplain the trends in HR AnalyticsWhat is the future2. Commonly used HR metricsExplain and practice the commonly used HR metricsSection 12: Business Communication1. Email EtiquettesApply the do's and dont's of writing proper emails2. Email marketingWhy HRs should know EMail marketingApply Email marketing effectivelySection 13: Employee Engagement and HR Branding1. Employee satisfaction vs. Employee motivation vs. Employee engagementExplain the meaning and importance of employee motivation, employee satisfaction and employee engagement2. HR BrandingExplain the meaning of HR branding and its importance.3. Importance and Key driversList the key drivers of employee engagement.4. Industrial Organisation psychologyExplain Industrial Organisation psychology.5. Conscious and unconscious mindExplain the meaning and importance of Conscious and unconscious mindApplications6. Maslow's hierarchy of needs.Describe the theory of Maslow's hierarchy of needs.Applications7. LSD model by Devdutt PattanaikExplain the meaning and importance of LSD model by Devdutt PattanaikApplications8. DISC modelDescribe the psychological attributes of people.Applications9. Belbin team roleExplain the Belbin team role to understand how people work in teams.Applications10. Types of leavesImportance of leaves in work-life balanceExplain different types of leaves and how to design Leave policy11. Know your competitors and trendsKnow your competitors and trends and learn from themSection 14: Business Acumen1. Business acumen meaning and its importanceExplain the meaning of BusinessExplain by HRs need to be very good in Business Acumen2. Finance for non-finance peopleUnderstand the commonly used terms with respect to business.Explain the concept of net sale, gross sale, turnover, profits, margins, revenue, EBITDA, variable and fixed expenses.Section 15: Leadership Quotient (LQ)1. Self-assessment and common mythsDo self-assessment to understand the current perspectiveBust common myths in leadership2. Softskills and Hard skillsExplain the meaning of SoftskillsExplain the meaning of HarskillsImportance of both the growth of an individual3. Conflict ManagementImportance of conflict managementLearn interesting tactics for Conflict management4. Assertive Communication techniquesMeaning of assertive communicationLearn various assertive communication techniques5. Change ManagementApply ADKAR model of Change managementStarts from Beginner (Fresher) -> Intermediate (HR Manager) -> Advanced (HR Practitioner/HR Management Consultant)Get Ready-to-use Templates forEmployee ManualLeave PolicyJob Application FormOffer LetterAppointment LetterJoining ReportMaster DataExperience CertificatePerformance Management policyGoal settingAppraisal FormDisciplinary EnquiryEmployee Pulse surveyExit Formand many moreDemos:Job portalOnboardingPayroll ProcessingHRISand many moreLive ProjectsAnalyse various case studies and articles

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