• Overview of HR Management
  • Definition and importance
  • Key functions and responsibilities of HR
• Role of an HR Generalist
  • Understanding the HR generalist role
  • Skills and competencies required
• HR Department Structure
  • Organizational structure of HR departments
  • Collaboration with other departments

Module a: Introduction to Talent Acquisition

• Overview of Talent Acquisition

• • • Definition and importance

    • Difference between talent acquisition and recruitment

• Role of a Talent Acquisition Specialist

• • Key responsibilities and competencies

  • Skills required for success

Module b: Workforce Planning and Strategy

• Understanding Workforce Planning

• • • Importance of workforce planning

    • Steps in the workforce planning process

• Trends and Ratios in Workforce Planning

• • • Identifying current trends in the labor market

    • Using ratios for effective workforce planning

• Developing Talent Acquisition Strategies

• • • Aligning talent acquisition with business goals

    • Techniques to ensure strategic alignment

• Market and Competitor Analysis

• • Conducting market research

  • Analyzing competitor strategies

  • Using data for competitive analysis

Module c: Detailed Sourcing Techniques

• Introduction to Sourcing

• • • Importance of sourcing in talent acquisition

    • Overview of different sourcing methods

• Passive Sourcing

• • • Identifying and engaging passive candidates

    • Techniques for building relationships with passive talent

• LinkedIn Sourcing

• • • Advanced search techniques on LinkedIn

    • Using LinkedIn Recruiter and other tools

    • Engaging with candidates on LinkedIn

• GitHub Sourcing

• • • Understanding GitHub as a platform

    • Techniques for sourcing developers on GitHub

    • Analyzing GitHub profiles and contributions

    • GitHub chrome tools
    • Github bulk scraping

• Custom Search Engines (CSE)

• • • Creating and using CSE for talent searches

    • Popular CSE sites and how to use them

    • Benefits and limitations of CSE

• Chrome Extensions and Tools

• • • Popular Chrome extensions for sourcing (e.g., LinkedIn Recruiter, Hunter, Lusha)

    • How to install and use these tools effectively

• Web Scrapers

• • • Introduction to web scraping for sourcing

    • Tools and techniques for web scraping (e.g., Octoparse, ParseHub)

    • Ethical considerations in web scraping

• X-Ray Search Techniques

• • • Understanding X-Ray searches for social media and websites

    • Performing X-Ray searches on LinkedIn, Twitter, Facebook, GitHub, and more

    • Crafting effective X-Ray search strings

• Social Media Sourcing

• • Utilizing LinkedIn, Twitter, Facebook, GitHub, and other platforms for sourcing

  • Best practices for social media sourcing

  • Engaging with potential candidates on social media

Module d: Recruitment Marketing

• Designing Recruitment Campaigns

• • • Creating compelling job ads

    • Utilizing multimedia and content marketing

• Digital and Social Media Marketing

• • • Using social media for recruitment

    • Search engine optimization (SEO) for job postings

    • Techniques for effective SEO in recruitment

• Candidate Engagement

• • Engaging passive candidates

  • Building relationships with potential candidates

Module e: Selection Process

• Screening and Shortlisting

• • • Resume screening techniques

    • Using applicant tracking systems (ATS)

• Interviewing Techniques

• • • Structured and unstructured interviews

    • Behavioral and competency-based interviewing

• Assessment and Testing

• • Pre-employment assessments and tests

  • Evaluating candidate skills and fit

Module f: Candidate Experience

• Importance of Candidate Experience

• • • Impact on employer brand

    • Enhancing the candidate journey

• Communication and Feedback

• • • Best practices for candidate communication

    • Providing constructive feedback

• Onboarding New Hires

• • Designing an effective onboarding process

  • Integration and engagement of new employees

Module g: Diversity and Inclusion in Talent Acquisition

• Understanding DEI

• • • Importance of diversity, equity, and inclusion

    • Legal and ethical considerations

• Developing DEI Strategies

• • • Creating inclusive job descriptions

    • Implementing unbiased recruitment practices

• Promoting an Inclusive Culture

• • Strategies to foster an inclusive work environment

  • Addressing unconscious bias and promoting awareness

Module h: Metrics and Analytics in Talent Acquisition

• Key Metrics and KPIs

• • • Tracking and measuring recruitment performance

    • Common talent acquisition metrics

• Using Data for Decision Making

• • • Leveraging analytics to improve recruitment strategies

    • Predictive analytics in talent acquisition

• Reporting and Continuous Improvement

• • Creating and presenting recruitment reports

  • Using feedback for continuous improvement

Module i: Technology and Talent Acquisition

• Recruitment Technologies

• • • Overview of applicant tracking systems (ATS)

    • Utilizing HR software and tools

• Artificial Intelligence and Automation

• • • Role of AI in talent acquisition

    • AI tools for sourcing, screening, and engagement (e.g., HireVue, Pymetrics, Eightfold.ai)

    • Automating repetitive recruitment tasks

• Generative AI and ChatGPT

• • • Introduction to generative AI and its applications in recruitment

    • Using ChatGPT for candidate engagement, sourcing, and screening

    • Best practices for implementing generative AI in talent acquisition

• Social Media and Digital Tools

• • • Leveraging digital tools for recruitment

    • Emerging technologies in talent acquisition

• Recruitment Dashboards

• • Designing and using recruitment dashboards

  • Key metrics to include in dashboards

  • Tools for creating and managing dashboards (e.g., Tableau, Power BI)

Employee Engagement and Retention

• Drivers of Employee Engagement
  • Job Satisfaction
    • Understanding the role of job satisfaction in engagement
    • Factors contributing to job satisfaction (work environment, job role, etc.)
  • Leadership and Management
    • The impact of leadership style on employee engagement
    • Best practices for effective management and leadership
  • Recognition and Rewards
    • Importance of recognizing and rewarding employees
    • Different types of recognition programs (monetary, non-monetary)
  • Career Development
    • Opportunities for growth and development as a driver of engagement
    • Creating career development plans for employees
  • Work-Life Balance
    • The importance of work-life balance in maintaining engagement
    • Implementing flexible work arrangements and policies
  • Communication and Feedback
    • Role of transparent and open communication
    • Establishing regular feedback mechanisms
• Measuring and Improving Engagement
  • Employee Engagement Surveys
    • Designing and administering surveys to measure engagement
    • Key questions to include in engagement surveys
  • Focus Groups and Interviews
    • Conducting focus groups and interviews to gather qualitative data
    • Analyzing responses for actionable insights
  • Engagement Metrics and Analytics
    • Identifying key metrics to track engagement (e.g., employee NPS, turnover rates)
    • Using analytics tools to interpret data and identify trends
  • Action Planning
    • Developing action plans based on survey results and feedback
    • Implementing and tracking improvements
  • Continuous Improvement
    • Regularly updating engagement strategies based on feedback
    • Ensuring ongoing monitoring and adjustment
• Engagement Models
  • The Aon Hewitt Engagement Model
    • Engagement Drivers
      • Employee value proposition, work environment, rewards and recognition, career opportunities
    • Engagement Outcomes
      • Say, Stay, Strive model: Employees speak positively about the organization, desire to remain, and put in extra effort
  • The Gallup Q12 Model
    • 12 Key Drivers of Engagement
      • Includes factors such as having the right materials and equipment, feeling cared for by managers, and opportunities for growth
  • The Zinger Model
    • Ten Blocks of Engagement
      • Building blocks such as community, meaningful work, and recognition
• Types of Engagement Activities
  • Downward Engagement
    • Leadership Communication
      • Regular updates from leadership on company goals and performance
      • Town hall meetings, newsletters, and executive Q&A sessions
    • Feedback Mechanisms
      • Surveys, suggestion boxes, and direct feedback channels
  • Upward Engagement
    • Employee Voice Programs
      • Platforms for employees to share ideas and concerns
      • Involving employees in decision-making processes
    • Mentorship Programs
      • Pairing employees with mentors to provide guidance and support
  • Horizontal Engagement
    • Team Building Activities
      • Activities that promote teamwork and collaboration
      • Social events, team challenges, and group projects
    • Cross-Functional Projects
      • Encouraging collaboration between different departments
      • Projects that require input and cooperation from various teams
• Retention Strategies
  • Identifying Retention Risks
    • Recognizing early signs of disengagement and turnover risk
    • Using data and analytics to identify at-risk employees
  • Developing Retention Programs
    • Creating targeted retention programs for high-risk groups
    • Strategies for increasing loyalty and reducing turnover
  • Mentorship and Career Development
    • Implementing mentorship programs to support employee growth
    • Providing clear career progression paths
• Employee Value Proposition (EVP)
  • Creating a Compelling EVP
    • Defining the key elements of an EVP
    • Aligning the EVP with organizational values and culture
  • Communicating and Promoting EVP
    • Effectively communicating the EVP to current and prospective employees
    • Using EVP in recruitment marketing and employer branding
  • Measuring the Impact of EVP
    • Assessing the effectiveness of the EVP in attracting and retaining talent
    • Continuously refining the EVP based on feedback and results

Onboarding 

Employee Onboarding Process

1. Pre-Onboarding Preparation
   • Paperwork and Documentation
     • Collecting necessary documents (e.g., ID proof, employment contracts, tax forms)
     • Setting up employee profiles in HR systems
   • Welcome Kit
     • Preparing a welcome kit (company handbook, benefits information, company swag)
     • Providing necessary equipment and access credentials (e.g., laptop, email accounts)
2. Day One Orientation
   • Introduction to the Company
     • Company history, mission, values, and culture
     • Overview of organizational structure and key personnel
   • Workplace Tour
     • Familiarizing new hires with the office layout, facilities, and amenities
   • Meeting the Team
     • Introducing new hires to their colleagues and managers
     • Conducting team-building activities to facilitate integration
3. Training and Development
   • Initial Training Sessions
     • Job-specific training and role expectations
     • Overview of tools and systems used
   • Compliance and Safety Training
     • Mandatory compliance training (e.g., data protection, workplace safety)
     • Company policies and procedures
   • Buddy System
     • Assigning a mentor or buddy to new hires for support and guidance
     • Regular check-ins and feedback sessions with the buddy
4. 30-60-90 Day Plan with SMART Goals
   • 30-Day Plan
     • Orientation and Learning
       • Learning about the company, culture, and job responsibilities
       • Setting short-term goals for initial learning and adaptation
     • SMART Goals
       • Specific: Complete all mandatory training sessions
       • Measurable: Attend and pass all compliance tests
       • Achievable: Schedule one-on-one meetings with team members
       • Relevant: Understand the company’s mission and values
       • Time-bound: Achieve within the first 30 days
   • 60-Day Plan
     • Integration and Contribution
       • Beginning to contribute to team projects and meetings
       • Developing relationships with colleagues and stakeholders
     • SMART Goals
       • Specific: Participate in at least two team projects
       • Measurable: Contribute to team meetings with actionable ideas
       • Achievable: Schedule regular check-ins with the manager
       • Relevant: Apply job-specific skills learned during training
       • Time-bound: Achieve within the first 60 days
   • 90-Day Plan
     • Independence and Performance
       • Taking full ownership of job responsibilities
       • Demonstrating competence and achieving performance benchmarks
     • SMART Goals
       • Specific: Complete a major project or task independently
       • Measurable: Meet or exceed performance benchmarks
       • Achievable: Receive positive feedback from the manager
       • Relevant: Contribute to achieving team objectives
       • Time-bound: Achieve within the first 90 days
5. Ongoing Support
   • Regular Check-ins
     • Scheduling regular check-ins with managers and buddies
     • Addressing any questions or concerns
   • Continuous Feedback
     • Providing continuous feedback on performance and progress
     • Adjusting goals and expectations as needed
6. Feedback and Evaluation
   • Collecting Feedback
     • Gathering feedback from new hires on their onboarding experience
   • Evaluating Onboarding Effectiveness
     • Measuring the success of the onboarding program
     • Making improvements based on feedback

Employee Exit Process

1. Resignation and Termination Procedures
   • Resignation Process
     • Accepting resignations and processing paperwork
     • Ensuring a smooth transition for the departing employee
   • Termination Process
     • Conducting terminations with sensitivity and legality
     • Managing the administrative aspects of termination
2. Exit Interviews
   • Conducting Exit Interviews
     • Scheduling and conducting exit interviews
     • Asking relevant questions to gather meaningful feedback
   • Analyzing Feedback
     • Identifying patterns and trends in exit interview data
     • Using feedback to improve organizational practices
3. Knowledge Transfer
   • Ensuring Continuity
     • Transferring knowledge and responsibilities to remaining team members
     • Documenting key information and processes
   • Succession Planning
     • Implementing succession plans for critical roles
     • Identifying and preparing potential successors
4. Final Settlements
   • Processing Final Pay and Benefits
     • Calculating and disbursing final paychecks
     • Managing benefits termination and transition
   • Returning Company Property
     • Collecting company property (e.g., laptops, access cards)
     • Ensuring all assets are returned
5. Post-Exit Follow-Up
   • Maintaining Alumni Relations
     • Keeping in touch with former employees
     • Leveraging alumni networks for future opportunities

Employee Grievance Management

Introduction to Grievance Management

• Definition and Importance
  • Understanding what constitutes a grievance
  • Importance of effective grievance management
• Types of Grievances
  • Common grievances in the workplace (e.g., discrimination, harassment, unfair treatment)

Grievance Management Framework

• Framework Overview
  • Steps involved in the grievance management process
  • Roles and responsibilities of HR and management
• Establishing a Grievance Policy
  • Key components of an effective grievance policy
  • Communicating the policy to employees
• Grievance Procedures
  • Formal and informal grievance procedures
  • Step-by-step process for handling grievances

Grievance Handling Process

• Step 1: Receiving a Grievance
  • Methods for lodging a grievance (e.g., written, verbal)
  • Initial response and acknowledgment
• Step 2: Investigation
  • Conducting a thorough and unbiased investigation
  • Collecting and documenting evidence
• Step 3: Resolution
  • Evaluating findings and determining appropriate actions
  • Communicating the resolution to the involved parties
• Step 4: Follow-Up
  • Monitoring the situation post-resolution
  • Ensuring no retaliation and checking for ongoing issues

Grievance Handling Committee

• Role and Composition
  • Purpose and importance of a grievance handling committee
  • Selecting committee members (HR, management, employee representatives)
• Committee Responsibilities
  • Reviewing grievances and ensuring fair investigation
  • Making recommendations for resolution
• Committee Procedures
  • Regular meetings and case review processes
  • Ensuring confidentiality and impartiality

Legal Aspects of Grievance Management

• Understanding Employment Laws
  • Key employment laws relevant to grievance management (e.g., anti-discrimination laws, labor laws)
  • Legal rights and protections for employees
• Compliance and Documentation
  • Maintaining proper documentation for legal compliance
  • Handling grievances in accordance with legal requirements
• Role of Legal Counsel
  • When to involve legal counsel in the grievance process
  • Understanding the implications of legal advice and decisions

Best Practices in Grievance Management

• Building a Positive Workplace Culture
  • Promoting open communication and trust
  • Encouraging early resolution of issues
• Training and Development
  • Providing training for managers and HR on handling grievances
  • Developing skills for effective conflict resolution
• Continuous Improvement
  • Regularly reviewing and updating grievance policies and procedures
  • Gathering feedback to improve the grievance management process

Case Studies and Practical Applications

• Analyzing Real-World Scenarios
  • Examining case studies of grievance handling
  • Lessons learned from successful and unsuccessful grievance resolutions

Indian Payroll & Taxation Program Course Syllabus

Module 1: Overview of Payroll Management

• Payroll Management Fundamentals
  • HR planning, employee transfer, and increment process
  • Income under the head salaries u/s 17(1) of Income Tax Act 1961
  • Salary components: fixed and variable, bonus, fees, commission, overtime payments
  • Payroll administration setup, CTC structure, taxable and non-taxable payments

Module 2: Labour Law Statutory Compliances & Computation

• Employee Provident Fund (PF)
  • Covered establishments, PF wages, contribution accounts, deposit dates
• Employee State Insurance (ESI)
  • Covered establishments, wage limits, contribution rates, periods
• Professional Tax (PT)
  • Applicability, state-wise slabs, calculator, payment, and registration
• Labor Welfare Fund (LWF)
  • Applicability, state-wise rates, deposit procedures
• Statutory Bonus and Gratuity
  • Applicability and computation

Module 3: Tax Calculation, Tax Saving Investments, Deductions, and Exemptions

• Tax Deduction at Source (TDS)
  • Income tax, slabs, and computation
• Deductions (u/s 80C – 80U)
  • Various sections under Chapter VI-A of Income Tax Act, 1961
  • LTA, HRA, leave encashment, and gratuity exemptions
  • Deduction of interest on housing loan u/s 24(b)
• Taxable Salary Calculation
  • Post exemptions and deductions

Module 4: Allowances and Perquisites

• Allowances under Section 10
  • Section 10(13A) – House Rent Allowance (HRA)
    • Calculation, salary definition, and tax implications
  • Section 10(14) – Special Allowances
    • Specific allowances like travel, uniform, and others, and their tax implications
• Perquisites and Their Tax Implications
  • Types of Perquisites
    • Company car, accommodation, and other perks
  • Taxability and Valuation
    • Methods of valuation and taxation of perquisites

Module 5: Fixed and Flexible Salary Structures

• Fixed Salary Structure
  • Components of a fixed salary structure
  • Benefits and limitations
• Flexible Salary Structure
  • Components of a flexible salary structure
  • Advantages of a flexible salary package

Module 6: Payroll Processing and Reports

• Payroll Processing Steps
  • Gathering payroll inputs, setting up employee information in payroll systems
  • Applying compliance rules and tax rates, calculation, and deductions
  • Verification and payroll checking
• Claims and Reimbursement Management
  • Expense bill submission, medical and travel reimbursements
• Attendance Management and Resignation
  • Time management, leave management, full and final settlements
• Salary Register, Slips, Bank Transfers, MIS
  • Overview of salary slips, registers, MIS reports, bank transfers

Detailed Breakdown

Module 1: Overview of Payroll Management

• HR Planning
  • Understanding workforce requirements, planning for employee transfers, and managing increments
• Salary Components
  • Differentiating between fixed and variable components, bonuses, fees, commissions, and overtime payments
• CTC Structure
  • Understanding the concept of Cost to Company (CTC), structuring CTC, and distinguishing between taxable and non-taxable components

Module 2: Labour Law Statutory Compliances & Computation

• PF and ESI
  • Detailed understanding of Provident Fund and Employee State Insurance contributions, calculation, deposit timelines, and compliance
• Professional Tax and Labor Welfare Fund
  • State-wise slabs and applicability, payment procedures, and registration processes

Module 3: Tax Calculation, Tax Saving Investments, Deductions, and Exemptions

• TDS
  • Understanding income tax slabs, computation of TDS, and implications
• Exemptions and Deductions
  • Exploring various exemptions and deductions under Chapter VI-A of the Income Tax Act, including Sections 80C to 80U
  • Detailed breakdown of HRA, LTA, leave encashment, and gratuity exemptions

Module 4: Allowances and Perquisites

• Section 10 Allowances
  • Detailed calculations and tax implications of HRA and special allowances under Section 10(13A) and 10(14)
• Perquisites
  • Comprehensive understanding of various perquisites, their valuation, and tax implications

Module 5: Fixed and Flexible Salary Structures

• Salary Structures
  • Detailed analysis of fixed and flexible salary structures, components, benefits, and limitations
  • Designing a flexible salary package to meet organizational and employee needs

Module 6: Payroll Processing and Reports

• Payroll Processing
  • Step-by-step guide to payroll processing, from data collection to payroll checking and verification
• Claims and Reimbursement Management
  • Managing medical and travel reimbursements, expense bill submissions, and processing
• Attendance Management and Resignation
  • Effective time management and leave management practices, full and final settlement processes
• Reporting and Documentation
  • Generating and maintaining salary registers, salary slips, MIS reports, and handling bank transfers