HRBP vs HR Generalist vs COE

• Business Partnering Essentials: Influence, Alignment, & Strategic Thinking

Designing a Competency Framework: Step-by-Step

Role-Based vs Level-Based Competencies

Skill Matrix Design and Practical Application

Integration with PMS, L&D and Hiring

Competence Assessment with 90-720 Degree

Competence Assessment with ADC Exercises

Demand Planning and Forecasting

Creating Role-Based JDs

Advanced Sourcing (LinkedIn, GitHub, Chrome Tools, X-ray Search)

Passive Candidate Engagement

Recruitment Funnel Metrics & Hiring SLAs

Selection Strategy, TA Dashboarding & TA Cost Control

Strategic Onboarding Integration

Introduction to HR Budgeting

• Definition and Importance
• Understanding what HR budgeting is and why it is crucial
• The role of HR budgeting in organizational success

Types of HR Budgets

• Operational budgets
• Capital budgets
• Project-based budgets

Strategic Alignment and Planning

• Aligning HR Budget with Organizational Goals
• Ensuring the HR budget supports business objectives
• Integrating HR strategy with financial planning

Forecasting and Planning

• Techniques for accurate forecasting
• Long-term and short-term planning considerations

Components of an HR Budget

• Employee Compensation and Benefits

  • Salaries, wages, bonuses, and incentives
  • Health benefits, retirement plans, and other perks

• Recruitment and Talent Acquisition

  • Costs associated with hiring and onboarding
  • Budgeting for recruitment marketing and employer branding

• Training and Development

  • Allocating funds for employee training programs
  • Investment in leadership development and continuous learning

• Employee Relations and Engagement

  • Budgeting for engagement initiatives and events
  • Allocating resources for employee recognition programs

• HR Technology and Systems

  • Investing in HR software and tools
  • Costs of implementation, maintenance, and upgrades

• Compliance and Legal Costs

  • Budgeting for compliance-related activities
  • Legal fees and regulatory costs

Budget Development Process

• Steps in Budget Preparation

  • Gathering and analyzing data
  • Involving key stakeholders in the budgeting process

• Setting Budget Priorities

  • Identifying critical areas and prioritizing spending
  • Balancing needs versus available resources

• Creating Budget Templates

  • Designing effective budget templates for different HR functions
  • Standardizing budget formats and categories

Budget Management and Monitoring

• Implementing the Budget

  • Rolling out the budget to HR teams
  • Communicating budget expectations and guidelines

• Tracking and Monitoring Expenses

  • Techniques for real-time budget tracking
  • Tools for monitoring budget performance

• Adjusting the Budget

  • Making necessary adjustments in response to changing circumstances
  • Ensuring flexibility and adaptability

Budget Reporting and Analysis

• Financial Reporting

  • Preparing regular budget reports for stakeholders
  • Key metrics and KPIs for budget reporting

• Variance Analysis

  • Identifying and analyzing budget variances
  • Taking corrective actions based on variance analysis

• Performance Evaluation

  • Evaluating the effectiveness of HR spending
  • Linking budget performance to HR outcomes

Introduction to HR Policy Making

• Definition and Importance
• Understanding what HR policies are and their significance
• The role of HR policies in organizational success

Types of HR Policies

• Operational policies
• Strategic policies
• Compliance policies

Fundamentals of Policy Making

• Principles of Effective Policy Making

  • Clarity, consistency, and fairness
  • Alignment with organizational values and culture

• Policy Development Process

  • Steps involved in creating HR policies
  • Gathering input from stakeholders

• Research and Benchmarking

  • Conducting research to inform policy development
  • Benchmarking against industry standards and best practices

Key Components of HR Policies

• Employee Conduct and Discipline

  • Code of conduct
  • Disciplinary procedures and actions

• Workplace Health and Safety

  • Safety protocols and procedures
  • Health and wellness initiatives

• Compensation and Benefits

  • Salary structures and pay scales
  • Employee benefits and perks

• Leave and Attendance

  • Leave policies (annual leave, sick leave, maternity/paternity leave)
  • Attendance and punctuality expectations

• Equal Employment Opportunity (EEO)

  • Anti-discrimination and harassment policies
  • Promoting diversity and inclusion

• Data Protection and Privacy

  • Employee data protection policies
  • Confidentiality agreements

Policy Implementation and Communication

• Developing Implementation Plans

  • Steps for rolling out new policies
  • Training and support for employees and managers

• Communication Strategies

  • Effective communication of policies to employees
  • Ensuring understanding and compliance

• Documentation and Accessibility

  • Maintaining clear and accessible policy documents
  • Using technology for policy management

Compliance and Legal Considerations

• Understanding Employment Laws

  • Key employment laws and regulations impacting HR policies
  • Ensuring legal compliance in policy development

• Auditing and Monitoring

  • Regular audits to ensure compliance
  • Monitoring and updating policies as needed

Policy Review and Evaluation

• Reviewing Policies

  • Regular policy reviews to ensure relevance and effectiveness
  • Gathering feedback from employees and managers

• Evaluating Policy Impact

  • Measuring the impact of policies on organizational performance
  • Making necessary adjustments based on evaluation

Best Practices in HR Policy Making

• Building a Positive Workplace Culture

  • Promoting policies that enhance employee engagement and satisfaction
  • Encouraging open communication and feedback

• Continuous Improvement

  • Staying updated with industry trends and best practices
  • Continuously improving HR policies to meet evolving needs

Strategic Onboarding Framework

• Buddy Model
• 30-60-90 Days Plan

Employee Experience Design

• From Preboarding Onward

Drivers of Employee Engagement

• Engagement Mapping

Survey Design, Action Planning & Measurement

Building an EVP-Aligned Culture

Employee Engagement Strategies

HRBP’s Role in Retention & Belonging

L&D as a Strategic Driver of Capability Building

TNI Techniques

• PMS
• Skill Matrix
• Manager Input

Designing Learning Journeys

• Technical Tracks
• Behavioral Tracks
• Leadership Tracks

ADDIE Framework & Honey and Mumford Styles

Kirkpatrick Evaluation Levels & L&D ROI

LMS Tools & Digital Learning Ecosystem

Internal vs External Training Strategy

• Part A: Introduction to HR Analytics

  • What is HR Analytics?
  • Role of HRBP in Data-Driven HR
  • Descriptive, Diagnostic, Predictive, and Prescriptive Analytics
  • Key Metrics Across HR Functions (TA, L&D, PMS, Attrition, Engagement)

• Part B: Excel-Based Analytics

  • Excel Formulas: VLOOKUP, IF, COUNTIFS, SUMIFS
  • Pivot Tables & Dynamic Charts
  • Attrition Analysis, Hiring Funnel, TNA Dashboards
  • Trend Forecasting using Excel
  • Creating Monthly & Quarterly Review Dashboards

• Part C: Power BI for HR

  • Power BI Basics: Importing HR Data
  • Building Interactive Dashboards: Attrition, Recruitment, Engagement
  • Visualizations: Heat Maps, Drill-Down Reports, Slicers
  • Power BI for Manpower Forecasting & Real-Time Reporting
  • Sharing Dashboards with Leadership

Module 1: Introduction to HR Audits

• Definition and Purpose of HR Audits
• Types of HR Audits: Compliance, Best Practices, Strategic, Function-Specific
• Importance of HR Audits
• Overview of ISO Standards for Audits

Module 2: Planning the HR Audit

• Establishing Objectives and Scope
• Identifying Key Areas for Audit
• Developing an Audit Plan
• Selecting Audit Tools and Techniques

Module 3: Understanding ISO Standards

• ISO 9001, ISO 30414, ISO 27001, ISO 34001, ISO 45001, ISO 14001, ISO 10015
• Application of ISO Standards in HR Audits

Module 4: Conducting the HR Audit

• Data Collection Methods
• Interviews and Surveys
• Document Review and Analysis
• Observations and Site Visits

Module 5: Analyzing HR Processes

• Recruitment, Onboarding, Training & Development
• Performance Management, Compensation & Benefits
• Employee Engagement, Compliance & Legal
• Information Security, Health & Safety, Environmental Management

Module 6: Evaluating HR Metrics

• Key HR Metrics and KPIs
• Benchmarking Against Industry Standards
• SWOT Analysis
• Data-Driven Decision Making

Module 7: Reporting and Documentation

• Preparing the Audit Report
• Findings and Recommendations
• Action Plans and Follow-Up
• Presenting Results to Stakeholders

Module 8: Continuous Improvement

• Implementing Audit Recommendations
• Monitoring and Reviewing Changes
• Continuous Improvement Strategies
• Maintaining Compliance with ISO Standards

Module 9: Case Studies and Practical Applications

• Real-World Examples of HR Audits
• Group Discussions and Exercises
• Role-Playing Audit Scenarios
• Best Practices and Lessons Learned

Module 10: Labor Law Audit

• Understanding Labor Laws
• Assessing Employment Contracts
• Workplace Policies and Procedures
• Employee Rights and Obligations
• Handling Disputes and Grievances
• Documentation and Record-Keeping

Module 11: Preparing for Certification

• Understanding Certification Requirements
• Preparing Documentation and Evidence
• Conducting Internal Audits
• Working with External Auditors

Module 1: Introduction to Job Analysis

• Definition and Importance
• Methods of Job Analysis: Observations, interviews, questionnaires, and work logs
• Job Descriptions and Specifications

Module 2: Conducting Job Analysis

• Data Collection Techniques
• Analyzing Job Data

Module 3: Job Benchmarking

• Introduction to Job Benchmarking
• Benchmarking Process
• Using Benchmarking Data

Module 4: Job Evaluation Methods

• Overview of Job Evaluation
• Job Evaluation Techniques: Ranking, Classification, Factor Comparison

Module 5: Point-Factor Job Evaluation System

• Introduction to Point-Factor System
• Designing a Point-Factor System
• Implementing the Point-Factor System

Module 6: Practical Application of Job Evaluation

• Case Studies
• Job Evaluation Exercises

Module 7: Aligning Job Evaluation with Compensation

• Compensation Structures
• Using Job Evaluation for Compensation Decisions

Module 1: 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 Cost to Company (CTC), structuring CTC, taxable and non-taxable components

Module 2: Labour Law Statutory Compliances & Computation

• PF and ESI: Contributions, calculation, deposit timelines, and compliance
• Professional Tax and Labor Welfare Fund: State-wise slabs, applicability, payment procedures, and registration

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

• TDS: Income tax slabs, computation of TDS, and implications
• Exemptions and Deductions: Chapter VI-A, Sections 80C to 80U
• Breakdown of HRA, LTA, leave encashment, and gratuity exemptions

Module 4: Allowances and Perquisites

• Section 10 Allowances: HRA, special allowances under 10(13A) and 10(14)
• Perquisites: Valuation and tax implications of various perquisites

Module 5: Fixed and Flexible Salary Structures

• Salary Structures: Fixed vs flexible components, benefits and limitations
• Designing a flexible salary package for organizational and employee needs

Module 6: Payroll Processing and Reports

• Payroll Processing: From data collection to verification
• Claims and Reimbursement Management: Medical/travel reimbursements, expense claims
• Attendance Management and Resignation: Time, leave, and full & final settlement
• Reporting and Documentation: Salary registers, salary slips, MIS reports, bank transfers