Certified Human Resource Partner Course

• Evolution from HR Generalist to HR Business Partner
• HRBP vs HR Generalist vs HR COE: Key differences and collaboration
• Business Acumen and Financial Understanding for HRs
• Strategic Partnering Essentials:
  • Influencing Business Decisions
  • Organizational Alignment
  • Change Leadership
  • Driving Outcomes through People

• Objectives & strategic linkage of PMS with business goals
• Types of PMS frameworks: OKR, KRA, KPI, SMART Goals
• Bell Curve, 360-degree feedback, and rating systems
• Performance review cycle & calibration
• Linking PMS with rewards and promotions

• Introduction to competency frameworks
• Types of competencies: Core, Functional, Leadership
• Designing a Competency Matrix
• Competency-based interviews & performance evaluation
• Identifying HiPo talent through competency data

• Strategic workforce planning & manpower forecasting
• Aligning TA goals with business strategy
• Sourcing strategies (Passive, X-ray, AI tools, LinkedIn, GitHub, etc.)
• Recruitment metrics & dashboards
• Competency-based shortlisting and evaluation

• Manpower cost planning
• Headcount & cost forecasting
• Budgeting for L&D, engagement, benefits
• Budget vs actual variance reporting
• Creating HR MIS Reports for CXOs

• Types of HR policies: strategic, operational, cultural
• Policy lifecycle: drafting, vetting, approval, communication
• Aligning policies with company culture & compliance
• Policy benchmarking and review framework
• Key policy formats and implementation checklists

• Strategic onboarding: 30-60-90 day plans, buddy systems
• Cultural integration & goal alignment
• Engagement drivers & strategies (Work, Leadership, Rewards, Culture)
• Monthly engagement calendar & feedback loops
• Retention strategies and exit analysis

• Capability Building Strategy aligned with business goals
• ADDIE, 70:20:10, and Kirkpatrick Models
• TNI/TNA and training calendar creation
• Leadership pipeline and succession planning
• Learning ROI and impact measurement

• Introduction to descriptive, predictive, and prescriptive HR analytics
• HR Metrics and KPIs (Turnover, TAT, Cost per Hire, etc.)
• Using Excel, Power BI, or Tableau for analytics
• Storytelling with HR data: Dashboards and visualizations
• Case studies on data-led decision-making

• Objectives & scope of HR audits
• Audit tools: checklists, risk matrices, compliance calendars
• Documentation, registers, policies to be audited
• ISO 9001:2015 HR-specific clauses
• Audit reporting and improvement plan tracking

• Job analysis tools: FJA, PAQ, DACUM, etc.
• Writing job descriptions and job specifications
• Benchmarking roles against industry
• Job evaluation methods: Point Factor, Ranking, Grading

Designing salary ranges and internal equity using job grading

• Payroll components: CTC, gross, net, and in-hand
• Statutory deductions: PF, ESI, TDS, PT, LWF
• Payslip and payroll register generation
• Payroll compliance calendar & audit readiness
• Tools: Introduction to payroll software (Razorpay, GreytHR, etc.)