• 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 1: Fundamentals of Talent Acquisition

• What is Talent Acquisition?
• Difference between TA and Recruitment
• Importance of TA in aligning with business strategy
• Manpower Planning: Ratio Trend Analysis
• Workforce Planning: Trends, Forecasting & Demand-Supply Matching

Module 2: Sourcing Strategies & Boolean Mastery

• Recruitment Process Overview (End-to-End)
• Boolean Search Basics
• LinkedIn Boolean Search Techniques
• X-Ray Search Techniques on Platforms like:
  • LinkedIn
  • Google
  • GitHub
  • Facebook & other social media
• Chrome Extensions & AI Tools for sourcing

Module 3: LinkedIn Deep Dive & Social Sourcing

• Advanced sourcing 
• Passive Candidate Sourcing Techniques
• Social Media Recruitment: Instagram, WhatsApp, Facebook Groups
• Talent Mapping and Market Research

Module 4: AI Tools for Recruitment

• Using ChatGPT for Job Descriptions, Sourcing Queries & Screening Questions
• Overview of AI Tools (Hiretual, ChatGPT, Recruitryte, PromptHackers, etc.)
• Automating Screening & Shortlisting
• Resume Matching & AI-based Evaluation

Module 5: Recruitment Analytics & Metrics

• Key Recruitment Metrics (TAT, Cost per Hire, Quality of Hire)
• Recruitment Dashboards in Excel
• Recruitment Tracker Design in Excel
• Zoho ATS & other ATS tools overview
• Measuring Recruiter Efficiency & Funnel Analytics

Module 6: Competency-Based Recruitment & Evaluation

• Selection Process Design
• Shortlisting Techniques
• Competency Mapping & Behavioral Evaluation
• ADC Exercises for Candidate Evaluation
• Interview Assessment Formats

Module 7: Managing the Recruitment Team

• Giving SMART Targets to the Recruitment Team

Module 8: Final Project + Real-Time Application

• Hands-on Assignments (e.g., sourcing for live roles, designing a JD, recruitment funnel)
• Real-time Boolean search project
• AI-based sourcing demo (live tool usage)
• Recruitment tracker + analytics submission

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

 Module 1: Introduction to Payroll Management

• What is Payroll? Scope & objectives
• Indian payroll workflow overview
• Stakeholders in payroll (HR, finance, employees, statutory bodies)
• Types of employees and pay cycles (monthly, weekly, daily)

Module 2: Salary Structure & Components

• Understanding CTC, Gross, Net, and In-hand salary
• Detailed explanation of salary heads:
  • Basic
  • HRA
  • Special Allowance
  • LTA
  • Conveyance
  • Medical Reimbursement
  • Bonus, Incentives, and Variable Pay
  • Perquisites: Rent-free accommodation, company car, food coupons, etc.
• Designing a compliant and tax-efficient salary structure

Module 3: Old Tax Regime vs New Tax Regime

• Comparison of old vs new regime slabs
• Allowed exemptions under the Old Regime:
  • HRA
  • Section 80C (LIC, PPF, PF, etc.)
  • 80D (Medical Insurance), 80G, 24(b) (Home Loan Interest)
• No exemption scenario in New Regime
• Which regime is better for whom – real-life scenarios
• Tax planning tips for payroll professionals

Module 4: Income Tax Calculations

• Calculation of monthly and annual income tax
• Use of slab rates for different age groups (below 60, 60–80, above 80)
• Standard deduction, professional tax, and surcharge
• TDS deduction logic
• Advance tax, rebate under Section 87A
• TDS challan 281, Form 16, and Form 24Q basics

Module 5: Statutory Compliance in Payroll

• Provident Fund (PF) – applicability, employer/employee contributions, UAN
• Employee State Insurance (ESI) – wage limits, IP number, benefits
• Professional Tax – state-wise slab overview
• Labour Welfare Fund (LWF) – applicability by state
• Gratuity & Bonus – eligibility, calculation methods, compliance

Module 6: Payroll Computation & Salary Slip Generation

• Monthly payroll processing steps
• Creating salary slips manually and using templates
• Generating salary registers and reconciliation sheets
• Full & Final (F&F) settlement: leave encashment, notice pay, recovery
• Leave policy, encashment rules, LOP calculation

Module 7: Salary Sheet & Excel-based Tools

• Creating salary sheets in Excel with formulae
• Auto-calculating gross, deductions, net pay
• Attendance to payroll linkage
• Template for F&F, salary slip, and payroll register
• TDS workings and monthly payroll summary

Module 8: Payroll Software Demo – Razorpay Payroll

• Razorpay Payroll setup and dashboard overview
• Adding employees and configuring salary structures
• PF, ESI, PT setup in Razorpay
• Payslip generation
• TDS and compliance filing via Razorpay
• Benefits of cloud-based payroll processing

Module 9: Reporting, Audit & Documentation

• Payroll MIS Reports
• Payroll audit checklist
• Monthly and annual statutory returns
• Payroll documentation for audit & record keeping
• Data privacy and payroll confidentiality

Module 10: Capstone Project & Assessment

• Payroll processing of a 10-employee dummy organization
• Calculation of income tax under both regimes
• Generating salary slips and Excel salary sheet
  
• Final quiz and evaluation