• Overview of the HRBP Role
  • Definition and importance of HRBPs
  • Evolution of the HRBP role
• Key Responsibilities of an HRBP
  • Strategic alignment with business goals
  • Talent management and workforce planning
  • Employee relations and engagement
• Skills and Competencies for HRBPs
  • Essential skills for success

Types of Organizational Structures

• Hierarchical Structure
  • Characteristics and benefits
  • Common industries and applications
• Flat Structure
  • Definition and key features
  • Pros and cons of a flat structure
• Matrix Structure
  • Explanation and examples
  • Challenges and advantages
• Divisional Structure
  • How it operates and when it’s used
  • Benefits and potential drawbacks
• Network Structure
  • Definition and implementation
  • Suitability and impact on flexibility

Principles of Organization Design

• Alignment with Strategy
  • Ensuring the structure supports business goals
  • Balancing flexibility and stability
• Efficiency and Effectiveness
  • Streamlining processes and workflows
  • Improving communication and decision-making
• Scalability and Adaptability
  • Designing for growth and change
  • Managing complexity in large organizations

Role of HRBPs in Organizational Design

• Strategic Partner
  • Collaborating with leadership to design structures
  • Aligning HR strategy with organizational design
• Change Agent
  • Leading and managing organizational change
  • Facilitating smooth transitions and minimizing resistance
• Consultant and Advisor
  • Providing insights and recommendations on structure
  • Analyzing organizational needs and proposing solutions

Analyzing Current Organizational Structures

• Organizational Assessment Tools
  • Using tools like SWOT analysis, PESTLE analysis
  • Identifying strengths, weaknesses, opportunities, and threats
• Data Collection and Analysis
  • Gathering data on workflows, reporting lines, and roles
  • Analyzing efficiency, communication flow, and decision-making
• Identifying Improvement Areas
  • Pinpointing structural bottlenecks and inefficiencies
  • Proposing changes to enhance performance

Designing Optimal Organizational Structures

• Defining Roles and Responsibilities
  • Clear role definitions and accountability
  • Ensuring role alignment with business objectives
• Creating Reporting Lines
  • Establishing clear and effective reporting structures
  • Balancing span of control and delegation
• Implementing Changes
  • Planning and executing structural changes
  • Communicating changes effectively across the organization

Case Studies and Practical Applications

• Real-World Examples
  • Analyzing successful organizational structures
  • Lessons learned from organizational restructuring
• Group Exercises
  • Collaborative analysis of organizational scenarios
  • Proposing and debating structural changes

• Learning and Development (L&D)

Designing Effective L&D Programs

• Training Needs Analysis (TNA)
  • Conducting a thorough needs analysis at organizational, departmental, and individual levels
  • Methods for identifying skill gaps: surveys, focus groups, performance reviews
  • Collaborating with managers and stakeholders to pinpoint training needs
• Frameworks for Designing L&D Programs
  • ADDIE Model (Analyze, Design, Develop, Implement, Evaluate)
    • Analyze: Identify training needs and objectives
    • Design: Create a blueprint for the training program, including objectives, content, and assessment methods
    • Develop: Create training materials and content
    • Implement: Deliver the training program to the target audience
    • Evaluate: Assess the effectiveness of the training program and make necessary adjustments
  • Honey and Mumford Learning Styles
    • Understanding different learning styles: Activist, Reflector, Theorist, Pragmatist
    • Tailoring training methods to suit various learning preferences
• Setting Learning Objectives
  • Defining clear, measurable learning objectives
  • Aligning learning objectives with business goals and employee career paths
• Creating a Curriculum
  • Developing a structured curriculum that addresses identified needs
  • Including a mix of theoretical knowledge and practical application
• Choosing Learning Methods
  • Selecting appropriate learning methods (e.g., classroom training, e-learning, workshops, on-the-job training)
  • Considering blended learning approaches
• Content Development
  • Designing engaging and interactive training materials
  • Incorporating multimedia elements (e.g., videos, infographics, interactive modules)
• Budgeting for L&D Programs
  • Estimating costs for program development and delivery
  • Allocating resources effectively

Implementing Training and Development Initiatives

• Program Launch
  • Communicating L&D initiatives to employees and stakeholders
  • Promoting the benefits of the program
• Trainer Selection and Preparation
  • Identifying internal and external trainers
  • Providing trainers with necessary resources and training
• Logistics and Scheduling
  • Organizing training sessions (venue, materials, technology)
  • Scheduling sessions to maximize participation and minimize disruption
• Engaging Participants
  • Techniques to maintain participant engagement and motivation
  • Encouraging active participation and interaction
• Facilitation Techniques
  • Effective facilitation skills for trainers
  • Managing group dynamics and encouraging collaboration

Measuring the Impact of L&D Programs

• Evaluation Models
  • Kirkpatrick’s Four Levels of Evaluation
    • Reaction: Measure participants’ immediate reactions to the training
    • Learning: Assess the increase in knowledge or skills after the training
    • Behavior: Evaluate changes in behavior on the job as a result of the training
    • Results: Determine the impact of the training on business outcomes
  • ROI (Return on Investment) Model
    • Calculating the financial return on training investments
    • Linking training outcomes to business performance metrics
• Collecting Feedback
  • Gathering participant feedback through surveys, interviews, and focus groups
  • Analyzing feedback to identify areas for improvement
• Assessing Learning Outcomes
  • Using assessments to measure knowledge and skill acquisition
  • Practical assessments (e.g., simulations, role-plays, practical exams)
• Behavior Change Measurement
  • Tracking changes in employee behavior and performance post-training
  • Using performance metrics and observation
• Impact on Business Results
  • Linking L&D initiatives to business outcomes (e.g., productivity, quality, customer satisfaction)
  • Analyzing data to demonstrate value to stakeholders
• Continuous Improvement
  • Using evaluation data to refine and improve L&D programs
  • Implementing changes based on feedback and assessment results

• Performance Management Systems (PMS)

           Introduction to Performance Management Systems

• Overview of Performance Management
  • Definition and objectives
  • Importance in organizational success
• Historical Development and Trends
  • Evolution of performance management
  • Current trends and future directions

           Key Frameworks and Models

• Objectives and Key Results (OKR)
  • Understanding OKRs
  • Setting and aligning OKRs
  • Implementing and tracking OKRs
• Key Result Areas (KRA)
  • Defining KRAs
  • Linking KRAs to organizational goals
  • Measuring and evaluating KRAs
• Key Performance Indicators (KPI)
  • Identifying KPIs
  • Developing effective KPIs
  • Monitoring and analyzing KPI performance

            Setting Effective Goals

• SMART Goals
  • Specific, Measurable, Achievable, Relevant, Time-bound
  • Techniques for setting SMART goals
  • Examples and case studies
• Performance Prism
  • Understanding the Performance Prism framework
  • Five facets of the Performance Prism
  • Applying the Performance Prism in performance management

        Talent Management Grids and Tools

• Talent Management Grids
  • Introduction to talent management grids
  • Assessing and categorizing talent
• 9-Box Grid
  • Overview of the 9-box grid
  • Using the 9-box grid for talent assessment
  • Strategies for development and succession planning

        Performance Appraisal Systems

• Bell Curve Method
  • Understanding the bell curve approach
  • Advantages and disadvantages
  • Implementing the bell curve in appraisals
• Graphic Rating Scale
  • Overview of graphic rating scales
  • Designing effective rating scales
  • Pros and cons of graphic rating systems
• 360-Degree Feedback
  • Introduction to 360-degree feedback
  • Implementing and managing 360-degree feedback processes
• Behaviorally Anchored Rating Scales (BARS)
  • Understanding BARS
  • Developing BARS for performance evaluation
• Management by Objectives (MBO)
  • Key principles of MBO
  • Aligning individual objectives with organizational goals

      Competency Mapping and Development

• Introduction to Competency Mapping
  • Definition and purpose
  • Benefits for organizations and employees
• Competency Identification
  • Identifying core competencies
  • Techniques for competency mapping
• Competency Assessment and Development
  • Assessing employee competencies
  • Creating competency development plans
• Integrating Competency Mapping with Performance Management
  • Aligning competencies with performance metrics
  • Using competencies to guide development and appraisal

     Advanced Performance Management Techniques

• Balanced Scorecard
  • Understanding the Balanced Scorecard framework
  • Aligning performance with strategic objectives
  • Implementing and managing Balanced Scorecards
• Cascading Goals and Objectives
  • Importance of cascading in performance management
  • Techniques for cascading goals from top to bottom
  • Ensuring alignment at all organizational levels

      Integrating Performance Management with Business Strategy

• Linking Performance Management to Strategic Goals
  • Ensuring alignment with company vision and mission
  • Translating strategic goals into operational plans
• Creating a Strategic Performance Management Framework
  • Developing a comprehensive framework
  • Integrating various performance management tools and techniques
• Role of Leadership in Performance Management
  • Engaging leaders in the performance management process
  • Leadership strategies for driving performance

      Technology and Performance Management

• Performance Management Systems and Software
  • Overview of performance management software
  • Selecting and implementing performance management tools
• Using Data Analytics
  • Leveraging data analytics for performance insights
  • Predictive analytics in performance management

      Case Studies and Practical Applications

• Analyzing Real-World Case Studies
  • Reviewing successful performance management implementations
• Group Discussions and Exercises
  • Collaborative learning and problem-solving
• Role-Playing Scenarios
  • Practicing performance management techniques in simulated environments

• Succession Planning

Topics Covered

1. Introduction to Succession Planning
   • Definition and Importance
     • Understanding what succession planning is
     • Importance of succession planning for organizational stability and growth
   • Benefits of Succession Planning
     • Reduced risk of leadership gaps
     • Enhanced talent development
     • Increased employee engagement and retention
2. Succession Planning Frameworks
   • Key Components of a Succession Plan
     • Identifying critical roles and key positions
     • Assessing potential successors
     • Developing succession strategies
   • Succession Planning Models
     • The Replacement Planning Model
       • Focuses on identifying immediate replacements for key roles
     • The Talent Pool Model
       • Develops a pool of high-potential employees for future leadership roles
     • The Competency-Based Model
       • Uses competency frameworks to identify and develop future leaders
3. Steps in the Succession Planning Process
   • Identifying Critical Positions
     • Defining key roles and functions within the organization
     • Determining which positions are critical to organizational success
   • Assessing Current Talent
     • Evaluating current employees’ skills, performance, and potential
     • Tools for assessment: performance appraisals, 360-degree feedback, psychometric tests
   • Identifying Potential Successors
     • Criteria for selecting potential successors
     • Creating a talent pool for succession planning
   • Developing Succession Strategies
     • Creating individualized development plans for potential successors
     • Providing targeted training and development opportunities
   • Implementing Succession Plans
     • Communicating the succession plan to stakeholders
     • Ensuring alignment with organizational goals and strategies
   • Monitoring and Evaluating Succession Plans
     • Regularly reviewing and updating the succession plan
     • Measuring the effectiveness of succession planning initiatives
4. Tools and Techniques for Succession Planning
   • 9-Box Grid
     • Overview of the 9-box grid for talent assessment
     • How to use the 9-box grid to evaluate performance and potential
   • Talent Management Grids
     • Identifying and categorizing talent
     • Strategies for development and succession planning
   • Competency Frameworks
     • Developing and using competency models for succession planning
     • Aligning competencies with organizational needs
5. Developing High-Potential Employees
   • Identification of High-Potential Employees
     • Criteria and methods for identifying high-potential employees
   • Individual Development Plans (IDPs)
     • Creating personalized development plans
     • Setting goals and milestones for development
   • Mentoring and Coaching
     • Implementing mentoring and coaching programs
     • Providing support and guidance for high-potential employees
6. Case Studies and Practical Applications
   • Real-World Examples
     • Analyzing successful succession planning initiatives
     • Lessons learned from real-world case studies
   • Group Exercises
     • Collaborative succession planning exercises
     • Developing and presenting succession plans

HR Analytics Course Syllabus

Module 1: Introduction to HR Analytics

• Overview of HR Analytics
  • Definition and importance
  • Evolution of HR analytics
  • Business impact of HR analytics

Module 2: Data Collection and Management

• Types of HR Data
  • Employee demographics, performance data, engagement metrics
• Data Sources and Collection Methods
  • Surveys, HRIS, performance management systems, social media
• Data Quality and Management
  • Ensuring data accuracy, completeness, and consistency
  • Data cleaning and preprocessing techniques

Module 3: HR Metrics 

• Key HR Metrics
  • Turnover rates, time-to-hire, employee engagement, absenteeism, training effectiveness

Module 4: Data Analysis Techniques

• Descriptive Analytics
  • Summarizing and visualizing HR data
  • Use of tools like Excel  and Power BI
• Prescriptive Analytics
  • Recommending actions based on data insights
  • Scenario analysis and decision trees

Module 5: HR Dashboards and Reporting

• Designing HR Dashboards
  • Key elements of effective dashboards
  • Tools for creating HR dashboards (Tableau, Power BI)
• HR Reporting
  • Best practices for HR reporting
  • Communicating insights to stakeholders

Module 6: Advanced HR Analytics Applications

• Talent Acquisition Analytics
  • Analyzing recruitment metrics and improving hiring processes
• Performance Management Analytics
  • Measuring and optimizing employee performance
• Employee Engagement and Retention Analytics
  • Identifying drivers of engagement and retention
• Compensation and Benefits Analytics
  • Analyzing pay equity and optimizing compensation structures

Module 7: Strategic Decision Making with HR Analytics

• Aligning Analytics with Business Strategy
  • Integrating HR analytics into strategic planning
• Case Studies
  • Real-world examples of successful HR analytics implementation

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

Module 1: Introduction to HR Audits

• Definition and Purpose of HR Audits
  • Understanding HR audits
  • Benefits and objectives of conducting HR audits
• Types of HR Audits
  • Compliance audit
  • Best practices audit
  • Strategic audit
  • Function-specific audit
• Importance of HR Audits
  • Enhancing organizational performance
  • Identifying and mitigating risks
  • Ensuring compliance with laws and regulations
• Overview of ISO Standards for Audits
  • Introduction to ISO 9001, ISO 30414, ISO 27001, ISO 34001, ISO 45001, ISO 14001, ISO 10015
  • Relevance of ISO standards to HR audits

Module 2: Planning the HR Audit

• Establishing Objectives and Scope
  • Setting clear audit goals
  • Defining the scope of the audit
• Identifying Key Areas for Audit
  • Selecting critical HR functions for review
• Developing an Audit Plan
  • Timeline and resource allocation
  • Preparing an audit checklist
• Selecting Audit Tools and Techniques
  • Choosing appropriate methodologies and tools
  • Customizing tools for specific HR processes

Module 3: Understanding ISO Standards

• Overview of ISO 9001: Quality Management
  • Principles and requirements
  • Application to HR processes
• Overview of ISO 30414: Human Capital Reporting
  • Key metrics and indicators
  • Implementation in HR audits
• Overview of ISO 27001: Information Security Management
  • Information security principles
  • Application in HR audits to protect sensitive data
• Overview of ISO 34001: Crisis Management
  • Managing crises and business continuity
  • Ensuring HR preparedness
• Overview of ISO 45001: Occupational Health and Safety
  • Health and safety management systems
  • Ensuring workplace safety and compliance
• Overview of ISO 14001: Environmental Management
  • Environmental management systems
  • Sustainable HR practices
• Overview of ISO 10015: Quality Management – Guidelines for Training
  • Training and development guidelines
  • Enhancing the effectiveness of HR training programs
• Application of ISO Standards in HR Audits
  • Integrating ISO standards into audit processes
• Compliance and Best Practices
  • Ensuring adherence to ISO standards
  • Benchmarking and continuous improvement

Module 4: Conducting the HR Audit

• Data Collection Methods
  • Qualitative vs. quantitative data
  • Primary and secondary data sources
• Interviews and Surveys
  • Designing effective questions
  • Conducting and analyzing interviews and surveys
• Document Review and Analysis
  • Reviewing HR policies and procedures
  • Analyzing employee records and documentation
• Observations and Site Visits
  • Conducting workplace observations
  • Gathering evidence through site visits

Module 5: Analyzing HR Processes

• Recruitment and Selection
  • Assessing hiring practices and compliance
• Employee Onboarding
  • Evaluating onboarding processes and effectiveness
• Training and Development
  • Reviewing training programs and outcomes
  • Ensuring compliance with ISO 10015 guidelines
• Performance Management
  • Analyzing performance appraisal systems
• Compensation and Benefits
  • Assessing pay structures and benefits administration
• Employee Relations and Engagement
  • Evaluating employee satisfaction and engagement initiatives
• Compliance and Legal Issues
  • Ensuring adherence to labor laws and regulations
• Information Security and Crisis Management
  • Ensuring compliance with ISO 27001 and ISO 34001
• Occupational Health and Safety
  • Ensuring compliance with ISO 45001
• Environmental Management
  • Ensuring compliance with ISO 14001

Module 6: Evaluating HR Metrics

• Key HR Metrics and KPIs
  • Identifying essential HR metrics
  • Measuring HR performance against KPIs
• Benchmarking Against Industry Standards
  • Comparing organizational performance with industry standards
• Identifying Strengths and Weaknesses
  • Conducting SWOT analysis
• Utilizing Data for Decision Making
  • Making informed decisions based on audit findings

Module 7: Reporting and Documentation

• Preparing the Audit Report
  • Structuring the audit report
  • Writing clear and concise findings
• Findings and Recommendations
  • Presenting audit results
  • Developing actionable recommendations
• Action Plans and Follow-Up
  • Creating and implementing action plans
  • Monitoring progress and follow-up
• Presenting Results to Stakeholders
  • Communicating audit findings to management
  • Engaging stakeholders in the audit process

Module 8: Continuous Improvement

• Implementing Audit Recommendations
  • Steps for successful implementation
• Monitoring and Reviewing Changes
  • Tracking progress and outcomes
• Continuous Improvement Strategies
  • Adopting a culture of continuous improvement
• Maintaining Compliance with ISO Standards
  • Regular reviews and updates

Module 9: Case Studies and Practical Applications

• Real-World Examples of HR Audits
  • Analyzing successful HR audits
• Group Discussions and Exercises
  • Collaborative learning and problem-solving
• Role-Playing Audit Scenarios
  • Practicing audit techniques in simulated environments
• Best Practices and Lessons Learned
  • Sharing insights and experiences

Module 10: Labor Law Audit

• Understanding Labor Laws
  • Key labor laws and regulations
  • Compliance requirements for employers
• Assessing Employment Contracts
  • Reviewing contracts for compliance
  • Ensuring legal and regulatory adherence
• Workplace Policies and Procedures
  • Evaluating workplace policies
  • Ensuring alignment with labor laws
• Employee Rights and Obligations
  • Understanding employee rights
  • Ensuring fair treatment and non-discrimination
• Handling Disputes and Grievances
  • Managing employee disputes
  • Legal procedures for resolving grievances
• Documentation and Record-Keeping
  • Maintaining accurate and compliant records
  • Best practices for documentation

Module 11: Preparing for Certification

• Understanding Certification Requirements
  • Requirements for ISO certification
• Preparing Documentation and Evidence
  • Compiling necessary documents
• Conducting Internal Audits
  • Self-assessment and preparation
• Working with External Auditors
  • Collaborating with external audit professionals

Module 1: Introduction to Job Analysis

• Definition and Importance
  • Understanding job analysis and its significance in HR
• Methods of Job Analysis
  • Observations, interviews, questionnaires, and work logs
• Job Descriptions and Specifications
  • Creating detailed job descriptions
  • Defining job specifications

Module 2: Conducting Job Analysis

• Data Collection Techniques
  • Selecting appropriate methods for data collection
  • Implementing data collection effectively
• Analyzing Job Data
  • Identifying key responsibilities, tasks, and skills
  • Creating job profiles and competency models

Module 3: Job Benchmarking

• Introduction to Job Benchmarking
  • Definition and purpose
  • Aligning job roles with industry standards
• Benchmarking Process
  • Identifying benchmark jobs
  • Gathering and analyzing benchmarking data
• Using Benchmarking Data
  • Applying benchmarking insights to job analysis and evaluation
  • Making informed HR decisions based on benchmarking

Module 4: Job Evaluation Methods

• Overview of Job Evaluation
  • Definition and objectives
  • Types of job evaluation methods: qualitative vs. quantitative
• Job Evaluation Techniques
  • Ranking method, classification method, factor comparison method

Module 5: Point-Factor Job Evaluation System

• Introduction to Point-Factor System
  • Understanding the point-factor method
  • Key components of the point-factor system
• Designing a Point-Factor System
  • Selecting compensable factors
  • Defining factor degrees and point values
• Implementing the Point-Factor System
  • Evaluating jobs using the point-factor method
  • Creating job evaluation documentation

Module 6: Practical Application of Job Evaluation

• Case Studies
  • Real-world examples of job evaluation using the point-factor system
  • Analyzing successful job evaluation implementations
• Job Evaluation Exercises
  • Hands-on exercises for evaluating jobs using different methods
  • Group discussions and feedback sessions

Module 7: Aligning Job Evaluation with Compensation

• Compensation Structures
  • Developing pay scales and salary ranges
  • Ensuring internal equity and external competitiveness
• Using Job Evaluation for Compensation Decisions
  • Linking job evaluation results to compensation policies
  • Making salary adjustments based on job evaluation

Developing Advisory Skills for HRBPs

• Effective Communication and Presentation Skills
  • Active listening and tailored communication styles
  • Delivering clear and concise messages
• Building a Consultative Approach to HR
  • Understanding the consulting process
  • Developing actionable recommendations
• Managing Stakeholder Expectations and Relationships
  • Identifying and engaging key stakeholders
  • Building trust and managing conflicts

HRBP Success Stories

• Case Studies of Successful HRBP Initiatives
  • Analyzing real-world examples and key success factors

• 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

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

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
• 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 etc)
  • 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, stackoverflow, Meetup, Angellist and other platforms for sourcing
  • Best practices for social media sourcing
  • Engaging with potential candidates on social media

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

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

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

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 8: 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

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)

Legal and Ethical Considerations

• Employment Laws and Regulations
  • Understanding key employment laws
  • Ensuring compliance in recruitment practices
• Ethical Recruitment Practices
  • Promoting fairness and transparency
  • Handling ethical dilemmas

• This module will help the candidate with the knowledge of Payroll Management. Learn about HR planning, Employee transfer, and the Increment process. Know about the Income under the Head Salaries u/s 17(1) of Income Tax Act 1961. Gain a comprehensive understanding of Reimbursement management, attendance management, and Salary components.

  Income Under The Head Salaries u/s 17(1) of Income Tax Act, 1961

  • Meaning of Salary, Wages, Annuity and Retirement benefits
  • Allowances and type of Allowances
  • Valuation of Perquisites and Taxability of Perquisites
  • Retirement benefits
  • Salary Components in terms of Fixed and Variable:
  • Setup Payroll Administration and Functions
  • Structure of cost to the company – CTC Annexure
  • Bonus Payment and Treatment of Bonus
  • Fee and Commission and Overtime Payment
  • Taxable and Non-Taxable Payments (Exempted)

  Allowances

  • Fully taxable allowances
  • Partially taxable allowances upto bills produced
  • Partially taxable allowances upto limits
  • Fully tax exempted allowances

  Perquisites

  • House to stay
  • Car by employer under different conditions 
  • Driver by employer
  • Medical Insurance
  • Superannuation
  • Furnishings
  • NPS

   Labour Law Statutory Compliances & Computation

  This module will equip the candidate with knowledge of the Labour law Statutory Compliances. Become aware of Employee Provident fund, Employee state insurance, Labour welfare fund, and more. 

  Employee Provident Fund – PF

  • What is a covered establishment?
  • PF Wages, Contribution accounts & Rates
  • PF Deposit Date                

  Employee State Insurance – ESI

  • What is a covered establishment?
  • Existing Wage Limit, ESI contribution rates, Contribution Periods

  Professional Tax – PTAX (PT)

  • Professional tax applicability
  • Professional tax slab state-wise
  • Professional tax calculator
  • Professional tax payment & registration

  Labor Welfare Fund – LWF

  • Labor welfare fund applicability
  • Labor welfare fund rate(slabs) state-wise
  • Where to deposit Labour Welfare Fund   

  Professional Tax – PTAX (PT)

  • PT applicability 
  • PT slabs statewise
  • PT exemptions and calculation

  Statutory bonus and Gratuity

  • Labor welfare fund applicability
  • Labor welfare fund rate(slabs) state-wise

  Tax calculation, Tax Saving Investment Deductions and Exemptions

  This module offers knowledge about the Tax Saving investment to the candidate. Know the deduction under the Income Tax Act , Investment proofs examination under section 80C, and more. Gain knowledge about the LTA, HRA, Leave Encashment, and Deduction of Interest on Housing Loan u/s 24(b) of Income Tax Act, 1961

  Tax Deduction at Source – TDS

  • What is Income-tax?
  • Income tax slabs and Income tax Computation 

  Deduction (u/s 80C – u/s 80U) of Chapter VI-A of Income Tax Act, 1961

  • Deductions under section 80C.
  • Deductions under section 80D, 80E, 80U.
  • Deductions under section 80DD, 80DDB, 80CD2
  • Deductions under section 80G, 80GG, 80GGA,
  • Deductions under
  • Validation or Examination of Investment Proofs and Reimbursement Claims
  • Investment Proofs examination Under section 80C
  • Investment proofs examination others
  • Expense Bill examination of Reimbursements
  • Limit of Deductions and max eligibility up to Pro Rata, Previous Employer Income.
  • LTA, HRA, Leave Encashment, and Gratuity Exemption Calculations
    Leave Travel Exemption
  • House Rent allowance – HRA Exemption
  • Leave Encashment Exemption
  • Gratuity Exemption, Exemptions others. 
  • Deduction of Interest on Housing Loan u/s 24(b) of Income Tax Act, 1961
    Meaning of House Property
  • Essential conditions for taxing income under this head
  • Interest on borrowed capital, Standard deductions
  • Deductions from income from house Property [Sec.24]
  • Calculation format, and Examples

  Calculating tax payable from employee salary after all exemptions and deductions

  Payroll Processing and Reports

  This module will guide you through Payroll Processing methods. Learn to gather payroll inputs and set up employee information on Razorpay and excel sheet. Apply Compliances rule & Tax Rates and Determine Calculation & Deductions. Know about step-by-step verification and payroll checking. 

  Claim and Reimbursement Management

  • Claim Management Module.
  • Expense bills Submission.
  • Medical Reimbursement, and Travel Reimbursement.
  • Type of Reimbursements.
  • Disbursement of Claim Reimbursement.

  Attendance Management System and Resignation (Full and Final) of Exits

  • Time Management System.
  • Leave Management System.
  • Type of leaves, and Leave without Pay Calculation.
  • Full and Final Settlement Input and Calculation.

  Gather Payroll Inputs, Setup Employees Information in Payroll System -Razorpay

  • The Features of Payroll Processing.
  • Employee Profile setup.
  • Update Payroll Changes.

  Verification and Payroll Checking Step by Step

  • Prepaying variance reports of Monthly Payroll Payout.
  • Transformation of Payroll inputs.
  • Attribution of head-count and cost payout.
  • Income Tax deduction and Variance of Income Tax deduction – TDS.
  • To give maximum benefit to Employee on investment declaration.
  • Ensure Calculation of variance Compliances, PF, ESI, P.TAX, LWF, etc.

  Salary Register, Slips, Bank Transfer and Management Information System – MIS

  • Overview on salary Slip and Salary Register.
  • Management Information Reports – MIS, Variance of Payroll and Cost Center Reports.
  • Bank Transfer to the Employee, Cost to Company Reports.