This course contains the use of artificial intelligence.

Starts from Beginner (Fresher) --> Intermediate (HR Manager) --> Advanced (HR Practitioner/HR Management Consultant)

Here we cover all the 3 levels.

Human Resource Management is concerned with the people dimension in management. It is the Management of Human resources by attracting, developing, utilizing, retaining and motivating the human resources to achieve organisation’s objective. Or in simple terms, effective and efficient management of the human resources of office to achieve company’s objective. Here you will learn about all the functions of HRM in detail with interesting sessions, live projects, case studies, articles, demos and templates

Human Resource Management (All the levels - Basic to Advanced)

This program will cover all the functions of HR with real-life examples.

• Introduction to HR: Analyze real-world HR scenarios and  explore key competencies required to overcome common workplace challenges.

• Workforce Planning: Evaluate key factors influencing workforce planning decisions and identify recent trends across diverse industries.

• Competency-Based Job Analysis: Conduct competency-based job analysis to align roles with organizational goals.

• Recruitment and Selection: Implement current recruitment and selection best practices.

• Training and Development: Design effective training programs using Instructional System Design (ISD) principles, including needs analysis, measurable objectives, and engaging training delivery.

• Labor Laws: Summarize key labor laws and their objectives, including the latest amendments.

• Remuneration and Compensation: Design equitable salary structures that create mutual value for both employers and employees, and demonstrate proficiency in TDS calculations.

• Performance Management: Select and apply appropriate performance management methods to drive employee performance.

• Disciplinary Procedures: Implement legally sound disciplinary procedures to minimize organizational risk and potential penalties.

• HRIS (Human Resources Information Systems): Utilize MS Excel, Google Drive, and SaaS-based HR software solutions to streamline HR processes.

• HR Analytics: Calculate and analyze common HR metrics to identify trends and inform data-driven decisions.

• Email Communication: Improve email etiquette and apply email marketing techniques to enhance HR communications.

• Employee Engagement: Implement psychological principles and current best practices to foster employee engagement and improve workplace morale.

• Business Acumen: Define and apply common business terminologies and concepts to enhance HR's strategic role within the organization.

  
  

Human Resources of a company play a very role in the success of a company. Hence having a strong background in the same is really essential.

Section 1: Introduction to Human Resource Management

1. Self Assessment

• To check your current knowledge of HR domain

2. What is HRM?

• Explain the meaning of Human Resource Management.

• Explain the nature, scope, and objective of HRM.

• Explain how the role of HR grows and changes with the size of the company.

• Explain the correlation between the industry (number of employees) and the number of HRs required.

• Describe the evolution of HRM, globally and in India.

• Explain the meaning and differences between different terms related to HRM.

3. Functions of HRM

• Describe in brief the different functions of HRM.

4. Challenges in the HR role

• Describe the challenges faced in HRM.

• Debunk the myths about an HR.

5. HR - Competencies Required

• List the competencies required by an HR

• Explain the importance of each competency.

Section 2: Manpower Planning and Job Analysis

1. Meaning and Importance of Manpower Planning

• Explain the meaning and importance of right manpower planning. (Explain the meaning of manpower planning.)

• Discuss the importance of manpower planning with the help of a case study.

• Explain types of manpower.

2. Steps Involved in Manpower Planning

• Illustrate the steps in manpower planning.

3. Example of steps Involved in Manpower planning

• Illustrate the steps Involved in Manpower planning with an example

4. Factors in forcasting Manpower requirement

• Describe different techniques of forecasting.

• Describe the common factors affecting manpower planning

• Describe the current trends in the industry.

Section 3: Job Analysis (Traditional and Competency-based)

1. Meaning of Job Analysis and Competency-based job analysis

• Explain the meaning of job analysis and its components- job description and job specification.

2. Competency-based Job Analysis

• Explain the competency based job analysis and its application.

• Design a competency based job analysis.

3. Sources for Collecting Information

• Describe the sources for collecting information.

Section 4: Recruitment and Selection

1. Meaning of Recruitment and Selection

• Explain the meaning of recruitment and selection.

2. Steps Involved in Recruitment and Selection

• Describe the steps in recruitment and selection.

3. Meaning of Sourcing

• Explain the meaning of sourcing.

4. Different sources of Recruitment

• Explain the different sources

5. Job portals

• Use different job portals for searching candidates.

• Apply the sourcing tips to search for candidates effectively.

• Explain the various aspects of resume screening.

• Apply various tips for screening resumes.

4. HR/Preliminary Screening call

• Listen to a mock call and analyse the common mistakes made by an HR in an HR screening call.

• Make an HR screening call.

• Write a proper email sharing job details with the candidate.

5. Assessment Tests

• Describe different types of assessment tests.

• Explain what constitutes intelligent behaviour.

• Understand the difference between intelligence and aptitude.

• Explain the concept of IQ.

• Describe different methods that are used to assess psychological attributes.

6. In-Person Interview

• Describe structured and unstructured Interviews.

7. Common hiring biases

• Identify common biases that are present while conducting in-person interviews.

8. Decision and Job Offer

• Differentiate between offer letter, letter of intent, and appointment letter.

• Apply tips on salary negotiation.

8. Background Check

• Describe the current trends in conducting background checks.

10. Onboarding

• Describe the current trends in onboarding.

11. Common Terminologies

• Explain common terminologies with reference to recruitment and selection.

• Explain the commonly used terms in different departments- IT, marketing, finance.

• Explain the commonly used terms in the retail industry.

12. Challenges in Recruitment

• Describe the challenges faced in recruitment.

• Case-study - Google

Section 5: Training and Development

1. Meaning and Importance of Training and Development

• Explain the meaning and importance of training and development.

• Differences between training and development.

2. Communication basic - elements

• Explain the elements and the importance of each

3. Communication basics - 7 Cs

• Explain the 7Cs of Communication and apply it to improve the communication

4. ADDIE model

• Explain the meaning of Instructional System Design (ISD).

• Illustrate the ADDIE model.

5. Analyse

• Do Training need Analysis

• Study 5Ws and 2Hs in detail

6. Design

• Design Session Plan

• Explain the meaning of session plan.

• Illustrate Bloom's Taxonomy.

• Explain the different methodologies of training delivery.

• Apply Bloom's Taxonomy to design a session plan.

7. Develop

• Develop the training content and learn engagement tips

7. Implement

• Delivering a Training Program

• Apply the tips and tricks while delivering a training program.

8. Evaluate

• Measuring the Success of Training Program

• Explain the Kirk Patrick model

• Case Study

Section 6: Labour Laws and Statutory Compliances

1. Why do we need to be very strong in Labour laws

• Explain the importance of Labour laws in the life of HRs

2. Labour Laws and Statutory Compliances

• What are different labour laws and their objectives

Section 7: Remuneration and Compensation Management

1. Meaning of Remuneration and Compensation

• Explain the meaning of remuneration and compensation.

2. Components of Salary

• Explain the key components of salary.

3. Tax Deduction at Source (TDS)

• Explain the meaning of TDS.

• Apply the various tax exemption schemes of the government for tax saving.

• Calculate TDS.

• List the differences between net take home salary, gross salary, and CTC.

• Explain what form 16 is.

• List the differences between financial year, assessment year and calendar year.

• Design a salary structure.

Section 8: Performance Management System

1. Meaning and key steps

• Explain the meaning of performance management system.

• Explain the importance of effective performance management.

• Illustrate the key steps in performance management system

2. What should we assess?

• Describe different parameters that can be assessed

3. Performance Management System vs. Performance Appraisal

• Describe performance appraisal.

• Distinguish between performance management system and performance appraisal.

4. Key characteristics

• Illustrate the key characteristics of an effective Performance Management system

5. SMART goal settings

• Explain SMART goal settings

6. KRAs and KPIs

• Explain KRAs and KPIs

7. Checklist method

• Explain Checklist method

8. Critical Incidents method

• Explain Critical Incidents method

9. Behaviourally Anchored Rating Scale (BARS)

• Explain Behaviourally Anchored Rating Scale

10. Behavioural Observation Scale (BOS)

• Explain Behavioural Observation Scale

11. Multi-source Appraisal

• Explain Multi-source Appraisal and common types

12. Forced Distribution/Bell Curve

• Explain Forced Distribution/Bell Curve

13. Assessment Development Centre (ADC)

• Explain Assessment Development Centre

14. Balanced Score Card (BSC)

• Explain Balanced Score Card

15. Management by Objective (MBO)

• Explain Management by Objective

16. Objectives and Key Results (OKR)

• Explain OKR

17. Human Resource (cost) Accounting

• Explain Human Resource (cost) Accounting

18. Psychological and Psychometric tests

• Explain Psychological and Psychometric tests

19. Giving constructive feedbacks

• Apply giving constructive feedbacks

Casestudies

Section 9: Disciplinary Procedure

1. Process of Taking Disciplinary Action

• Describe the process of taking disciplinary action.

• Describe different scenarios that occur in the workplace.

2. Handling difficult conversations

• Explain the STAR model for sharing feedback.

Section 10: Human Resource Information System (HRIS)

1. Meaning and Scope?

• Explain the meaning and scope of HRIS.

• Describe common trends.

2. Working with MS Excel

• Use the common features of MS Excel.

3. Working with Google Drive

• Create a Google form.

• Use Google Drive

• Case-study

Section 11: HR Analytics

1. Trends in HR Analytics

• Explain the trends in HR Analytics

• What is the future

2. Commonly used HR metrics

• Explain and practice the commonly used HR metrics

Section 12: Business Communication

1. Email Etiquettes

• Apply the do's and dont's of writing proper emails

2. Email marketing

• Why HRs should know EMail marketing

• Apply Email marketing effectively

Section 13: Employee Engagement and HR Branding

1. Employee satisfaction vs. Employee motivation vs. Employee engagement

• Explain the meaning and importance of employee motivation, employee satisfaction and employee engagement

2. HR Branding

• Explain the meaning of HR branding and its importance.

3. Importance and Key drivers

• List the key drivers of employee engagement.

4. Industrial Organisation psychology

• Explain Industrial Organisation psychology.

5. Conscious and unconscious mind

• Explain the meaning and importance of Conscious and unconscious mind

• Applications

6. Maslow's hierarchy of needs.

• Describe the theory of Maslow's hierarchy of needs.

• Applications

7. LSD model by Devdutt Pattanaik

• Explain the meaning and importance of LSD model by Devdutt Pattanaik

• Applications

8. DISC model

• Describe the psychological attributes of people.

• Applications

9. Belbin team role

• Explain the Belbin team role to understand how people work in teams.

• Applications

10. Types of leaves

• Importance of leaves in work-life balance

• Explain different types of leaves and how to design Leave policy

11. Know your competitors and trends

• Know your competitors and trends and learn from them

Section 14: Business Acumen

1. Business acumen meaning and its importance

• Explain the meaning of Business

• Explain by HRs need to be very good in Business Acumen

2. Finance for non-finance people

• Understand the commonly used terms with respect to business.

• Explain the concept of net sale, gross sale, turnover, profits, margins, revenue, EBITDA, variable and fixed expenses.

Section 15: Leadership Quotient (LQ)

1. Self-assessment and common myths

• Do self-assessment to understand the current perspective

• Bust common myths in leadership

2. Softskills and Hard skills

• Explain the meaning of Softskills

• Explain the meaning of Harskills

• Importance of both the growth of an individual

3. Conflict Management

• Importance of conflict management

• Learn interesting tactics for Conflict management

4. Assertive Communication techniques

• Meaning of assertive communication

• Learn various assertive communication techniques

5. Change Management

• Apply ADKAR model of Change management

Starts from Beginner (Fresher) --> Intermediate (HR Manager) --> Advanced (HR Practitioner/HR Management Consultant)

Get Ready-to-use Templates for

Employee Manual

Leave Policy

Job Application Form

Offer Letter

Appointment Letter

Joining Report

Master Data

Experience Certificate

Performance Management policy

Goal setting

Appraisal Form

Disciplinary Enquiry

Employee Pulse survey

Exit Form

and many more

Demos:

Job portal

Onboarding

Payroll Processing

HRIS

and many more

Live Projects

Analyse various case studies and articles