GRABIT HR

Hr Training
ENROLL TODAY TO BECOME A
COMPETENT & CONFIDENT HR
PROFESSIONAL
Course Objectives
Our aim is groom you as a well-rounded HR professional.

To provide a holistic view of key HR domains with

thrust on contemporary HR practices
To fill knowledge gaps in practical HR concepts
To equip you to take on day to day challenges in your
HR role
To add-on bookish knowledge with practical insights
into prevailing HR best practices

NO PRIOR KNOWLEDGE OF HR IS REQUIRED

END-TO-END TOPICS COVERAGE FROM BASICS TO
ADVANCED
Course Benefits

Learn essentials of HR functions

Be aware of Current talent & job market
scenario
Gain insights into prevailing recruitment
best practices
Understand significance of statutory
compliances
Get a holistic view of HR functions
Apply knowledge immediately at your job
Eligibility
For freshers wanting to get into HR/
starting their careers in HR. Fresh MBA-HR
wanting to learn practical HR concepts.
BPO executives aspiring for a HR career.
Junior-level HR executives.
Any graduate interested in HR career.
COURSE OVERVIEW

PowerPoint Delivery in LCD Projector

Comprehensive Real-time Examples &
Concepts
Interactive Session Assignments &
Assessments
(Case Study)
Online Chat / Training Session/ Telephonic
Support.
Online Certification/ Course Material

All delegates receive appropriate course

material/Academy Certification, which
usually includes complete course notes,
handouts and exercises.
On successful completion of training a
certification would be given stating that
you are a Certified HR Professional after
which you would be assisted in placements
as an in IT, Manufacturing OR Service
industry.
 Courses Outline
Manpower Planning &
Reports & Records
strategy
Industrial relations
Recruitment & selection
Hr Business Partner
Employee Onboard Competency mapping
Hr Legal Compliances Employee Engagement

Payroll Administration CV & Resume writing

Interview Preparation
Compensation & Benefit
Training & dev.
Performance management
Case Study
Leave management Industry overview.
HR Policy & Interviewing skills

Implementation Hr Title

Training & development

Executive HRM
Manpower Planning
Organization development Structure
Planning Performance Man power
planning & Structure along with KRAs of
individual employee.
Recruitment & Selection
Pre Recruitment
Man power request form - Responsible for recruitment
through job portals (Naukri.com), consultant,
Headhunting & advertisement Vacancies Using
appropriate mediums for all position for corporate, sales
& units of proficient manpower base on manpower
planning. Screening, evaluating, Short-listing the
candidates, arranging interviews for short-listed
candidates.
Post Recruitment
Induction of Employees, Offer Letter, Acceptance Letter,
Appointment Letter and Completion of all joining
formalities. Responsible for maintenance of data bank of
employees.
Employee On Boarding
Welcome an Employee, Introduce Employee. History of
Organization, Organization chart, Introduce of Company policies,
Dos and Donts
HR activities-Induction & exit interviews:-
Appropriate induction programs for new member & exit interviews,
Introduction with organization background along with current
turning and future business planning. All documentation of
personnel during joining & relieving along with full & final
settlement.
Checking major documents with concerned hired company
responsible for employer verification.
HR Policies & System Implementation:-
Initiate various HR policies, its designing (Under Guidance of HR
Head) and implementation as per need of business objective.
Strict adherence of all the policies, standard operating procedures
for smooth and error free system.
HR Legal Compliances
Labour laws, Shop acts, Salary break up,
Time office Management, Pay Slips, Payroll
Software (manual) PF, ESI, (Nomination,
Declaration, Updates, Contribution, Returns
and Chillan's), Professional tax, Labour
welfare
HR LEGAL Compliances-Labour Laws

- Minimum Wages Act, 1948, State-wise

- Payment of Gratuity Act, 1972
- Contract Labour (Regulation and Abolition) Act,
1970
- Factories Act
- Employees State Insurance Act, 1948
- Employees Provident Fund and Misc. Provisions
Act, 1952
- Shop & Establishment Act, 1948
- Workmens Compensation Act, 1923
- Payment of Bonus Act, 1965
- The Labour Welfare Fund Act, 1953
Hr Legal Compliances
Provident Fund ESIC
Providing PF Reports Filling ESIC returns every half
Remittance of Chillan's yearly
Preparation & Filing of Monthly Keep the track that each and
returns every new Joinee covered under
Transfers, Withdrawals and ESIC ACT, should receive the ESIC
Annual Returns cards.
Facilitating PF Inspections
Maintain 3A, 12 A Register PROFESSION TAX
Monthly P.F. Statement & Register Providing PT Reports
Monthly P.F. Return i.e. 5/10 A Location wise Remittance of
12 A. Annual Return
Chillan's
Preparation & Filing of Periodical
Annual P.F. Slip
returns
P.F. Inspection Book & Compliance
Organizing PT Assessment
with P.F. Authority
compliance related P.F Authority
Representing client at PT
Hearings
Payroll Management
Time Office Management
- Daily Attendance
supervision. Salary Break up:
- Maintaining Leave
Introduction
Records
- Joining Report Salary slip formation
- Time Office Norms Cost to company
- Time office function Introduction
- Controlling &
Designing of CTC
Maintaining Muster Roll &
Updating & supervision
at total time office
- Renewal and
Registration of all the
required licenses (Branch
wise / Location wise) as &
Compensation & Benefits
Insurance
Provident fund
Bonus
Gratuity
Rewards
 Performance Management
360* Appraisal/ MBO/Psychological Appraisal/Assessment
Center- FUTURE ORINETED

Rating Scale/Checklist/Forced Choice/BARS/Field

Review/Essay Method.-PAST ORIENTED

Self assessment, Annual appraisal, Evaluation techniques,

Salary survey.
Manage previous years appraisal of all employees and co-
ordinate with Business Manger/ Sr. Mgt in the ratings.
Increments, Compensation review/restructuring/Benefits &
Rewards.
Necessary Feedback to the employees.
employee Appraisal Analysis and Feed Back.
Leave management
SL-Sick Leave
CL- Casual Leave
EL/PL- Earn Leave
Compensatory off
Maternity leave
Leave without pay-LWP.
 Hr Policy
Forward, with a vision &
mission policy
Internet code of conduct & e mail
Introduction & Customer
policy
Relations Company e- mail Policy
Work Practice Policy Legal Issues
Holiday Policy Disciplinary Rules & Procedures
Professional Conduct Policy Induction Process
Employee Relations Policy Performance Appraisal Systems
Business Ethics & Conduct Policy
Leave Policy
Employment status and
Travel Policy
Records
Provident Fund & Gratuity Policy
Sexual Harassment Policy
Separation Policy
Health & Safety
Policy/procedure
Business Expenses Policy
Training & Development
Introduction about the business, Mapping,
Skills Required, New versions, Training
methods, Material - Design and Review of
the organizations Skill Matrix & Training &
Development Policies and Procedures.
Preparation of Training Calendar.
Competency mapping, Culture change
management.
Post Training Evaluation.
Executive HRM
Industrial Relation & dispute
Employee Grievances
Employee Relationships
Employee feedback
Exit Interviews
Quality Process
HR Audit, ISO Audit
Reports and Records

Preparation of all type of HRIS for HR and

Management.
Payroll Software, HRMS Software
MIS Reports
TRADE UNION

Industrial Dispute Act 1947

Strikes & Lockouts
Lay off & retrenchments
Notice for closing down any Undertaking.
Unfair Labour Practice
Unfair Labour practice on part of Employee
or workman.
Hr Business Partner
A new kind of HR professional is emerging to
manage this transformed function, someone who
deeply understands not only talent-management
processes but also an organizations strategy and
business model.
Bring strong technical expertise to the table and an
understanding of your company and its strategy.
The courage and conviction for change and to be
what your organization wants you to be.
Develop new skills as needed. Understand the data,
the financials, the market, etc.
Be a true Partner and a true Coach, with honesty,
integrity and courage.
 CV/ Resume writing
Things to look out in CV
Organization of events - Priority accordance

Clarity of depiction and succinctness

Unexplained breaks in Service and Education

Extent of customization to the job applied

Quality of the CV: mode , spelling errors,

verbosity
Hr Interview questions
Can You Do the Job?
What did you like most
and least in your last job?
How many people have Who Are You?

you supervised at any Tell me about yourself.

given time? How do you operate under stress?

What regrets do you have about
What is the most difficult
your career?
decision you have had to What are your strengths and
make in the last twelve weaknesses?
months? What is your leadership style?

Which of your
achievements has given
you the greatest
satisfaction?
Hr Interview questions
Will You Fit In at the
Company?
How would you describe
your last boss? What Will You Cost Us?
How would you
characterize your What kind of benefits are you
looking for?
relationships with your
How important is salary to you?
colleagues?
How do you feel about working
What types of people do overtime?
you have the most What do you expect to be earning in

difficulty dealing with? five years?

What was the outcome of

your last performance
evaluation?
Soft skills Training
Leadership
Team Building
Effective Communication Skills
Motivation
Management games
Case Study

ITC In Rural India

Dabur India Ltd- Globalization.
Infosys; The Challenges of Global Branding
Nano-Tata; The Peoples Car.
Super Shampoo products & Indian Mass
Market.
Industry Overview
Current Industry Trends.
Changing business scenario.
Hr as Business Partner
Job prospect in coming years.
INTERVIEW STRUCTURE
Structure of Questions
Open ended Questions
How - What - When - Where - Who - Why

Close ended Questions

Do you - Did you - Can you - Will you - Could you -
Would you - Should you

Prompting/ encouraging expressions

Tell me, Describe
For example?, For instance?, In what sense?
How come?, In simpler terms
Interviewing skills
Interviewers need to be provided with job description
& specification of the requirements of the position to
minimize the influence of stereotypes
Interview questions need to be job related
Avoid making quick decisions about an applicant
Avoid giving too much weight to a few characteristics
Try to put the applicant at ease during the interview
Communicate clearly with the applicant
Maintain consistency in the questions asked
Interview tips
Interviewers need to be provided with job description &
specification of the requirements of the position to
minimize the influence of stereotypes
Interview questions need to be job related
Avoid making quick decisions about an applicant
Avoid giving too much weight to a few characteristics
Try to put the applicant at ease during the interview
Communicate clearly with the applicant
Maintain consistency in the questions asked
 Hr titles
Hr Analyst
Hr Consultants
Hr Specialist
Hr Business Partner
Hr Generalist
Hr Recruiter
Hr & Admin
Hr & IR
Compliance officer.
Hr Associate.
Hr Comp. & Ben
 Thanks

GRABIT HR,1899 ,South Extension -1