This document provides information about an HR training course. It begins by encouraging readers to enroll to become competent HR professionals. It then lists the course objectives, which are to provide a holistic view of key HR domains, fill knowledge gaps, and equip students to handle day-to-day HR challenges. Eligibility requirements include those seeking entry into HR careers or junior HR executives. The course will cover topics from the basics to advanced levels of HR functions through presentations and interactive sessions.
2. 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
3. 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
4. Eligibility
For fresher’s 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.
6. 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.
7. Courses Outline
Manpower Planning &
strategy
Recruitment & selection
Employee Onboard
Hr Legal Compliances
Payroll Administration
Compensation & Benefit
Performance
management
Leave management
HR –Policy &
Implementation
Training & development
Executive HRM
Reports & Records
Industrial relations
Hr Business Partner
Competency mapping
Employee Engagement
CV & Resume writing
Interview Preparation
Training & dev.
Case Study
Industry overview.
Interviewing skills
Hr Title
8. Manpower Planning
Organization development – Structure – Planning
– Performance Man power planning & Structure
along with KRA’s of individual employee.
9. 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.
10. Employee On Boarding
Welcome an Employee, Introduce Employee. History of
Organization, Organization chart, Introduce of Company
policies, Do’s and Don’ts
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.
11. 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
12. 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
- Employee’s Provident Fund and Misc.
Provisions Act, 1952
- Shop & Establishment Act, 1948
- Workmen’s Compensation Act, 1923
- Payment of Bonus Act, 1965
- The Labour Welfare Fund Act, 1953
13. Hr Legal Compliances
Provident Fund
Providing PF Reports
Remittance of Chillan's
Preparation & Filing of Monthly
returns
Transfers, Withdrawals and
Annual Returns
Facilitating PF Inspections
Maintain 3A, 12 A Register
Monthly P.F. Statement &
Register
Monthly P.F. Return i.e. 5/10 A
12 A. Annual Return
Annual P.F. Slip
P.F. Inspection Book &
Compliance with P.F. Authority
compliance related P.F Authority
ESIC
Filling ESIC returns every half
yearly
Keep the track that each and
every new Joinee covered
under ESIC ACT, should receive
the ESIC cards.
PROFESSION TAX
Providing PT Reports
Location wise Remittance of
Chillan's
Preparation & Filing of
Periodical returns
Organizing PT Assessment
Representing client at PT
Hearings
14. Payroll Management
Time Office Management
- Daily Attendance
supervision.
- Maintaining Leave
Records
- Joining Report
- Time Office Norms
- Time office function
- Controlling & Maintaining
Muster Roll & Updating &
supervision at total time
office
- Renewal and Registration
of all the required licenses
(Branch wise / Location
wise) as & when required
Salary Break up:
Introduction
Salary slip formation
Cost to company
Introduction
Designing of CTC
18. Hr Policy
Forward, with a vision &
mission policy
Introduction & Customer
Relations
Work Practice Policy
Holiday Policy
Professional Conduct Policy
Employee Relations Policy
Business Ethics & Conduct
Employment status and
Records
Sexual Harassment Policy
Health & Safety
Policy/procedure
Business Expenses Policy
Internet code of conduct & e
mail policy
Company e- mail Policy
Legal Issues
Disciplinary Rules &
Procedures
Induction Process
Performance Appraisal
Systems Policy
Leave Policy
Travel Policy
Provident Fund & Gratuity
Policy
Separation Policy
19. 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.
21. Reports and Records
Preparation of all type of HRIS for HR and
Management.
Payroll Software, HRMS Software
MIS Reports
22. 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.
23. 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 organization’s 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.
24. 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
25. Hr Interview questions
Can You Do the Job?
What did you like most
and least in your last
job?
How many people have
you supervised at any
given time?
What is the most
difficult decision you
have had to make in the
last twelve months?
Which of your
achievements has given
you the greatest
satisfaction?
Who Are You?
Tell me about yourself.
How do you operate
under stress?
What regrets do you
have about your
career?
What are your strengths
and weaknesses?
What is your leadership
style?
26. Hr Interview questions
Will You Fit In at the
Company?
How would you
describe your last boss?
How would you
characterize your
relationships with your
colleagues?
What types of people do
you have the most
difficulty dealing with?
What was the outcome
of your last performance
evaluation?
What Will You Cost
Us?
What kind of benefits
are you looking for?
How important is salary
to you?
How do you feel about
working overtime?
What do you expect to
be earning in five
years?
27. Soft skills Training
Leadership
Team Building
Effective Communication Skills
Motivation
Management games
28. 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.
29. Industry Overview
Current Industry Trends.
Changing business scenario.
Hr as Business Partner
Job prospect in coming years.
30. INTERVIEW STRUCTURE
1. Opening -
2. Current & Previous
roles
What, why, How well Trends, people are not
static
3. Aspiration /
Awareness
What, why, how realistic
4. Education &
Upbringing
What, why, how well
5. Circumstances &
Interest
What, why, how well
implication
Causes – relate past to
present
6. Closing -
Description
Motivation
Achievement
31. 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
32. 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
33. 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