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8/7/2019 HR certifications and careers
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Professional HR Associations and
bodies, Certifications & Career in
HRM
TEAM 11 Sec B
ASIM KUMAR VERMA-2010056
GAUTAM BANSAL-2010075
HITESH BABBAR-2010079JAYA DADLANI-2010084
JHANVI THAKKAR-2010086
KARISHMA DATTANI-2010092
PRATEEK CHATURVEDI-2010295
Winners don't
do different
things, they do
things
differently
Shiv Khera
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We are responsible for whatwe are, and whatever we wishourselves to be, we have thepower to make ourselves. If what we are now has been theresult of our own past actions,it certainly follows thatwhatever we wish to be in
future can be produced by ourpresent actions; so we have toknow how to act.
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Professional HR Associations
� Professional HRassociations, like theircounterparts in other fields,aim to keep membersinformed, interconnected,and employed.
� They have achieved varyinglevels of success pursuingthese goals via memberdirectories, publications,
discussion groups, awards,local chapters, vendorrelations, governmentlobbying, and job boards.
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Three Traditional Membership Benefits
Knowledge SharingNetworking
Certification
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National Institute of Personnel
Management� Indian Institute of Personnel Management (IIPM) was the
first voluntary organization focused on the field of humanresources in India, formed by a voluntary association of professionals in the year 1948.
� IIPM was considered a parallel body to the Institute of Personnel Management, UK.
� In 1980, IIPM merged with the National Institute of LabourManagement and gave rise to the National Institute of Personnel Management, the "only all India body of
professional managers engaged in the profession of personnel management, industrial relations, labourwelfare, training and HRD in the country."
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Objectives
� To spread the message of ProfessionalManagement in Human Resource Managementand Development.
� To promote an awareness of ProfessionalPersonnel Management at all levels in differentorganizations.
� To organize activities and programmes at both
the national and chapter level with a view toupgrade the skills and professional standards of its members.
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Continued
� To serve as a forum for exchange of ideas andexperiences and collection and dissemination of information on management in general and
personnel management, industrial relations,human resources development and labour &social welfare, in particular.
� To promote and safeguard the status and the
interests of personnel management, industrialrelations and labour welfare at work places andthe interests of those engaged therein.
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CERTIFICATION OFFERED BY NIPM
� NIPM has been conducting academic conferring PostGraduate Diploma in Personal Management (PGDPM)since 1978.
� The Post Graduate Diploma in personal Management is
recognized by Govt of India for recruitment to superiorposts and services under the Central Government
� The course offered by NIPM equips a student withvarious Personnel Management and GeneralManagement subjects like Organizational Behavior,Industrial Relations and Labour Laws, Management of Human Resources etc. which helps an individual todevelop its acumen to enhance Human Resources.
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The whole purpose of education is to turnmirrors intowindows. ----Sydney
J. Harris
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The Indian Society for Training &
Development (ISTD)
� Established in April 1970
� National level professional & non-profitsociety registered under the SocietiesRegistration Act, 1860
� ISTD seeks to bring together individuals fromGovernment, industry, education and such
other institutions to evolve and developimproved and effective HRD/Training practicestools and technologies.
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� Affiliated to the International Federation of
Training and Development Organisations
(IFTDO), USA and Asian Regional Training and
DevelopmentOrganisations (ARTDO), Manila.
� ISTD organises Training Programs, all over the
country both at Chapter and National Levels
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CERTIFICATION OFFERED BY ISTD
� Diploma in Training & Development, was
introduced in April, 1979. This is the only
professional course recognized by Govt. of
India for Training of Trainers in the country
and is designed to meet today's training / HRD
challenges.
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NATIONAL ACADEMY FOR TRAINING
AND DEVELOPMENT (NATAD)
� An Institution under the Aegis of ISTD.
� Dedicated Centre of Excellence offering high qualityLearning and Training Programmes for the Corporate
and the Academic World.� To design, develop and deliver world class training
programmes in Training & Development, HRD andrelated areas for Organisational Excellence.
�
To provide first rate comprehensive consultancyservice related to all aspects of Training &Development for Excellence.
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Advanced Post Graduate Programme
in HRD (APGPHRD)
Integration of 17 Stand-alone Masters
Certificate Modules.
Few Certificates are :-
� HR Balanced Score Card
Leadership Development Statutory Dimensions of HRM
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NATAD is aiming to become a repository of
Knowledge and a Centre for Consultancy and
Research in HR. The Academy is also striving
to be a means of channelizing young and
energetic HR professionals towards ISTD.
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Education is what
remains after one
has forgotten
what one has
learned in
school. ~Albert
Einstein
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NATIONAL HRD NETWORK
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Introduction
� An association of professionals
� Promoting the HRD movement in the country
�Enhancing the capability of human resourceprofessionals
� Enhancing competitiveness and creating value
for society
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Key Objectives
� To help stimulate positive forces for humanizingsystem
� To augment knowledge and skills relevant to HRD
� To generate, acquire and continuously developnew knowledge and skills
� To generate, acquire and continuously developnew knowledge and skills
� To disseminate HRD knowledge and skills amongHRD professionals
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Contd..
� To strengthen the HRD movement in the
country
�
To break new ground for the HRD movement� To develop and maintain standards of
professional excellence in HRD
�
act as a clearinghouse for all referrals relatedto HRD activities
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Types of Memberships
� Institutional Membership
± Annual Membership offered to organizations
interested in promoting research in the field of
HRD
± Willing to offer financial support to the Network
� Individual Membership
± Any individual interested in HRD, having someknowledge and experience to share with others
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Contd..
� Student Membership
± Those who are undergoing full-time post-graduate
education in management, social sciences, and
such other fields related to HRD
� Members Honoris Causa
± An individual who has made an outstanding
contribution towards the promotion of humanresources development
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Rights and Privileges of members
� The right to vote
� Services offered by the Network
�Concessions for Networks seminars
� One copy of HRD Newsletter
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Vice President Human Resources
� A vice president human resources is
responsible for oversight and management of
the human resources department of an
organization
� Primary responsibilities of a vice president
human resources include providing strategic
leadership and vision to the organization as faras human resources are concerned.
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If you think
education is
expensive, tryignorance. ---
Derek Bok
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� Founded in 1948 as ASPA.
� Officially changed name to SHRM in 1989.Currently has 340 staff members and 2,50,000
members across 140 countries.� Head by a volunteer board of Directors from
different dimensions of HR including
professionals, academic profiles and SHRMrepresentatives.
� Mission-encourage research works by providingsponsors, funds and educational support.
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CERTIFICATIONS
� Process for earning credentials.
�
Eligibility-Candidate must completeeducational prog. From a recognized institute
in HR.
� Process includes demonstration of knowledge,
experience and learnings from the field of HR.
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LEVELS OF CERTIFICATION
� Based on 2 factors:
Years of service to HR field.
Ability to pass the examination.
� Levels of Certification: PHR
SPHR
GPHR
PHR-CA/SPHR-CA
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� SHRM India is a wholly owned subsidiary.
� SHRM India is devoted to support the
professionals and advancing the profession of human resource management in India.
� SHRM India's mission is to leverage the
strengths of the professionals and to share
information and advance the human resource
profession in a global community.
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He who opens a
school door,
closes a prison. ----- Victor Hugo
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Career in HRM
�There are careers involved with employment,
recruitment and placement.
�
The Career paths lead from technical HR jobs topositions in senior HR management, such as
Manager of Compensation, VP of Labor
Relations, Director of Employment and others.
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HR consulting
� Upcoming field
� Organizations employ the services of HR
consultants to either find solutions or helptide over issues relating to people in the
organization.
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International HRM
� Offers insights into the diversity of
employment systems from both comparative
and cross-national perspectives.
� Gain insight into international business
operations with an emphasis on the
institutional distinctiveness of business
systems
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HR Analyst
� Related to the human resource and recruitment
industry wherein the primary task is to interview
and recruit prospective candidates.
� The HR Analyst oversees the effective
implementation of human resource programs,
manages the compensation, benefits,
recruitment, employee relations, training andpersonnel/payroll transactions for the
organization
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Education would be muchmore effective if itspurpose was to ensure thatby the time they leave
school every boy and girlshould know how muchthey do not know, and beimbued with a lifelongdesire to know it. ~WilliamHaley
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General and Operations Manager
Plan, Direct, or coordinate the operations of companies.
Formulating policies, managing daily operations.
planning the use of materials and human resources
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Employee Assistance Plan Manager / Employee
Welfare Manager
occupational safety and health standards and practices;
health promotion and physical fitness, medical examinations
first aid; publications; food service and recreation activities;
employee suggestion systems;
child care and elder care; and counselling services.
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Recruiter
maintain contacts within the community and travel to
college campuses, to search for promising job applicants.
screen, interview, and occasionally test applicants. They also
may check references and extend job offers.
Familiarity with the organisation and its human resources
policies.
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Personal management and development:
understand an employee and his skills for the job.
Help the employees to develop accordingly
capable of evaluate the employees individually.
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Bibliography
� Human Resource Management by K
Aswathappa
�
Human Resource Management by Gary Dessler & Varkkey
� http://cornellhrreview.org
� http://www.wikipedia.com
� http://www.istdtrg.org
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THANK YOU !!!
Under Adverse
conditions -
some people
break down,
some breakrecords
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