Gain leaders’ trust to sharpen the

human capital agenda

Understand business imperatives,

connect people initiativesNavigate across contexts to create

tangible impact

Learners

empowered

through bespoke

projects last year

Course

recommendation

score

Journeys covering

HR across roles

and career stages

Alumni

refer someone

for a course

HR

Professionals

empowered to

impact business

outcomes

Flagship certificate courses for HR

professionals

Bespoke HR capability journeys for

organizations

Registration

E-Learnings

Online Discussion

Learning Lab

Assignment

Comprehensive

Assessment

Online Learning Modules* Online Discussion Boards*

Learning journey spanning across four contact classes and a comprehensive online assessment

Day 1 Day 2 Day 3 Assessment

*Active for one year

Final

Assessment

Talent

Supply

Capability

DevelopmentCompensation

& Rewards

Winning

People

Strategies

Being a

Business

Driver

Personal

Effectiveness

Managing &

Leading

Change

Performance

Management

Day 4

E-Learnings

Online Discussion

Class Participation

Assignments

Final Assessment

• Final Assessment can only be taken

after attending all eight modules

• Minimum 50% is required in the final

assessment

• At least 50% aggregate score is required to

complete the certification

Objectives

Outcomes

• Understand the strategic styles and core capabilities of different

organizations through SWOT analysis in order to determine

relevant employee competencies and create a compelling work

environment

• Understand how to align talent supply strategy with business

strategy and reflect on your organization’s talent supply strategy

• Understand how to align the reward strategy with business

strategy and reflect on your organization’s performance strategy

• Understand capability requirement for different organizations and

reflect on your organization’s capability growth strategy

• Ability to examine the common business issues

which companies are facing today and learn if these

issues are people or process related

• Improve personal effectiveness and credibility by

building the essential skills needed to engage

business leaders and line managers in meaningful

conversations about the business

What HR needs to know about Business?

Understand the impact of HR on business outcomes

Objectives

Outcomes

• Introduction to Next Generation HR and discussion on

competencies required as HR moves from a ‘business partner’

to a business driver’

• Understand the factors of personality measured by

ADEPT-15

• Appreciate different personality styles and their impact on

working relationships

• Create development plan for personal effectiveness

• Understand your personality, leadership style, and

work style, as well as your strengths and how to

improve your effectiveness

• Understand the expected capabilities for next

generation HR and recognize your strength and

development needs

• Explore how your behaviors are influencing your

performance and relationships with others at work

Personal Effectiveness for Next Gen HR

Analyze gaps in your skillset and upskill to meet business requirements

Objectives

Outcomes

• Analyze and providing input for the pros and cons of the

different channels (agencies, direct applications, etc.)

• Identify the pros and cons of buying versus building internal

talent. Develop new and creative ways of sourcing

• Identify manpower requirements, assisting in the coordination

the development of a quarterly recruitment plan

• Advise and guide interviewers and assessors on the different

components used throughout the selection process and explain

onboarding and orientation

• Understand the company’s competition, market

trends, business cycles and their impact on the

availability of qualified and or experienced

candidates

• Design and train interviewers and assessors on the

methodology and processes used in candidate

selection

• Understand the components and process which

would need to be considered when developing the

recruitment strategy

Talent Supply

Create a business-aligned talent strategy

Objectives

Outcomes

• Identify how changes in the business strategy impact

organizational capability and employee competencies an

organization requires

• Learn to engineer capabilities for the future through line inputs

on changing business strategies and focus on those critical few

areas which will be important for future performance

• Understand the performance matrix and determine the priorities

when you make investments in training and development• Determine the organization capabilities that your

company needs to execute its business strategy

• Define the specific competency requirements for key

roles

• Set the right priorities to deliver the most value to the

business

• Learn to use inquiry skills when communicating with

leaders and improve your reliability

Capability Growth

Create an impactful L&D plan to ensure constant learning

Objectives

Outcomes

• Identify challenges in the design and development of

performance systems. Recommend and design a performance

planning process based on culture and business strategy

• Develop principles for communicating and cascading business

goals to business lines and employees

• Designing a performance review process covering how to

evaluate achievement of goals including measurements, pitfalls

and relevant examples. Design and develop a recognition

program

• Develop principles and guidelines of linking

employee goals to business goals to support

performance strategy

• Proactively identify any challenges or difficulties for

managers

• Ensuring a fair and transparent process of

recognizing employees

Performance Management

Create a PMS that drives high productivity

Objectives

Outcomes

• Understand how to align your reward strategy with your

business strategy, explore how different business strategies

require different people strategies

• Choose the right comparators and benchmark Positions

• Practice market pricing skills

• Talking to the Business About Pay• Articulate the organization's compensation strategy

effectively to managers and employees.

• Conduct job matching to select identify appropriate

jobs by function and level to vendor's database.

• Refining salary structure based on market

information and business needs

• Managing annual budgeting exercise to determine

salary increases by performance and pay position

Compensation and Rewards

Leverage rewards to attract and retain top talent

Objectives

Outcomes

• Understand the traits of a trusted business advisor

• Explore the needs and requirements of stakeholders and tailor

your approach to meet those needs.

• Practice the art of listening, how to give advice and framing

business issues

• Understand how investments in talent supply, capability growth

and high performance drive business performance

• Practice how to build a compelling business case combining

different elements of the HR value chain

• Understand the linkage between human resource

results and business performance, and learn

effective skills to communicate with business

departments

• Use data to set priorities, and maximize your

investment profit

• Learn the importance of transforming from a

functional role to process-oriented role.

Being a Business Driver

Emerge as an effective business partner across functions

Objectives

Outcomes

• Introduction to the psychology of change and understand

different forms of change resistors within the organization.

• Understand the importance of communication in managing

change ,conduct stakeholder analysis for transformation

• Understand the impact of change and the knowledge,

behaviors required to be change ready, identify and prioritize

action steps

• Identify stakeholder issues that will help and hinder change

before completing a change impact assessment

• Have a deep understanding of change and the

accompanying challenges, learn the lessons of

success or failure of change programs

• Learn HR’s role and impact on the change process

• Learn to use Aon’s 5C change model to manage the

process

• Develop critical skills to lead large and small change

initiatives in your organization

Managing and Leading Change

Master the people side of change

Vamsi leads the Rewards Consulting practice for ITeS

Industry vertical for Aon India and handles some of the key

relationships in this space. Vamsi is the Captives subject

matter expert and has partnered with clients while pitching for

on shore opportunities.

Vamsi has led many compensation benchmarking, diagnostic

and design projects in the ITES & IT sector. He has led

complex projects involving benchmarking and design, job

evaluation, rewards benchmarking, pay range design and

compensation structuring. He also partners with clients in

workforce optimization and spend optimization initiatives.

Vamsi brings diverse industry experience, notably from the

Technology and FMCG sectors. Prior to Aon he was with

Nokia India in Chennai as a lead in setting up their HR

Shared services operations support Nokia Globally.

His key clients include JP Morgan, WNS, Barclays, Deloitte

and RBS among others.

Vamsi has masters in Human Resource Management from

XLRI, Jamshedpur and a Bachelors in Mechanical

Engineering.

Vamsi Karavadi

Senior Consultant

Rewards Consulting

(ITES), India

Vamsi's Mantra

Opportunity lies

where challenges are

Jack Ma

Sankalp is an experienced consulting professional with more

than 12 years of experience (10 plus in HR consulting with

Aon, Accenture Strategy and Mercer Consulting and the

balance in a APAC wide Total Rewards role with Baxter

Healthcare). He has a specialization in organization

effectiveness, leadership development, and HR merger

management, with experience in India and in the larger Asia

Pacific region.

At Aon, he leads the leadership development sub practice

nationally and works with clients on organization effectiveness

and talent and leadership development related interventions.

He works primarily with large business houses on designing,

implementing, sustaining and measuring RoI from group wide

programs.

Sankalp is a certified Hogan assessor and coach. Some of his

key clients include - Ashland Inc, Aditya Birla Group, BAE

Systems, Birla Tyres, Cairn Energy, Celestica, HDFC Bank,

Max Group, Microsoft, Mylan Laboratories, Patni Computers,

Renesas Electronics, SMS Siemag, Tata Communications,

Tata Motors, Fuji Xerox and Vedanta Resources.

Sankalp has a Masters degree in Economics from the Delhi

School of Economics.

Sankalp Mohanty

Leader,

Aon HR

Knowledge Center

Sankalp’s Mantra

Innovation distinguishes

between a leader and

a follower

Steve Jobs

Kamakshi is a Consultant with Aon and is a part of the Talent

& Performance Consulting practice. Kamakshi specializes in

the area of Organization Development & Change Management

and has been involved in Project Management as well as

delivery of consulting assignments.

Prior to joining Aon, Kamakshi has worked with Accenture

focusing on Performance Management, Career Management,

Talent Development & HR Transformation.

Kamakshi holds a post graduate degree in Human Resource

from International Management Institute (IMI), Delhi along with

a Bachelor’s degree in Information Technology Engineering.Kamakshi Gupta

Senior Consultant,

Talent & Performance

Kamakshi's

Mantra

There is no substitute for

hard work

Thomas Edison

Kartik has more than 13 years of experience across both

Consulting and Corporate organizations. In his 3+ years stint

with, Kartik has assisted firms across industries such as

Pharmaceutical, Manufacturing, Energy, Telecom, Consumer

Durables, IT and ITeS with their human capital challenges in a

diverse set of areas ranging from Organization Strategy Map/

Scorecard Design, Organization Structuring, Role Definition &

Mapping, Job Evaluation & Grade Structure Design,

Performance Management, Competency Framework Design,

Assessments, Reward Strategy Design, Variable Pay Design,

Pay Range Design and Global Mobility.

Kartik has managed several key clients in these sectors. He

has authored articles for the client newsletter and has also

presented in conferences/ seminars.

Prior to Aon, Kartik worked with Bharti Airtel in Human

Resources as a Deputy General Manager - Total Rewards and

Organizational Effectiveness. Kartik has also worked with

Ranbaxy in Human Resources and with Mercer and Ma Foi in

Human Resources Consulting.

Kartik is a Post Graduate in Management from Symbiosis

Institute of Management Studies, Pune. He also holds a

Masters Degree in Economics from the Pune University.

Kartik Rishi

Senior Consultant

Talent and

Performance

Kartik's Mantra

There is no substitute

for hard work

Thomas Edison

Connect with us

aonahlc@aon.com

011 43145500Course Fee (inclusive of taxes)

INR 65,000Participation will be confirmed post payment

Learning Center

Classroom sessions

32 hours

Online

Discussion Board

Active for one year

Participant

Handbook

Pre-reads

12 hours

Certification

Certified HR Business

Partner

Course Calendar

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Aon AHLC Inquiry Mailbox

aonahlc@aon.com

011 43145500

Vishisht Dhawan

vishisht.dhawan@aon.com

+91 981 948 8433