Hr Training ENROLL TODAY TO BECOME A COMPETENT & CONFIDENT HR

PROFESSIONAL

GRABIT –HR

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 conceptsTo equip you to take on day to day challenges in your HR roleTo add-on bookish knowledge with practical insights into prevailing HR best practices

NO PRIOR KNOWLEDGE OF HR IS REQUIREDEND-TO-END TOPICS COVERAGE FROM BASICS TO

ADVANCED

Course Benefits

Learn essentials of HR functionsBe aware of Current talent & job market

scenarioGain insights into prevailing recruitment

best practicesUnderstand significance of statutory

compliancesGet a holistic view of HR functionsApply knowledge immediately at your job

EligibilityFor 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.

COURSE OVERVIEW

PowerPoint Delivery in LCD ProjectorComprehensive Real-time Examples &

ConceptsInteractive 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 &

strategyRecruitment & selectionEmployee OnboardHr Legal Compliances Payroll AdministrationCompensation & BenefitPerformance managementLeave managementHR –Policy &

ImplementationTraining & developmentExecutive HRM

Reports & Records Industrial relationsHr Business PartnerCompetency mappingEmployee EngagementCV & Resume writing Interview Preparation Training & dev.Case Study Industry overview. Interviewing skillsHr Title

Manpower PlanningOrganization development – Structure –

Planning – Performance Man power planning & Structure along with KRA’s of individual employee.

Recruitment & SelectionPre 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 BoardingWelcome 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.

HR Legal CompliancesLabour 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-  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

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

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:IntroductionSalary slip formationCost to companyIntroductionDesigning of CTC

Compensation & Benefits InsuranceProvident fundBonusGratuityRewards

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 year’s 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 managementSL-Sick LeaveCL- Casual LeaveEL/PL- Earn LeaveCompensatory offMaternity leaveLeave without pay-LWP.

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

Training & DevelopmentIntroduction 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 HRMIndustrial Relation & disputeEmployee Grievances Employee RelationshipsEmployee feedbackExit InterviewsQuality ProcessHR Audit, ISO Audit

Reports and Records

Preparation of all type of HRIS for HR and Management.

Payroll Software, HRMS SoftwareMIS Reports

TRADE UNION

Industrial Dispute Act 1947Strikes & LockoutsLay off & retrenchmentsNotice for closing down any Undertaking.Unfair Labour PracticeUnfair 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 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.

CV/ Resume writing Things to look out in CV

Organization of events - Priority accordanceClarity of depiction and succinctnessUnexplained breaks in Service and EducationExtent of customization to the job appliedQuality of the CV: mode , spelling errors,

verbosity

Hr Interview questionsCan 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 greatestsatisfaction?

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?

Hr Interview questionsWill 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?

Soft skills TrainingLeadershipTeam BuildingEffective Communication SkillsMotivationManagement games

Case StudyITC In Rural IndiaDabur India Ltd- Globalization.Infosys; The Challenges of Global BrandingNano-Tata; The Peoples Car.Super Shampoo products & Indian Mass

Market.

Industry OverviewCurrent Industry Trends.Changing business scenario.Hr as Business PartnerJob prospect in coming years.

INTERVIEW STRUCTURE1. 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

Structure of QuestionsOpen ended QuestionsHow - What - When - Where - Who - Why

Close ended QuestionsDo you - Did you - Can you - Will you - Could you -

Would you - Should you

Prompting/ encouraging expressionsTell 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 relatedAvoid making quick decisions about an applicantAvoid giving too much weight to a few characteristicsTry to put the applicant at ease during the interviewCommunicate clearly with the applicantMaintain consistency in the questions asked

Interview tipsInterviewers 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 relatedAvoid making quick decisions about an applicantAvoid giving too much weight to a few characteristicsTry to put the applicant at ease during the interviewCommunicate clearly with the applicantMaintain consistency in the questions asked

Hr titlesHr AnalystHr ConsultantsHr SpecialistHr Business PartnerHr GeneralistHr RecruiterHr & AdminHr & IRCompliance officer.Hr Associate.Hr –Comp. & Ben

• Thanks

GRABIT –HR,1899 ,South Extension -1