Hr Training

ENROLL TODAY TO BECOME A

COMPETENT & CONFIDENT HR

PROFESSIONAL

GRABIT –HR

Course ObjectivesOur 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 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 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 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 &

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

Manpower Planning

Organization development – Structure – Planning

– Performance Man power planning & Structure

along with KRA’s 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, 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 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

- 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:

Introduction

Salary slip formation

Cost to company

Introduction

Designing of CTC

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 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 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

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 & 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 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 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 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?

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?

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 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 Questions Open ended QuestionsHow - 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