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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 practicesTo 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 freshers 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 & RecordsIndustrial relationsHr Business PartnerCompetency mappingEmployee EngagementCV & Resume writing Interview Preparation Training & dev.Case StudyIndustry overview.Interviewing skillsHr Title

Manpower PlanningOrganization development Structure Planning Performance Man power planning & Structure along with KRAs 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, Dos and Donts 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- Employees Provident Fund and Misc. Provisions Act, 1952- Shop & Establishment Act, 1948- Workmens Compensation Act, 1923- Payment of Bonus Act, 1965- The Labour Welfare Fund Act, 1953

Hr Legal CompliancesProvident FundProviding PF ReportsRemittance of Chillan's Preparation & Filing of Monthly returns Transfers, Withdrawals and Annual ReturnsFacilitating PF InspectionsMaintain 3A, 12 A Register Monthly P.F. Statement & RegisterMonthly P.F. Return i.e. 5/10 A 12 A. Annual Return Annual P.F. Slip P.F. Inspection Book & Compliance with P.F. Authoritycompliance related P.F Authority

ESICFilling ESIC returns every half yearlyKeep the track that each and every new Joinee covered under ESIC ACT, should receive the ESIC cards.

PROFESSION TAXProviding PT ReportsLocation wise Remittance of Chillan's Preparation & Filing of Periodical returnsOrganizing PT AssessmentRepresenting client at PT Hearings

Payroll ManagementTime 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 years 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 policyIntroduction & Customer RelationsWork Practice PolicyHoliday PolicyProfessional Conduct Policy Employee Relations Policy Business Ethics & ConductEmployment status and RecordsSexual Harassment PolicyHealth & Safety Policy/procedureBusiness Expenses Policy

Internet code of conduct & e mail policyCompany e- mail PolicyLegal IssuesDisciplinary Rules & Procedures Induction ProcessPerformance Appraisal Systems Policy Leave PolicyTravel PolicyProvident Fund & Gratuity PolicySeparation 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 PartnerA new kind of HR professional is emerging to manage this transformed function, someone who deeply understands not only talent-management processes but also an organizations 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 CVOrganization 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 Study

ITC 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 STRUCTURE

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 stereotypesInterview 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 stereotypesInterview 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

1. Opening-

2. Current & Previous rolesWhat, why, How wellTrends, people are not static

3. Aspiration / Awareness What, why, how realistic

4. Education & UpbringingWhat, why, how well

5. Circumstances & InterestWhat, why, how well implicationCauses relate past to present

6. Closing-

Description

Motivation

Achievement