Gain leaders’ trust to sharpen the

human capital agenda

Understand business imperatives,

connect people initiatives

Navigate across contexts to create

tangible impact

Alumni refer

someone for an

AHLC course

HR leaders

are a part of

our alumni

community

Is the median

participant

experience

Alumni

feel empowered

to drive business

results

HR

professionals

have received

training via our

courses

Flagship certificate courses for HR

professionals

Bespoke HR capability journeys for

organizations

Registration

E-Learnings

Online Discussion

Learning Lab

Assignment

Comprehensive

Assessment

Understanding of:

Key financial and

operating priorities and

current business

strategy in order to

align L&D functional

goals

L&D Domain expertise

in areas of Training

needs analysis,

Instructional Design,

Program

Implementation and

Evaluation

Partner with business to

ready the organization for

the future by building the

right capabilities

Measurement

Business

Strategy

Business

Results Targets

People

Capabilities

HR Strategy and

Processes

Employee Priorities

Talent Supply

Leadership and Key

Talent Capabilities

High Performance

Competencies help drive desired behaviours in organizations, and help build

culture – hence, they must be aligned with the goals and values of the

organization

Competencies are the basis for building the capability of the workforce, and

consequently should be selective – they must draw employee focus around

areas that are critical for individual and organizational success

Competencies help integrate various People Management systems –

Recruitment, Training, Performance and Career Management – and therefore

are widely applicable to all employees of an organization

Adult Learners

ExperienceExperience (including

mistakes) provides the basis

for the learning activities.

In 1984, Knowles suggested

4 Principles that are applied

to adult learning

Relevance & Impact To

Learners LivesAdults are most interested in

learning subjects that have

immediate relevance and

impact to their job or personal

life.

Involved Adult

LearnersAdults need to be involved

in the planning and

evaluation of their

instruction.

Problem - CenteredAdult learning is problem-

centered rather than

content-oriented.

(Kearsley, 2010)

1

4

2

3

(Knowledge based learning) (Skill based learning) (Performance based learning)

(ADDIE - Analysis; Design;

Develop; Implement -

Evaluate)

(RAD Rapid Application

Development model)

(SAM Successive

Approximation model)

Linear Agile

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

Program

Design

and

Development

L&D and

Business

Alignment

L&D

Success

Factors

Effective

Partnership

L&D Domain

Expertise

Final

Assessment

E-Learnings

Online Discussion

Class Participation

Assignments

Final Assessment

• Final Assessment can only be taken

after attending all seven modules

• Minimum 50% is required in the final

assessment

• At least 50% aggregate score is required to

complete the certification

Objectives

Outcomes

• Understand the challenges faced by L&D function

• Chart out business expectation from L&D function

• Create a framework for successful L&D function and role though

business alignment, effective partnership and domain expertise

• Assessment of L&D roles to identify gaps and suggest strategic

action items

• Understand the business expectations from learning

and development

• Identify areas of L&D to bring business impact to

drive business results

• Build strong foundation to make L&D professional

successful in their role.

L&D Success Factors

Create a framework for successful L&D function and role

Objectives

Outcomes

• Understand Aon’s strategic model to drive business results

through people

• Understand the strategic styles and core capabilities of different

organizations through SWOT

• Understand work environment and work climate needed for high

performance

• Understand competency linkages to create a compelling work

environment

• Align business strategy to L&D strategy

• Understand the strategic business linkage of L&D

• Learn how your business strategy will drive the core

capabilities and people strategy within the

organization

• Deploy skill hierarchy to prioritize learning needs and

drive strategic business priorities across key HR

functions (Recruitment, Performance, Rewards,

Engagement)

L&D and Business Alignment

Create competency-based learning roadmaps to drive business outcomes

Objectives

Outcomes

• Understand how to win trust across the L&D stakeholder value

chain

• Identify key aspects to become trusted advisors to business

• Self evaluate your trusted advisor meter to chart our self

development plan

• Understand to conduct performance measurement for

stakeholders to identify gaps and build trust

Effective Partnership

Emerge as a trusted advisor to business

• Develop capabilities to become a trusted advisor to

business

• Develop consultative approach for greater buy-in and

implementation of learning outcomes by identifying

the root causes

• Learn to measure stakeholder performance and build

alignement

Objectives

Outcomes

• Learn how to use adult learning principles to create learning

journeys

• Understand how to conduct training need analysis (TNA)

• Understand Instructional Design Process

• Understand strategic learning techniques of Bloom’s taxonomy

and 70-20-10 principle

• Understand scenario to identify best fit modes of program

delivery – eLearning, ILT, Mobile etc.

L&D Domain Expertise

Build a strong domain expertise in L&D

• Learn the core aspects of L&D function for seamless

delivery of learning interventions.

• Learning nuances of TNA

• Understand best possible approach for Instructional

design

• Understand successful ways to leverage learning

techniques

• Leverage different vehicles of program delivery

Objectives

Outcomes

• Understand program design methodologies like Discussion,

Videos etc.

• Create program story board through course outlines in line with

TNA and learning outcomes

• Learn to create a full fledged learning program

• Learn nuances of program implementation like facilitation skills

and role of PARTS (Participation, application, Reward and

Engagement, Transfer and Senses)

• Learn to conduct budgeting and ROI analysis for learning

interventions

• Harness and implement the best possible approach

of program design and development

• Leverage an agile way of program design to deliver

on learning outcomes

• Appreciate the nuances of budgeting and ROI to

assess tangible business impact

• Leverage learning trends to bring new insights and

actions in learning interventions

L&D Program Design and Development

Master an effective approach to program design and development

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/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

Kartik has more than 13 years of experience across both

Consulting and Corporate organizations. In his 3+ years stint

with Aon , 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.

Karik’s Mantra

Kartik Rishi

Senior Consultant

Leadership &

Assessments

There is no substitute

for hard work

Thomas Edison

Padmaja is a part of the Leadership and Engagement practice

at Aon. She brings more than 16 years of diverse work

experience ranging across HR consulting, teaching, consumer

research and brand management. She is involved in helping

clients traverse the leadership development journey, from

assessments to development, with special focus on human

behaviours that contribute to effective leadership and

motivators that help people overcome personal obstacles.

She is an accredited MBTI practitioner, with great faith in the

tool and methodology and a certified Achievement Motivation

Trainer. She likes to understand and explore behavioural

areas like motivation, team work, inter personal relationships,

handling conflicts, and developing an attitude for excellence.

She is passionate about gender diversity issues, a qualified

expert in areas related to legal compliance for Prevention of

Sexual Harassment at workplace.

She believes in the experiential methodology of adult learning

and in the value of learning generated out of “here and now”

experiences. She has facilitated learning programs for over 10

years now, across a range of behavioural areas like - Personal

effectiveness, Working with others, Motivation and

achievement orientation, Interpersonal communication,

Handling conflict and, Problem solving and decision making

Padmaja Sreenivas

Senior Consultant,

Leadership and

Engagement

Padmaja's Mantra

Happiness doesn't depend

on any external conditions,

it is governed by our

mental attitude.

Dale Carnegie

Connect with us

aonahlc@aon.com

011 43145500 Course Fee (inclusive of taxes)

₹60,000Participation will be confirmed post payment

Online

Discussion Board

Active for one year

Participant

Handbook

Pre-reads

10 hours

Certification

Aon Certified L&D

Professional

Course Calendar

Click to view

Terms & Conditions

Click to view

Learning Center

Classroom sessions

32 hours

Aon AHLC Inquiry Mailbox

aonahlc@aon.com

011 43145500

Renny Koshy

renny.koshy@aon.com

+91 971 119 2301