Vskills certification in human resources assesses the candidate on company’s Human Resources needs. The certification tests the candidates on various areas in HRM which includes basic knowledge of HRM, recruitment of right resources, their training and development and career progression. Any business is critically dependent on the quality of its people, and an HR manager’s role becomes increasingly important.

1. Certified Human Resources
Manager
VS-1002

2. Certified Human Resources Manager
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CertifiedCertifiedCertifiedCertified Human Resources ManagerHuman Resources ManagerHuman Resources ManagerHuman Resources Manager
Certification CodeCertification CodeCertification CodeCertification Code VS-1002
Vskills certification in Human Resources assesses the candidate on company’s Human
Resources needs. The certification tests the candidates on various areas in HRM which
includes basic knowledge of HRM, recruitment of right resources, their training and
development and career progression. Any business is critically dependent on the quality of
its people, and an HR manager’s role becomes increasingly important.
Why sWhy sWhy sWhy should one take this certification?hould one take this certification?hould one take this certification?hould one take this certification?
If you are working in the HR area and are looking for a new job or promotion or simply
more responsibility, then you can take this certification and prove the employer that your
knowledge of this particular area of HR is good. It works as an added qualification on your
CV and significantly improves your chances of getting the desired role.
Who will benefit from taking this certification?Who will benefit from taking this certification?Who will benefit from taking this certification?Who will benefit from taking this certification?
Job seekers looking to find employment in the HR departments of various companies,
students generally wanting to improve their skill set and make their CV stronger and
existing employees looking for a better role can prove their employers the value of their
skills through this certification.
Test Details:Test Details:Test Details:Test Details:
• Duration:Duration:Duration:Duration: 60 minutes
• No. of questioNo. of questioNo. of questioNo. of questions:ns:ns:ns: 50
• Maximum marks:Maximum marks:Maximum marks:Maximum marks: 50, Passing marks: 25 (50%); There is no negative marking in
this module.
Fee Structure:Fee Structure:Fee Structure:Fee Structure:
Rs. 4,000/- (Includes all taxes)
Companies that hireCompanies that hireCompanies that hireCompanies that hire VskillsVskillsVskillsVskills Human Resources ManagerHuman Resources ManagerHuman Resources ManagerHuman Resources Manager
Vskills Certified Human Resource Manager might find employment in all kind of
companies, big or small, since HR is a crucial part of any organization. Many companies
contact us on a regular basis, and we forward them a list of our certified candidates, and the
candidates are highly in demand.

3. Certified Human Resources Manager
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Table of Content
1.1.1.1. Strategic Human Resource ManagementStrategic Human Resource ManagementStrategic Human Resource ManagementStrategic Human Resource Management
1.1.Introduction
1.2.Significance of HRM
1.3.Objectives of HRM
1.4.Functions of Human Resource Management
1.5.Modes of Strategic Human Resource Management
1.6.Strategic Planning and Human Resource Practices
1.7.Limitations of HRM
1.8.Career in Human Resource Management
2.2.2.2. Strategic Human Resource Planning (SHRP)Strategic Human Resource Planning (SHRP)Strategic Human Resource Planning (SHRP)Strategic Human Resource Planning (SHRP)
2.1.Purpose of Strategic Human Resource Planning
2.2.Methods used for Human Resource Planning
2.3.Strategic Human Resource Planning Process
2.4.Difficulties in Human Resource Planning
2.5.Prerequisites for successful Human Resource Planning
2.6.Integrating Human Resource Planning into Strategic Planning
3.3.3.3. Recruitment of the Right ResourcesRecruitment of the Right ResourcesRecruitment of the Right ResourcesRecruitment of the Right Resources
3.1.Job Analysis
3.2.Job Design
3.3.Job Description
3.4.Job Specifications
3.5.Job Evaluation
3.6.Quality of Work Life and Quality Circle
4.4.4.4. Recruitment and SeRecruitment and SeRecruitment and SeRecruitment and Selectionlectionlectionlection
4.1.Introduction
4.2.Theories of Recruitment
4.3.Stages of an Effective Recruitment Process
4.4.Sources of Recruitment
4.5.Recruitment Policies
4.6.Equal Employment Opportunity
4.7.Employee Selection
4.8.Techniques of Selection
4.9.Induction / Orientation
4.10. Placement
5.5.5.5. Training and DeveTraining and DeveTraining and DeveTraining and Developmentlopmentlopmentlopment
5.1.Nature and Importance of Training

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5.2.Methods of Training
5.3.The Training Process
5.4.Role of trainer
5.5.Human Resource Development
6.6.6.6. Performance AppraisalPerformance AppraisalPerformance AppraisalPerformance Appraisal
6.1.Objectives and Strategies for Performance Appraisal
6.2.Methods of Performance Appraisal
6.3.Performance Review Interview
6.4.Process of Performance Appraisal
6.5.Benefits of Performance Appraisal
7.7.7.7. Change ManagementChange ManagementChange ManagementChange Management
7.1.Reasons for Change
7.2.Types of Organizational Change
7.3.McKinsey’s 7-S Model
7.4.Process of Change
7.5.Challenges in Change
8.8.8.8. Career and Succession PlanningCareer and Succession PlanningCareer and Succession PlanningCareer and Succession Planning
8.1.Significance of Career Planning and Progression
8.2.Career Anchors and Stages
8.3.Features of Career Planning
8.4.Process of Career Planning
8.5.Problems in Career Planning
8.6.Career Planning versus HRP
8.7.Succession Planning – Features and Scope
8.8.Major Factors affecting Career Progression
8.9.Important Terms
9.9.9.9. Compensation ManagementCompensation ManagementCompensation ManagementCompensation Management
9.1.Concept of Compensation
9.2.Job Evaluation and Compensation
9.3.Concept of Wage, Salary and Fringe Benefits
9.4.Employee Stock Options
9.5.Negotiating at Work
9.6.Employee Health and Safety
10.10.10.10.Trends in HRMTrends in HRMTrends in HRMTrends in HRM
10.1. Human Resource Information Systems (HRIS)
10.2. Industrial Relations
10.3. International Strategic Human Resource Management
10.4. Knowledge Management
11.11.11.11.Corporate Social ResponsibilityCorporate Social ResponsibilityCorporate Social ResponsibilityCorporate Social Responsibility
11.1. Introduction

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11.2. CSR Activities
11.3. Rationale for CSR
11.4. Drawbacks of CSR

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Sample QuestionsSample QuestionsSample QuestionsSample Questions
1. All of the following are phases of career development except1. All of the following are phases of career development except1. All of the following are phases of career development except1. All of the following are phases of career development except
A. Performance Phase
B. Direction Phase
C. Assessment Phase
D. Development Phase
2. Performance Appraisal is a primary HRM process that links employees and2. Performance Appraisal is a primary HRM process that links employees and2. Performance Appraisal is a primary HRM process that links employees and2. Performance Appraisal is a primary HRM process that links employees and
organizations and provides input forganizations and provides input forganizations and provides input forganizations and provides input for other processes through these meansor other processes through these meansor other processes through these meansor other processes through these means _______._______._______._______.
A. Identification, Measurement, Management
B. Assessment, Direction, Development
C. Recruitment, Selection, Onboarding
D. Skill, Effort, Responsibility
3. Total compensation is all forms of direct and indir3. Total compensation is all forms of direct and indir3. Total compensation is all forms of direct and indir3. Total compensation is all forms of direct and indirect compensation paid orect compensation paid orect compensation paid orect compensation paid or
provided to the employee in recognition of employment status and performance.provided to the employee in recognition of employment status and performance.provided to the employee in recognition of employment status and performance.provided to the employee in recognition of employment status and performance.
All of the following are forms of direct compensation exceptAll of the following are forms of direct compensation exceptAll of the following are forms of direct compensation exceptAll of the following are forms of direct compensation except
A. Base Pay
B. Variable Pay
C. Statutory Benefits
D. Stock Benefits
4. Groups can be rewa4. Groups can be rewa4. Groups can be rewa4. Groups can be rewarded in a Pay for Performance plan in all of the followingrded in a Pay for Performance plan in all of the followingrded in a Pay for Performance plan in all of the followingrded in a Pay for Performance plan in all of the following
ways exceptways exceptways exceptways except
A. Gainsharing
B. Bonus
C. Awards
D. Merit
5. Benefits that are required by law to provide to all employees are called5. Benefits that are required by law to provide to all employees are called5. Benefits that are required by law to provide to all employees are called5. Benefits that are required by law to provide to all employees are called
A. Medical Benefits
B. Direct Benefits
C. Indirect Benefits
D. Statutory Benefits
Answers: 1(A), 2(A), 3(C), 4(D), 5(D)