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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 practices
 To fill knowledge gaps in practical HR concepts
To equip you to take on day to day challenges in your
HR role
To 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 STRUCTURE
1. 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 Questions
How - 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
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
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

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GRABIT Hr

  • 1. Hr Training ENROLL TODAY TO BECOME A COMPETENT & CONFIDENT HR PROFESSIONAL GRABIT –HR
  • 2. 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 concepts To equip you to take on day to day challenges in your HR role To 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
  • 3. 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
  • 4. 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.
  • 5. COURSE OVERVIEW  PowerPoint Delivery in LCD Projector  Comprehensive Real-time Examples & Concepts Interactive Session Assignments & Assessments (Case Study)  Online Chat / Training Session/ Telephonic Support.
  • 6. 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.
  • 7. 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
  • 8. Manpower Planning  Organization development – Structure – Planning – Performance Man power planning & Structure along with KRA’s of individual employee.
  • 9. 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.
  • 10. 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.
  • 11. 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
  • 12. 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
  • 13. 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
  • 14. 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
  • 15. Compensation & Benefits  Insurance  Provident fund  Bonus  Gratuity  Rewards
  • 16. 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.
  • 17. Leave management  SL-Sick Leave  CL- Casual Leave  EL/PL- Earn Leave  Compensatory off  Maternity leave  Leave without pay-LWP.
  • 18. 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
  • 19. 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.
  • 20. Executive HRM  Industrial Relation & dispute  Employee Grievances  Employee Relationships  Employee feedback  Exit Interviews  Quality Process  HR Audit, ISO Audit
  • 21. Reports and Records  Preparation of all type of HRIS for HR and Management.  Payroll Software, HRMS Software  MIS Reports
  • 22. 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.
  • 23. 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.
  • 24. 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
  • 25. 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?
  • 26. 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?
  • 27. Soft skills Training  Leadership  Team Building  Effective Communication Skills  Motivation  Management games
  • 28. 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.
  • 29. Industry Overview  Current Industry Trends.  Changing business scenario.  Hr as Business Partner  Job prospect in coming years.
  • 30. INTERVIEW STRUCTURE 1. 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
  • 31. Structure of Questions  Open ended Questions How - 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
  • 32. 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
  • 33. 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
  • 34. 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
  • 35. • Thanks  GRABIT –HR,1899 ,South Extension -1