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HR TRAINING, DEVELOPMENT & MENTORING PLATFORM
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

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As per the 2012 MBA Universe MeritTrac Employability Index study of MBAs...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

™
is a 100 Hours HR Functional Skills Development & Certification Program. ...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Soft-Skills & Effective
Interview Handling Techniques

LIVE Projects to inc...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

The entire

HRDNET™ HR Certification Course is broken down into

Module 7 (...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

HRDNET™ Bangalore Training Centre
#429, 2nd Floor, 12th Cross, West Of Chor...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

HRDNET HR Certification Course requires 80 Hours of Classroom Sessions + 20...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

This 100 Hours HRDNET Course for HR is spread evenly across a duration of 2...
Module 1 :

20 Hours of Lecture Sessions + 10 Hours of Assignments
Module Weightage in Certification Exam = 20%
Talent Acq...
Module 2 :

12 Hours of Lecture Sessions + 5 Hours of Assignments
Module Weightage in Certification Exam = 20%

With the a...
Module 4 :

16 Hours of Lecture Sessions + 10 Hours of Assignments
Module Weightage in Certification Exam = 20%

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Introd...
Module 5:

16 Hours of Lecture Sessions + 10 Hours of Assignments
Module Weightage in Certification Exam = 20%
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...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

HRDNET™ deploys its experiential trainings via a mix of high-impact Theory ...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

With the rise in the number of B-schools, the employability standard of
MBA...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Our practical-oriented functional skills-development training services has ...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

SL

Activity

Tentative Deadlines

1

Finalizing of Training Batches & its ...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Co-Founder - Proconnect Consulting
Co-Founder - Binarytechies Software Ltd
...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Prince Thomas

Program Manager - Learning & Development
Ingersoll Rand, Ban...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Internships are the best way for you to gain practical
exposure. Few compan...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Few months ago, it seemed as if HR jobs are hard to come
by. I felt like if...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Training Course

HRDNET™ CERTIFICATE COURSE FOR PROFICIENCY IN HR

Course D...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Over the past 3 years, HRDNET has trained over 2500 MBA Students across Ind...
HR TRAINING, DEVELOPMENT & MENTORING PLATFORM

Bangalore Training Centre
429, 2nd Floor
12th Cross
West Of Chord Road
2nd ...
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100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in Core HR Practices

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100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in Core HR Practices

MBA Students, Graduates & Junior Professionals all over India can now jump-start their career in HR in just 1~2 Months with these "Industry-Ready" LIVE Online Instructor-Led HRDNET Certification Programs below:

Download these 2 PDF Documents:
1. www.hrdnet.in/HR30.pdf
2. www.hrdnet.in/HR100.pdf

Kindly go through both the PDF Documents to clearly understand the scope & depth of the HR Training Programs

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100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in Core HR Practices

  1. 1. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM
  2. 2. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM I As per the 2012 MBA Universe MeritTrac Employability Index study of MBAs which is conducted once every two years, only 20~25% MBA graduates are employable ! The necessary skill set that companies look for in a HR Resource This is the Skill Gap HRDNET fills via Training on Real-World Knowledge & the Industry Best-Practices Knowledge & Skills gathered from an Internship Knowledge & Skills gathered from PGDBM / MBA HR Curriculum 84% of HR Jobseekers ultimately settle for lowpaying jobs because of lack of opportunities 76% of HR Jobseekers doesn’t clear the Selection Rounds because of lack of functional skills 69% of HR Jobseekers doesn’t clear the Selection Rounds because of lack of communication skills 23% of HR Jobseekers gets rejected because of an ill-written/presented resume/cover letter Source: 2012 Survey Research Data
  3. 3. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM ™ is a 100 Hours HR Functional Skills Development & Certification Program. This highimpact practical-oriented HR training provides “job-ready” experiences on various core & advanced HR functions to those who are inexperienced and yet wish to pursue a serious career in HR. Though this Course is designed specifically for the 2nd Year MBA HR Students and can run concurrently with their college education, even students who are MBA Passouts or Junior HR Professionals without a PG in HR can pursue this Certification Program. This Certificate Training Program is also offered through various Institutional Alliances across India. This Course “Recession-Proofs” the students through an IndustryRelevant Training Program that gives them the edge, enhanced Career Competencies and Employability Skills. With a lot of emphasis on real-world applications, participants gain an understanding & insight of the various recognized techniques for successful HR Practices empowering them to achieve excellence in each step. Participants in this course experience a highly interactive, informative & balanced [ 85% Practical and 15% Theoretical ] program. They learn in a supportive environment and are challenged to develop their potential by putting the principles into practice. This HR Certification Course is designed by actual HR Managers who are responsible for hiring fresh MBA students in their organizations and is recognized by many experts, B-Schools & successfully placed students as the finest HR Training Program available. The focus of this program is to help candidates crack their Job Interviews successfully.
  4. 4. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Soft-Skills & Effective Interview Handling Techniques LIVE Projects to increase student’s Practical Knowledge Experiential Learning to bridge the Functional Skills-Gap Quick Recap of the working knowledge of HR Fundamentals The HRDNET™ Skills Development Model for enhancing candidate’s attitude, skills & knowledge at-par before launching them to exciting opportunities in HR What is the that students shall be successfully placed after this Course ? HRDNET Training Programs offers Placement Assistance to all participants who scores above 60% in the Assessment Evaluation. This is achieved by scheduling Interviews for the candidates till the time s/he gets successfully placed. The evaluation of each student is purely based on attendance, the deliverable handled by each of the participants, their performance during the Projects, Assessment and Assignments. HRDNET guarantees that students who sincerely attend this Training Program should be able to crack the Selection Rounds with any reputed organizations across India. Students can expect assured placements at reputed Indian / MNC companies with an industry-standard salary package
  5. 5. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM The entire HRDNET™ HR Certification Course is broken down into Module 7 ( Internship / HR Work Experience at an Organization ) is optional The Modern Talent Acquisition Framework & Sourcing Strategies Global Human Resource Management & the Staffing Policy Employee Engagement, Talent Management & Retention Fundamentals & Real-World Applications of HR Analytics & HR Tools Statutory Compliance & Payroll Management Executive Communication for Modern Day HR Professionals 30 to 60 Days Internship / HR Work Experience [ Optional Module ] :
  6. 6. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM HRDNET™ Bangalore Training Centre #429, 2nd Floor, 12th Cross, West Of Chord Road 2nd Stage Mahalakshmipuram, Bangalore 560086
  7. 7. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM HRDNET HR Certification Course requires 80 Hours of Classroom Sessions + 20 Hours for Assignments Training Module Titles Lecture Assignment The Modern Talent Acquisition Framework & Sourcing Strategies 20 Hours 5 Hours Global Human Resource Management & the Staffing Policy 12 Hours 2.5 Hours Employee Engagement, Talent Management & Retention 12 Hours 2.5 Hours Fundamentals & Real-World Applications of HR Analytics & HR Tools 16 Hours 5 Hours Statutory Compliance & Payroll Management 16 Hours 5 Hours Executive Communication for Modern Day HR Professionals 4 Hours - Total Efforts required to complete this Certification Course 80 Hours 20 Hours Following Module is optional. Project Completion/Work Experience Certificate & Stipend varies with Company 30~60 Days HR Internship at Client’s Office/HR Work Experience -
  8. 8. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM This 100 Hours HRDNET Course for HR is spread evenly across a duration of 2 Months. Each week, 10 Hours of Interactive Classroom Lecture Sessions are conducted by the Trainer. The batch timings for HRDNET Courses are flexible & can be customized to suit the convenience of the participating students, the institute & our facilitators/trainers. Our Classroom Session Batches can start as early at 8 AM in the morning and continue as late till 7PM in the evening. While our Online Mentor Sessions commence as early as 7AM IST in the morning and continue till 11PM IST in the evening. The precise delivery plan & timeslots can be provided in consultation with the institution & our trainer/mentor. If a student misses a Session during the designated slot, it’s entirely up to the Trainer to arrange for an alternative lecture. Sometimes if possible a recording of that Session shall be made available. The following is a generic lesson plan : Tentative Training Delivery Plan for a Month X 2 Months Sun Weekly Session Duration Assignment Duration Weekly Assignment Submission 2.5 - = 10 Hours ~ 2.5 Hours 1 Assignment of M1 1.5 2.5 - = 10 Hours ~ 2.5 Hours 1 Assignment of M2 1.5 1.5 2.5 - = 10 Hours ~ 2.5 Hours 1.5 1.5 2.5 - = 10 Hours ~ 2.5 Hours 40 10 Hours Hours Plan Modules Taught Mon Tue Wed Thu Fri Sat Week 1 M1 1.5 1.5 1.5 1.5 1.5 Week 2 M2 & M3 1.5 1.5 1.5 1.5 Week 3 M3 & M4 1.5 1.5 1.5 Week 4 M5 & M6 1.5 1.5 1.5 1 Assignment of M3 1 Assignment of M4 1 Assignment of M5 X 2 Months
  9. 9. Module 1 : 20 Hours of Lecture Sessions + 10 Hours of Assignments Module Weightage in Certification Exam = 20% Talent Acquisition is particularly challenging in a global organization where one of your biggest challenges will be finding, retaining and developing a superior global workforce. This module teaches how to identify the "success factors" of a position - which is a key to identification of superior candidates. Successful companies know what the jobs entail and seek to hire those candidates who can be more successful / effective with the lowest amount of support. Well written job descriptions, and competency models that clearly delineate success behaviors make for effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of global organizations. The purpose of this module is to develop an insight into why each step of the recruitment process is important, and how to achieve excellence in each step. The module also provides an understanding of various Global Talent Acquisition Best Practices & recognized techniques for successful recruitment.     Introduction to Recruitment, HR Jargons, Talent Acquisition Operational Work Flow & RPO Recruitment Challenges and Trends Position Analysis and creating elaborate Job Descriptions - Effective Sourcing First Requires Accurately Defined Needs Design an effective Sourcing Strategy - Identify optimal options for sourcing/locating candidates in the current candidate-scarce market and determining the most effective systematic plan of action to find such talent.  Industry Best Practices for creating Job Advertisements / Employment Branding via newspapers, magazines or websites  Expand existing thinking about options for 'where' to advertise.  Discover how to write to a target audience, and speak their language.  Learn the techniques of writing appealing job advertisements to attract the right applicants, and inspire them to apply.  Consider what motivates candidates, and present your message in terms of benefits to excite the reader.  Understand the power of particular words, bringing the ad to life, making your message compelling.  Become aware of words or expressions which are to be avoided from a discrimination and equal opportunities point of view  Detailed training on Job Portals  Understanding and effectively using Boolean Logic to find ideal candidates from Job Portals  Use of Boolean Commands OR, AND, AND NOT, NEAR, QUOTES, WILD CARD, PARANTHESES, etc.  Use of Keywords to create effective Boolean strings and minimize search engine confusion.  Job Posting & Mass Mailing Best Practices    Effective Head-Hunting Techniques Social Recruiting - How to Use Social Media as a Recruiting Tool Effective Telephonic Screening - Learn questioning techniques to minimize the time spent screening calls to eliminate unsuitable candidates, and identify and attract right ones. Candidate Interview Scheduling - Implementing a structured & systematic short-listing method & sending Interview Call Letters   The Recruitment Interview  Phone Interviews, Traditional Interviews, Situational Interviews, Stress Interviews, etc.  Direct Questions, Non-Direct Questions, Hypothetical or Situational Questions, Behavioral Descriptive Questions, etc.  What Not to Ask in an Interview - Consider which types of questions are illegal (due to privacy and discrimination laws), and alternative approaches for covering sensitive issues.  Avoiding Bias in Selection Process - Expectancy Effect, Primacy Effect, Information Seeking Bias, Contrast and Quota Effect, Stereotyping, etc.  Psychometric Testing & Talent Assessments - selection tests including personality questionnaires and aptitude tests - How Personality Profiles are used Reference/Background Checking - Preparation, Data Collection, Interpretation, Illegal Questions Making the Selection Decision based on Ratings, Value vs. Risk, Job Market & notifying Applicants    Delivering the Employment Offer to the candidate  Outlining the Offer  Negotiation Techniques - negotiating on package, role, band, etc.  Dealing with Difficult Issues - supporting candidates through resignation, handling counter offers, etc.  Employee Joining Formalities, Orientation and Documentation  Recruitment Matrix Cost Breakdown & Measurement of Recruitment Efficiency - Hit Rate, Hire Ratio, Quality of Hire, Interview Time, Source Cost Per Hire Ratios, Interviewing Cost, Recruiter Effectiveness, etc.
  10. 10. Module 2 : 12 Hours of Lecture Sessions + 5 Hours of Assignments Module Weightage in Certification Exam = 20% With the advent of globalization, organizations - big or small have ceased to be local, they have become global! This has increased the workforce diversity and cultural sensitivities have emerged like never before. As a part of this Global Human Resource Management Module, we shall enumerate various objectives of Global HRM.  How does an organization carry a local appeal in the host country despite maintaining an international feel & without compromising upon the global identity?  How does it generate awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries - Training upon cultures and sensitivities of the host country.  The strategic role of Human resources Management in such a scenario is to ensure that HRM policies are in tandem with and in support of the firm’s strategy, structure and controls. Specifically, when we talk of structures and controls the following become worth mentioning in the context of Global HRM.  Decision Making: There is a certain degree of centralization of operating decision making. Compare this to the International strategy, the core competencies are centralized and the rest are decentralized.  Co-ordination: A high degree of coordination is required in wake of the cross cultural sensitivities. There is in addition also a high need for cultural control.  Integrating Mechanisms: Many integrating mechanisms operate simultaneously.  Global HRM and the Staffing Policy  The challenge here is developing tools to promote a corporate culture that is almost the same everywhere except that the local sensitivities are taken care of.  Also, the deciding upon the top management or key positions gets very tricky. Whether to choose a local from the host country for a key position or deploy one from the headquarters assumes importance; and finally whether or not to have a uniform hiring policy globally remains a big challenge.  Discussions on few staffing policies - Ethnocentric, Polycentric, Geocentric, etc. Module 3 : 12 Hours of Lecture Sessions + 5 Hours of Assignments Module Weightage in Certification Exam = 20%  Introduction to 21st Century Employee Engagement as a business management concept and the “real-world” applications of psychological theories, research methods, and intervention strategies involving workplace issues  How can the HR create a work experience that taps into employee’s needs and drives that inspire employees to perform at their best? Unleashing the Key Drivers of Employee Motivation, Morale and Performance  Analysis of some of the best practices of high performance organizations, research within the business world and research on human nature from a wide range of scientific disciplines.  Questions to Measure Employee Engagement - Introduction to Gallop Q12  Effective Employee Retention Strategies adopted by renowned Organizations from the “Preferred Employer” List  Post Completion of this Module, students will be able to:      Define what is meant by Employee Engagement Explain why Employee Engagement is important to any Organisation Identify an Organisation’s approach to Employee Engagement, it’s Goals, Values and Culture Explain how Employers can build an Engaged Workforce Evaluate different approaches to Measuring Employee Engagement and what to do with that data
  11. 11. Module 4 : 16 Hours of Lecture Sessions + 10 Hours of Assignments Module Weightage in Certification Exam = 20%  Introduction to HR Metrics, Workforce Analytics, HR Score Cards & Dashboards The commonly used KPIs & HR Metrics for evaluating the effectiveness of human capital in organizations Workforce Analytics—putting HR metrics and data analysis to work. Reporting Keys—data reporting techniques to get the intended messages to decision makers when they need them in ways they will understand Various problem solving techniques in handling real-world strategic HR activities.  HR Metrics and Dashboards creation for the following areas & linking the Business to Human Resources:                 Employee Staffing Employee Retention Employee Capability Compensation & Benefits Organization Effectiveness HR Service Delivery Workforce How to track the metrics Q-o-Q,Y-o-Y, define targets based on internal and external benchmarks and take corrective actions. Using HR Metrics to show tangible output, which is relevant to organization and link it to the organizational strategy Applied Statistics for HR - Various Statistical techniques will be taught with relevant HR related examples in this module. It will enable HR professionals to draw valuable insights out of data. This course equips students with Descriptive and Inferential statistics enabling them to apply statistics in the area of HR. Basics of Statistics          Descriptive & Inferential Statistics Central Tendency Measures of Variability Distributions Hypothesis Testing Confidence & Significance Levels Correlation for Interval & Ordinal Data Regression – Simple, Multiple, Logistic and Multinomial Cluster Analysis Module 6 : 4 Hours of One-to-One Career Counseling Session Module Weightage in Certification Exam = 0% As prospective HR Professionals - a role involving effective communication with various strata of people. This module enhances a student's skills and confidence in handling such executive interactions. This training course will enable participants to increase their effectiveness in projecting a professional image, relationship building, information exchange, active listening, complaints handling, and generating greater satisfaction and loyalty. From initial impressions, and throughout the interview, the quality of communication with the candidate strongly influences the results achieved. The purpose of this course is to generate insight into how to develop excellence in each step, ensuring effective relationship building, enhanced information exchange, and therefore improved staff selection and employment results. Note : This module also includes 2 Hours of One-to-One Career Counseling Session. The focus of this module is to help candidates to be better prepared in soft-skills aspect & crack their Job Interviews successfully.
  12. 12. Module 5: 16 Hours of Lecture Sessions + 10 Hours of Assignments Module Weightage in Certification Exam = 20%       This Training Module is designed to provide in-depth knowledge on all the areas of PF, ESI, PT, Payroll Structure, Calculations, Forms, Formats & Due dates etc., including Income Tax, TDS & Tax Planning for employees up to form 16 & Form 16 A. Post completion of this course, students would be in a position to design CTC, design Gross Salary Breakup with regard to Minimum Wages Act, Income Tax Exemptions and other related labour acts. Applied Knowledge on Labour Laws, PF, ESI, Professional Tax, Statutory Acts, Rules, Procedures, Forms, etc. Designing CTC and salary break up and discussion on compensation and benefits Income Tax and Tax planning of salaried personnel TDS on Professional Charges, Consultancy Charges and Contract Payments. “Hands-On” Training on Real-Time Payroll Software on the following modules:  The HR Payroll Core  Employee Information Management  Payroll Management  Loan Management  Reimbursement Management  Arrears & Final Settlement  Payroll Reconciliation  Payroll Monthly Differences  Control Statements  Head Count Summary  Payslips & Reports  Payslips  Salary Statements  Payroll Transfer Statements (Bank, Cash, Cheque, etc.)  Payroll Journal Voucher  Dynamic Report Building  Leave Management  Define Leave Types: PL, CL, Sick Leave, etc.  Grant of leaves on periodic basis (monthly, quarterly, annual)  Multiple leave schemes for different employee groups  Extensive leave policy rules for availing leave, lapsing, granting, etc.  Statutory Reports  PF & ESI reports (monthly, annual)  Monthly Profession Tax reports  Income Tax Statement  Form 16 PDFs, Quarterly eTDS filing (Form 24Q), etc.  Expense claims  HR Forms & Policies  Employee Self Service  Online Payslips  Loan summary and loan details  YTD & PF Summary  Tax computation sheet & tax what-if analysis  IT declarations by employees  Apply for leave online  Reimbursement & Expense Claims  Trouble Tickets Module 7: Module Weightage in Certification Exam = 0% HRDNET’s 30~60 Days Internships are offered both in Online Mode as well as Offline mode. In both the cases, a valid Project Completion Certificate / Work-Experience Certificate shall be issued as long as the deliverables are met by the student and the assignments/projects are submitted on time. HRDNET connects the students to the Companies for Internships. Depending upon the nature of the Internship Assignments, students can opt for "Work from Home" or "Internship at Company’s Office". The Monthly Stipend/Reimbursement is determined by the partner Organization & usually depends on various factors like – the nature of the HR Project, the type of company, the HR Function, Incentive Structure & Policies, Tenure of the HR Project, Deliverables, etc.
  13. 13. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM HRDNET™ deploys its experiential trainings via a mix of high-impact Theory Sessions, Instructor-Led Practical Sessions & continuous placement Mentoring Cognitive Training (50%) Behavioural Training Lab (50%) Mentoring Providing a sound theoretical training to the trainees which supplement their MBA HR Curriculum. Our Cognitive approach includes: Providing practical skills-training to the trainees to simulate the real-world applications of their HR knowledge. Our Behavioural approach includes: An on-going one-to-one career guidance relationship that is developed between each trainees and the HRDNET™ trainer. Interactive Lecture Sessions - to enhance the knowledge & deliver the theoretical aspect of a topic. HRDNET’s High-Impact Lecture Sessions delivers information at a pace which the trainee find conducive to absorb. In order to keep it interesting & highly engaging, a lot of demonstrations (visual displays of how to do something) are embedded in our Lecture Sessions. HRDNET’s success mantra – superior content-driven interesting interactive lectures because more the trainee is involved, the more learning will occur. Discussions / Q&A Sessions – to stimulate thinking about the content of the lecture and to provide the learners with context that is supported, elaborated, explained, or expanded on through interactions both between the trainer and the trainees. This allows the trainee to be actively engaged in the content & helps in improving recall. All HRDNET Lecture Sessions are followed by discussions and questioning in order to achieve higher level knowledge objectives, such as problem solving and principle learning. It’s a two-way flow of communication i.e. knowledge in the form of lecture is communicated to trainees, and then understanding is conveyed back by trainees to trainer in the form of feedback that enables the trainer to determine whether the material is understood. If the trainer feels that the material is not understood, s/he spends more time on that particular area by presenting the information again in a different manner. HRDNET’s success mantra – Q&A Sessions are beneficial because it enhance their understanding, keeps them focused on the content & improves recall. Real World Simulations - they are designed to reproduce or simulate events, circumstances, processes that take place in trainees’ job so that the trainee is able to imitate or make judgment or visualize how events might occur in a real situation. Case Studies, Projects & Assignments - to simulate decision making situation that a trainee may find at their work place. It reflects the situations and complex problems faced by managers, staff, HR, Sales Managers, etc. HRDNET facilitators force the trainees to apply known concepts and ideologies and ascertain new ones always emphasizing on approach to see a particular problem rather than a solution. Participants are given some complex situations of a real or imaginary organization forcing them to explore enough information to be examined and conduct research to gather appropriate amount of information & then makes certain judgments/possible solutions to the problem. HRDNET’s Case Studies focus on building decision making skills, assessing and developing Knowledge, Skills and Attitudes (KSAs), developing communication and interpersonal skills, developing management skills & developing procedural and strategic knowledge. Trainees get a chance to grow professionally by developing management skills and learning how to work with people with diverse background, culture, and language and personality types. HRDNET values Mentoring as one of the important methods for preparing them to be future executives. This method allows the mentor to determine what is required to improve mentee’s performance. Once the mentor identifies the problem, weakness, and the area that needs to be worked upon, the mentor can advise relevant training. The mentor can also provide opportunities to work on special processes and projects that require use of proficiency.
  14. 14. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM With the rise in the number of B-schools, the employability standard of MBAs has drastically fallen. A nationwide study of marks secured by 2,264 MBAs who sat for tests by recruiting companies found only that only 21 per cent could make the grade – An Employability Index of 21%. The number of MBA seats in India has grown drastically from 94,704 in 2006 to 4,72,571 in 2012 resulting in a 5-year compounded annual growth rate of 30%. Companies nowadays hire fresh MBA HR resources to create a workforce responsive to the needs of the economy like understanding of business and on-the-feet thinking. Nowadays decisionmaking skills are being valued more than ever. Surveys & Reports from Employers show that domain functional skills is an area which requires improvement for most job seekers. “Since high-paying jobs are still in short supply and the pace of hiring is still weaker, job seekers can surely expect competitions to be very high. Jobseekers have to be prepared for a more rigorous & challenging selection process. They can expect companies to grill them on applied knowledge of domain & functional skills via extra rounds of interviews.” Mr. AG Rao MD of Manpower Group Does this Training Course make students more ? Whether an Organization is hiring resources for its Talent Acquisition Team or Generalist Team or Talent Engagement Team or as HR Coordinators, HRDNET Certified students are always an ideal fit. HRDNET™ provides Organizations with MBA HR Graduates who are thoroughly trained on the Industry Best-Practices and can be readily deployed to HR Projects or Assignments within the shortest Turn-Around-Time. Compared to a normal MBA HR candidates who possess mostly theoretical & academic knowledge, HRDNET™-Trained Candidates have a genuine practical exposure which makes them job-ready & highly marketable. Few clear differentiators are highlighted below :  HRDNET Students have a practical experience on the complete Talent Acquisition Operational Workflow with sound understanding of recognized techniques and industry best-practices for successful recruitment  HRDNET Students have the working knowledge on all the areas of Payroll Management & Statutory Compliance like PF, ESI, PT, Payroll Structure, Calculations, Forms, Formats & Due dates etc., including Income Tax, TDS & Tax Planning for employees up to form 16 & Form 16 A. They have the proficiency to design CTC, design Gross Salary Breakup with regard to Minimum Wages Act, Income Tax Exemptions and other related labour acts  HRDNET Students have a profound knowledge & understanding of the real-world applications of HR Metrics, Workforce Analytics, Balanced Score-Cards, Dashboards and HR Tools  HRDNET Students have the working knowledge of measuring Employee Engagement and the realworld applications of psychological theories, research methods, and intervention strategies involving workplace issues on how Employers can build an Engaged Workforce
  15. 15. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Our practical-oriented functional skills-development training services has been recognized by many experts, B-Schools & successfully placed students as the finest Program available !  HRDNET™ Courses & thought-provoking sessions are taught by actual HR Professionals with a proven industry track-record  HRDNET™ training programs are designed by actual Managers who are responsible for hiring fresh MBA students in their organizations. Hence the focus of these training programs is to help candidates crack their Job Interviews successfully  HRDNET™ maintains the most practical Course contents as per the current Industry trends  HRDNET™ Training Programs provide the practical exposure to the students within the shortest possible time. Because the training is developed by industry specialists, students needn’t worry about the materials being less than accurate or behind the times for current information  HRDNET’s Program gives a lot of emphasis on real-world projects so that participants gain an understanding & insight of the various recognized techniques & practices  Participants experience a highly interactive, informative & balanced (75% practical and 25% theoretical) program. They learn in a supportive environment, and are challenged to develop their potential by putting the principles into practice. This type of learning helps many people learn faster, retain more information, and gain “marketable experience” which otherwise would not be possible. The Training Module help the candidates in developing the right professional attitude, responsibilities, people management and process management skills required to reach managerial career levels  HRDNET™ facilitators incorporate different learning styles into its presentations. Some people learn best through visual materials, others prefer written texts and manuals. By taking advantage of the different media types available on the Internet, our Instructors ensure that HRDNET remains the best in Professional Course Development and Presentation meeting the highest standards. The training materials are designed to present information in a clear yet succinct manner so that the student grasps the concepts being explained  HRDNET™ Training Programs offers a Placement Assistance Guarantee to all participants who scores above 60% in the Certification Evaluation
  16. 16. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM SL Activity Tentative Deadlines 1 Finalizing of Training Batches & its Timings (mutually conducive to students, institution & the Trainer) Before/Within 2 Days of Training Purchase 2 e-Books Shared for Orientation (students need to read these before course commencement) Before 1 Week of Course commencement 3 HR Software Access URLs, Login IDs & Passwords During the Training Session 4 Course PDFs & Important Links to Resources & Case Studies During the Training Session 5 Training Course Commences Within 2 Weeks of Training Purchase 6 Objective & Descriptive Assessment After 2 Days of Training Completion 7 Scores & Course Completion Certification 8 Placement Assistance/Support for Eligible Candidates Within 2 Days of Assessment Starts immediately after Certification Important Note: Within 2 Days of completion of the HR Course, the students must take up an Assessment for 3 Hours Duration. Passing Score is 60% The details of the pointing system are as follows: Objective Assessment (A) 50 Marks 60 Minutes Descriptive/Subjective Assessment (B) 50 Marks 120 Minutes 5 Assignments (C) 100 Marks Weekly Assignment Submissions Total Score of a Trainee A+B+C Out of 200 Marks Passing Score = 120 Marks (60%)
  17. 17. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Co-Founder - Proconnect Consulting Co-Founder - Binarytechies Software Ltd avishek@proconnectconsulting.com avishek@binarytechies.com Avishek is a hands-on HR Professional and his core expertise lies in architecting customized HR Engagement Models for his clients & ensuring its timely delivery. Avishek’s key areas of expertise include Manpower Consulting, HR Analytics and Competitive Intelligence Research, Strategic HR Consulting, Start-Up and New initiatives, Business Management, Corporate Relations & Client Engagement Management, RPO Program Management and Training & Development. Avishek started his career with Oracle India Private Limited, Gurgaon in a Talent Acquisition & Talent Management role. He later moved into a more strategic & accountable (P&L) role as a Lead Consultant Staffing Solutions Group - ICT Vertical of MaFoi Ranstad where he was entrusted with the responsibility of ensuring growth & profitability of the Kolkata ICT Staffing Business. Driven by a constant need to strategize, innovate and perform, Avishek later replicated his success at Planman Consulting as a Kolkata Unit Head achieving 135% growth. Over the years, Avishek has mastered the fine balance of vision, instincts, insights, judgment and timing to succeed in tough conditions with revenue-building strategies and tactics. Avishek has always been a New Initiative Champion with the flair of building successful new initiatives right from scratch; putting together infrastructure, manpower, finance, systems, processes and necessary compliances. His successful ventures like Proconnect Consulting & HRDNET testify his abilities to drive ideas to successful implementations focused towards strategic growth. Currently he heads the IT Vertical for Proconnect Consulting and is responsible for building a highly responsive, scalable and customer focused technology recruitment services organization. Under his leadership, the team has successfully built on some of the renowned Fortune 500 MNC clients and successfully completed assignments in customized engagement and delivery models. Avishek’s strengths are in partnering with the client to ensure success by exploring a win-win association with innovative solutions like Exclusive / Project based / RPO / ERMO / Staff-Up models, apart from the regular contingent recruitment models. Avishek has been involved with volume hiring / ramp ups, mid to senior hiring, overseas placements and skill / industry mapping activities with several Tier-I clients. As a professional trainer, Avishek has facilitated over 2500+ Hours of trainings in the areas of Core HR, HR Analytics, HR Tools, Modern Talent Acquisition Frameworks & Strategies, Statutory Compliances & Payroll Management, Sales, Language Enhancement, Customer Service, Time Management, Stress Management, Presentation Skills, Executive Communication, Strategic HRM, Employee Engagement & Talent Management, etc. He has trained, motivated, mentored and lead talented professionals by example to deliver their very best. He is certified trainer of Generative Team Building Program, Advanced Trainer Techniques (L2TTT) and Hiring Skills. Avishek Datta currently leads the HR Domain Functional Skills Training & Development Initiatives at HRDNET
  18. 18. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Prince Thomas Program Manager - Learning & Development Ingersoll Rand, Bangalore Prince is a Facilitator & Coach with 10 plus years of rich corporate experience and 6 plus years of experience in Training Domain. He has worked with numerous blue chip organizations were he was associated with Training & Quality verticals as an external trainer through HRDNET. His educational accomplishments, rich and varied work experience and the opportunity to have lived and worked in numerous cultures gives him the knowledge to effectively bridge the gap in the participants. His areas of expertise includes Executive Communication , Team Building, Motivation Training, Leadership Training, Emotional Intelligence, Time Management, Thought Leadership, Public Speaking, Presentation Skills, Selling Skills, Conflict Resolution, Business Etiquette, etc. He is also a visiting faculty to various MBA colleges in like IIPM, IBMT, IILM, AMC etc. Having 3000+ hours of training experience with Junior, Middle, Senior Level Leaders and also students of various professional background (including Engineering and MBA), Prince never fails to deliver an impactful training. Suresh Kumar Regional Head - HR (South) ING Vysya Bank, Bangalore Suresh is an accomplished Life Skills Coach and an effective Leadership Trainer. His ability to establish a deep connection with the participants gives him the unique skill to leave an indelible mark in the lives of his trainees. His purity of purpose and dedication to his calling to be a trainer makes him a force to reckon with. Suresh has about 18 years of experience in conducting training programs for various levels of management in Fortune 500 companies. As a HR Skills Trainer on behalf of HRDNET, Suresh has facilitated over 2500+ Hours of trainings in the areas of Core HR, HR Analytics, HR Tools, Modern Talent Acquisition Frameworks & Strategies, Statutory Compliances & Payroll Management, Sales, Language Enhancement, Customer Service, Time Management, Stress Management, Presentation Skills, Executive Communication, Strategic HRM, Employee Engagement & Talent Management, etc. He has successfully trained, motivated, mentored and lead talented professionals by example to deliver their very best. Preetam Kumar Sahu Senior Marketing Manager Vodafone, Bangalore Preetam comes with more than 12 years of experience in Training delivery, Sales and Business Development. His focus and expertise lie in soft skills and behavioral training. He is certified on Extended DISC and on outbound facilitation skills. He has trained 5000+ employees from various departments at various levels in the last 8 years. He had been into training while working Sify Technologies & matrix Cellular. He has trained in areas of Leadership, Communication skills, Team work, Presentation skills, Selling skills and Customer service for various organizations. Preetam loves to read and meditate with travelling as his passion.
  19. 19. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Internships are the best way for you to gain practical exposure. Few companies even offer absorption based on an intern’s performance. Either ways, it adds immense value to your profile while you sit across that Interview Table. But the problem is most students often have no idea where to begin their job/internship search. Finding an internship is hard enough, finding one that is willing to provide relevant training to an intern is virtually impossible. And I’ve seen from other’s experiences, sometimes the experience you gain from Internship isn't what you'd hoped for and it doesn't help you build skills or contacts you want to use in the future. It’s just a waste of time & few people only do it for Academic Credits. And that’s where HRDNET stands out. Frankly, I used it as an experimenting platform because they were the only firm offering me an Internship in Talent Engagement. And at the end of it, boy was I surprised? Those 60 days were absolutely well spent as the experience I gained was substantive. It helped me enter the arena of EE which I always wanted to get into. The tip I’d like to give others is - Don't restrict yourself to internships in just one field. There’s much more to HR than just recruitments ! Preeti Krishnamurthy HR Shared Services, Cognizant Technology Solutions The 30 Day Program is something I can swear by now. Those 30 days have become the foundation for my personal and professional development. Special mention to my mentor Mrs. Soniya Raghavan who was readily accessible and shared a genuine interest in the student’s immediate professional success. This course kept me on the edge all the time. Suddenly I seemed to have no spare time ! My days were spent creating HR Scorecards or preparing Pay Slips or preparing the manpower plan for my Model Organization. It got me involved deeply with so many facets of HR functions that for a moment I thought that I was actually employed somewhere. The practical assignments were so challenging that I experienced a few sleepless nights. Which in a way is good as I am now mentally prepared to accept any challenges my employer throws at me. All the hard work paid off when I landed myself a job with Wipro. An extremely challenging course which brings out the best in a person. I would recommend it to all ! Sourav Saha, HR Generalist, Wipro Technologies I found this program way more stimulating than my MBA curriculum. My biggest takeaway from this training was Avishek's lecture sessions on Recruitment Strategies. Simply loved the way he first exposed me to some actual challenges in hiring niche skill mandates for his company IBM and the way he helped me prepare a Strategy for it. He guided me through the entire process to finally tackle the problem with an out-of-the box solution which was truly amazing. Special thanks to my mentor for his constant cooperation, patience and guidance. Truly it was an experience I never had got even in my MBA College. And it was basically because of these innovative techniques and an overdose of practical knowhow, I was rather able to impress the Interviewer. Thanks HRDNET & Nishant Sir for helping me get placed with Accenture. I’ll recommend this course to others. Vivek Sharma, HR Recruiter, Accenture This course for me was a revelation, an eye opener rather. Suddenly I felt that in spite of doing my MBA from a reputed B-School, I knew so little about the actual day to day issues and to quickly come up with practical solutions to resolve it. The faculty for the course especially was able to add valuable real world experience and tangible examples from their background and course materials. Focus was always on current and emergent trends in HR and the various tool-based training approaches to areas such as Analytics, Payroll and HRM was definitely beneficial for me. This course was short, crisp and filled with useful bang-on-target tips & tricks that’ll help me a long way. It could be easily called as a refresher course on HR. Realistically speaking, not all Internships offer the same value and credentials as Internships aren't always what they appear to be. Students with no prior experience are just thrown into a hectic schedule with huge amount of irrelevant or extraneous work, usually because someone has to do it. Finally I decided to try a paid service like HRDNET. And I must admit, this 30 days course helped me expand my career possibilities by giving me the required wisdom. Internships at HRDNET proved to be an invaluable reality check. The kind of time and money I had spent starting up my career finally paid off. Today I can say that Internships are an important professional orientation. It's an important career decisionmaking time, when working as an intern, and seeing what you like, what you don't like, and what you can actually achieve. HRDNET gave me that clarity. Arnab Sanyal, HR Generalist, Tata Elxsi CV Arun Kumar, HR Generalist, Justdial
  20. 20. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Few months ago, it seemed as if HR jobs are hard to come by. I felt like if I can't find an HR job, then all that studies and preparation would go wasted and I'll end up being a TeleCaller in some Consultancy for the rest of my life. But when I approached HRDNET, the first thing they made me realize is that Internship Programs are the primary entry point to fulltime employment. In today’s competitive world, Summer Internships are nothing less than a high-stakes try-out to land the perfect first job. Think of it as the job interview that lasts all summer long! And while most companies would provide me with a lousy experience, I felt HRDNET provides something way more than just resume-padding. HRDNET’s HR Internship Opportunity is a great platform for students like me who have limited connections and are unable to do a meaningful Internship in a reputed organization. Thanks to this course and a 90 days Internship, I was prepared in the best possible way to enter my dream career. I’d strongly recommend this course over any other Summer Internships. Those 90 days were totally worth it ! Bunking college? Highly recommended! But only if you are using that time to do some learning outside the classroom. HRDNET to me is a fantastic platform to keep up with trends, build knowledge and gain perspective. One great thing about this unique training program is that it’s designed to make students take initiatives and get hands on experience in the real world so in a process they gain meaningful knowledge and skills. At the end of the day, we are burdened with enough theoretical knowledge in our MBA Course, who needs more of that? Rather HRDNET taught me that the real learning for a student lies beyond the four walls of a classroom. This platform did indeed enable me to gain a respected entry to the field of HR. Sheldon D'Souza, HR Recruiter, Bharti Airtel Smita Sinha, HR Recruitment, ANZ Beyond the transfer of knowledge, my memories of the course will remind me of the relationships formed with my instructors and mentors who were so supportive. The course, especially the group video sessions enhanced my communication skills to prepare me for my career. Live projects, discussions and articles on current events helped me stay updated with the HR Industry trends. Truly appreciated the new concept of engaging the people from the Industry to interact & teach college-goers like us. The knowledge transfer did work its charm and landed me a job with Sonata Software. Nisha Bhasin, HR Recruiter, Sonata Software Pursuing an excellent course like this and that too from the comfort of my home has certainly been a turnaround decision of my life. Being from a non-metro city, my scopes for a good Internship or any additional Industry interface beyond the regular MBA Curriculum was limited. This 60 days program gave me the much needed overall learning and development but also gave me enormous opportunities to think out of the box & enhance many other latent skill which I soon realized were my biggest strengths. In the current scenario, where descent HR jobs are hard to find, I must appreciate HRDNET for the efforts taken in connecting us Freshers with the Industry veterans. Today, I work as a HR Exec with Essar and I enjoy the work. The work culture is really good and I am thankful to my Mentor Mr. Subhojit Dutta for giving me this opportunity to apply for Essar. Praveen Pandey, HR Recruitment, R Systems Shyamalima Guha, HR Recruiter, Essar Telecom To be honest I took up this course to get a work experience certificate which I thought might be an added advantage while appearing for my Job Interviews. But the 30 days of training and another 30 days of Online Internship was a true game changer for me. I had done a 3 month’s Internship before but this was absolutely different. Working on such an involved model, I learnt such things I never did in my previous Internship. The career counseling provided was the icing of the cake. The course did work its magic charm in helping me to get into my dream destination. Nawaz Khan, HR Recruiter, Reliance Retail
  21. 21. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Training Course HRDNET™ CERTIFICATE COURSE FOR PROFICIENCY IN HR Course Duration 2 Months Training Delivery Mode Online Virtual Classroom Mode delivered via Teamviewer  M1 - The Modern Talent Acquisition Framework & Strategies - 20 Hours  M2 - Global Human Resource Management & the Staffing Policy - 12 Hours  M3 - Employee Engagement, Talent Management & Retention – 12 Hours Modules Selected  M4 - Fundamentals & Real-world Applications of HR Analytics & HR Tools – 16 Hours  M5 - Statutory Compliance & Payroll Management – 16 Hours  M6 - Executive Communication for Modern Day HR Professionals – 4 Hours Break-Up of our Professional Training Charges Trainer's or Facilitator’s Fee 11,000.00 HR Software Provisioning Charges 500.00 Assessment & Evaluation Charges 200.00 Mentorship Charges 500.00 Certification Charges & Postal Charges 300.00 Placement Assistance Charges Per Eligible Student Total Course Fees (including Placement Charges) 2,500.00 15,000.00
  22. 22. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Over the past 3 years, HRDNET has trained over 2500 MBA Students across India. Here are a few Institutions where HRDNET's practical-oriented training services were deployed & were recognized as the finest Functional Skills-Development Training Program available:           T John Group of Institutions AMC Group of Institutions IIPM National School of Business SJB Institute of Technology IIAS School of Management Bharathiya Vidya Bhavan Institute of Management Science EMPI Business School Heritage Institute of Technology IISWBM - Indian Institute Of School Welfare and Business Management Few Organizations where HRDNET had provided Training : Techno Brain Zylog Systems Global Edge HDFC Bank Muthoot Group Hyundai Motors Atlas Copco Pegasystems K Raheja Corp Maersk Global Abbott India Harita Techserve Collabera Blue Star Ltd VFS Global TESCO Geometric Café Coffee Day Pantaloons Infogain Lupin Limited Fortis Healthcare
  23. 23. HR TRAINING, DEVELOPMENT & MENTORING PLATFORM Bangalore Training Centre 429, 2nd Floor 12th Cross West Of Chord Road 2nd Stage Mahalakshmipuram Bangalore 560086 www.hrdnet.in info@hrdnet.in 080 2669 0047

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