The document outlines a catalog of HR training programs designed for internal HR teams, outsourcing solution providers, and consulting firms, led by Ms. Swini Deshpande and Mr. C.S. Thakar. It includes various courses on topics such as human resources basics, staff motivation, recruitment, performance management, and managing redundancy, along with the objectives and course content for each program. Each training course spans from one to two days, providing practical skills and knowledge relevant to HR professionals.

1. HR
Training
Programs
Catalog
For: Internal Hr
teams,
Hr Outsourcing
Solution Providers
and Hr Consulting
Firms
Coaches : Ms. Swini
Deshpande and Mr. C.S.
Thakar

2. 2|Page

3. Contents:
S.no. Program Name Duration Page No.
1 Human Resources Basic Program 2 days 3 to 4
2 Staff Motivation Program 1 day 5
3 Managing Absence 1 day 6
4 Recruitment & Selection 2 days 7 to 8
5 Interviewing Techniques Program 1day 9 to 11
6 Training Needs Analysis 1 day 12 to 13
7 Managing Diversity 1 day 14 to 15
8 Performance Management 2 days 16 to 18
9 Managing Redundancy 1 day 19 to 20
10 Performance Appraisals 1 day 21 to 22
11 Coaching & Mentoring 2 days 23
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4. 1. Human Resources Program 2days
Objectives
After this Human Resources training course, delegates will have knowledge of:
• The current and future role of HR specialists
• Planning for people
• Patterns of work in flexible organizations
• Recruiting and selecting the right people
• Equality in practice
• Training and development with purpose
• Performance management
• Rewarding employees
• Job evaluation
• The ethics of HR
• The basics of employment law
• The skill set for HR specialist
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5. Course Content
• Objectives and introductions
• Welfare to internal consultant: the changing role
• The basics of best HR practice in:
• Planning for people
• Utilizing people productively
• Finding the right people
• Developing the organization through developing people
• Managing performance and development
• Putting value on jobs and rewarding appropriately
• Handling the ethical issues
• Achieving equality
• Measuring progress
• An outline of key employment law issues
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6. 2. Staff Motivation Program 1 day
Objectives
After this Staff Motivation training course, delegates will be able to:
• Understand people’s motivations at work
• Understand the relevant and proven theories of motivation and how they apply in workplace
• Practice motivational techniques
• Understand how job satisfaction can influence motivation and what can be done to enhance it
• Provide an action plan
Course Content
This Staff Motivation Skills course is designed to teach you:
• To understand people’s motivations at work
• To understand the relevant and proven theories of motivation and how they apply in workplace
• To practice motivational techniques
• To understand how job satisfaction can influence motivation and what can be done to
enhance it
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7. • To provide an action plan
• To understand why people work
• To understand the theories behind motivation
• How to apply good motivational techniques
• How to motivate oneself
3. Managing Absence 1 day
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8. Objectives
After this Managing Absence training course, delegates will:
• Understand the cost of absence.
• Have appreciation of the need to manage absence effectively.
• Know how to set up an absence management policy.
• Have interpersonal skills involved in dealing with absence notification and
return to work interviews.
• Have an understanding the link to the disciplinary procedure.
Course Content
• Welcome and introductions and discussion of objectives.
• The cost of absence.
• Establishing an absence management policy.
• Implementing the policy.
• Handling the sickness notification call.
• The return to work interview.
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9. • Skills and behaviors for conducting the interview appropriately.
• Practice in conducting return to work interviews.
• Managing sickness review discussions.
• Linking to the disciplinary process.
• Personal action planning.
4. Recruitment & Selection 2 days
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10. Objectives
Having completed this Recruitment & Selection training course, participants will be able to:
• Develop job specifications and person specifications to fit current
recruitment needs of the business
• Examine selection methods and their effectiveness in helping identify
the best interview candidates
• Develop communications and techniques in order to get the best out of
recruitment interviews
Course Content
Introduction:
• Types of interview
• Basic requirements
• Communication
Preparing for the interview:
• Factors that could affect the interview
• Gathering information
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11. • Planning & setup
• Objective and question setting
Interview Conduct:
• Controlling the interview
• Questioning techniques
• Active listening
• Non verbal communication
• Creating rapport
Analyzing the vacancy:
• Job Specification
• Candidate profile
• Selecting the candidate
• Selection methods
Recruitment interview:
• Creating the right environment
• Organization representation
• Employment legislation
• Analyzing the interviewee
Induction plans:
• Developing plans
• Short and long term objectives
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12. 5. Interviewing Techniques Program
1day
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13. Objectives
At the end of the Interviewing Techniques training course, delegates will be able to demonstrate a
better understanding of how to:
• Work with a person specification
• Recognize a credible C.V.
• Understand the importance of interviewing effectively
• Understand the styles of selection interviewing
• Identify the key criteria for the job
• Work with company interview forms and check sheets
• Understand the concepts of group interviewing
• Use good questioning techniques
• Understand the benefits and skills of effective listening
• Understand how to make and select the best candidate
• Build rapport with candidates in order to gain relevant information about
their background and experiences
• Recognize behavior, type and temperament traits
• Have greater confidence in their ability control the interview
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14. • Be aware of interviewing, selection, recruitment issues relating to fairness,
race, sexual orientation, ethnic background and religion
Course Content
• Introductions, Course Objectives and Ice Breaker
• Designing your selection process
• An Interview is a “Life changing experience”
• What sort of person are you looking for?
• Relating The Person Specification to the Job Description
• The Person Specification
• Evaluating C.V’s application forms and covering letters
• Behavioral interviewing skills
• Look for specific situations, innovations and solutions to problems selecting
your team that will make a difference!
• Competency based interviewing
• Observing
• Summarizing
• Note taking
• Handling questions from the candidate
• Time and meeting management
• Sample of information required –
• How do you find out?
• How can you check if a person is a good communicator?
• How can you check if a person would make a good team leader or manager?
• How can you check if the person is good with figures and money?
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15. • How can you check if the person would be good with customers (internal
and external)?
• How can you check if the person is a good organizer?
• Effective Interviewing Skills
• How can you check if the person is a “team player”
• How can you check if the person is creative and an ideas person?
• How can you check if the person is trustworthy?
• How can you check if the person is a good time keeper?
• How can you see if the person is good at prioritizing and managing their time?
• How can you check if the person can work on their initiative and are self motivated?
• Understanding the concepts of group interviewing
• How would you recognize specific personality traits and behavior in
group interactions?
• Room layout
• Effective listening
• Controlling the Interview
• What not to do in Interviews
• Questioning Techniques
• What style and methods of questioning will you use?
• Writing comments on Interview Forms
• Factual
• Defendable
• Unbiased
• Unambiguous
• The Selection!
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16. 6. Training Needs Analysis 1 day
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17. Objectives
After this Training Needs Analysis training course, delegates will be able to:
• Prepare a plan for the identification of current and future training needs.
• Select and use information-gathering techniques effectively.
• Analyze the information to prioritize training needs.
• Produce a training plan showing solutions, priorities and benefit projections
Course Content
Training Needs Identification:
• Identifying training needs in a business-driven context
• Linking to corporate vision, strategy and organizational objectives
• Recognizing training needs revealed by business performance shortfall.
A Systematic Model:
• Understanding the stages of the systematic training needs analysis model;
• Logical sequencing
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18. • Identifying residual, present and future training needs
Collection and Analysis of Information:
• Collecting information about knowledge and skills requirements for specific
job competencies
• Sources of information
• Using and adapting survey instruments, questionnaires, interviews, observation.
]
Developing Solutions:
• Appropriate training interventions
• Producing the initial action plan
• Determining priorities
• Identifying ‘achievement windows’
• Defining costs, success criteria and benefits.
Reports:
• Structuring written reports and presentations on training needs and priorities
• Writing behavioral objectives
• Using persuasive techniques and follow-up activities to
support recommendations.
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19. 7. Managing Diversity 1 day
Objectives
By the end of this Managing Diversity training course, delegates will be able to:
• Achieve a clear understanding of diversity and the different forms it can take.
• Understand the differences between diversity and equal opportunities.
• Recognize the benefits that diversity can bring to your organization.
• Build a business case for introducing a culture positively embracing diversity
In to your organization.
• Understand the key employment legislation and the impact on your business.
Course Content
• Defining Diversity in the Workplace
• Understanding the concept of diversity
• Exploring the difference between diversity & equal opportunities
• Identifying the impact of diversity on your business
• Best practice for a diverse working environment
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20. • Identifying how diversity benefits the organization, both directly and indirectly
• The effect of diversity on organizational behavior
• Understand the impact of demographic and market changes
• Managing Diversity at Work
• Legislation and developments
• Preparing for the introduction of the ‘Age discrimination’
• Identify diversity issues in your organization that need to be addressed
• Action Planning
• Implementing diversity in your work place
• Planning your key next steps
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21. 8. Performance Management 2 days
Objectives
Having completed this Performance Management training course, participants will be able to:
• Understand the aims of performance management
• Identify acceptable standards of performance.
• Conduct effective reviews of performance
• Set SMART objectives
• Manage the performance of the ‘star’, the ‘plodder’, the ‘peaked’ and the
‘poor’ employee
Course Content
What is Performance Management?
• Responsibility for getting the best results from staff
• Performance not personality
• Structuring expectations
• Importance of planning
Standards of Performance and Behavior:
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22. • Considering the circumstances
• The skills needed
• Understanding the skills
• Assessing the skills
• Setting the standards
• SMART objectives
• Team and individual objectives
Types of Performance:
• Approaches for managing the performance of the four types of employee –
the ‘star’, the ‘plodder’, the ‘peaked’ and the ‘poor’
• In addition, managing the performance of those who think they are brilliant
but who actually are mediocre!
Leadership:
• The role of the leader
• Attributes of a leader
• Maintaining authority and respect
• Leadership styles
• Achieving results through others
• Improving individual performance
Motivation - The Vital Ingredient:
• Motivation factors
• Motivational techniques
• Practical steps in motivation
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23. • Different people with different needs
Managing Performance:
• The value of ongoing performance management
• Evaluating progress and achievement
• Maintaining flexibility to business change
• Recognizing and closing performance gaps
• Revising standards
• The role of coaching in performance management
Coaching:
• Adapting your style
• Organizational alignment
• Making skilled interventions
• Giving constructive feedback and praise
• Link to appraisals
9. Managing Redundancy 1 day
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24. Objectives
After this Managing Redundancy training course, delegates will be able to:
• Understand the law as it applies when a redundancy situation occurs
• Manage the redundancy process and procedure within the law and according
to best practice
• Understand the process, skills and methods of communicating difficult messages
to those staff affected by the redundancy process
• Be aware of actions that need to be taken to communicate with and manage
the motivation of remaining staff
Course Content
This 1-day workshop is practical & interactive using discussion groups, activities and exercises to explore
and develop the necessary skills.
• What is a redundancy - the key principles and according to the law
• Meeting statutory requirements – a look at the law on redundancy
• An appreciation and understanding of the procedural steps to follow when
dealing with a redundancy situation
• The law as it applies to the various stages of redundancy
• Your role and responsibilities in the redundancy process
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25. • When and how to consult, and who to notify
• The principles of consultation
• The duty to consult. When, who and how to consult
• The rights of redundant employees
• Planning redundancy selection - the impact of various methods on the organization
• Implementing a selection strategy
• Selection criteria
• How to avoid the pitfalls
Breaking the news
• Process and skills of communicating difficult messages to staff affected
• Professionally preparing and managing your emotions in a potentially
Stressful situation which managing a redundancy programme presents
• Supporting those at risk
• Alternative employment: definition of and requirements according to the law
• Outplacement service guidance and career support
• Helping the survivors
• Communicating & gaining understanding of the reasons why some of
their colleagues have been made redundant
• Sustaining motivation and focus amongst the remaining workforce
10. Performance Appraisals 1 day
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26. Objectives
Having completed this Performance Appraisals training course, participants will be able to:
• Understand the purpose of the appraisal process and your role and
responsibilities as appraiser
• Plan, prepare and structure a review
• Remain fair and consistent, avoiding bias
• Achieve honest and open communications
• Learn how to listen and give clear and specific feedback
• Define areas for appraise development and set clear objectives
• Tackle performance problems and sensitive issues effectively
• Conduct appraisals in a confident and professional manner
Course Content
The Importance of Staff Appraisal:
• Defining aims, purpose, objectives in order to improve performance
• Developing an Effective Appraisal System
• Frequency of appraisal, supported by one-to-ones and informal review
• Action plans and development plans
Your Responsibilities:
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27. • Approaching appraisals with confidence
• Getting balanced and honest feedback on performance
• Effective Planning for the Appraisal
• Gathering the information you need: drafting an appraisal plan
The Appraisal Meeting:
• Establishing open and honest communications
• Questioning and listening skills
• Planning and conducting a structured, balanced and participative discussion
• Review of current compared to previous performance
Managing the Performance:
• Providing evidence
• Dealing with conflict
• Addressing issues of poor performance
Setting SMART objectives:
• Adopting an Assertive and Confident Appraisal Technique
• Interpersonal skills within the appraisal meeting
• Inspiring confidence in the appraisal
• Overcoming resistance and handling uncooperative individuals
Giving Feedback
• Completing the appraisal minutes
• Using positive and action promoting language
• The Follow-up Process
• Identifying areas of concern
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28. 11. Coaching & Mentoring 2 days
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29. Objectives
On this Coaching & Mentoring training course delegates will understand:
• How coaching can be used to improve individual performance
• The relationship between coaching and other performance
management techniques
• The key coaching styles (input and output)
• The coaching process and skills
• The role of the mentor and mentoring programmes
Course Content
• Coaching styles: Input and output coaching
• Coaching in the context of other performance development techniques
• Applications for coaching
• Measuring results
• Coaching Process: A coaching model
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30. • Developing empathy
• Questioning techniques
• Putting coaching into practice
• Mentoring: Structuring a Mentoring programme to give benefits to the
company and individuals involved
• Who needs mentoring and who makes a good mentor?
• Responsibilities, skills and overcoming problems
• Defining and developing the mentoring relationship
Coach Profile Ms. Swini A. Deshpande
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31. Qualifications:
• Commerce graduate from Pune University in 1998.
• Advance Diploma in computers software system and Application in 1999
• Post graduate in Masters in Personnel Management from Dr.D.Y.Patil Institute of
Management & Research, Pimpri, Pune in 2003
• Diploma in Training and Development (ISTD) from ISTD – New Delhi, 2010
Experience
• A dynamic professional more than 10 years experience in HRM broadly in Recruitment,
Training & Development, Performance Management Systems, Policies & procedures and
Administration.
• Worked with Industries like Insurance, Power & Construction, Service Industry and
Automobile. Currently running own business as HR Consultant i.e. SS Consultancy
Services, Pune
• Also done successfully Implementation of ISO/TS 16949 and ISO 14001 & OHSAS 18001.
Certified Internal Auditor for ISO/TS 16949 and ISO 14001 & OHSAS 18001.
• Trained people in many Industries as well as Institutes i.e. HR, Engineering, BPO, IT,
Automobile etc.
Contact details:
Linked In Public Profile: in.linkedin.com/pub/swini-deshpande/15/35a/846
Cell: +91 9545456996
Email: swinideshpande@rediffmail.com
Coach Profile: Mr. Chandrashekhar
Thakar
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32. Experience:
• Ex AVP-H.R., Reliance Infrastructure Ltd.
• H. R. Professional with a background of Commerce & an approach of law with a rich track record
of 35 years
• Worked in maximum Domains and premium Companies of Mumbai under the work culture of
TQM/ ISO & ERP
• Worked with TCS, Blue Star, Shapoorji Pallonji, Ichbaan Honda, Patni, Reliance etc.
Specialties
- Executive Coach
- Group Trainer
- H.R. Consultant
- Visiting Faculty for HR/ Law/ Marketing & Finance
Contact details:
Cell: +91 9987682497
Email: shekhar.thakar@gmail.com
Linked In Public Profile: in.linkedin.com/pub/chandrashekhar-thakar/13/600/914
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