Diploma Course in Human Resource Management (HRM)
What you'll learn
- Get Diploma in Human Resource Management
- Get ready-to-use Templates for Employee Manual, Leave Policy, Job Application Form, Offer Letter, Appointment Letter, Joining Report, Master Data, Experience Certificate, Performance Management policy, Goal setting, Appraisal Form, Disciplinary Enquiry, Employee Pulse survey, Exit Form and many more
- Demos: Job portal, Onboarding, Payroll Processing, HRIS and many more
- Analyse various case studies and articles
- End-to-End HR Functions
- Explain how the role of HR in the company changes with change in functions and policies
- Design competency based job analysis
- Perform recruitment from various channels and learn common terminologies in different departments and key industries
- Design Performance Management system for any organisation
- Explain the importance of Labour laws and Statutory compliances for HRs and key objectives of different labour laws
- Design salary structure in such a way that it creates a win-win situation for employer and employee both.
- Explain the steps to be followed in disciplinary enquiry to avoid penalties later
- Apply Instructional System Design techniques, analyse the problem statement, suggest training objectives, design and develop as per BLOOM's taxonomy and measure the effectiveness of the training program
- Apply different concepts in Industrial Organisational psychology
- Analyse the performance of HR department
- Practice live projects to assess your understanding
- Understanding of the English language.
- Interest in Human Resource Management
- Interest in Business, Leadership and Management
Starts from Beginner (Fresher) --> Intermediate (HR Manager) --> Advanced (HR Practitioner/HR Management Consultant)
Here we cover all the 3 levels.
Human Resource Management is concerned with the people dimension in management. It is the Management of Human resources by attracting, developing, utilizing, retaining and motivating the human resources to achieve organisation’s objective. Or in simple terms, effective and efficient management of the human resources of office to achieve company’s objective. Here you will learn about all the functions of HRM in detail with interesting sessions, live projects, case studies, articles, demos and templates
Human Resource Management (All the levels - Basic to Advanced)
This programme will cover all the functions of HR with real-life examples.
In the introductory module, you will get to know the actual scenarios HRs faced in company and how to smartly overcome challenges.
In manpower planning, learn about various factors you should keep in mind while doing manpower planning and what are the recent trends in different industries.
In job analysis, the main focus would be on competency-based job analysis. Many companies are moving from traditional job analysis to competency based job analysis.
In the recruitment and selection module, learn about current trends and the common terminologies used.
In Training and Development, you would be able to do Instructional System Design, how to do proper analysis, write measurable objectives and ace trainings.
In labour laws, know about the key labour laws and their objectives. Also latest amendments.
In remuneration and compensation, design salary structure and create a win-win situation for employer and employee both. Become confident in TDS calculations.
In performance management, know about various methods in performance management.
In the disciplinary procedure, practice the steps which should be followed to avoid penalties later.
In HRIS, learn MS Excel, Google drive and SaaS products
In HR Analytics, calculate and analyse common metrics and the future trends
In emails, improve your email etiquettes and learn the techniques in email marketing.
In Employee Engagement, practice various Psychological tips for employee engagement and the current trends
In Business acumen, know the common terminologies and concepts
Human Resources of a company play a very role in the success of a company. Hence having a strong background in the same is really essential.
Section 1: Introduction to Human Resource Management
1. Self Assessment
To check your current knowledge of HR domain
2. What is HRM?
Explain the meaning of Human Resource Management.
Explain the nature, scope, and objective of HRM.
Explain how the role of HR grows and changes with the size of the company.
Explain the correlation between the industry (number of employees) and the number of HRs required.
Describe the evolution of HRM, globally and in India.
Explain the meaning and differences between different terms related to HRM.
3. Functions of HRM
Describe in brief the different functions of HRM.
4. Challenges in the HR role
Describe the challenges faced in HRM.
Debunk the myths about an HR.
5. HR - Competencies Required
List the competencies required by an HR
Explain the importance of each competency.
Section 2: Manpower Planning and Job Analysis
1. Meaning and Importance of Manpower Planning
Explain the meaning and importance of right manpower planning. (Explain the meaning of manpower planning.)
Discuss the importance of manpower planning with the help of a case study.
Explain types of manpower.
2. Steps Involved in Manpower Planning
Illustrate the steps in manpower planning.
3. Example of steps Involved in Manpower planning
Illustrate the steps Involved in Manpower planning with an example
4. Factors in forcasting Manpower requirement
Describe different techniques of forecasting.
Describe the common factors affecting manpower planning
Describe the current trends in the industry.
Section 3: Job Analysis (Traditional and Competency-based)
1. Meaning of Job Analysis and Competency-based job analysis
Explain the meaning of job analysis and its components- job description and job specification.
2. Competency-based Job Analysis
Explain the competency based job analysis and its application.
Design a competency based job analysis.
3. Sources for Collecting Information
Describe the sources for collecting information.
Section 4: Recruitment and Selection
1. Meaning of Recruitment and Selection
Explain the meaning of recruitment and selection.
2. Steps Involved in Recruitment and Selection
Describe the steps in recruitment and selection.
3. Meaning of Sourcing
Explain the meaning of sourcing.
4. Different sources of Recruitment
Explain the different sources
5. Job portals
Use different job portals for searching candidates.
Apply the sourcing tips to search for candidates effectively.
Explain the various aspects of resume screening.
Apply various tips for screening resumes.
4. HR/Preliminary Screening call
Listen to a mock call and analyse the common mistakes made by an HR in an HR screening call.
Make an HR screening call.
Write a proper email sharing job details with the candidate.
5. Assessment Tests
Describe different types of assessment tests.
Explain what constitutes intelligent behaviour.
Understand the difference between intelligence and aptitude.
Explain the concept of IQ.
Describe different methods that are used to assess psychological attributes.
6. In-Person Interview
Describe structured and unstructured Interviews.
7. Common hiring biases
Identify common biases that are present while conducting in-person interviews.
8. Decision and Job Offer
Differentiate between offer letter, letter of intent, and appointment letter.
Apply tips on salary negotiation.
8. Background Check
Describe the current trends in conducting background checks.
Describe the current trends in onboarding.
11. Common Terminologies
Explain common terminologies with reference to recruitment and selection.
Explain the commonly used terms in different departments- IT, marketing, finance.
Explain the commonly used terms in the retail industry.
12. Challenges in Recruitment
Describe the challenges faced in recruitment.
Case-study - Google
Section 5: Training and Development
1. Meaning and Importance of Training and Development
Explain the meaning and importance of training and development.
Differences between training and development.
2. Communication basic - elements
Explain the elements and the importance of each
3. Communication basics - 7 Cs
Explain the 7Cs of Communication and apply it to improve the communication
4. ADDIE model
Explain the meaning of Instructional System Design (ISD).
Illustrate the ADDIE model.
Do Training need Analysis
Study 5Ws and 2Hs in detail
Design Session Plan
Explain the meaning of session plan.
Illustrate Bloom's Taxonomy.
Explain the different methodologies of training delivery.
Apply Bloom's Taxonomy to design a session plan.
Develop the training content and learn engagement tips
Delivering a Training Program
Apply the tips and tricks while delivering a training program.
Measuring the Success of Training Program
Explain the Kirk Patrick model
Section 6: Labour Laws and Statutory Compliances
1. Why do we need to be very strong in Labour laws
Explain the importance of Labour laws in the life of HRs
2. Labour Laws and Statutory Compliances
What are different labour laws and their objectives
Section 7: Remuneration and Compensation Management
1. Meaning of Remuneration and Compensation
Explain the meaning of remuneration and compensation.
2. Components of Salary
Explain the key components of salary.
3. Tax Deduction at Source (TDS)
Explain the meaning of TDS.
Apply the various tax exemption schemes of the government for tax saving.
List the differences between net take home salary, gross salary, and CTC.
Explain what form 16 is.
List the differences between financial year, assessment year and calendar year.
Design a salary structure.
Section 8: Performance Management System
1. Meaning and key steps
Explain the meaning of performance management system.
Explain the importance of effective performance management.
Illustrate the key steps in performance management system
2. What should we assess?
Describe different parameters that can be assessed
3. Performance Management System vs. Performance Appraisal
Describe performance appraisal.
Distinguish between performance management system and performance appraisal.
4. Key characteristics
Illustrate the key characteristics of an effective Performance Management system
5. SMART goal settings
Explain SMART goal settings
6. KRAs and KPIs
Explain KRAs and KPIs
7. Checklist method
Explain Checklist method
8. Critical Incidents method
Explain Critical Incidents method
9. Behaviourally Anchored Rating Scale (BARS)
Explain Behaviourally Anchored Rating Scale
10. Behavioural Observation Scale (BOS)
Explain Behavioural Observation Scale
11. Multi-source Appraisal
Explain Multi-source Appraisal and common types
12. Forced Distribution/Bell Curve
Explain Forced Distribution/Bell Curve
13. Assessment Development Centre (ADC)
Explain Assessment Development Centre
14. Balanced Score Card (BSC)
Explain Balanced Score Card
15. Management by Objective (MBO)
Explain Management by Objective
16. Objectives and Key Results (OKR)
17. Human Resource (cost) Accounting
Explain Human Resource (cost) Accounting
18. Psychological and Psychometric tests
Explain Psychological and Psychometric tests
19. Giving constructive feedbacks
Apply giving constructive feedbacks
Section 9: Disciplinary Procedure
1. Process of Taking Disciplinary Action
Describe the process of taking disciplinary action.
Describe different scenarios that occur in the workplace.
2. Handling difficult conversations
Explain the STAR model for sharing feedback.
Section 10: Human Resource Information System (HRIS)
1. Meaning and Scope?
Explain the meaning and scope of HRIS.
Describe common trends.
2. Working with MS Excel
Use the common features of MS Excel.
3. Working with Google Drive
Create a Google form.
Use Google Drive
Section 11: HR Analytics
1. Trends in HR Analytics
Explain the trends in HR Analytics
What is the future
2. Commonly used HR metrics
Explain and practice the commonly used HR metrics
Section 12: Business Communication
1. Email Etiquettes
Apply the do's and dont's of writing proper emails
2. Email marketing
Why HRs should know EMail marketing
Apply Email marketing effectively
Section 13: Employee Engagement and HR Branding
1. Employee satisfaction vs. Employee motivation vs. Employee engagement
Explain the meaning and importance of employee motivation, employee satisfaction and employee engagement
2. HR Branding
Explain the meaning of HR branding and its importance.
3. Importance and Key drivers
List the key drivers of employee engagement.
4. Industrial Organisation psychology
Explain Industrial Organisation psychology.
5. Conscious and unconscious mind
Explain the meaning and importance of Conscious and unconscious mind
6. Maslow's hierarchy of needs.
Describe the theory of Maslow's hierarchy of needs.
7. LSD model by Devdutt Pattanaik
Explain the meaning and importance of LSD model by Devdutt Pattanaik
8. DISC model
Describe the psychological attributes of people.
9. Belbin team role
Explain the Belbin team role to understand how people work in teams.
10. Types of leaves
Importance of leaves in work-life balance
Explain different types of leaves and how to design Leave policy
11. Know your competitors and trends
Know your competitors and trends and learn from them
Section 14: Business Acumen
1. Business acumen meaning and its importance
Explain the meaning of Business
Explain by HRs need to be very good in Business Acumen
2. Finance for non-finance people
Understand the commonly used terms with respect to business.
Explain the concept of net sale, gross sale, turnover, profits, margins, revenue, EBITDA, variable and fixed expenses.
Section 15: Leadership Quotient (LQ)
1. Self-assessment and common myths
Do self-assessment to understand the current perspective
Bust common myths in leadership
2. Softskills and Hard skills
Explain the meaning of Softskills
Explain the meaning of Harskills
Importance of both the growth of an individual
3. Conflict Management
Importance of conflict management
Learn interesting tactics for Conflict management
4. Assertive Communication techniques
Meaning of assertive communication
Learn various assertive communication techniques
5. Change Management
Apply ADKAR model of Change management
Starts from Beginner (Fresher) --> Intermediate (HR Manager) --> Advanced (HR Practitioner/HR Management Consultant)
Get Ready-to-use Templates for
Job Application Form
Performance Management policy
Employee Pulse survey
and many more
and many more
Analyse various case studies and articles
Who this course is for:
- Those who have interest in HR domain - Beginner to Advanced
- HR Management Consultants/Practitioners
- Business Owners/Entrepreneurs/Top Management/Managers
- Management students
- Want to work in companies
- Want to work as Freelance HR Practitioner/Management Consultant
- Want to start own HR Management consulting firm
Akaaro Consulting and Training is an HR, Legal and Financial Consulting firm founded by an alumnus of the University of Essex, United Kingdom and certified OD Consultant. Few of the companies worked with: Google, Uber, HSBC, ITC, JLL, PepsiCo, Saint Gobain, Cognizant, Shell, Hero Moto Corp, Gap, Nautica, Gant, Accenture, Thomas Cook, Ford, Princeton Review, Aeropostale, and many more.
Some of the trainings we deal in:
Being Effective Leaders, Presentation Skills, Managing Teams, Effective Decision Making, Time Management, Thinking out of Box, Data Science, Web Development, Selling Skills, Finance for Non-Finance People, MS Excel, Train-the-Trainer, Business Acumen, Inventory Management, Digital Marketing, Medical coding, Human Resource Management, Labour Law
and many more