HR TRAINING INSTITUTE

GRABIT – HR

Course contentsOur aim is to groom you as 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

• 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

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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.

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COURSE OVERVIEW• PowerPoint Delivery in LCD Projector

• Comprehensive Real-time Examples & Concepts•

Interactive Session Assignments & Assessments(Case Study)

• Online Chat / Training Session/ Telephonic Support.

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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.

Getting Started

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 RecRecruitment & Selection• Pre 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 Challan's)• Professional tax• Labour welfare

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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

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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

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Compensation & Benefits • Insurance

• Provident fund

• Bonus

• Gratuity

• Rewards

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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.

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Leave Management• SL-Sick Leave

• CL- Casual Leave

• EL/PL- Earn Leave

• Compensatory off

• Maternity leave

• Leave without pay-LWP.

HR Policy

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• 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.

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Executive HRM• Industrial Relation & dispute

• Employee Grievances• • Employee Relationships

• Employee feedback

• Exit Interviews

• Quality Process

• HR Audit, ISO Audit

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Reports and Records • Preparation of all type of HRIS for HR and

Management.

• Payroll Software, HRMS Software

• MIS Reports

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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.

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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, markets

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

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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?

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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

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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.

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Industry Overview• Current Industry Trends.

• Changing business scenario.

• HR as Business Partner

• Job prospect in coming years.

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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 QuestionsHow - What - When - Where - Who - Why

• Close ended QuestionsDo you - Did you - Can you - Will you - Could you - Would you -

Should you

• Prompting/ encouraging expressionsTell me…, Describe …For example?, For instance?, In what sense?How come?, In simpler terms

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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• Maintain consistency in the questions asked

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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• Maintain consistency in the questions asked

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MEDIA/GALLERY

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MEDIA/GALLERY

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Eminent HR Professionals