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Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiativesNavigate across contexts
to create tangible impact
Data-driven mindset to
deploy analytics in HR
▪ Team Building
▪ Goal Setting
▪ Workforce
Planning
▪ Interviewing
▪ Deployment
▪ Mobility
▪ Leadership
Engagement
▪ Pay
Differentiation
▪ Incentive Programs
▪ Market
Pay Levels
▪ Executive
Rewards
▪ Pay Branding
▪ Gap
Assessment
▪ Performance
Coaching
▪ Evaluation
Tools
▪ Competencies
▪ Leadership
Development
▪ Succession
Planning
▪ Skill
▪ Development
▪ Managerial
Capability
▪ Skill Gaps
▪ On-boarding
& Orientation
▪ Skill
Development
▪ Sourcing
▪ Screening
▪ External Vendor
Management
▪ Sourcing
▪ Employee
Relations▪ Benefits Design
▪ Base Pay
Positioning
▪ Employee
Surveys▪ Career
Development
▪ External
Branding
Learners
empowered
through bespoke
projects last year
Course
recommendation
score
Journeys covering
HR across roles
and career stages
Alumni
refer someone
for a course
HR
Professionals
empowered to
impact business
outcomes
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
Registration
Learning Lab
Assignment
Comprehensive
Assessment
E-Learnings
Online Learning Modules* Online Discussion Boards*
Learning journey spanning across four contact classes and a comprehensive online assessment
Day 1 Day 2 Day 3 Assessment
*Active for one year
Final
Assessment
Talent
Supply
Learning and
Development Analytics
in
HR
Winning
People
Strategies
Being a
trusted
advisor
Performance
Management
Change
Management
Compensation
& Rewards
Day 4
E-Learnings
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all eight modules
• Minimum 50% is required in the final
assessment
• At least 50% aggregate score is required to
complete the certification
Objectives
Outcomes
• Understand the strategic styles and core capabilities of different
organizations through SWOT analysis
• Identify the work culture and employee competency requirements
for each strategic style
• Evaluate the talent acquisition, performance, L&D and rewards
strategy in relation to the business strategy through an HR Plan
• Examine core business strategy and operating styles
and their impact on people strategy
• Identify key talent outcomes to be driven by HR BPs
based on understanding of business objectives
• Understand critical levers of people strategy to
deploy resources effectively
Winning People Strategies
Create a business-aligned talent strategy
Objectives
Outcomes
• Develop principles to cascade business goals to business lines
and employees
• Practice frameworks for both continuous and planned feedback
• Design a talent review process covering how to objectively
evaluate achievement of goal as well as future potential
• Understand Individual Development Plans and the input
required to create them• Link individual employee goals to overall business
goals in order to support the business strategic
direction
• Build capability in managers to enable effective
evaluation and feedback
• Create a sustainable high performance culture in
organizations by focusing on talent segmentation
and development
Performance Management
Create a PMS that drives high productivity
Objectives
Outcomes
• Analyze the competencies and skills which are needed for
successful job performance
• Identify the relevant tools to evaluate candidates against the
success factors
• Comprehend Behavioral Event interviewing and its impact on
hiring
• Understand the implications of the new workforce on talent
acquisition practices
• Build a holistic understanding of the desired
candidate for critical roles
• Leverage the relevant selection tools to make hiring
decisions
• Conduct effective behavioral interviews as a critical
tool in the selection process
• Modify talent acquisition practices basis the new
talent pools
Talent Supply
Ensure the right talent in the right roles
Objectives
Outcomes
• Uncover capability gaps for future readiness through training
need analysis
• Leverage the 70-20-10 model to design holistic learning
interventions
• Evaluate the impact of training at the individual and
organization level
• Learn about various trends in the L&D space which enhance
both efficiency and impact of learning interventions
• Determine the organization capabilities that your
company needs to execute its business strategy
• Provide the optimal sources of learning opportunities
to employees basis capability gap areas and learning
preferences
• Ensure stakeholder satisfaction with the learning
interventions provided
• Improve participation and participant experience
through use of technology
Learning and Development
Maximize the impact of learning interventions
Objectives
Outcomes
• Link business strategy and lifecycle stage to the rewards
strategy
• Understand the job matching process to benchmark with
competitors in the talent market.
• Comprehend the pay performance matrix to determine salary
increments
• Understand how to communicate the increments and
compensation to employees.
• Determine the organization capabilities that your
company needs to support through total rewards
• Estimate the market value of a job to ensure external
competitiveness for key roles
• Make critical salary decisions using an objective
framework
• Clearly communicate about rewards and increments
with managers and employees to enhance buy-in
and satisfaction
Rewards
Leverage total rewards to enhance performance
Objectives
Outcomes
• Develop an understanding of the 3 main types of analytics and
their appropriate usage in different HR areas
o Descriptive Analytics o Predictive Analytics o Prescriptive Analytics
• Develop strong foundational skills in statistics to deliver quality
results
• Approach HR problems with a critical thinking mindset• Drive short, medium and long term results through
effective application of analytics
• Create relevant hypothesis to test basis desired
talent outcomes in the organization
• Analyze data holistically and draw out trends and
insights
Analytics in HR
Build a strong foundation to champion and implement analytics
Objectives
Outcomes
• Appreciate the psychology of change and the different forms of
resistance within organizations
• Develop critical skills to lead large and small change initiatives
in your organization
• Conduct stakeholder analysis to plan appropriate actions for
buy-in
• Understand the capabilities and cultural environment required
to be change ready
• Proactively plan for the requirements and challenges
towards effective change implementation in an
organization
• Assess the interest of stakeholders to create
sponsorship
• Leverage communication channels to tackle
individual level resistance to change
• Embed change and agility in the operating fabric of
the organization
Managing and Leading Change
Master the people side of change
Objectives
Outcomes
• Understand the traits of a trusted business advisor
• Explore the needs and requirements of stakeholders and tailor
your approach to meet those needs
• Practice the art of listening, how to give advice and framing
business issues
• Drive commitment from business stakeholders for key talent
decisions.• Leverage the trusted advisor model to create
credibility and reliability with stakeholders
• Define the ideal state with stakeholders to help
everyone work in the same direction
• Develop influencing skills to garner buy-in and
support
• Renew the sense of commitment to the
stakeholders
Being a Business Driver
Emerge as an effective business partner across functions
Vamsi leads the Rewards Consulting practice for ITeS
Industry vertical for Aon India and handles some of the key
relationships in this space. Vamsi is the Captives subject
matter expert and has partnered with clients while pitching for
on shore opportunities.
Vamsi has led many compensation benchmarking, diagnostic
and design projects in the ITES & IT sector. He has led
complex projects involving benchmarking and design, job
evaluation, rewards benchmarking, pay range design and
compensation structuring. He also partners with clients in
workforce optimization and spend optimization initiatives.
Vamsi brings diverse industry experience, notably from the
Technology and FMCG sectors. Prior to Aon he was with
Nokia India in Chennai as a lead in setting up their HR
Shared services operations support Nokia Globally.
His key clients include JP Morgan, WNS, Barclays, Deloitte
and RBS among others.
Vamsi has masters in Human Resource Management from
XLRI, Jamshedpur and a Bachelors in Mechanical
Engineering.
Vamsi Karavadi
Senior Consultant
Rewards Consulting
(ITES), India
Vamsi's Mantra
Opportunity lies
where challenges are
Jack Ma
Pritish manages the Aon HR Learning Center (AHLC) portfolio.
In his role, he directly leads the business operations, sales and
go-to market strategy for AHLC. He also supports content
creation initiatives for various priority modules in HR and
manager capability. He enjoys facilitation and often leads
public programs for AHLC, apart from facilitator capability
building initiatives.
In his new role, Pritish also helps drive the commercial
strategy of the consulting business by focusing on new
business incubation. He also led the Aon Knowledge Center,
that drives the sales excellence and knowledge management
agenda of the organization.
Pritish has actively contributed to Aon’s flagship research: Top
Companies for Leaders and Best Employers. He has
published articles such as Engaged Leaders Drive
Engagement and Best Practices in Global Mobility. In his
earlier role, he was a part of a regional team which designed
the Best Employers 2.0 framework.Pritish’s Mantra
We shape our buildings;
thereafter they shape us
Winston Churchill
Pritish Gandhi
Leader,
Aon HR Learning
Center
Anirban leads Aon’s Rewards Consulting practice for its IT
Product and Engineering Design verticals. He is also
responsible for leading the Research and Insights group and
New Client Acquisition for the IT/ITES industry. In his time
with Aon, he has worked with several prominent organizations
in these sectors to help them rethink their approach to
managing rewards through insights into market best practices
and compensation trends.
Anirban specializes in the area of Broad Based Compensation
with expertise in domains like Rewards Strategy articulation,
Market Pricing, Pay Range Design, Budget modeling,
Organizational Structure and Design, Process and Policy
audits, Short term incentive design and Rewards
Communication solutions
Prior to joining Aon, Anirban was primarily engaged with the IT
and Professional Services sector with notable organizations
such as Dell, where he worked as the Global Lead for
Compensation for its Application and BPO Businesses,
Accenture, where he lead compensation for its Management
Consulting business and benefits for overall Accenture India
and IBM where he worked as a Compensation Partner for its
IT Infrastructure Support Businesses and Global Initiatives.
Anirban Gupta
Senior Consultant
Rewards Consulting
(IT), India
Anirban's Mantra
Success is short-lived
without risk and
innovation
Self
An engineer and MBA by education, Prakhar is involved in
human capital consulting assignments and is responsible for
Business Development, Project Management and Delivery.
He leads Life Insurance relationships in India and works
closely with MNC and Local Banks in India and Sri Lanka. He
has project managed and overseen large and complex
consulting assignments in the Financial Institutions both in
MNC and PSU space. His key solution areas include
Performance Management System Design, Reward Strategy
design and implementation, Succession Planning framework,
Compensation Benchmarking, Job Evaluation, Variable Pay
and Sales incentive Design.
Prior to his current stint at McLagan, Prakhar has worked with
The Boston Consulting Group as a Specialist Consultant and
with Deutsche Bank as HR Business Partner for Global
Transaction Bank , Asset and Wealth Management,
Investment Bank and Global Markets .At Deutsche Prakhar
lead a few key regional projects in the capacity of Asia Pacific
lead. He was awarded the Global HR recognition award at
Deutsche Bank and has represented the bank at the Economic
Times young leaders award .
Along with a University Gold Medal in Engineering, Prakhar
holds a masters in Human Resources from Tata Institute of
Social Sciences.
Prakhar Tripathi
Senior Consultant
Rewards Consulting
(Financial Institutions),
India
Prakhar's Mantra
Things do not happen,
Things are
made to happen
John F. Kennedy
Connect with us
+91 9717 300621 Course Fee (inclusive of taxes)
INR 65,000Participation will be confirmed post payment
Learning Center
Classroom sessions
32 hours
Participant
Handbook
Pre-reads
12 hours
Certification
Certified HR Business
Partner
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