Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiatives Navigate across contexts to create
tangible impact
Alumni refer
someone for an
AHLC course
HR leaders
are a part of
our alumni
community
Is the median
participant
experience
Alumni
feel empowered
to drive business
results
HR
professionals
have received
training via our
courses
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
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
Capability
Development Compensation
& Rewards
Winning
People
Strategies
Being a
Business
Driver
Personal
Effectiveness
Managing
and Leading
Change
Performance
Management
Day 4
E-Learnings
Online Discussion
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 style and core capabilities of different
organizations through SWOT analysis and derive a compelling
work environment and relevant employee competencies for
different organizations
• Understand how to align talent supply strategy with business
strategy and reflect on own organization’s talent supply strategies
• Understand how align the reward strategy with business and
strategy and reflect on own organization’s high performance
• Understand capabilities requirement for different organizations
and reflect on own organization’s capability growth strategy
• Align business and people strategies
• Measure how well your company’s current people
strategy is supporting the needs of your business
and design a people strategy for sustainable
competitive advantage
• Understand the role transition of HR and what Next
Generation HR should do to drive business results
Winning People Strategies
E-learning- What HR Needs to Know about Business ; Winning People Strategies
Objectives
Outcomes
• Introduction to Next Generation HR and discussion on
competencies required as HR moves from a “business partner”
to a “business driver
• Understanding the factors of personality measured by
ADEPT-15
• Appreciating different personality styles and their impact on
working relationships
• Creating development plan for personal effectiveness
• Understand your personality, leadership style, and
work style, as well as your strengths and how to
improve your effectiveness
• Understand the expected capabilities for next
generation HR and recognize your strength and
development needs
• Explore how your behaviors are influencing your
performance and relationships with others at work
Personal Effectiveness for Next Gen HR
Pre Work: ADEPT15TM Personality Assessment
Objectives
Outcomes
• Analyze and providing input for the pro's and con's of the
different channels (agencies, direct applications, etc.)
• Identify the pro's and con's of buying versus building internal
talent. Developing new and creative ways of sourcing
• Identify manpower requirements, assisting in the coordination
the development of a quarterly recruitment plan
• Advise and guide interviewers and assessors on the different
components used throughout the selection process and explain
onboarding and orientation
• Understand the company’s competition, market
trends and business cycles and their impact on the
availability of qualified and/ or experienced
candidates
• Design and training interviewers and assessors on
the methodology and processes used in candidate
selection
• Understand the components and process which
would need to be considered when developing the
recruitment strategy
Talent Supply
eLearning : Talent Supply
Objectives
Outcomes
• Identify how changes in the business strategy impact the
organizational capability and employee competencies an
organization requires
• Learn to engineer capabilities for the future through line inputs
on changing business strategies and focus on those critical few
areas which will be important for future performance
• Understand the impact/performance matrix and determine the
priorities when you make investments in training and
development
• Determine the organization capabilities that your
company needs to execute its business strategy
• Define the specific competency requirements for key
roles
• Set the right priorities to deliver the most value to the
business
• Learn to use inquiry skills when communicating with
leaders and improve your reliability
Capability Growth
eLearning : Partnering to Build Tomorrow’s Capabilities
Objectives
Outcomes
• Identify challenges in the design and development of
performance systems requirements. Recommending and
designing appropriate performance planning process based on
current culture and business strategy
• Develop principles and guidelines for communicating and
cascading business goals to business lines and employees
• Employ key knowledge and experience to develop principles
and practices for performance review. Designing performance
review process covering how to evaluate achievement of goals
including measurements, pitfalls and relevant examples.
Design and develop a recognition program
• Developing principles and guidelines of linking
employee goals to business goals to support
performance strategy
• Proactively identifying any challenges or difficulties
for managers
• Ensuring a fair and transparent process of
recognizing employees
Performance Management
eLearning : Performance Management
Objectives
Outcomes
• Understand how to align your reward strategy with your
business strategy, explore how different business strategies
require different people strategies
• Choosing Comparators & Benchmark Positions
• Market Pricing Skills Practice
• Talking to the Business About Pay • Articulating the organization's compensation
strategy managers and employees
• Conducting job matching to select appropriate job by
function and level to vendor's database.
• Refining salary structure based on market
information and business needs
• Managing annual budgeting exercise to determine
salary increases by performance and pay position
Compensation and Rewards
eLearning : Compensation Theory and Reality
Objectives
Outcomes
• Understand the traits of a Trusted Advisor
• Explore what the stakeholders in your life want and give it to
them – the way that they want it
• Practice engaging the business – the art of listening, how to
give advice, framing the issue through various activities
• Understand how investments in talent supply, capability growth
and high performance drive business performance
• Practice to build a compelling business case combining
different lessons
• Understand the linkage between human resource
results and business performance, and learn
effective skills to communicate with business
departments
• Use data to set priorities, and maximize your
investment profit
• Learn the importance of transforming from functional
role to process
Being a Business Driver
eLearning : Being a Business Driver : What the line Really Wants
Objectives
Outcomes
• Introduction to psychology of change and understand different
forms of change resistors within the organization. Understand
the importance of communication in managing change
,conducting stakeholder analysis for transformation and
communication plan for change
• Understand the impact of change and the knowledge,
behaviors required to be change ready. Determine behaviors to
stop/start/continue for transformation, identify and prioritize
action steps
• Identify stakeholder issues that will help and hinder change
before completing the change impact assessment in culture,
structure, process of job areas
• Have a deep understanding of change and
accompanying difficulties and challenges, learn the
lessons of success or failure of change programs
• Learn HR’s role and impacts in change process
• Learn to use Hewitt’s 5C change model to manage
the process
• Develop critical skills to lead large and small change
initiatives in your organization
Managing and Leading Change
eLearning : Managing and Leading Change
Anandorup Ghose leads Aon Hewitt’s Rewards practice for
South Asia. Prior to this role, he managed several client
relationships in the Middle East, Asia Pacific and India in the
areas of executive compensation design and benchmarking,
long term incentive plan design, sales incentive plan design,
governance structure definition, remuneration committee
advisory etc.
Moreover, he has also worked on some large scale merger
integration projects with clients in the region, primarily in the
field of telecom, financial services and oil and gas. His key
clients include the Aditya Birla Group, Mahindra, Genpact and
Tata Consultancy Services.
Anandorup is a regular speaker at several executive
compensation forums in industry associations such as All India
Management Association, FICCI, and Anchorage Society for
Human Resource Management.
He is ardent reader of the Economist and whenever time
permits he loves to travel and experience new cultures.
Anandorup Ghosh
Dean,
Aon Hewitt
Learning Center
Anandorup's Mantra
Culture eats strategy
over breakfast
Peter Drucker
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
Sankalp is an experienced consulting professional with more
than 12 years of experience (10 plus in HR consulting with Aon
Hewitt, Accenture Strategy and Mercer Consulting and the
balance in a APAC wide Total Rewards role with Baxter
Healthcare). He has a specialization in organization
effectiveness, leadership development, and HR merger
management, with experience in India and in the larger Asia
Pacific region.
At Aon Hewitt, he leads the leadership development sub
practice nationally and works with clients on organization
effectiveness and talent/leadership development related
interventions. He works primarily with large business houses
on designing, implementing, sustaining and measuring RoI
from group wide programs.
Sankalp is a certified Hogan assessor and coach. Some of his
key clients include - Ashland Inc, Aditya Birla Group, BAE
Systems, Birla Tyres, Cairn Energy, Celestica, HDFC Bank,
Max Group, Microsoft, Mylan Laboratories, Patni Computers,
Renesas Electronics, SMS Siemag, Tata Communications,
Tata Motors, Fuji Xerox and Vedanta Resources.
Sankalp has a Masters degree in Economics from the Delhi
School of Economics.
Sankalp Mohanty
Leader,
Aon Hewitt
Knowledge Center
Sankalp’s Mantra
Innovation distinguishes
between a leader and
a follower
Steve Jobs
Kartik has more than 13 years of experience across both
Consulting and Corporate organizations. In his 3+ years stint
with Aon Hewitt, Kartik has assisted firms across industries
such as Pharmaceutical, Manufacturing, Energy, Telecom,
Consumer Durables, IT and ITeS with their human capital
challenges in a diverse set of areas ranging from Organization
Strategy Map/ Scorecard Design, Organization Structuring,
Role Definition & Mapping, Job Evaluation & Grade Structure
Design, Performance Management, Competency Framework
Design, Assessments, Reward Strategy Design, Variable Pay
Design, Pay Range Design and Global Mobility.
Kartik has managed several key clients in these sectors. He
has authored articles for the client newsletter and has also
presented in conferences/ seminars.
Prior to Aon Hewitt, Kartik worked with Bharti Airtel in Human
Resources as a Deputy General Manager - Total Rewards and
Organizational Effectiveness. Kartik has also worked with
Ranbaxy in Human Resources and with Mercer and Ma Foi in
Human Resources Consulting.
Kartik is a Post Graduate in Management from Symbiosis
Institute of Management Studies, Pune. He also holds a
Masters Degree in Economics from the Pune University.
Kartik Rishi
Senior Consultant
Talent and
Performance
Kartik's Mantra
There is no substitute
for hard work
- Thomas Edison
Learning Center
Classroom sessions
32 hours
Online
Discussion Board
Active for one year
Participant
Handbook
Pre-reads
12 hours
Certification
Aon Hewitt Certified HR
Business Partner
Conducted in-house
Contact Us
Terms & Conditions
Click to view
Connect with us
011 39585050 Course Fee (inclusive of taxes)
₹65,000 Participation will be confirmed post payment
Related Documents
