Gain leaders’ trust to sharpen the human capital agenda

Navigate across contexts to create Understand business imperatives, tangible impact connect people initiatives Learners empowered through bespoke projects last year

Flagship certificate courses for HR Journeys covering professionals HR across roles and career stages

Bespoke HR capability journeys for organizations

Alumni Course refer someone recommendation for a course score

HR Professionals empowered to impact business outcomes Comprehensive Assessment

Assignment

Learning Lab

Online Discussion

E-Learnings

Registration

Talent Capability Performance Compensation Supply Development Management & Rewards

Winning Managing & Personal Being a Final People Leading Effectiveness Business Assessment Strategies Change Driver

Day 1 Day 2 Day 3 Day 4 Assessment

Learning journey spanning across four contact classes and a comprehensive online assessment

Online Learning Modules* Online Discussion Boards*

*Active for one year Final Assessment

Assignments

Class Participation

Online Discussion • Final Assessment can only be taken after attending all eight modules E-Learnings • Minimum 50% is required in the final assessment

• At least 50% aggregate score is required to complete the certification What HR needs to know about Business? Understand the impact of HR on business outcomes

Objectives

• Understand the strategic styles and core capabilities of different organizations through SWOT analysis in order to determine relevant employee competencies and create a compelling work environment

• Understand how to align talent supply strategy with business strategy and reflect on your organization’s talent supply strategy Outcomes • Understand how to align the reward strategy with business strategy and reflect on your organization’s performance strategy • Ability to examine the common business issues which companies are facing today and learn if these • Understand capability requirement for different organizations and issues are people or process related reflect on your organization’s capability growth strategy • Improve personal effectiveness and credibility by building the essential skills needed to engage business leaders and line managers in meaningful conversations about the business Personal Effectiveness for Next Gen HR Analyze gaps in your skillset and upskill to meet business requirements

Objectives

• Introduction to Next Generation HR and discussion on competencies required as HR moves from a ‘business partner’ to a business driver’

• Understand the factors of personality measured by ADEPT-15 Outcomes • Appreciate different personality styles and their impact on working relationships • Understand your personality, leadership style, and work style, as well as your strengths and how to • Create development plan for personal effectiveness 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 Talent Supply Create a business-aligned talent strategy

Objectives

• Analyze and providing input for the pros and cons of the different channels (agencies, direct applications, etc.)

• Identify the pros and cons of buying versus building internal talent. Develop new and creative ways of sourcing

• Identify manpower requirements, assisting in the coordination Outcomes the development of a quarterly recruitment plan • Understand the company’s competition, market • Advise and guide interviewers and assessors on the different trends, business cycles and their impact on the components used throughout the selection process and explain availability of qualified and or experienced onboarding and orientation candidates

• Design and train 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 Capability Growth Create an impactful L&D plan to ensure constant learning

Objectives

• Identify how changes in the business strategy impact 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 Outcomes • Understand the performance matrix and determine the priorities • Determine the organization capabilities that your when you make investments in training and development 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 Performance Management Create a PMS that drives high productivity

Objectives

• Identify challenges in the design and development of performance systems. Recommend and design a performance planning process based on culture and business strategy

• Develop principles for communicating and cascading business goals to business lines and employees Outcomes • Designing a performance review process covering how to evaluate achievement of goals including measurements, pitfalls • Develop principles and guidelines of linking and relevant examples. Design and develop a recognition employee goals to business goals to support program performance strategy

• Proactively identify any challenges or difficulties for managers

• Ensuring a fair and transparent process of recognizing employees Compensation and Rewards Leverage rewards to attract and retain top talent

Objectives

• Understand how to align your reward strategy with your business strategy, explore how different business strategies require different people strategies

• Choose the right comparators and benchmark Positions

• Practice market pricing skills Outcomes • Talking to the Business About Pay • Articulate the organization's compensation strategy effectively to managers and employees.

• Conduct job matching to select identify appropriate jobs 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 Being a Business Driver Emerge as an effective business partner across functions

Objectives

• 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 Outcomes • Understand how investments in talent supply, capability growth • Understand the linkage between human resource and high performance drive business performance results and business performance, and learn effective skills to communicate with business • Practice how to build a compelling business case combining departments different elements of the HR value chain • Use data to set priorities, and maximize your investment profit

• Learn the importance of transforming from a functional role to process-oriented role. Managing and Leading Change Master the people side of change

Objectives

• Introduction to the psychology of change and understand different forms of change resistors within the organization.

• Understand the importance of communication in managing change ,conduct stakeholder analysis for transformation

• Understand the impact of change and the knowledge, Outcomes behaviors required to be change ready, identify and prioritize action steps • Have a deep understanding of change and the accompanying challenges, learn the lessons of • Identify stakeholder issues that will help and hinder change success or failure of change programs before completing a change impact assessment • Learn HR’s role and impact on the 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

Vamsi leads the Rewards Consulting practice for ITeS Industry vertical for 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 Karavadi Vamsi brings diverse industry experience, notably from the Senior Technology and FMCG sectors. Prior to Aon he was with Rewards Consulting Nokia India in Chennai as a lead in setting up their HR (ITES), India Shared services operations support Nokia Globally. His key clients include JP Morgan, WNS, Barclays, and RBS among others. Vamsi has masters in Human Resource Management from XLRI, Jamshedpur and a Bachelors in Mechanical Vamsi's Mantra Engineering. 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 , Strategy and 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, he leads the leadership development sub practice nationally and works with clients on organization effectiveness and talent and leadership development related interventions. He works primarily with large business houses on designing, Sankalp Mohanty implementing, sustaining and measuring RoI from group wide Leader, programs. Aon Hewitt Knowledge Center 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, Sankalp’s Mantra Tata Motors, Fuji Xerox and Vedanta Resources. Innovation distinguishes Sankalp has a Masters degree in Economics from the Delhi between a leader and School of Economics. a follower Steve Jobs Kamakshi is a Consultant with Aon and is a part of the Talent & Performance Consulting practice. Kamakshi specializes in the area of Organization Development & Change Management and has been involved in Project Management as well as delivery of consulting assignments. Prior to joining Aon, Kamakshi has worked with Accenture focusing on Performance Management, Career Management, Talent Development & HR Transformation. Kamakshi holds a post graduate degree in Human Resource from International Management Institute (IMI), Delhi along with a Bachelor’s degree in Information Technology Engineering. Kamakshi Gupta Senior Consultant, Talent & Performance

Kamakshi's Mantra There is no substitute for hard work Thomas Edison Kartik has more than 13 years of experience across both Consulting and Corporate organizations. In his 3+ years stint with, 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 & 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 Kartik Rishi has authored articles for the client newsletter and has also Senior Consultant presented in conferences/ seminars. Talent and Performance Prior to Aon, 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's Mantra Kartik is a Post Graduate in Management from Symbiosis Institute of Management Studies, Pune. He also holds a There is no substitute Masters Degree in Economics from the Pune University. for hard work Thomas Edison

Learning Center Course Calendar Terms & Conditions Classroom sessions Click to Download Click to view 32 hours

Online Participant Certification Discussion Board Handbook Certified HR Business Active for one year Pre-reads Partner 12 hours

Connect with us [email protected] +91 9717 300621 Course Fee (inclusive of taxes) INR 65,000 Participation will be confirmed post payment Aon AHLC Inquiry Mailbox Vishisht Dhawan [email protected] [email protected] 011 39585050 919819488433