Certified

Professional L&D

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CONTENTS

#1

Learning Promise

Quick Snapshot

Learning Experience

#2

Learning Anchors

Point of View

Program Snapshot

Evaluation Criteria

Module Details

Course Curriculum

#3

Commercials

Calendar

Connect with Us

Registration Details

#5 Learn from our Best Consultants

Architects

#4

Aon Hewitt Learning Center is on a mission to provide real learning to help HR impact business outcomes. We bring together our consulting insights and capability building expertise to create highly-specialized learning journeys for HR professionals.

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LEARNING PROMISE

Effective Partnership

Technical Expertise

Business Acumen

Gain leaders’ trust to sharpen the human capital agenda

Understand business imperatives, connect people initiatives

Navigate across contexts to create tangible impact

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QUICK SNAPSHOT Alumni refer

someone for an AHLC course

40%

200

HR leaders are a part of our alumni community

8000

Is the median participant experience

Alumni feel empowered to drive business

results

10 years

80%

HR professionals have received training via our

courses

1

2

Flagship certificate courses for HR professionals

Bespoke HR capability journeys for organizations

Our Capabilities

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LEARNING EXPERIENCE

Registration

E-Learnings

Online Discussion

Learning Lab

Assignment

Comprehensive Assessment

Get your courseware

Connect with peers

Learn from our best consultants

Reinforce your learning

Certify your learning

Register

Point of View Our Learning Anchors

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COMPETENCY FRAMEWORK FOR L&D PROFESSIONALS

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Expe

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Effe

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Partn

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Busi

ness

Ski

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Business Acumen

Strategic Alignment

Performance Consulting

Champion Change

Career Planning and Talent Management

• Instructional Design

• Program Delivery

• Evaluation and Measurement

• Technology • Learning Principles

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NEED FOR COMPETENCIES

Competencies help drive desired behaviours in organizations, and help build culture – hence, they must be aligned with the goals and values of the organization

Build Desired Culture

Enhance Talent

Capability

Integrate People

Systems

Competencies are the basis for building the capability of the workforce, and consequently should be selective – they must draw employee focus around areas that are critical for individual and organizational success

Competencies help integrate various People Management systems – Recruitment, Training, Performance and Career Management – and therefore are widely applicable to all employees of an organization

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BUILDING L&D ALIGNED BUSINESS SCORECARDS

FINANCIAL

CUSTOMER

PROCESS

CAPABILITY

Cost Quality Time Function Relationship

Growth Strategy

Long-term Shareholder Value

Return Strategy

Develop new

products

Build the brand

Make the sale

Deliver the product

Service the customer

Skills and competencies

Technology and databases

Knowledge assets

Context, climate, Culture

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EVOLUTION OF TRAINING DESIGN

ILT (Knowledge based learning)

Blended (Skill based learning)

Skill development (Performance based learning)

Linear (ADDIE - Analysis; Design;

Develop; Implement - Evaluate)

Iterative to some extent (RAD Rapid Application

Development model)

Fully iterative (SAM Successive

Approximation model)

Evolution of Learning Needs

Evolution of Instructional Design Models Linear Agile

Course Curriculum Tune up the learning engine of your organization

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PROGRAM SNAPSHOT

Online Learning Modules* Online Discussion Boards*

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

Day 1 Day 2 Day 3 Webinar Assessment

*Active for one year

Design and

Development

Learning Enablers

Winning People

Strategies

Business Aligned L&D Scorecards

Value Based Consulting

Learning Technologies

Personal Effectiveness

for L&D Professionals

Final Assessment

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EVALUATION CRITERIA

40%

20%

20%

10%

10% E-Learnings

Online Discussion

Class Participation

Assignments

Final Assessment

• Final Assessment can only be taken after attending all seven modules

• Minimum 50% is required in the final

assessment

• At least 50% aggregate score is required to complete the certification

MODULE DETAILS

Objectives

Outcomes

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• Understand the strategic styles and core capabilities of different organizations through SWOT

• Understand work environment and work climate needed for high performance

• Develop employee competencies and create a compelling work environment

• Create competency-based learning roadmaps to anchor capability building initiatives

• Understand the business expectations from learning and development

• Learn how your business strategy will drive the core capabilities and people strategy within the organization

• Deploy skill hierarchy to prioritize learning needs and drive strategic business priorities

1 Winning People Strategies Create competency-based learning roadmaps to drive business outcomes

MODULE DETAILS

Objectives

Outcomes

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• Understand business’ perspective on L&D team’s effectiveness in meeting commercial goals

• Configure L&D enablers – high impact priorities, job capability and business alignment to influence business decisions

• Leverage 70:20:10 model to configure the ideal mix for learning interventions

• Cascade business imperatives and people imperatives towards the L&D strategy

• Become aware of the key business issues and their expectation from L&D

• Use progressive tools to design an effective business aligned L&D strategy

2 Learning Enablers Configure the learning enablers to create a compelling L&D strategy

MODULE DETAILS

Objectives

Outcomes

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• Understand how to drive L&D as a business instead of a support function

• Apply balance scorecards framework to build a business-aligned L&D scorecard

• Plan for resourcing, budgeting and infrastructure

• Understand and plan to overcome challenges in

alignment with business

• Deploy appropriate metrics to track the effectiveness of the L&D scorecard

• Optimize resource alignment and deploy an effective governance mechanism

3 Business Aligned L&D Scorecards Design, track and execute a business-aligned scorecard for the L&D function

MODULE DETAILS

Objectives

Outcomes

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• Learn how to distinguish performance issues with the lens of criterion- reference-instruction

• Evaluate a problem, cost associated with it, environmental drivers and benefits of a solution in a consultative and planned way

• Innovate the current way of resolving a business need

• Re-focus on revenue generation and cost saving

• Learn to implement human performance model

• Develop consultative approach for greater

• buy-in and implementation of learning outcomes by identifying the root causes

• Emerge as a trusted advisor to the business

4 Value Based Consulting Apply the human performance model to emerge as a trusted advisor to business

MODULE DETAILS

Objectives

Outcomes

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• Understand parameters to evaluate the efficacy of training programs

• Draw a comparative analysis for ADDIE and SAM (Successive Approximation Model) to design content

• Learn the benefits of early-stage discovery and setting protocols for gathering support

• Master the design lifecycle: story writing, prototyping, review cycles, revision strategy and facilitation aids

• Harness and implement the best possible approach of program design and development

• Leverage an agile way of program design to deliver on learning outcomes

• Appreciate the nuances of an ongoing evolution process; govern the design principles throughout the lifecycle

5 Design and Development Master an effective approach to program design and development

MODULE DETAILS

Objectives

Outcomes

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• Learn the current trends in program design and delivery

• Understand different learning technologies and their impact in varied scenarios such as geographies, generations and changing business environment

• Create a macro level plan that brings impetus to your learning dashboard through learning technologies

• Learn how technology tools can bring in a synchronous learning environment

• Learn the value proposition of learning technologies

• Gain better insight on how technology can be leveraged to engage the workforce

6 Learning Technologies Drive the technology engine for better program dissemination across different scenarios

MODULE DETAILS

Objectives

Outcomes

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• Explore the critical success factors for L&D professionals

• Understand the factors of personality measured by ADEPT

• Appreciate different personality styles and their impact on working relationships

• Create a development plan for personal effectiveness

• Understand your personality, leadership style and work style, as well as your strengths and how to improve your effectiveness

• Create a roadmap to become a future-ready L&D professional

• Sharpen competencies that lead to both business and personal advancement

7 Personal Effectiveness for L&D Professionals Navigate your personality to emerge as an effective L&D manager

Architects Access the best minds in the industry: experiences, insights, growth. Delivered.

LEARN FROM OUR BEST CONSULTANTS

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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

LEARN FROM OUR BEST CONSULTANTS

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Radhika started her consulting career with Aon Hewitt, joining the firm as a Management Trainee in the year 1997. She plays a pivotal role in defining and implementing the talent strategy for our clients. In her 16+ years at Aon Hewitt, her work has spanned across industry segments, large conglomerates, multinational corporates and governments. She has been instrumental in designing and executing several key talent initiatives and has played the role of Project Director in several client assignments.

She has also consulted extensively in the areas: of visioning, HR strategy, career management, organization transformation, performance management and capability development.

Radhika is the thought leader in leadership capability building and has helped organizations institutionalize the process of leadership development. She sits in board level assessments and advises CEOs on succession planning and transition management.

An Economics postgraduate from Gokhale Institute of Economics and Management postgraduate from Tata Institute of Social Sciences, Radhika is currently also leading the research on ‘Top Companies for Leaders’ study in India.

Radhika Gopalkrishnan Partner,

Leadership Consulting

Radhika’s Mantra An organization’s ability to learn is the ultimate competitive advantage

Jack Welch

LEARN FROM OUR BEST CONSULTANTS

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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

LEARN FROM OUR BEST CONSULTANTS

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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.

Karik’s Mantra

Kartik Rishi Senior Consultant

Leadership & Assessments

There is no substitute for hard work

Thomas Edison

Registration Details Take the leap: simple three step registration and welcome real learning

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COMMERCIALS, CALENDAR & CONNECT WITH US

Connect with us aonahlc@aohewitt.com

011 39585050/ +91-9999831378 Course Fee (inclusive of taxes)

USD 1200 Participation will be confirmed post payment

ADEPT-15TM

Personality Assessment Tool

Online Discussion Board Active for one year

Participant Handbook Pre-reads 10 hours

Certification Aon Hewitt Certified L&D Professional

Course Calendar Click to view

Terms & Conditions Click to view

Learning Center Classroom sessions

32 hours

CONTACT US Aon AHLC Inquiry Mailbox: aonahlc@aonhewitt.com Amit Kumar: amit.kumar.29@aonhewitt.com