hr certifications and careers

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Professional HR Associations and

bodies, Certifications & Career in

HRM

TEAM 11 Sec B

ASIM KUMAR VERMA-2010056

GAUTAM BANSAL-2010075

HITESH BABBAR-2010079JAYA DADLANI-2010084

JHANVI THAKKAR-2010086

KARISHMA DATTANI-2010092

PRATEEK CHATURVEDI-2010295

Winners don't

do different

things, they do

things

differently

Shiv Khera



We are responsible for whatwe are, and whatever we wishourselves to be, we have thepower to make ourselves. If what we are now has been theresult of our own past actions,it certainly follows thatwhatever we wish to be in

future can be produced by ourpresent actions; so we have toknow how to act.



Professional HR Associations

� Professional HRassociations, like theircounterparts in other fields,aim to keep membersinformed, interconnected,and employed.

� They have achieved varyinglevels of success pursuingthese goals via memberdirectories, publications,

discussion groups, awards,local chapters, vendorrelations, governmentlobbying, and job boards.



Three Traditional Membership Benefits

Knowledge SharingNetworking

Certification



National Institute of Personnel

Management� Indian Institute of Personnel Management (IIPM) was the

first voluntary organization focused on the field of humanresources in India, formed by a voluntary association of professionals in the year 1948.

� IIPM was considered a parallel body to the Institute of Personnel Management, UK.

� In 1980, IIPM merged with the National Institute of LabourManagement and gave rise to the National Institute of Personnel Management, the "only all India body of

professional managers engaged in the profession of personnel management, industrial relations, labourwelfare, training and HRD in the country."



Objectives

� To spread the message of ProfessionalManagement in Human Resource Managementand Development.

� To promote an awareness of ProfessionalPersonnel Management at all levels in differentorganizations.

� To organize activities and programmes at both

the national and chapter level with a view toupgrade the skills and professional standards of its members.



Continued

� To serve as a forum for exchange of ideas andexperiences and collection and dissemination of information on management in general and

personnel management, industrial relations,human resources development and labour &social welfare, in particular.

� To promote and safeguard the status and the

interests of personnel management, industrialrelations and labour welfare at work places andthe interests of those engaged therein.



CERTIFICATION OFFERED BY NIPM

� NIPM has been conducting academic conferring PostGraduate Diploma in Personal Management (PGDPM)since 1978.

� The Post Graduate Diploma in personal Management is

recognized by Govt of India for recruitment to superiorposts and services under the Central Government

� The course offered by NIPM equips a student withvarious Personnel Management and GeneralManagement subjects like Organizational Behavior,Industrial Relations and Labour Laws, Management of Human Resources etc. which helps an individual todevelop its acumen to enhance Human Resources.



The whole purpose of education is to turnmirrors intowindows. ----Sydney

J. Harris



The Indian Society for Training &

Development (ISTD)

� Established in April 1970

� National level professional & non-profitsociety registered under the SocietiesRegistration Act, 1860

� ISTD seeks to bring together individuals fromGovernment, industry, education and such

other institutions to evolve and developimproved and effective HRD/Training practicestools and technologies.



� Affiliated to the International Federation of

Training and Development Organisations

(IFTDO), USA and Asian Regional Training and

DevelopmentOrganisations (ARTDO), Manila.

� ISTD organises Training Programs, all over the

country both at Chapter and National Levels



CERTIFICATION OFFERED BY ISTD

� Diploma in Training & Development, was

introduced in April, 1979. This is the only

professional course recognized by Govt. of

India for Training of Trainers in the country

and is designed to meet today's training / HRD

challenges.



NATIONAL ACADEMY FOR TRAINING

AND DEVELOPMENT (NATAD)

� An Institution under the Aegis of ISTD.

� Dedicated Centre of Excellence offering high qualityLearning and Training Programmes for the Corporate

and the Academic World.� To design, develop and deliver world class training

programmes in Training & Development, HRD andrelated areas for Organisational Excellence.

�

To provide first rate comprehensive consultancyservice related to all aspects of Training &Development for Excellence.



Advanced Post Graduate Programme

in HRD (APGPHRD)

Integration of 17 Stand-alone Masters

Certificate Modules.

Few Certificates are :-

� HR Balanced Score Card

Leadership Development Statutory Dimensions of HRM



NATAD is aiming to become a repository of

Knowledge and a Centre for Consultancy and

Research in HR. The Academy is also striving

to be a means of channelizing young and

energetic HR professionals towards ISTD.



Education is what

remains after one

has forgotten

what one has

learned in

school. ~Albert

Einstein



NATIONAL HRD NETWORK



Introduction

� An association of professionals

� Promoting the HRD movement in the country

�Enhancing the capability of human resourceprofessionals

� Enhancing competitiveness and creating value

for society



Key Objectives

� To help stimulate positive forces for humanizingsystem

� To augment knowledge and skills relevant to HRD

� To generate, acquire and continuously developnew knowledge and skills

� To generate, acquire and continuously developnew knowledge and skills

� To disseminate HRD knowledge and skills amongHRD professionals



Contd..

� To strengthen the HRD movement in the

country

�

To break new ground for the HRD movement� To develop and maintain standards of

professional excellence in HRD

�

act as a clearinghouse for all referrals relatedto HRD activities



Types of Memberships

� Institutional Membership

± Annual Membership offered to organizations

interested in promoting research in the field of

HRD

± Willing to offer financial support to the Network

� Individual Membership

± Any individual interested in HRD, having someknowledge and experience to share with others



Contd..

� Student Membership

± Those who are undergoing full-time post-graduate

education in management, social sciences, and

such other fields related to HRD

� Members Honoris Causa

± An individual who has made an outstanding

contribution towards the promotion of humanresources development



Rights and Privileges of members

� The right to vote

� Services offered by the Network

�Concessions for Networks seminars

� One copy of HRD Newsletter



Vice President Human Resources

� A vice president human resources is

responsible for oversight and management of

the human resources department of an

organization

� Primary responsibilities of a vice president

human resources include providing strategic

leadership and vision to the organization as faras human resources are concerned.



If you think

education is

expensive, tryignorance. ---

Derek Bok



� Founded in 1948 as ASPA.

� Officially changed name to SHRM in 1989.Currently has 340 staff members and 2,50,000

members across 140 countries.� Head by a volunteer board of Directors from

different dimensions of HR including

professionals, academic profiles and SHRMrepresentatives.

� Mission-encourage research works by providingsponsors, funds and educational support.



CERTIFICATIONS

� Process for earning credentials.

�

Eligibility-Candidate must completeeducational prog. From a recognized institute

in HR.

� Process includes demonstration of knowledge,

experience and learnings from the field of HR.



LEVELS OF CERTIFICATION

� Based on 2 factors:

Years of service to HR field.

Ability to pass the examination.

� Levels of Certification: PHR

SPHR

GPHR

PHR-CA/SPHR-CA



� SHRM India is a wholly owned subsidiary.

� SHRM India is devoted to support the

professionals and advancing the profession of human resource management in India.

� SHRM India's mission is to leverage the

strengths of the professionals and to share

information and advance the human resource

profession in a global community.



He who opens a

school door,

closes a prison. ----- Victor Hugo



Career in HRM

�There are careers involved with employment,

recruitment and placement.

�

The Career paths lead from technical HR jobs topositions in senior HR management, such as

Manager of Compensation, VP of Labor

Relations, Director of Employment and others.



HR consulting

� Upcoming field

� Organizations employ the services of HR

consultants to either find solutions or helptide over issues relating to people in the

organization.



International HRM

� Offers insights into the diversity of

employment systems from both comparative

and cross-national perspectives.

� Gain insight into international business

operations with an emphasis on the

institutional distinctiveness of business

systems



HR Analyst

� Related to the human resource and recruitment

industry wherein the primary task is to interview

and recruit prospective candidates.

� The HR Analyst oversees the effective

implementation of human resource programs,

manages the compensation, benefits,

recruitment, employee relations, training andpersonnel/payroll transactions for the

organization



Education would be muchmore effective if itspurpose was to ensure thatby the time they leave

school every boy and girlshould know how muchthey do not know, and beimbued with a lifelongdesire to know it. ~WilliamHaley



General and Operations Manager

Plan, Direct, or coordinate the operations of companies.

Formulating policies, managing daily operations.

planning the use of materials and human resources



Employee Assistance Plan Manager / Employee

Welfare Manager

occupational safety and health standards and practices;

health promotion and physical fitness, medical examinations

first aid; publications; food service and recreation activities;

employee suggestion systems;

child care and elder care; and counselling services.



Recruiter

maintain contacts within the community and travel to

college campuses, to search for promising job applicants.

screen, interview, and occasionally test applicants. They also

may check references and extend job offers.

Familiarity with the organisation and its human resources

policies.



Personal management and development:

understand an employee and his skills for the job.

Help the employees to develop accordingly

capable of evaluate the employees individually.



Bibliography

� Human Resource Management by K

Aswathappa

�

Human Resource Management by Gary Dessler & Varkkey

� http://cornellhrreview.org

� http://www.wikipedia.com

� http://www.istdtrg.org



THANK YOU !!!

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