powerpoint presentation...organizations through swot analysis • identify the work culture and...
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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
Change
Management
Learning and
Development
Winning
People
Strategies
Performance
Management
Compensation
and Rewards
Being a
Business
Driver
Final
Assessment
E-Learnings
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all six 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
• 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
• 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
• 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
• 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
Rajiv has over 25 years’ experience in successful business
leadership roles. He has worked at CXO level for organizations
in Pharma, Healthcare, Education and Service sectors. He has
led teams and organizations to innovative solutions and
greater achievement. In his previous roles, he served as the
CEO of leading Education Sector organization, ICRI; Business
Head at Randstad India; GM at NIS Sparta, Asia’s biggest
training & consulting organization and group company of NIIT
and; Sales Head/Product Manager at GSK. Rajiv has
experience in researching concerns, pre-validating, designing
customized training interventions and done facilitation for
development of skill and effective behaviors to help
organization meet defined objectives. He is also empaneled
Coach & Trainer with Skyline Group International, USA, Right
Management, SHRM, People Builders, Australia, Speak First,
UK. Some of his key clients include: Genpact, Honda,
Panasonic, Airtel, ICICI, Hero MotoCorp, Unilever, Shopper’s
stop etc. He has worked across Industry Segments s.a.
Automobiles, FMCG/D, Telecom, Manufacturing, BPO, BFSI,
e-commerce, PSU’s etc.
Rajiv has done his MBA and his qualification include Carlson
Learning, US (DISC Management Strategies):Competency
Assessment, Personal Profiling System, Leadership Profiling,
Huthwaite Research Group, UK (SPIN Selling)
Rajiv’s Mantra
Knowledge comes but
Engagement lingers
-Lord Tennyson
Rajiv Verma
Empaneled Facilitator
Arlene Karanjia is an empaneled facilitator with Aon with more
than 15 years of overall experience.Arlene has worked with
Vedanta and Amway before moving to a career in facilitation
and coaching. She focuses on organizational and people
growth training programs. Over the past 10+ years she has
helped nurture several learning partnerships across industry
verticals through trust and delivering results. Arlene is a sharp
observer and can be rated above average on assessments. A
highly impactful facilitator for Leadership Development and
Teams. She is thankful for a rewarding journey while delivering
quite a few training programs and an opportunity to partner
with clients like Tata Teleservices, Aditya Birla, JP Tech
Arlene Karanjia has gained enormous insights and value while
working with clients across multiple industries - Telecom,
Retail, Information Technology
Arlene Karanjia
Empaneled Facilitator
Arlene's Mantra
Culture eats strategy over
breakfast
Peter Drucker
Vijay is an empaneled with Aon’s Leadership and Talent
Consulting practice. Vijay brings a mix of experiences covering
line HR, consulting skills, business development, project
management and people management in the course of a
nearly 20-year career. In addition to consulting with clients
across India, he has also overseen consulting assignments in
Oman, Sri Lanka and Bangladesh.
Prior to his current role, Vijay headed the Employee Relations
function for India operations at Birlasoft Ltd., which had a
workforce of 2,700+ people across 5 locations. He was
responsible for performance management, compensation,
communication and innovation.
Vijay has worked with clients across industries such as Wipro,
Volvo, Infosys, MRF, Orchid Pharmaceuticals, Colgate
Palmolive, SBI Life insurance, Tata BSS, Max India, SOS
Children’s Villages. He has coached and mentored executives
at several organizations, including JLT India, United Spirits,
and Hindustan Zinc.
He is an MBA from Symbiosis Institute of Business
Management, Pune and has completed his BE (Computers)
form DY Patil college of Engineering, Pune. Vijay’s Mantra
Innovation distinguishes
between a leader and
a follower
Steve Jobs
Vijay Gopal,
Empaneled Facilitator
Connect with us
+91 9717 300621 Course Fee (inclusive of taxes)
INR 65,000Participation will be confirmed post payment
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Classroom sessions
24 hours
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6 hours
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