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The seven core functions of HR are recruitment and selection, training

The seven core functions of HR are recruitment and selection, training and development, performance management, compensation and benefits, employee relations, compliance and legal obligations, and strategic planning. These functions cover the entire employee lifecycle, from hiring to retirement, and ensure a productive and legally compliant workplace.

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The seven core functions of HR are recruitment and selection, training

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  1. Table of f Contents 1. About nevam 2.Who should take this Course? 3.HRBP Advanced Certification Examination 4.What Will You Learn? 5. Will You Learn From? 6.What Credential Holders Say 7.Our Alumni work at 8.Your Success Team 2

  2. AboutNEVAM NEVAM – Certified Human Resource Management Professional program is a premiercertification worldwide for professionals and aspirants in the field of Human Resources. The program has differ- ent levels of certification for different experience levels andspecialization groups NEVAM certification programis designed and developed to cater to the dynamicdomain of HumanResourcescomprehensivelyandpractically.A NEVAM credential holder would have demonstrated knowledge of HR principles,awarenessoftheintricaciesofthe variousfunctionswithinHR (atvaryinglevelsof depth),practicalapplicationof the conceptsin real- life situations, and the ability to expand and build on their knowledge creativelNew Zealand, Nigeria, Oman, Pakistan, Peru, Philippines, Portugal,Qatar, Rwanda,SaudiAra-bia,Singapore,Somalia,SriLanka, Tanzania,Thailand,Uganda,United ArabEmirates(UAE),UnitedKingdom (UK),UnitedStatesofAmerica(USA),Yemen,Zambia, Zimbabwe.y. The training courses provided are competen- cy-basedand practical and delivered by industry professionals who are consultants to Fortune 100 organizations. The pedagogy focuses on real skills whichare immediately transferrable to the workplace. Variousflexible and modular options are available for attending the sessions with variouslearningpartnersandtrainingor-ganizations. 3

  3. Course Overview The HRBP Advanced Certification is a crucial credential for seasoned HR professionals aiming to elevate their proficiency in strategic HR functions. This advanced certification places a strong emphasis on refining a strategic skill set vital for HR leadership, encompassing areas such as stra- tegic workforce planning, behavioral interviewing, competency mapping, employee engagement, talent management and the like. For deeper understanding and mastery, additional modules such as Excel, HR Dashboards and Hiring Tolls for HR along with many others have been provided . It equips professionals to adeptly navigate the intricate demands of contemporary HR leadership roles, positioning them as strategic partners in aligning HR strategies with organizational objec- tives to optimize overall workforce performance HRBP ADVANCED MODULE • Modules: 24 modules • Access: 12 Months • Language: English • Subtitles: English • Ongoing Support:1 year • Community Access: Yes • Certification: CHRMP • Troubleshooting Weekly Webinars (for one year): Yes • Digital Certification: Yes, Blockchain Verified with Digital Badge 4

  4. What will you get? More than 100 4K- Videos Lessons 1 Year LMS Access and Support Blockchain Verified Weekly Webinars with Practical Digital Credential 5

  5. Who Who Should Should Take Take This This Course? Course? The HRBP Advanced certification programme is designed for HR Professionals aspiring to fast track their careers in HR through cutting edge applications. Therefore candidates should already possess execution level knowledge of the HR domain and have relevant work experience. Indeed, these are prerequisites for earning this certification. The eligibility criteria are set to ensure that participants are ready to meet the programme challenge- es and pace. ➢ If you recognise yourself as any of the below, the Advanced programme is the right fit for you: • Graduates having at least three years of prior work experience in the field of HR • Postgraduates having at least two years of prior work experience in the field of HR • Non-graduates having at least five years of work experience with more than 500 hours of HR experience • NEVAM Foundation certified students having at least two years of prior work experience in the field of HR • Graduates having five years of experience in domains other than HR • Post Graduates having three years of experience in domains other than HR • Non-graduates having at least five years of work experience with more than 500 hours of HR experience • NEVAM Foundation certified students having at least two years of prior work experience in the field of HR • Graduates having five years of experience in domains other than HR 6 • Post Graduates having three years of experience in domains other than HR

  6. HRBP HRBP Advanced Advanced Certification Certification Examination Examination The credibility of the NEVAM certification is validated by best-in-class testing standards and deliv-ered in partnership with Mercer Mettl. The exams are computer-based, which you can take either from the comfort of your home. The multiple choice format exam will assess your knowledge, skills and ability to apply concepts and learnings to real life situations ; Examination Digital Badge Certification The certification exam consists of 60 • Upon passing in the examina-tion successfua Digital Certificate and a Digital Badge lly, you will re-ceive through Accred-ible- verified and secured with Blockchain technology Showcase your program ас-complishment with a Block-chain Secured and Verified Digital Badge on Professional Networking sites to gain better visibility. multiple choice questions to be answered in 90 minutes .The questions are a mix of conceptual and • practical case study type. One can take the web proctored exam from the comfort of one's own home 7

  7. What Will You Learn From ? The program has been designed by our team of HR Professionals and consultants, who draw on rich experience from working across industries. The syllabus has been framed to enable you to learn from the comfort of your home and at the pace you find comfortable. The structure, too, has been formulated keeping in mind the experience and the qualification of participants. You will have access to live troubleshooting and doubt clearing sessions with our facilitators during the course of your programme. Additional resources include our series of continuous webinars on the most relevant HR topics, which are conducted by our team of subject matter experts. Methodology Methodology Assignments and In Class Activities Pre recorded video Live Online Bootcamp Quizzes and Presenations 8

  8. ❖ Introduction Introduction to to HRBP HRBP ➢ Learning Objectives • Acquire foundational HRBP knowledge. • Develop skills for strategic alignment with organizational goals. • Enhance stakeholder engagement and influence. • Gain proficiency in strategic workforce planning and talent management. • Navigate and lead organizational change effectively. • Leverage HR analytics and data for in-formed decision-making. • Introduction to the HRBP role and its significance. • Aligning HR strategies with organizational goals. • Building effective relationships and influencing stakeholders. • Strategic workforce planning and talent management basics. • Leading organizational change initiatives effectively. • Leveraging HR analytics and data for informed decision-making. ➢Job Analysis and Job Evaluation • Introduction to Job analysis. • Methods of Job analysis. • Sources of data. • Job data segregation. • Job Descriptions and Job Specifications. • Creation of Job Descriptions and Job Specifications. • Methods of Job Evaluation- Ranking Meth-od, Classification Method, Factor Comparison. • Implementing job evaluation. • Implementing job evaluation. • Analyzing and using Job evaluation data. • Legal and ethical considerations. • Job evaluation and organizational strategy. • Sustainability and job evaluation. 9

  9. ➢ Competency Competency Mapping Mapping • Identify and enumerate the required competencies for various roles. • Distinguish between Job Description/Job Specifications and Competency Matrix • Create Competency indicators for different competency areas. • Design and develop the Competency Matrix. • Use Competency Matrix for various HR functions in an organization. • Develop Competency framework using competency areas. • Introduction to competency-based HRM. Understanding competencies. • Competency-based HRM vs traditional HRM. • Competency Mapping. • Writing competency indicators. • Understanding competency Matrix. • Competency assessment. 10

  10. ➢ Talent Talent Acquisition Acquisition • Perform HR planning for a specific department or the organisation as a whole. • Apply the latest industry trends in recruitment and selection to organizational needs. • Construct different selection tests to assess competencies and skills of candidates. • Negotiate effectively with candidates to arrive at win-win scenarios. • Innovate and influence to bring about positive change in recruitment. • Devise good behavioral questions on required criteria. • Defend selection choices and provide data for these. Job Analysi s Sourcin g Assess ments Screening Interviews Offer Onboarding ➢ Focus Areas • Organisational planning for recruitment. • Human resource planning. • Staffing - workforce planning. • Case study - manpower planning. • Recruitment - concepts and strategies. • Trends in recruitment. • Selection process. • Selection test design. • Standards and objectives. • Reliability and validity.

  11. ➢ Behavioural Behavioural Event Event Interviewing Interviewing ➢ Learning Objectives Demonstrate the superiority of behavioral interviewing vis-à-vis traditional interviewing as a technique for candidate selection. • • Construct effective BEI questions to test competencies required for a role. • Use strategies and skills to probe and elicit relevant information and details during an interview. • Identify the STAR in a candidate's response. • Develop ability to conduct Competency based interviewing. • Document the interview process and assign rating. • Capture Positive and Negative behavioral indicators. ➢ Focus Areas • Introduction to the job interview. • Types of interview questions. • The Behavioural Event Interview Structure of a Behavioural Event Interview. • • Finding the STAR. • Strategies for conducting an effective BEI.

  12. ➢ HR Operations ➢ Learning Objectives • Prepare the different types of agreements and contracts used by the HR department. Understand the critical and the general criteria for background verification. • • Assist new joiners' with completion of forms and joining formalities. • Design HR processes and systems to improve effectiveness of HR operations. • Introduction to some HR agreements / contracts • Offer letter. • Appointment letter . • Terms of employment. • .Contracts and service agreements. • Background verification. • Joining formalities. • Leave management. ➢ Focus Areas • maintain data integrity through accuracy and attention to detail. • Review candidate application forms and initiate background verification. • Review candidate application forms and initiate background verification.

  13. ➢ HR HR Policies Policies ➢ Learning Objectives • Identify the critical people factors impacting strategic decisions in organization’s. • Design complex HR architecture, policies and processes for effective re-source management. • Appraise and modify existing HR policies or formulate comprehensive policies as per guidelines. ➢ Focus Areas • Introduction to HR policies. • Vision and value alignment in HR policies. • Policy classification. • Understanding of HR policies and procedures. • Creation of HR policies. • Structure of HR policies. • Most used HR policies. • Case discussion.

  14. ➢ Employee Engagement ➢ Learning Objectives • Create questionnaires for employee engagement surveys. • Design a robust exit interview question-naire. • Calculate absenteeism and attrition rate and devise measures to control them. • Collect and analyses data on retention and employment experience of employees. • Formulate ER initiatives, keeping in mind Maslow's Hierarchy of Need ➢ Focus Areas • Introduction to employee engagement. Introduction to employee engagement. Employee engagement and other functions in HR. Need for employee engagement. • Need for employee engagement. • Factors affecting employee engagement. Employee engagement surveys. Factors affecting employee engagement. • Meeting human needs through employee engagement. • Understanding and measuring absenteeism. Meeting human needs through employee engagement. Assessment centres. • Understanding and measuring attrition Understanding and measuring attrition. Understanding and measuring absenteeism. • Assessment centres. • Employee engagement surveys. • Employee engagement and other functions in HR.

  15. ➢ Learning & Development ➢ Learning Objectives • Manage the L&D function for an organisation using the ADDIE Model. • Conduct needs analysis for relevant positions within an organisation. • Implement experiential learning techniques to bring about positive change. • Apply adult learning principles in de-signing training programs. • Create L1 feedback forms and L2pre/post-training self-evaluation forms. • Evaluate the effectiveness of training programs at various levels of Kirkpatrick's model. • Prepare training C-calendar for an organisation. ➢ Focus Areas • DNA of training - KSA. • Stages of skill development. • Types of learning programs. • Approaches to training. • ADDIE Model(An introduction to the phases) • Analysis. • Design • .Development. • Implementation. • Evaluation (Criteria of evaluation, Methods and Kirkpatrick's Model).

  16. ➢ Managing & Appraising Performance ➢ Learning Objectives • Establish performance standards for appraisal. • Enumerate the correct metric to be used as KPIs and KRAs for roles in MBO. • Evaluate the numerous appraisal methods and select the one best suited to the organization's culture and requirements. • Analyses performance appraisal data, diagnose errors and recommend corrective actions. • Coach managers on the organisation's performance appraisal process. • Devise behaviour statements that can be used as a part of BARS. • Deploy succession planning systems to protect critical roles. ➢ Focus Areas • Introduction to performance management. • Objectives and uses of performance management. • Performance appraisal process. • Traditional methods of performance appraisal. • Critical Incidents Method. • Graphic Rating Scale Method. • Behaviourally Anchored Rating Scales. • Management by Objectives.360-Degree Appraisal. • Assessment Centres. • Ongoing coaching and feedback. • Errors in performance appraisal.

  17. ➢ Compensation Compensation & & Benefits Benefits Planning Planning ➢ Learning Objectives • Balance the various equities impacting compensation planning. • Formulate strategies for reducing compensation turnover. • Understand pay structures and salary plans that are consistent with the organization's goals. • Develop reward systems to encourage performance and retain employees. • Demonstrate awareness of statutory compliances, government and laws. • Analyse latest trends and schemes in compensation to gauge alignment with ➢ Focus Areas • Introduction to C&B planning. • Objectives of compensation planning. • Designing compensation plans. • Factors affecting C&B planning- internal external, individual. • Salary surveys and emerging trends. • Optimization of compensation. • Case study - Reduction of compensation turnover.

  18. ➢ Design Thinking for HR ➢ Learning Objectives • Define design thinking, its steps, and the overarching process. • Recognize the significance of empathy in HR within the context of design thinking. • Identify and use the 10 relevant design thinking principles for HR. • Analyze the impact of design thinking on prioritizing human needs in HR. • Develop a design thinking mindset within HR, including the 'prototype' phase. • Foster innovation using design thinking principles and prepare for its future impact. ➢ Focus Areas • The power of design thinking • .Design thinking as an HR core strategy. • Design thinking principles and the 'define' phase in HR. • Applying design thinking in HR and the 'ideate' phase. • Cultivating design thinking mindset and the 'prototype' phase. • Leveraging diverse experiences in design thinking and the 'test' phase. • Fostering innovative teams and debunking design thinking myths. • Design thinking's future impact and behavior adaptation.

  19. .Design thinking as an HR core strategy. The power of design thinking Design thinking principles and the 'define' phase in HR. Applying design thinking in HR and the 'ideate' phase. Design Thinking for HR Case study - Reduction of compensation turnover. Introduction to C&B planning. Objectives of compensation planning. Optimization of compensation. Salary surveys and emerging trends. Designing compensation plans. Factors affecting C&B planning- internal external, individual. Compensation Compensation & & Benefits Benefits Planning Planning

  20. ➢ Employee Experience ➢ Learning Objectives • Understand employee preferences, engagement, and organizational culture • Create learning roadmaps and employee development programs. • Promote a flexible, wellbeing-focused work environment. • Grasp the impact of pay and benefits on engagement. • Master communication, feedback, and recognition for engagement. Lead multigenerational teams with constructive management ➢Focus Areas Employee engagement fundamentals. • • Effective communication strategies. • Multigenerational team leadership. • Employee development and learning culture. • Wellbeing and work-life balance. • Compensation and benefits impact and practices. Recruitment Onboarding Development Retention Offboarding

  21. ➢ Balanced Scorecard ➢ Learning Objectives • Apply Balanced Scorecard for strategic alignment and organizational success. • Develop KPIs for efficient and effective performance measurement. • Align goals with organizational strategy to drive overall success. • Implement performance evaluation for continuous improvement. • Foster strategic feedback loops for enhanced processes and outcomes. • Integrate multiple perspectives for a holistic and improved scorecard. ➢Focus Areas Building expertise in the balanced scorecard approach. • • Perspectives, objectives, and performance measures. Employee perspectives and psychological aspects of scorecard implementation. • • Addressing obstacles in effectively applying balanced scorecards. • Applying best practices to design balanced scorecards for diverse functions. • Holistic incorporation of balanced score-cards into organizational frameworks.

  22. ➢Stakeholder Stakeholder Management Management ➢ Learning Objectives • Identify HR stakeholders interests for strategic alignment. • Foster collaboration through tailored HR stakeholder communication. • Ensure ethical engagement in HR stake-holder interactions. • Implement sustainable HR practices to meet stakeholder needs. • Lead stakeholder-involved change for organizational agility. • Optimize HR decision-making with stakeholder input. Prioritize stakeholder satisfaction in HR approaches. • Strengthen HR partnerships through relational capital. ➢Focus Areas • Strategic stakeholder management in HR. • Stakeholder analysis and engagement in HR. • Effective communication with HR stakeholders. • Ethical considerations in stakeholder engagement. • Implementing sustainable HR practices. • Change management and stakeholder involvement. • Evaluating HR stakeholder management. • Promoting a stakeholder-centric HR approach. • Building relational capital in HR.

  23. Contact Contact Us Us Email: Info@nevamhr.com enquiry@nevamhr.com Phone: +91 7709897364 | +91 7709294763 Address: Nevam HR Consultants Pvt. Ltd. Office No 309, 3rd Floor, Konark Plaza, Kesnand Road Wagholi, Pune. Website: www.NEVAM.com LinkedIn: Nevam Group of Company

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