powerpoint presentation · 2019-03-25 · organizations through swot analysis in order to determine...
TRANSCRIPT
Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiativesNavigate across contexts to create
tangible impact
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
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
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
Final
Assessment
Talent
Supply
Capability
DevelopmentCompensation
& Rewards
Winning
People
Strategies
Being a
Business
Driver
Personal
Effectiveness
Managing &
Leading
Change
Performance
Management
Day 4
E-Learnings
Online Discussion
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all eight 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 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
• Understand how to align the reward strategy with business
strategy and reflect on your organization’s performance strategy
• Understand capability requirement for different organizations and
reflect on your organization’s capability growth strategy
• Ability to examine the common business issues
which companies are facing today and learn if these
issues are people or process related
• Improve personal effectiveness and credibility by
building the essential skills needed to engage
business leaders and line managers in meaningful
conversations about the business
What HR needs to know about Business?
Understand the impact of HR on business outcomes
Objectives
Outcomes
• 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
• Appreciate different personality styles and their impact on
working relationships
• Create development plan for personal effectiveness
• Understand your personality, leadership style, and
work style, as well as your strengths and how to
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
Personal Effectiveness for Next Gen HR
Analyze gaps in your skillset and upskill to meet business requirements
Objectives
Outcomes
• 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
the development of a quarterly recruitment plan
• Advise and guide interviewers and assessors on the different
components used throughout the selection process and explain
onboarding and orientation
• Understand the company’s competition, market
trends, business cycles and their impact on the
availability of qualified and or experienced
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
Talent Supply
Create a business-aligned talent strategy
Objectives
Outcomes
• 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
• Understand the performance matrix and determine the priorities
when you make investments in training and development• Determine the organization capabilities that your
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
Capability Growth
Create an impactful L&D plan to ensure constant learning
Objectives
Outcomes
• 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
• Designing a performance review process covering how to
evaluate achievement of goals including measurements, pitfalls
and relevant examples. Design and develop a recognition
program
• Develop principles and guidelines of linking
employee goals to business goals to support
performance strategy
• Proactively identify any challenges or difficulties for
managers
• Ensuring a fair and transparent process of
recognizing employees
Performance Management
Create a PMS that drives high productivity
Objectives
Outcomes
• 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
• 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
Compensation and Rewards
Leverage rewards to attract and retain top talent
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
• Understand how investments in talent supply, capability growth
and high performance drive business performance
• Practice how to build a compelling business case combining
different elements of the HR value chain
• Understand the linkage between human resource
results and business performance, and learn
effective skills to communicate with business
departments
• Use data to set priorities, and maximize your
investment profit
• Learn the importance of transforming from a
functional role to process-oriented role.
Being a Business Driver
Emerge as an effective business partner across functions
Objectives
Outcomes
• 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,
behaviors required to be change ready, identify and prioritize
action steps
• Identify stakeholder issues that will help and hinder change
before completing a change impact assessment
• Have a deep understanding of change and the
accompanying challenges, learn the lessons of
success or failure of change programs
• Learn HR’s role and impact on the change process
• Learn to use Aon’s 5C change model to manage the
process
• Develop critical skills to lead large and small change
initiatives in your organization
Managing and Leading Change
Master the people side of change
Vamsi leads the Rewards Consulting practice for ITeS
Industry vertical for Aon 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 brings diverse industry experience, notably from the
Technology and FMCG sectors. Prior to Aon he was with
Nokia India in Chennai as a lead in setting up their HR
Shared services operations support Nokia Globally.
His key clients include JP Morgan, WNS, Barclays, Deloitte
and RBS among others.
Vamsi has masters in Human Resource Management from
XLRI, Jamshedpur and a Bachelors in Mechanical
Engineering.
Vamsi Karavadi
Senior Consultant
Rewards Consulting
(ITES), India
Vamsi's Mantra
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
Aon, 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, 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,
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 HR
Knowledge Center
Sankalp’s Mantra
Innovation distinguishes
between a leader and
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 & 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, 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.
Kartik Rishi
Senior Consultant
Talent and
Performance
Kartik's Mantra
There is no substitute
for hard work
Thomas Edison
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