Human Resource Certificate Program for Professionals (HRCP L1) 

The program will cover topics on

Day 1 – Resourcing Management (RM)

• Planning and Recruitment

• Interview Techniques

Day 2 – Performance Management System (PMS)

• Objectives and Reasons for PMS

• Pros and Cons of Structured PMS

• Setting Performance Standards

• Roles and Responsibilities for an Effective PMS

• Appraisal Process

• PMS Alignment & Results

Day 3 – Learning & Development (L&D)

• Training and Talent Management

• Types of Learners and Learning Theories

• The Learning Cycle and Key Roles in L&D

• Development Strategies

Day 4 – Total Rewards Management (TRM)

• Purpose and Benefits of TRM

• Market Survey Considerations

• Designing and Creating Pay Scales

• Equity Analysis and Salary Progression

• Total Pay Model and Pay Movement

Day 5 – Employee & Industrial Relations (ER/IR) and Change Management

• Employee and Industrial Relations Basics

• Managing Labor Negotiations

• Change Resistance and HR Change Initiatives

• Driving Organizational Transformation

 At the end of the Human Resource Certificate Program for Professionals (HRCP L1), participants will be able to:

• Develop Resourcing Strategies: Plan effective recruitment processes and apply advanced interview techniques to select the best talent.
• Implement Performance Management Systems: Set performance standards, manage appraisals, and align PMS with organizational goals for improved results.
• Enhance Learning and Development Initiatives:  Design impactful training programs, understand diverse learning styles, and apply learning theories to talent development.
• Master Total Rewards Management: Create competitive and equitable pay scales, analyze salary structures, and manage pay progression to retain top talent.
• Foster Employee and Industrial Relations:  Navigate labor negotiations and promote harmonious workplace relationships while understanding the dynamics of ER and IR.
• Optimize Organizational Design: Assess organizational needs, design effective job roles, and evaluate job structures for operational efficiency.
• Lead Change Management:  Address resistance, drive HR transformation initiatives, and lead successful organizational changes.