Certified Human Resource Professional - Health | Aon - Risk

CONFIDENTIAL: To protect the confidential and proprietary information included in this material, it may not be disclosed or provided to any third parties without the approval of Aon Services India Pvt. Ltd. © Aon Plc 2016

Certified Human Resource Professional Emerge as an HR Business Partner: drive business results through expertise in talent supply, capability growth, performance management, rewards, change management and trusted partnership

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Contents

Certified Human Resource Professional

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Aon Hewitt Learning Center Our Promise Course Curriculum Program Details

AHLC Architects Learn from our best consultants Registration, Commercials, Calendar Take the lead

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Aon Hewitt Learning Center

Aon Hewitt Learning Center combines world-class HR consulting expertise with leading edge capability development programs to design, deliver, manage and conduct learning labs and certificate courses for HR professionals and business managers in the areas of business skills, HR technical expertise, business partnership and personal effectiveness.

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Aon Hewitt Learning Center Our Promise Get access to real market and business insights Content

Learn from our best consultants Experience

REAL Impact Training ≠ learning Focus on role based learning

I understand what’s in it for me What Matters

Business Outcomes Winning people strategies to drive results

I decide how and when I want to learn By Self

LEARNING By Doing If you tell me, I forget If you involve me, I learn

From Peers I learn from my peers and experts

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Aon Hewitt Learning Center Our Learning Experience 2

AHLCConnect Online Discussion Board

Expectation Setting

Reflection

REAL 1

hAHLC Participant Handbooks

Case Analysis

Theory

Peer to Peer Discussions

Concepts

LEARNING Doubts & Clarifications

AHLCConnect Online Discussion Boards

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Take Home Assignments

3 Classroom Connect

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Contents


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Aon Hewitt Learning Center Our Promise

Course Curriculum Program Details


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Course Curriculum 2015 Program Snapshot Sessions Flow

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3

4

5

5

7

Talent Supply

Capability Development

Performance Management

Compensation and Rewards

Being a Business Driver

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What HR Personal needs to know Effectiveness about business for Next Gen HR

8 Managing and Leading Change

Final Assessment

Other Benefits

hAHLC

Participant Handbooks

ADEPT-15TM

Personality Assessment

AHLCConnect

Online Discussion Boards* * Active for one year

Classroom Connect 1

Classroom Connect 2

Classroom Connect 3

Classroom Connect 4

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Course Curriculum Evaluation Criteria 20%

10%

30%

CLASS PARTICIPATION

ASSIGNMENTS

10% QUIZZES

ONLINE DISCUSSIONS

40% FINAL ASSESSMENT

Certification Criteria: o Minimum 50% is required in the Comprehensive Assessment o Additionally, at least 50% aggregate score is required to complete the certification o Comprehensive Assessment can only be taken after attending all 8 modules

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Course Curriculum Module Details

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What HR needs to know about Business? eLearning : What HR Needs to Know about Business ; Winning People Strategies

Outcomes

Objectives o

Understand business performance through gross profit margin, operating profit margin and developing an action plan

o

Understand Balance Sheet to examine various items and identify the trends by looking at the changes in the numbers in the past 4 years, calculate the velocity and the ROA

o

Measure the flow of money by practicing to calculate debtor days and days of stock using the information from the balance sheet

o

Understand building blocks of credibility and practice talking to the line about business

o

Ability to examine the common business issues which companies are facing today and learn if these issues are people or process related

o

Improve personal effectiveness and credibility by building the essential skills needed to engage business leaders and line managers in meaningful conversations about the business

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Personal Effectiveness for Next Gen HR Pre Work: ADEPT15TM Personality Assessment

Outcomes

Objectives o

Introduction to Next Generation HR and discussion on competencies required as HR moves from a “business partner” to a “business driver

o

Understanding the factors of personality measured by ADEPT-15

o

Appreciating different personality styles and their impact on working relationships

o

Creating development plan for personal effectiveness

o

Understand your personality, leadership style, and work style, as well as your strengths and how to improve your effectiveness

o

Understand the expected capabilities for next generation HR and recognize your strength and development needs

o

Explore how your behaviors are influencing your performance and relationships with others at work

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Talent Supply eLearning : Talent Supply

Outcomes

Objectives o

Analyze and providing input for the pro's and con's of the different channels (agencies, direct applications, etc.)

o

Identify the pro's and con's of buying versus building internal talent. Developing new and creative ways of sourcing

o

Identify manpower requirements, assisting in the coordination the development of a quarterly recruitment plan

o

Advise and guide interviewers and assessors on the different components used throughout the selection process and explain onboarding and orientation

o

Understand the company’s competition, market trends and business cycles and their impact on the availability of qualified and/ or experienced candidates

o

Design and training interviewers and assessors on the methodology and processes used in candidate selection

o

Understand the components and process which would need to be considered when developing the recruitment strategy

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Capability Growth eLearning : Partnering to Build Tomorrow’s Capabilities

Outcomes

Objectives o

Identify how changes in the business strategy impact the organizational capability and employee competencies an organization requires

o

Determine the organization capabilities that your company needs to execute its business strategy

o

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

o

Define the specific competency requirements for key roles

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Understand the impact/performance matrix and determine the priorities when you make investments in training and development

o

Set the right priorities to deliver the most value to the business

o

Learn to use inquiry skills when communicating with leaders and improve your reliability

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Performance Management eLearning : Performance Management

Outcomes

Objectives o

Identify challenges in the design and development of performance systems requirements. Recommending and designing appropriate performance planning process based on current culture and business strategy

o

Develop principles and guidelines for communicating and cascading business goals to business lines and employees

o

Employ key knowledge and experience to develop principles and practices for performance review. Designing performance review process covering how to evaluate achievement of goals including measurements, pitfalls and relevant examples

o

Design and develop a recognition program

o

Developing principles and guidelines of linking employee goals to business goals to support performance strategy

o

Proactively identifying any challenges or difficulties for managers

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Ensuring a fair and transparent process of recognizing employees

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Compensation and Rewards eLearning : Compensation Theory and Reality

Outcomes

Objectives o

Understand how to align your reward strategy with your business strategy, explore how different business strategies require different people strategies

o

Choosing Comparators & Benchmark Positions

o

Market Pricing Skills Practice

o

Talking to the Business About Pay

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Articulating the organization's compensation strategy managers and employees

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Conducting job matching to select appropriate job by function and level to vendor's database.

o

Refining salary structure based on market information and business needs

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Managing annual budgeting exercise to determine salary increases by performance and pay position

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Being a Business Driver eLearning : Being a Business Driver : What the line Really Wants

Outcomes

Objectives o

Understand the traits of a Trusted Advisor

o

Understand the linkage between human resource results and business performance, and learn effective skills to communicate with business departments

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Explore what the stakeholders in your life want and give it to them – the way that they want it

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Practice engaging the business – the art of listening, how to give advice, framing the issue through various activities

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Use data to set priorities, and maximize your investment profit

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Understand how investments in talent supply, capability growth and high performance drive business performance

o

Learn the importance of transforming from functional role to process owner

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Practice to build a compelling business case combining different lessons

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Managing and Leading Change eLearning : Managing and Leading Change

Outcomes

Objectives o

Introduction to psychology of change and understand different forms of change resistors within the organization

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Understand the importance of communication in managing change ,conducting stakeholder analysis for transformation and communication plan for change

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Understand the impact of change and the knowledge, behaviors required to be change ready. Determine behaviors to stop/start/continue for transformation, identify and prioritize action steps

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Identify stakeholder issues that will help and hinder change before completing the change impact assessment in culture, structure, process of job areas

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Have a deep understanding of change and accompanying difficulties and challenges, learn the lessons of success or failure of change programs

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Learn HR’s role and impacts in change process

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Learn to use Hewitt’s 5C change model to manage the process

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Develop critical skills to lead large and small change initiatives in your organization

Course Curriculum Course Flow # 1

Module What HR needs to know about Business

Duration

Day #

4 hours 1

2

Personal Effectiveness for Next Gen HR

4 hours

3

Talent Supply

4 hours 2

4

Capability Development

4 hours

5

Performance Management

4 hours 3

6

Compensation and Rewards

4 hours

7

Being a Business Driver

4 hours 4

8

Managing and Leading Change

4 hours

Classroom sessions happen on alternate Saturday’s. For course dates view course calendar

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Contents


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Course Curriculum

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Our Promise

Program Details


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Learn From Our Best Consultants

Sandeep Chaudhary Chief Executive Officer Consulting, India

Attitude is a little thing that makes a big difference Winston Churchill

Sandeep Chaudhary is the CEO for Aon Hewitt Consulting India and is also a member of the Asia Pacific Leadership Team. He has 16 years of consulting experience, of which the last 13 years have been with Aon Hewitt across multiple offices. Over a period of time he has developed his subject matter expertise in goal setting, performance management, compensation and corporate governance and has worked extensively with local, multinational and state owned enterprises. Sandeep regularly engages with leading industry forums as a thought leader, and is a speaker in several annual seminars and international HR forums. In addition, he has authored many articles and shares perspectives on management issues in leading Indian media publications and news channels. Sandeep earned his MBA and Masters in Labor Law from Symbiosis, Pune.

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Nitin Sethi Partner Dean, AHLC

What got you here, won’t get you there Marshall Goldsmith

Nitin Sethi leads New Solution Development for South Asia. In his previous roles, Nitin led the Broad Based Compensation Consulting Practice in India, and Consulting Business in South India and Sri Lanka. Nitin partners with local and multi-national companies across sectors on various aspects of people strategy. Nitin manages many key relationships for Aon Hewitt and has worked with clients across areas like developing & implementing HR strategy, M&A, leadership & succession planning, organization structuring, employee engagement and rewards strategy. Nitin is associated with various industry and professional forums which include AMCHAM, NASSCOM, NHRD, HRP - Sri Lanka etc. As a part of this association, he often speaks and facilitates at various forums and conferences organized by forums and industry bodies. Nitin is an avid traveler, loves reading and enjoys watching cricket or playing a relaxing game of golf in his free time.

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Shaswat Kumar Partner Organisation & HR Effectiveness

No problem can be solved from the same level of consciousness that created it Albert Einstein

Shaswat Kumar leads the Talent & Performance practice at Aon Hewitt in India. His key solution areas are related to HR Transformation and also leads Aon Hewitt’s Global CoE for HR process design and shared services. He has been an advisor to various Fortune 500 corporations on their HR service delivery transformation, shared services, and offshoring initiatives. He was also part of the internal project team which helped developed Hewitt HRO’s Global Delivery Model; and helped develop the HRO business strategy for the Asia Pacific region. Shaswat has led the HR Transformation Practice at Hewitt for the last decade and has contributed immensely to developments of toolkits and methodologies with delivery of cutting-edge solutions for clients. Moreover, he was program lead for critical national initiatives with NASSCOM for India and frequently speaks at public forums such as BPAP-NASSCOM Conference Manila, Workforce Shift Symposium Delhi and American Chamber of Commerce on diverse themes around e-governance (government to employee), employability and HR delivery design.

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Radhika Gopalkrishnan Partner Leadership Consulting

An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage Jack Welch

Radhika started her consulting career with Aon Hewitt, joining the firm as a Management Trainee in the year 1997. She plays a pivotal roles in defining and implementing the talent strategy for our clients, In her 16 + years at Aon Hewitt her work has spanned across industry segments, large conglomerates, multi-national corporates as well as government. She has been instrumental in designing and executing several key talent initiatives and has played the role of Project Director in several of the client assignments. She has also consulted extensively in the areas: of Visioning, HR strategy, Career Management, Organization Transformation, Performance Management and Capability Development. Radhika is the thought leader in Leadership Capability Building and has helped organizations institutionalize the process of Leadership development. She sits in Board Level assessments and advises CEOs on succession planning and transition management. An economics postgraduate from Gokhale Institute of Economics and management post graduate from Tata Institute of Social Sciences, Radhika is currently also leading the research on ‘Top Companies for Leaders’ study in India.

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Ishita Bandyopadhyay Senior Consultant Selection and Assessment

We are continually faced by great opportunities brilliantly disguised as insoluble problems Lee Iacocca

Ishita leads the Aon Selection and Assessment products 360 Degree assessment and Virtual Assessment Center (DeCode). She has a decade of experience in Competency Design and Assessments, HR process improvement and HR transformation. She has advised clients in the BFSI, Government, Healthcare, Banking, Consumer Business and ITES sectors. She has multi-regional experience across South East Asia and Sri Lanka where she has delivered a wide variety of HR assessments and HR process designs. Ishita enjoys working on HR process efficiency, behavioral assessments and HR analytics . More recently Ishita has worked closely with organizations in implementing technology based behavioral assessments focused on predictive validity . Ishita has worked in developing bundled assessments that leverage technology to deliver informed talent decision making. Ishita has also worked with Infosys technologies and Hay Group in ‘the Building Effective organizations’ practice. She facilitates workshops on personal effectiveness and business alignment of HR practices. Ishita is an alumnus of XLRI (School of Management) Jamshedpur (PGD-PMIR) with a graduate degree in chemical engineering .

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Parived Bhatnagar Senior Consultant Talent and Performance

We shape our buildings; thereafter they shape us Winston Churchill

Parived has rendered HR & OD advisory to organizations across India, U.A.E., Oman & Qatar. He has worked extensively on aligning HR / People Strategy with overall Business Strategy / direction of various local & international firms. He has consulted organizations on HR Strategy, Organization Design, Change Management, Performance Management, Leadership Assessment & Development (including CXO Assessments & Development Workshops), Employee Engagement & Retention, Culture Transformation, HR Systems & Processes, Succession Planning. He has rendered advisory for various Fortune 500 Organizations, MNCs & Indian Conglomerates across Industry Segments – Manufacturing, IT/ITES, E-Commerce, Healthcare, FMCG, BFSI, Consumer Durables, Logistics, Infrastructure, Power, Hospitality, Mining & Real Estate. Parived is part of the Talent & Performance Consulting Team of Aon Hewitt and has worked with Accenture India & Panarc Consulting Group previously. Parived has done his Masters in Human Resources and Organization Development from Delhi School of Economics (DSE), Delhi University. He is a certified practitioner of Cognitive Process Profile (based on Stratified Systems Theory), Motivational Profile & Value Orientation. He is certified by Hogan for Coaching & Feedback using Motives Values Preferences Inventory (MVPI), Hogan Personality Inventory (HPI), Hogan Development Survey (HDS). He has also developed a Job Evaluation Framework based on Stratified Systems Theory.

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Kartik Rishi Senior Consultant Talent and Performance

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 Aon Hewitt, 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 Hewitt, 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.

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Pallavi Tandon Content Leader Aon Hewitt Learning Center

“Don’t ever worry about getting perfect, just keep getting better!”

With an M.Phil in Sociology from DSE, Pallavi is a specialist in the area of learning delivery, measurement and effectiveness. She has consulting experience of over ten years that has equipped her with handling end to end intervention diagnosis, design, delivery and evaluation mechanisms. She has cross industry, cross level experience in learning management with expertise in areas of interpersonal capability building, leadership and strategy, team health, managerial and personal effectiveness, and attitudinal alignment. She has been empanelled in organisations such as Adyant Consulting, TransforME, Metlife, Vodafone, Hatch, Encore Capital Group, Max Life Insurance, Max Healthcare, Core Competency, Gurgaon. She is experienced in handling multifarious modalities of training design; ILT/WBT/OBT/MOOC/FILMS/THEATRE and has worked on SOP of LMS systems for Learning effectiveness. She is certified in psychometric tools such as MBTI, OPQ, Caliper as well as methodologies as Design Thinking, Performing Arts, Multiple Intelligence, SL2 and Flawless Consulting. Prior to Aon Hewitt, she was a visiting faculty at ILLL, Delhi University, NATCOM; and Assistant Professor at School of Inspired Leadership, Gurgaon where her core responsibility involved curriculum design, program management, coaching and mentoring, research and measurement of learning effectiveness.

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Contents


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2

Course Curriculum

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Our Promise

Program Details


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Registration, Commercials & Calendar Each participant will receive:

Learning Center 32 Hours

Personality Assessment Tool

Course Calendar

ADEPT-15TM

AHLCConnect Access to Online Discussion Boards on the AHLC Website

Reach out to us at [email protected] or 011 39585050 to participate, nominate or know more about Aon Hewitt Learning Center

hAHLC 8 eLearning Modules of 12 hours

Certification Aon Hewitt Certified Human Resource Professional

Participation Fee: INR 65,000 (all inclusive) Participation will be confirmed post payment. We do not entertain last minute cancellation requests.

CONFIDENTIAL: To protect the confidential and proprietary information included in this material, it may not be disclosed or provided to any third parties without the approval of Aon Services India Pvt. Ltd. © Aon Plc 2016

CONTACT US Parv Khurana [email protected] Amit Kumar [email protected]

Certified Human Resource Professional - Health | Aon - Risk

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