Training has been my passion. It gives me an opportunity to share my Knowledge and experience to HR fraternity and at the same time learn from them. I have been doing this across Organizations in India and Oman as an extension of my HR Advisory Engagements. But it was always part of my HR engagements. I propose to extend this to following set of audiences:
01. Public Audience
02. Specific to organization
03. Free session: For students, who cannot fund themselves for this course. It will be held twice a month based on specific request, and minimum 5 members need to be available.
HR Capability building focuses on :-
01. People CMM Training, : I have offered this Service and Training to over 50 plus organization In India and the Middle East. I have successfully helped over 50 organizations in India and overseas. This helps HR professionals to benchmark their internal HR systems and transition them to PCMM aligned HR practices. It also helps people participating to define measurement programs. This covers experience sharing of how many organization have embarked upon this journey and embraced this model as part of growth journey and we will, share best practices as part of this course.
Deliverable : PCMM course-ware, List of measurements, Tool for conducting audit , 1 day complimentary spent with each participating organization (if it is public program) conducting PCMM based audit along with trainee.
No of days : 2 days
02. Designing and implementing Assessment Development Center (ADC):
Program objective is to teach Concepts of Assessment Center/Development Center design, Participants will go through assessment of themselves as part of the program, Introduction to competencies, the way competency can be defined, how tools can be designed. i have designed over 10 assessments and Development Center myself . This program is more of practical session and enables participants to understand experiential part of Assessment/Development Center design, more practicing sessions on Assessment/Development Center.
Deliverable: Assessment Center introduction, concept understanding, trainees go through real experience of their own self assessment, practicing session on assessment Center design based on my own experience. Practical insights on how assessment center design can be done. Two organizational case studies and assessment/Development center will be discussed with participants.
No of days : 4 days ( 1 day introduction to concepts, 0.5 day competency design, 1 day trainees go through their own self assessment in a development center, 2 days for discussing caste study of two organization and practicing session on assessment center design. 1 assessment center tool set, Introducing them to Psychometric testing)
03. Job analysis, Job evaluation, Job equivalence, Grade Structure
I have advised many organization in India, Oman and Africa on Organization Structure review, Job analysis, Job evaluation techniques, how pay strategy can be arrived and fitment of employees.
This is a very helpful tool for HR professionals to address top management concern, how does one equate one job with another based on relative worth they demonstrate and value to organization, what level a job should be placed, how do to decide on pay structure alignment and actual fitment of employees. This is a normal concern we face every year. I have helped large MNC's in Oil and Gas sector, E&P, Mining, Engineering, Hospitality sector, Petroleum companies, Bio tech companies in India, Africa and Oman. I intend to share my experience of doing job evaluation, how things can be streamlined in an organization, how job equivalence can be brought in . This is a very interesting tool every HR professional should learn to be effective in their role and demonstrate value to organization.
Deliverable : Introduction to concepts, How to plan job evaluation, what are inputs required, how do you conduct job evaluation, experiential session actually practicing picking up 2 to 3 jobs from your organization, how do you arrive at Job size, how grade structure arrived, broad level linkage to pay strategy and evolving salary structure, Guidance on fitment of employees
No. of days : 3
04. Balanced Score Card Design.
In my consulting assignment i have designed over 15 Balanced Score Card design. I thought it is worthwhile for me to share my experience with HR Professionals and help them understand how this can be implemented. Broad objective of the program : How to translate business direction and strategic intent of the organization translate into strategic map, how to use concepts like Blue ocean strategy and Innovation techniques in defining Strategic map. Some times organizations only focus on what we are currently doing, however they sufficiently do not build quality of inputs on what needs to be done to achieve strategies, We introduce you to concepts like Blue ocean strategy and innovation framework, how to translate Strategy to objectives and lead and lag indicators, methods of assigning weightages, and measuring mechanism supported by type of evidence, how to translate into ratings, how to arrive at integrated performance management, what kind of orientation to managers, top management.
Deliverable : BSC concepts, Strategic map, Blue ocean and innovation framework, weightages, lead and lag indicator, experiential approach of practicing one case study how BSC can be defined in a specific organization context, rating and review mechanism,
Days : 2 days.
05. Technical, Behavioral and Leadership competency design
Objective: Tools and techniques for evolving competency framework, what are the approaches to be taken for various types of competencies, Concepts of competencies, Threshold levels, indicators, how competencies to be defined, how to define center of excellence, how proficiency levels can be defined, what is critical incidence interview, what are behavioral codes, how to suggest competency development plans, What are assessment tools introduction, Competency profiling, One case study of organization explaining how competencies can be designed for that organization, what are the decision factors, what is the approach to be taken etc.
Days : 2 days.
06. HR Center of Excellence
Objective : What is a competency and Center of excellence, what are base level competencies, what are different center of excellence within HR, can you justify competencies you define, how to define graduation from base level to Center of excellence to strategic level. A practical session of understanding concepts, researching to competencies, practicing session on base level competencies, discussion on different center of excellence in HR can be arrived at, Practicing session on 1 HR center of excellence.
Deliverable : one sample set of course ware, 1 sample set of HR center of excellence framework
Days : 2 days
07. Investor in People experiential session :
Investor in People is a another framework of collection of best practices hailed from UK. . This will be very useful how you can align HR using this framework making it business aligned.
No of days 1
Deliverable : Introduction to concepts, bench-marking your HR practices to Investor in people, conducting audit. It is an experiential session
08. Practicing session on Hi Pot Identification and succession planning
Objective: A practicing session how to identify Hi Pots, how to conduct assessment, How to plot using hi pot using a framework, how to conduct an assessment, how to provide development plan, what type of assessment to be done ( options), how potential, performance and competencies can be linked. How can you position to top management on readiness.
Days : 2 - 4 days ( it will be customized based on specific requirement)
09. Change Management
Objective : Managing change is crucial for every organization to succeed. Change is inevitable. There are many changes you manage it can be just policy and process change, Technology change or a business transformation. The key is how do you prepare your workforce from resisting change to accepting the change. I have personally managed over 50 engagements in change facilitation, for various small, medium and large sector. I can bring experiential dimension plus very structured approach and course ware on change management.
No. of Days : 2 days.
10. HR using Social networking sites.
Objective: Changing HR cannot sustain without using social network media. The main objective of this session is to provide appreciation program on how to build presence in LinkedIn, Youtube, Facebook, twitter, Page creation, writing blogs, sourcing profile, online employer branding, How to network, how to build powerful contacts, how to engage active and passive candidates. Social networking presence using back links, how to promote yourself and become a strong talent magnet, how to create intangible value proposition using social network media, how to use specific key words while promoting yourself.
Days : 2 days.
I will be happy to assist you in your growth and capability building exercise. The above programs are only indicative in nature. This can be customized to specific requirements. I have worked in my HR Advisory capacity servicing over 100 plus clients in India, Oman, UAE, US, Africa, Kuwait, South East Asia. It helps me to add value since i can bring in experiential aspects to various training and coaching session to HR members. I am happy to learn from you as well.
Public programs can be organized only based on definite size of participants. Hence i would expect around 8 to 10 people. If some of you can organize the training facility, then i can do for minimum of 5 to 6 as well.
I can be reached at aravinda.prabhu@mpower-hr.com or call me at +91 9591805422. visit us at MpowerHR