HR Next - an outcome-oriented program for early HR practitioners.
HR Next.
HR Next is a certificate program introduced by SHRM India. It is based on contemporary research and best practices conducted by SHRM in India and globally. Part of the SHRMI Professional Development Series, the program focuses on the application of conceptual knowledge in everyday work. Designed specially for early HR professionals, it is facilitated by certified SHRM-trained subject matter experts.
An opportunity for early HR practitioners.
HR Next is designed for early HR professionals with 2-5 years experience, typically in sectors like IT, ITES, Banking and Financial Services, Telecom, and the retail industry. It is also ideal
for those who have managerial roles, which require a high degree of interface with line functions or businesses.
Benefit at work, everyday.
• Facilitates the application of knowledge, grounded in intense
conceptual frameworks
• Keeps professionals up-to-date with the latest and best HR practices
• SHRM-certified and trained instructors
• Flexibility to attend the program in 3 full days or 6 half-day sessions
• Focus on changing behaviour and impact on business,
rather than being task-oriented
• Opportunities to attend a public program or have SHRM India run an in-house program in your organization
Module 1: VALUE ADDED HR
Objectives: Understanding of overall role, functions and importance of HR.
This module is the basis of the whole program.
1. Integrated perspective on how various HR functions and processes together provide
the basis for HR to effectively support business objectives and employee needs.
2. Enabling participants to recognise the importance of approaching their role from a purpose and outcome-oriented manner.
3. Building awareness of the need to perform roles in a way that enhance execution,
effectiveness and stakeholder satisfaction.
4. Enhancing personal effectiveness and contribution through trends analysis,
milestone reviews/metrics of deliverables.
Module 2: TALENT ACQUISITION MODULE
Objectives: Provide understanding of concepts and match it with its application.
1. Enable understanding of the conceptual frameworks and match it with its application.
2. Enable understanding of the screening process – screening resumes, looking for basic non-technical competencies and organisational fit.
3. Appreciation and understanding the selection funnel and possible opportunities for
enhancing turnovers and productivity at optimal costs.
4. Appreciation of stakeholders' role and interest in talent acquisition and management,
and hand-holding of stakeholders.
5. Creating awareness of critical legal frameworks that affect acquisition.
Module 3: LEARNING AND DEVELOPMENT
Objectives: Applying structured analysis to need assessment, learning objectives, program design and effectiveness assessment.
1. Enabling application of structured analysis to need assessment, learning
objectives, program design and effectiveness assessment.
2. Effectively engaging participants in conversations with stakeholders, faculty
participants, sponsoring managers etc., at various stages of the process.
3. Appreciating the basic principles of learning styles, human behaviour,
competencies, knowledge, training methods and development planning processes.
Module 4: PERFORMANCE MANAGEMENT
Objectives: Building awareness of the basic principles of performance, its assessment, development and enabling clarity of purpose, objectives and outcomes.
1. Building awareness of the fundamental principles of performance, its assessment
and development.
2. Enabling clarity of purpose, objectives and outcomes expected from PMS.
3. End-to-end understanding of PMS processes, its construct and inter-connects with business aspirations, role accountabilities, rewards and employee development.
4. Demonstrating the importance of PMS elements in effective Performance Planning,
its assessment and motivating performance improvement.
5. Understanding of key issues of various PMS processes, its pros and cons and FAQs.
6. Discussing typical gaps in implementation of PMS, employee concerns and ways to analyse and minimise them.
Module 5: COMPENSATION AND BENEFITS
Objectives: Enabling participants to understand the conceptual framework behind
compensation, benefit structures and their application in the overall business.
1. Enabling participants to understand the conceptual frameworks behind compensation and benefit structures, internal benchmark concepts and their application; concept of fixed and variable pay, their applicability and implications; and determining total employee cost.
2. Enabling participants to understand how compensation increases, the importance
of matching pay for performance, and the need for performance distribution.
3. Building awareness of the legal framework that governs benefits.
Module 6: EMPLOYEE ENGAGEMENT
Objectives: Help participants understand employee engagement, its framework and
HR's role in engaging employees.
1. Building an understanding of the need for HR to connect with the population they serve,
and the purpose and objectives of such connects and relationships.
2. Creating awareness of employee engagement surveys - what they typically cover,
how to read results and thereby determine areas for intervention.
3. Providing a framework to understand the dynamics of typical conversations and the
participant's role in dealing with the stakeholders, their interests, and HR's objectives.
4. Awareness and understanding of how participants can seek and leverage
opportunities to connect with people during transactions.
5. Creating awareness of the legal framework that governs misconduct and deals with
industrial disputes.
