CHRM50: Rapid-Pace Certificate in Applied Core HR Practices [1 Month]

HRD India Network
2nd Floor, Prestige Omega
No.104 - EPIP Zone, Whitefield
Bangalore 560066, India
www.hrdnet.org
info@hrdnet.org
90-0859-0359 / 948-1708-948
080 - 33938300 Extns: 7712 / 7722 / 7720
1MonthRapid-PaceCertification Program
This Instructor-Led Course is delivered Online via a Virtual Classroom Platform
OnlineHRCertificationProgram

L0List of various Courses offered by HRD India Network :
COMPREHENSIVE HR CERTIFICATION / PG DIPLOMA PROGRAMS [Multiple Modules Integrated]:
• CHRM50: Rapid-Pace Certificate in Applied Core HR Practices [1 Month]
• CHRM100: Certificate in Applied Core HR Practices [2 Months]
• CHRM150: Advanced Certificate in Applied Core HR Practices [3 Months]
• PGDHR: Advanced Diploma in Applied Core HR Practices [6 Months]
SHORT MODULAR CERTIFICATION PROGRAMS FOR HR STUDENTS & PROFESSIONALS:
• M1: Modular Certificate Course in Indian Statutory Compliance [2 Weeks]
• M2: Modular Certificate Course in Applied Recruitment Techniques [1 Month]
• M3: Modular Certificate Course in Applied HR Analytics [2 Weeks]
• M4: Modular Certificate Course in Indian Payroll Management [2 Weeks]
• M5: Modular Certificate Course in Applied Employee Engagement [2 Weeks]
• M6: Modular Certificate Course in SAP HR/HCM [1 Month]
• M7: Modular Certificate Course in Performance Management [2 Weeks]
• M8: Modular Certificate Course in Global HRM [2 Weeks]
• M9: Modular Certificate Course in Basic Business Computing [2 Weeks]
• M10: Modular Certificate Course in Learning & Organizational Development [2 Weeks]
SHORT MODULAR CERTIFICATION PROGRAMS FOR HR STUDENTS & PROFESSIONALS:
• M11: Modular Certificate Course in Customer Service Management [2 Weeks]
• M12: Modular Certificate Course in Advanced Sales Management [1 Month]
SOFT-SKILLS DEVELOPMENT PROGRAMS:
• P1: Job Interview Preparatory Sessions [1 Week]
• P2: Communication Skills Training [2 Weeks]
• P3: Influencing Skills Training [1 Week]
• P4: Inter-Personal Skills Training [1 Week]
• P5: Personal Skills Training [1 Week]
• P6: Professional Skills Training [2 Weeks]
• P7: Leadership Skills Training [1 Week]
• P8: Creativity Training [1 Week]
HRD India Network
www.hrdnet.org
info@hrdnet.org
90-0859-0359 / 948-1708-948
080 - 33938300 Extns: 7712 / 7722 / 7720
 nidhi.verma@hrdnet.org
 snehal.joshi@hrdnet.org
 priyanka.sen@hrdnet.org
 suchita.singh@hrdnet.org
 reeni.dutta@hrdnet.org
 vijeta.singhal@hrdnet.org
90-0859-0359 /948-1708-948
Students who have registered for any of our Courses can avail these Soft-Skills Development Programs for FREE
*
*

Modular Certificate Course in
Course Code : M2
Duration : 1Month / 50Hours
Starts : Every 2nd & 4th MondayOnline Instructor-Led Course
Course Code : M1
Duration : 2Weeks / 25Hours
Starts : Every 1st & 3rd MondayOnline Instructor-Led Course
Course Code : M3
Batch : Once in every MonthOnline Instructor-Led Course
Course Code : M4
Course Code : M5
Course Code : M6
Course Code : M7
Course Code : M8
Course Code : M9
Course Code : M10
Starts : Every 1st & 3rd Monday
L1Modular HR Certification Programs for HR students & junior HR professionals: [ 15~30 Days ]
Online Instructor-Led Course

Soft Skill Development Program
Course Code : P1
Duration : 1Week / 10Hours
Batch : Once in every WeekOnline Instructor-Led Course
Course Code : P2
Course Code : P3
Course Code : P4
Course Code : P5
Course Code : P6
Course Code : P7
Course Code : P8
Code : DVD-SE
Duration : 100Hours of Recording
Course Commences : ImmediatelySelf-Paced Online/DVD Course
Self-Paced Course in
Code : DVD-EX
Duration : 150 Recorded Sessions
Course Commences : ImmediatelySelf-Paced Online/DVD Course
Self-Paced Course in
L2
Students who have registered for any of our Courses can avail these Soft-Skills Development Programs for FREE
*
Soft-Skills Development Programs for students & working professionals: [ 7~15 Days ]

Rapid-Pace Certification Program in
Code : CHRM50
Batch : Once in every Month
Code : CHRM100
Duration : 2Months / 100Hours
Certification Program in
Code : CHRM150
Advanced Certification Program in
Code : PGDHR
Advanced Diploma Program in
HRD India Network
www.hrdnet.org
info@hrdnet.org
90-0859-0359 / 948-1708-948
080 - 33938300 Extns: 7712 / 7722 / 7720
L3HR Certification & Diploma Programs for UG/PG students & junior HR professionals: [ 30~180 Days ]
Course Code : M11
Course Code : M12
01Modular Sales & CRM Certification Programs for UG/PG students & junior sales professionals: [ 15~30 Days ]
 nidhi.verma@hrdnet.org
 snehal.joshi@hrdnet.org
 priyanka.sen@hrdnet.org
 suchita.singh@hrdnet.org
 reeni.dutta@hrdnet.org
 vijeta.singhal@hrdnet.org
90-0859-0359 /948-1708-948

7HRTrainingModulescoveredin2Months (100hrs)
Duration of
Online Classroom
Sessions
Duration of
Assignments / HR
Projects
M1 Modern Recruitment Techniques, Talent Acquisition Strategies & the use of HRIS, ATS, Portals, SMT Softwares 25 Hours 10 Hours
M2 Global Human Resource Management & latest Staffing Policies 12 Hours 5 Hours
M3 Employee Engagement, Performance & Talent Management & Retention Strategies 12 Hours 10 Hours
M4 Fundamentals & real-world application of HR Analytics & HR Tools/Softwares 10 Hours 10 Hours
M5 Indian Statutory Compliance Management 8 Hours 5 Hours
M6 Compensation Design, Payroll Management & the use of Payroll Softwares 12 Hours 10 Hours
M7 Soft Skills, Pre-Placement Preparatory Sessions, Simulations & Mock Interviews 14 Hours -
Objective Assessment – 1 2 Hours -
Objective Assessment – 2 2 Hours -
Final Certification Assessment 3 Hours -
Total Efforts required to complete this Certification Course : 100Hours 50* Hours
* Students needs to invest an additional 5~8 Hours Per Week ( alongside regular Classes ) for these
LIVE HR Projects & Assignments. Experience Certificate & Stipend varies with partner Companies.
5HRTrainingModulescoveredin1Month (50hrs)
Duration of
Online Classroom
Sessions
Duration of
Assignments / HR
Projects
M1 Modern Recruitment Techniques, Talent Acquisition Strategies & the use of HRIS, ATS, Portals, SMT Softwares 15 Hours 10 Hours
M2 Employee Engagement, Performance & Talent Management & Retention Strategies 7 Hours 5 Hours
M3 Indian Statutory Compliance Management 5 Hours 5 Hours
M4 Compensation Design, Payroll Management & the use of Payroll Softwares 10 Hours 5 Hours
M5 Soft Skills, Pre-Placement Preparatory Sessions, Simulations & Mock Interviews 8 Hours -
Mid-Month Objective Assessment 2 Hours -
Final Certification Assessment 3 Hours -
Total Efforts required to complete this Certification Course : 50Hours 25* Hours
* Students needs to invest an additional 5~8 Hours Per Week ( alongside regular Classes ) for these
LIVE HR Projects & Assignments. Experience Certificate & Stipend varies with partner Companies.
Rs. 10,000
Rs. 20,000
Rapid-Pace Certification Program
Certification Program
Choose the Course which suits your need & budget : or L4
COURSE
1Month Rapid-Pace CertificationProgram
New Batch commences once in every Month
Course Duration is of 1 Month / 50 Hours
Sat & Sun :
6 Slots for
Mon to Fri :
6 Slots for
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12PM
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Convenient Online Lecture Timings Available
CODE:
COURSE
FEE: *
All Modules Integrated
COURSE
2Months CertificationProgram
New Batch commences once in every Month
Course Duration is of 2 Months / 100 Hours
Sat & Sun :
6 Slots for
Mon to Fri :
6 Slots for
11AM
12PM
10AM
11AM
9AM
10AM
12PM
1PM
1PM
2PM
2PM
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9AM
10AM
8AM
9AM
7PM
8PM
8PM
9PM
9PM
10PM
. . . . . .
. . . . . .
Convenient Online Lecture Timings Available
CODE:
COURSE
FEE: *
All Modules Integrated

CHRM50: Rapid-Pace Certificate in Applied Core HR Practices [1 Month]

1MonthRapid-PaceCertification Program
OnlineHRCertificationProgram
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CorporateHRExecutive

Congratulations for choosing HR as a career ! But what’s your flavour ?
Copyright © 2015 – Human Resource Development Network. All rights reserved. info@hrdnet.org
01
™
0 to 2 Years 2 to 5 Years 5 to 8 Years 8+ Years
Recruitment / Talent Acquisition Executive
Staffing Executive
Recruitment Consultant
Recruitment Coordinator
Account Executive - Recruitment Solutions
Associate Executive - Recruiter
Senior Recruitment Executive
Senior Recruitment Consultant
Senior Recruiter
Senior Account Executive - Staffing
Recruitment & Engagement Specialist
Sourcing Specialist-Recruitment
Senior Staffing Specialist
Talent Acquisition Specialist
HR Specialist-Recruitment
Recruiting Specialist
Recruitment Manager
Recruitment Team Lead
Recruitment Partner
Talent Acquisition Manager
Career Growth Options in the field of HR – Recruitments/Talent Acquisition :
0 to 3 Years 4 to 8 Years 8+ Years
HR Consultant – Payroll & Compensation
Junior Executive – Payroll
Executive – Payroll & Compliance
HR Analyst - Compensation, Benefits & Payroll
Payroll Specialist
Payroll & Benefits Specialist
Compensation, Total Rewards & Payroll Specialist
Payroll Implementation Specialist
Payroll Administrator
Compensation & Benefits Manager
Reward Administrator
Comp & Ben Advisor
Reward Advisor
Comp & Ben Analyst
Career Growth Options in the field of HR – Compensation, Benefits & Payroll :
0 to 2 Years 2 to 5 Years 5 to 8 Years 8+ Years
Learning & Development Executive
Training Coordinator
Executive HR - T & D
Executive-Human Capital & Training
T & D Executive
Training Counsellor
Learning Executive
Training Representative
Senior Learning & Development Executive
Senior Training Coordinator
Senior Executive HR - T & D
Senior Executive-Training
Training Officer
Learning & Development Manager
HR Manager - Learning & development
Training & development Manager
Learning & development consultant
Career Growth Options in the field of HR – Training & Development :
Learning & Development Specialist
Training Specialist
Learning & growth specialist
Employee development Specialist
0 to 3 Years 4 to 8 Years 8+ Years
HR Executive - Performance Management
Performance Advisor
HR Analyst - Performance Management
HR PMS
Performance Management Analyst
Performance Management Specialist
HR Performance Manager
Performance Management Head
Career Growth Options in the field of HR – Performance Management :
An exciting career in Human Resource Management is all about recruiting, training, team building, performance updates, employee
policy, salary, benefits and increments, employee health and safety as well as staff amenities. You’ll also be responsible for mobilizing the
workforce towards the company’s accomplishment plans and objectives, by creating a work environment in which people will be
motivated, contributing and happy. If you’ve got good people skills & can handle tough situations well, you can go a long way in this field.

 Have excellent communication and interpersonal skills
 Be analytical & methodical in approach
 Have good IT skills to harness various Tools/Softwares, etc.
 Excellent Presentation Skills
 Prepare job descriptions
 Identify effective recruitment channels
 Source profiles - screen candidates
 Conduct interviews for shortlisted candidates
 Maintain recruitment MIS
 Applied working knowledge of assessment centres
 Have knowledge of psychometric tests - PSI,RSI,TAT
 Handle recruitment process
 Partner with various recruitment Resources
 Develop & execute recruitment plans
 Evaluation of candidates in assessment centers
 Develop recruiting strategies
 Measure demand & supply of Workforce requirements
 Lead employee on-boarding & Orientation
 Identify screening criteria & Interview panel
 Design & conduct assessment centers
 Ensure compliance of all the Recruitment tools used
 Design the recruitment process
 Monitor the costs involved
 Learn & implement best practices
 Understand various metrics
 Critical Thinking
 Design Selection Matrix
 Ensure Process Compliance
 Have knowledge of Compensation related laws
 Process payroll information
 Understand basics of compensation systems
 Salary benchmarking
 Variable pay schemes
 Maintenance of MIS
 Salary Processing
 Understand PMS
 Exposure of handling HRIS systems
 Create positive learning Environment
 Prepare learning session plans
 Deliver training on need basis
 Select suitable assessment methods
 Select suitable formats used for evaluating candidates
 Prepare competency maps
 Identify the gaps of training for employees
 Analyse training feedback
 Implementation of Balance scorecard (BSC)
 Developing MIS reports
 Salary Processing
 Fixing of KRAs
As per the 2014 MBA Universe MeritTrac Employability Index study
of MBAs which is conducted once every two years, only 20~25% MBA
graduates are employable !
23% HR Jobseekers gets rejected
because of an ill-written/presented
resume/cover letter
69% HR Jobseekers doesn’t clear the
Selection Rounds because of lack of
communication skills
76% HR Jobseekers doesn’t clear the
Selection Rounds because of lack of
functional skills
84% HR Jobseekers ultimately settle
for low-paying jobs because of lack of
opportunities
Source: 2014 Survey Research Data
This is the Skill Gap – No Real-World Knowledge on the Industry Best-Practices
Knowledge & Skills gathered from Internship
Knowledge & Skills gathered
from PGDBM / MBA HR Curriculum
The necessary skill set that companies look for in a HR Resource
Basic Skills/Competencies Required to be a successful HR Professional :
Research shows 73% MBA HR students have a “skill gap” which companies are looking for in an HR Professional 02
Copyright © 2015 – Human Resource Development Network. All rights reserved. info@hrdnet.org™

™
are a series of HR Functional Skills Development Certification Programs. These high-impact
practical-oriented HR trainings provides “job-ready” experiences on various core & advanced HR
functions to those who are inexperienced and yet wish to pursue a serious career in HR. Though
this Course is designed specifically for the MBA HR Students and can run concurrently with their
college education, even students who are MBA Pass outs or Junior HR Professionals can pursue
this Certification Program. This Certificate Training Program is also offered through various
Institutional Alliances across India. This Course “Recession-Proofs” the students through an
Industry-Relevant Training Program that gives them the edge, enhanced Career Competencies
and Employability Skills. With a lot of emphasis on real-world applications, participants gain an
understanding & insight of the various recognized techniques for successful HR Practices
empowering them to achieve excellence in each step. Participants in this course experience a
highly interactive, informative & balanced [ 80% Practical and 20% Theoretical ] program. They
learn in a supportive environment and are challenged to develop their potential by putting the
principles into practice. This HR Certification Course is designed by actual HR Managers who are
responsible for hiring fresh MBA students in their organizations and is recognized by many
experts, B-Schools & successfully placed students as the finest HR Training Program available.
The focus of this program is to help candidates crack their Job Interviews successfully.
A brief introduction about HRD India Network : 03
Certified Institution

Whether an Organization is hiring resources for its Talent Acquisition Team or Generalist Team or Compensation Team or as HR Coordinators, HRD Network™ Certified
students are always an IDEAL FIT. HRD Network™ provides Organizations with resources who are thoroughly trained on the Industry Best-Practices and can be readily
deployed on the job within the shortest Turn-Around-Time. Compared to MBA HR candidates who possess mostly theoretical & academic knowledge, HRD Network™-
Trained & Certified Candidates have a genuine practical exposure which makes them job-ready & highly marketable.
TM
Attend 50 to 100 Hours of High-Impact Thought-Provoking Lecture Sessions on topics which are not covered or taught in an MBA
Curriculum
1~2 Hours of daily interaction with Senior HR Professionals across various domains from MNCs like IBM, Oracle, Accenture, Wipro, ING,
LG, Vodafone, HDFC, etc.
Work remotely with reputed Organizations & HR Firms on various LIVE Online Stipend-Based HR Projects right from the comfort of your
home & coordinate with a PAN-India Team virtually
Gain in-depth working knowledge on all the areas of Payroll Management & Statutory Compliance like PF, ESI, PT, Payroll Structure,
Calculations, Forms, Formats & Due dates etc., including Income Tax, TDS & Tax Planning for employees up to form 16 & Form 16 A.
Gain experience & proficiency to design CTC, design Gross Salary Breakup with regard to Minimum Wages Act, Income Tax Exemptions
and other related labour acts
Use various HR Tools to gain profound knowledge & understanding of the real-world applications of HR Metrics, Workforce Analytics,
Balanced Score-Cards, Dashboards, etc.
Get practical work experience on the complete Talent Acquisition Operational Workflow with sound understanding of recognized
techniques and industry best-practices for successful recruitment
Put various psychological theories to practise & gain a working knowledge of measuring Employee Engagement. Understand the real-
world applications of various HR Research and intervention strategies involving workplace issues on how Employers can build an
Engaged Workforce.
Get Real-Time career-related assistance & 24X7 support from HRDNET’s dedicated team of Experts
Get access to HRD Network’s 24X7 Online HR Library for an entire Year. Access & download HR Books, Case Studies, HR White Papers,
HR Articles on latest Trends & Research, Management Books, etc.
Take this Course from anywhere, attend Online Certification Exams and get your Course Completion Certificate, Project Completion
Certificate & all Work Experience Certificates (from our partner Organizations) delivered to your postal address within 5to7 working
days after the Course completion
HRD Network Certification Programs enhances a student’s employability by 50% 04

Modular Contents : Modern Recruitment/Talent Acquisition Strategies & the use of HRIS, ATS, Portals, SMT Softwares
1. Introduction to Recruitment, HR Jargons, Talent Acquisition Operational Work Flow & RPO
2. Overview of the Hiring Process
3. Requirement/Position Analysis and creating elaborate Job Descriptions
• Effective Sourcing First Requires Accurately Defined Needs
• Threshold Trait Analysis
• Competency Mapping and Framework
• Creating a Competency Map
• Analyse Functional Skills
• Behavioural Job Analysis
4. Designing an effective Sourcing Strategy
• Identifying optimal options for sourcing/locating candidates in the current candidate-scarce market and determining the most
effective systematic plan of action to find such talent
5. Industry Best Practices for creating Job Advertisements / Employment Branding via newspapers, magazines or websites
• Expand existing thinking about options for 'where' to advertise.
• Discover how to write to a target audience, and speak their language.
• Learn the techniques of writing appealing job advertisements to attract the right applicants, and inspire them to apply
• Consider what motivates candidates, and present your message in terms of benefits to excite the reader
• Understand the power of particular words, bringing the ad to life, making your message compelling
• Become aware of words or expressions which are to be avoided from a discrimination and equal opportunities point of view
6. Detailed training on optimal usage of Job Portals
• Understanding and effectively using Boolean Logic to find ideal candidates from Job Portals
• Use of Boolean Commands OR, AND, AND NOT, NEAR, QUOTES, WILD CARD, PARANTHESES, etc.
• Use of Keywords to create effective Boolean strings and minimize search engine confusion
• Job Posting & Mass Mailing Best Practices
7. Effective Head-Hunting Techniques
8. Social Recruiting - How to Use Social Media as a Recruiting Tool
9. Effective Telephonic Screening - Learn questioning techniques to minimize the time spent screening calls to eliminate unsuitable
candidates, and identify and attract right ones
• Short listing- Knowledge of Matching CVs
• The Process of Short listing
• In-Depth Candidate Filtering
• Knowledge Based Filtering
• Skill Based Filtering
• Behavioural Filtering
10.Candidate Interview Scheduling - Implementing a structured & systematic short-listing method & sending Interview Call Letters
11.Introduction to Interviewing
• The overall Interview Process
• Stages of the Recruitment Interview
• Phone Interviews, Traditional Interviews, Situational Interviews, Stress Interviews, etc.
• Direct Questions, Non-Direct Questions, Hypothetical or Situational Questions, Behavioural Descriptive Questions, etc.
• What Not to Ask in an Interview - Which types of questions are illegal (due to privacy and discrimination laws), and what
alternative approaches are taken for covering such sensitive issues
• Avoiding Bias in Selection Process - Expectancy Effect, Primacy Effect, Information Seeking Bias, Contrast and Quota Effect,
Stereotyping, etc.
• Interviewing and Probing Techniques
• Behavioural Indicators
• Key Interviewer Skills
• Body Language
• Different types of Questioning Methods
12.Evaluation of the Interview Process
ModularContents:
Modern Recruitment/Talent
Acquisition Strategies & the
use of HRIS, ATS, Portals,
SMT Softwares
Page 1/2
Course Contents : 05

13.Psychometric Testing & Talent Assessments
• Overview of Psychology
• Psychology Basics
• Sigmund Freud
• Carl Gustav Jung
• Alfred Adler
• Burrhus Fredric Skinner
14.Psychometric Assessment Overview
• Psychometric Assessment
• Understanding the Psyche/Mind
• Understanding Competence
• What to Assess
• Why to Assess
• Establish Fair Psychometric Assessment
• Fairness – Will The Assessment Create Adverse Impact
15.Categories of Tests
• Common Projective Tests
• Self-Report or Inventory Tests
16.Test for Traits – The PSI
• PSI- A Brief History
• How to Analyse the PSI Test
• Dimensions of the Typology
• Different Personality Types
• Uses of PSI
17.Test for Motives – The TAT Test
• History of the Test
• Understanding TAT
• Administering the Test
• Scoring of the TAT Cards
18.Motivational Analysis Using Career Anchors – The RSI Test
• Understanding & analysing key applicant motivators
19.Ability Testing
• Ability Tests
• Specific Cognitive Tests
• Sample Tests Used in Organizations
20.Reference/Background Checking - Preparation, Data Collection, Interpretation, Illegal Questions
21.Making the Selection Decision based on Ratings, Value vs. Risk, Job Market & notifying Applicants
22.Delivering the Employment Offer to the candidate
• Outlining the Offer
• Negotiation Techniques - negotiating on package, role, band, etc.
• Dealing with Difficult Issues - supporting candidates through resignation, handling counter offers, etc.
• Employee Joining Formalities, Orientation and Documentation
23.Recruitment Analytics
• Strategic Issues in Recruitment
• Recruitment Metrics
• Bad Recruitment
24.Recruitment Matrix Cost Breakdown & Measurement of Recruitment Efficiency - Hit Rate, Hire Ratio, Quality of Hire, Interview Time,
Source Cost Per Hire Ratios, Interviewing Cost, Recruiter Effectiveness, etc.
25.Recruitment Challenges and latest Trends in the Industry
ModularContents:
Modern Recruitment/Talent
Acquisition Strategies & the
use of HRIS, ATS, Portals,
SMT Softwares
Page 2/2

Modular Contents : Compensation Design, Payroll Management, Statutory Compliance & the use of Payroll Softwares
1. Compensation and Benefits Environment
• The environmental factors effecting compensation and benefits
• Government regulation & social security in compensation
• Social changes & demographics in compensation
• Changes in compensation due to collective bargaining
• Changes in the compensation administration due to outsourcing & globalization
2. Rewards & Basics of Compensation
• Compensation basics
• Components of compensation system
• Equity theory
3. Building Internal Equity
• Job description
• Establishing internal equity: job evaluation methods
• Using job rankings
• Creating job grading
• Creating point plans
• Hay plan overview
4. Building External Equity
• Different aspects of establishing external equity
• Salary survey
• Designing salary surveys
• Periodicity of salary surveys
5. Building Individual Equity
• Performance pay options
• Building performance pay systems
• Steps in introducing pay for performance system
• Pay for performance: the challenges
6. Benefit Plans & Total Reward Planning
• Benefit plans
• Mandated benefits
• Security/Insurance benefits
• Retirement benefits
• Time off related benefits
• Non-monetary perquisites
• Monetary perquisites
• Cafeteria plan/flexible benefit plans
7. Total Reward Planning
• Reward strategy objectives
• Components of total reward
8. This Training Module is designed to provide in-depth knowledge on all the areas of PF, ESI, PT, Payroll Structure, Calculations, Forms,
Formats & Due dates etc., including Income Tax, TDS & Tax Planning for employees up to form 16 & Form 16 A. Post completion of this
course, students would be in a position to design CTC, design Gross Salary Breakup with regard to Minimum Wages Act, Income Tax
Exemptions and other related labour acts.
9. Applied Knowledge on Labour Laws, PF, ESI, Professional Tax, Statutory Acts, Rules, Procedures, Forms, etc.
10.Designing CTC and salary break up and discussion on compensation and benefits
11.Income Tax and Tax planning of salaried personnel
12.TDS on Professional Charges, Consultancy Charges and Contract Payments.
ModularContents:
Compensation Design,
Payroll Management,
Statutory Compliance & the
use of Payroll Softwares
Page 1/3

13.“Hands-On” Training on Real-Time Payroll Software on various Modules
14.The HR Payroll Core
• Employee Information Management
• Payroll Management
• Loan Management
• Reimbursement Management
• Arrears & Final Settlement
15.Payroll Reconciliation
• Payroll Monthly Differences
• Control Statements
• Head Count Summary
16.Payslips & Reports
• Payslips
• Salary Statements
• Payroll Transfer Statements (Bank, Cash, Cheque, etc.)
• Payroll Journal Voucher
• Dynamic Report Building
17.Leave Management
• Define Leave Types: PL, CL, Sick Leave, etc.
• Grant of leaves on periodic basis (monthly, quarterly, annual)
• Multiple leave schemes for different employee groups
• Extensive leave policy rules for availing leave, lapsing, granting, etc.
•
18.Statutory Reports
• PF & ESI reports (monthly, annual)
• Monthly Profession Tax reports
• Income Tax Statement
• Form 16 PDFs, Quarterly eTDS filing (Form 24Q), etc.
• Expense claims
• HR Forms & Policies
19.Employee Self Service
• Online Payslips
• Loan summary and loan details
• YTD & PF Summary
• Tax computation sheet & tax what-if analysis
• IT declarations by employees
• Apply for leave online
• Reimbursement & Expense Claims
• Trouble Tickets
20.Employment laws concerned with Recruitment process
• Overview of legislature
• Apprentice act
• Discrimination Act
• Job reservation
• Immigration act
• Emigration act
• Role of employment exchange
• Bond formations
• Standing orders
21.Compensation and benefits focus
• Payment of wages act
• Gratuity act
• IT act
• Compensation
ModularContents:
Payroll Management,
Page 2/3

22.Living conditions and leave
23.Building and construction act
• Factory act
• Shop establishments act
• National holiday act
24.Comparison between Indian and international laws
• Minimum wages comparison with respect to US and Europe laws
• Percentage of tax comparison respect to US and Europe laws
• OSHA/FLSA
25.Labour law and factory act
• Union ligation - Trade Union's Act
• Termination - Employees State Insurance Act
• Grievance - Industrial Disputes Act
• Disciplinary - Employee Act
• I.D.A - Industrial Disputes Act
26.Workplace diversity
• Sexual harassment - Workplace's Act
• Job workplace privacy - Data Protection Act
• VISHAKA guidelines -
• SC/ST atrocities and Reservation - Dalit Rights
• SC/ST Prevention of Atrocities Act,
• Discrimination (global) - Equal Remuneration Act
ModularContents:
Payroll Management,
Page 3/3

Modular Contents : Fundamentals & real-world application of HR Analytics & HR Tools/Softwares
1. Introduction to HR Metrics, Workforce Analytics, HR Score Cards & Dashboards
• What is HR Analytics
• Origin and evolution of HR Analytics
• Benefits of implementing HR Analytics
• MEC Model of HR Analytics
• Linking HR to Business drivers
• Values and Culture
• Key Strategic Themes
• Introduction to the Balanced Scorecard- The HR aspect
2. Quantification
• First generation – Cost Determinants
• Second generation- Lead and lag Indicators
• Lead indicators for compensation
• Lead indicators for recruitment
• Lead indicators for performance management
• Lead Indicators for Learning and Development
3. Analysis
• Implementing Trend Analysis
• Implementing Predictive analytics
• Using Regression and Correlation
• Benchmarking process
4. Reporting
• Creating charts and graphs
• Creating Pivot Table
5. The commonly used KPIs & HR Metrics for evaluating the effectiveness of human capital in organizations
6. Workforce Analytics—putting HR metrics and data analysis to work.
7. Reporting Keys—data reporting techniques to get the intended messages to decision makers when they need them in ways they will
understand
8. Various problem solving techniques in handling real-world strategic HR activities.
9. HR Metrics and Dashboards creation for the following areas & linking the Business to Human Resources:
• Employee Staffing
• Employee Retention
• Employee Capability
• Compensation & Benefits
• Organization Effectiveness
• HR Service Delivery
• Workforce
10.How to track the metrics Q-o-Q,Y-o-Y, define targets based on internal and external benchmarks and take corrective actions.
11.Using HR Metrics to show tangible output, which is relevant to organization and link it to the organizational strategy
12.Applied Statistics for HR - Various Statistical techniques will be taught with relevant HR related examples in this module. It will enable HR
professionals to draw valuable insights out of data.
• Descriptive & Inferential Statistics
• Central Tendency
• Measures of Variability
• Distributions
• Hypothesis Testing
• Confidence & Significance Levels
• Correlation for Interval & Ordinal Data
• Regression – Simple, Multiple, Logistic and Multinomial
• Cluster Analysis
ModularContents:
Fundamentals & real-world
application of HR Analytics &
HR Tools/Softwares

Modular Contents : Global Human Resource Management & latest Staffing Policies
1. With the advent of globalization, organizations - big or small have ceased to be local, they have become global! This has increased the
workforce diversity and cultural sensitivities have emerged like never before. As a part of this Global Human Resource Management
Module, we shall enumerate various objectives of Global HRM.
2. How does an organization carry a local appeal in the host country despite maintaining an international feel & without compromising upon
the global identity?
3. How does it generate awareness of cross cultural sensitivities among managers globally and hiring of staff across geographic boundaries -
Training upon cultures and sensitivities of the host country.
4. The strategic role of Human resources Management in such a scenario is to ensure that HRM policies are in tandem with and in support of
the firm’s strategy, structure and controls. Specifically, when we talk of structures and controls the following become worth mentioning in
the context of Global HRM.
5. Decision Making: There is a certain degree of centralization of operating decision making. Compare this to the International strategy, the
core competencies are centralized and the rest are decentralized.
6. Co-ordination: A high degree of coordination is required in wake of the cross cultural sensitivities. There is in addition also a high need for
cultural control.
7. Integrating Mechanisms: Many integrating mechanisms operate simultaneously.
8. Global HRM and the Staffing Policy
9. The challenge here is developing tools to promote a corporate culture that is almost the same everywhere except that the local
sensitivities are taken care of.
10.Also, the deciding upon the top management or key positions gets very tricky. Whether to choose a local from the host country for a key
position or deploy one from the headquarters assumes importance; and finally whether or not to have a uniform hiring policy globally
remains a big challenge.
11.Discussions & Case-Studies on few staffing policies - Ethnocentric, Polycentric, Geocentric, etc.
ModularContents:
Global Human Resource
Management & latest
Staffing Policies

Modular Contents : Employee Engagement, Performance Management, Talent Management & Retention Strategies
1. With the Introduction to 21st Century Employee Engagement as a business management concept and the “real-world” applications of
psychological theories, research methods, and intervention strategies involving workplace issues
2. How can the HR create a work experience that taps into employee’s needs and drives that inspire employees to perform at their best?
Unleashing the Key Drivers of Employee Motivation, Morale and Performance
3. Analysis of some of the best practices of high performance organizations, research within the business world and research on human
nature from a wide range of scientific disciplines.
4. Questions to Measure Employee Engagement - Introduction to Gallop Q12
5. Effective Employee Retention Strategies adopted by renowned Organizations from the “Preferred Employer” List
6. Post Completion of this Module, students will be able to:
 Define what is meant by Employee Engagement
 Explain why Employee Engagement is important to any Organisation
 Identify an Organisation’s approach to Employee Engagement, it’s Goals, Values and Culture
 Explain how Employers can build an Engaged Workforce
 Evaluate different approaches to Measuring Employee Engagement and what to do with that data
7. Competency, Performance and PCMS
• What is Competency
• Competency Iceberg Model
• Classification of Competencies
• Measurement of Competency
• Performance Aspects
• Types of Performance Measurement
• Performance and Competence Management as a Concept
• PCMS Model
8. The Balanced Scorecard
• Performance planning
• The Balanced Scorecard
• Cascading process
• The Balanced Scorecard Measures
9. Competency Frameworks and Maps
• What is a Competency Map/Framework
• Types of Framework
• Uses of Competency Framework
• Creating a competency Map
• Quan Competence Framework
• Threshold Trait Analysis
• Using BARS for Competency Maps
• Implementing the Mapping Process
10.Performance Review Systems
• Model for Performance Review
• Perspective Involved in Performance Reviews
• Performance Rating Methods
• Common Problems with Rating
• Legal Aspects of Performance Appraisals
11.Performance Analysis & Improvement
• From Training to Performance
• Root/Major Cause Analysis
• Identifying Casual Factors – Setting Learning Goals and Objectives
• Selecting Best Training Method
• Developing a Good Design
• Building Appropriate Evaluation Methodology
ModularContents:
Employee Engagement,
Performance Management,
Talent Management &
Retention Strategies

Modular Contents : Executive Communication for Modern HR Professionals
1. As prospective HR Professionals - a role involving effective communication with various strata of people. This module enhances a student's
skills and confidence in handling such executive interactions. This training course will enable participants to increase their effectiveness in
projecting a professional image, relationship building, information exchange, active listening, complaints handling, and generating greater
satisfaction and loyalty. From initial impressions, and throughout the interview, the quality of communication with the candidate strongly
influences the results achieved. The purpose of this course is to generate insight into how to develop excellence in each step, ensuring
effective relationship building, enhanced information exchange, and therefore improved staff selection and employment results.
2. This module also includes One-to-One Career Counselling Sessions. The focus of this module is to help candidates to be better prepared in
soft-skills aspect & crack their Job Interviews successfully.
ModularContents:
Executive Communication
for Modern HR Professionals
Modular Contents : Learning & Organizational Development
• Training & Development
• Evaluation
• DNA of training — KSA with examples
• Relation between principles of learning and teaching
• Importance of training
• ADDlE Model of Training
• Popular Methods of Analysis
• Training Design
• Training Development
• Training Implementation
• Evaluation of Training Effectiveness using Kirkpatrick’s Model
• LI. L2. L3, L4
• Effectiveness Report
• Training ROl
• Vendor Analysis
• Budgeting
ModularContents:
Learning & Organizational
Development

Send your Resume & Course choice to:
apply@hrdnet.org
Call up HRD Network to register:
90 0859 0359 / 948 1708 948
Course Related Instructions & Fees Payment Instructions:
Class Schedule, Course Fee, etc.
Your unique 16-Digit Alphanumeric ID is generated:
Student Registration ID
The Fee can be paid to “HRD India Network” either Online using Net Banking / Credit Card / Debit Card or via NEFT
HRDNET Current A/c Number = 0868-102-00000-4978 [ IFSC Code = IBKL0000868 ]
Access credentials to join regular LIVE Online Classes:
Username & Password
The Software to join regular LIVE Online Classes :
LMS Software / LIVE Streaming Software
HRDNET’s Certification Programs are delivered LIVE Real-Time via ONLINE Instructor-Led Virtual Classroom Mode.
Students must have a working internet connection to join & attend their regular classes. A Live instructor ( a Senior
HR Professional ) conducts daily classes, where the participants can interact with the trainer via chat & audio/video
feedback. Students will be connected to audio using their computer's microphone and speakers (VoIP). It is advisable to
log in to the HRDNET LIVE Sessions at-least 5-10 minutes prior to class session commencement time. Note: HRDNET
provides 24X7 Support to its students face issues joining the Session
Internet Connection Whiteboard Display Microphone Audio / Speaker Webcam
These system checks are done to ensure that students are able to connect to the LIVE Classroom & are able to view the
whiteboard clearly. Audio tests are done to ensure that students are able to hear the trainer’s voice clearly & also the
Trainer is able to hear the student. The Webcam Test is done to ensure whether the Mentor/Trainer is able to view the
student. ( Note: Webcam is used ONLY during One-One Career Counseling Sessions with the Mentor/Trainer )
In a situation wherein a student missed out on his/her online session(s), they'll have the option to request for a repeat
session. HRDNET's normal sessions happen on weekdays (Mon to Fri). These repeat sessions are usually scheduled over
the weekends. Apart from this option, at times, even recorded sessions are made available (not downloadable) wherein
no Real-Time Interaction with the Mentor will be possible. Students are provided with the Session Notes/Slides to refer to
The software & online tools access details shall be generated specifically for each student & shall be shared by the
Trainer/Mentor during/after the respective Class Session(s). Students shall keep these data confidential. All logins are IP
tracked. If multiple logins are detected, the student’s candidature can be terminated.
Step 1: Apply for the Modular/Advanced Certification Program of your choice by Calling us or Mailing us:
Step 2: Once HRDNET receives your Application, we send an Email with the following details:
Step 3: Students shall have to make their Course Fee Payment within the Last Date:
Step 4: Once the Fees is paid, HRDNET sends the Course Fee Payment Receipt along with the following details:
Step 5: Before the commencement of the actual classes, a SYSTEM CHECK Session is done to ensure that everything is working fine.
Step 6: Students start attending their regular Online Classes taught by the Mentors in Real-Time.
How to register, enrol & commence a HRD India Network Certification Course ? 14

Class Session Slides/Notes
Reference Books, HR Case Studies, HR Research Whitepapers, Trend Documents
ATS Software
Job Boards / Job Portals
HRIS Software
HR Payroll Software
ESS Dashboard
Workforce Analytics Software
Social Recruitment Software
Talent Engagement Software
Performance Management Software
Campus Hiring Tool
Employee Logistics & Travel Management Software
Workforce & SLA Management Analytics
Remote Office for working on various HR Projects & Assignments
Online Assessment Tool
The access details shall be
generated specifically for
each student & shall be
shared by the Trainer /
Mentor during / after the
respective Class Session(s).
Students shall keep these
data confidential. All logins
are IP tracked. If multiple
logins are detected using
same credentials, the
student’s candidature can be
terminated.
Step 7: Depending on the Specialization Module(s) selected, students shall be provided access to various softwares/resources/tools:
As taught by the Instructor / Mentor
Supplementary reading materials for optimal learning
The Software shall be provisioned for 24X7 Practice at home & for working on LIVE HR Projects
A corporate login ID shall be provided for a tenure of 2-6 Months depending on the Project duration
Various Online Assessments shall be conducted via this Tool
HR Software Provisioning
How to register, enrol & commence a HRD India Network Certification Course ? 15

Advanced / Modular - HR Course Completion Certificate
HR Project / HR Work Experience Certificate
Professional Profile Development
Resume Fine-Tuning & Optimization for Job Portals
Personalized Visual CV
Mock Interview Simulations & One-to-One Career Counselling/Mentoring
Placement Assistance - Scheduled Interviews with reputed Companies
Certifications & Additional Personalized Benefits : All students shall be provided with the following after successful Course completion :
Delivered to the Trainee at his/her postal address within 1 week of completion of the Program
A sealed & signed document provided by the partner Organization after completion of the Online HR Project
A professional profile which shall be valid life-long is developed by a team of experts
A fine-tuned Resume containing relevant trigger-words is developed by a team of experts
A Visual CV with an unique easy-to-share URL Link is developed by a team of experts
Access to Mentors ( Senior HR Professionals ) for continuous career related guidance & placement advice
HRDNET Training Programs offers Placement Assistance to all its HR100 & HR150 Advanced HR Certification Program
participants who scores above 50% in the Assessment Evaluation. This is achieved by scheduling Interviews for the
candidates till the time s/he gets successfully placed. HRDNET guarantees that students who sincerely attend HR100
/ HR150 Programs should be able to crack the Selection Rounds with any reputed organizations across India.
Students can expect an assured placements at reputed MNC companies with an industry-standard salary package.
Key Takeaways – What do our students receive after successful completion of any Certification Course ? 16

Week 1 Mon Tue Wed Thu Fri Sat Sun
Training Methodology : HRDNET™ deploys its experiential trainings via a mix of high-impact Theory and Instructor-Led Practical Sessions
HRDNET™ training programs are designed by actual HR Managers who are responsible for hiring junior HR positions in their organizations.
Hence the focus of these training programs is to help candidates crack their Job Interviews successfully. HRDNET™ maintains the most practical
Course contents as per the current Industry trends. HRDNET™ Training Programs provide the practical exposure to the students within the
shortest possible time. Because the training is developed by industry specialists, students needn’t worry about the materials being less than
accurate or behind the times for current information. HRDNET’s Program gives a lot of emphasis on real-world projects so that participants
gain an understanding & insight of the various recognized techniques & practices. Participants experience a highly interactive, informative &
balanced [ 80% practical and 20% theoretical ] program. They learn in a supportive environment, and are challenged to develop their potential
by putting the principles into practice. This type of learning helps many people learn faster, retain more information, and gain “marketable
experience” which otherwise would not be possible. The Training Module help the candidates in developing the right professional attitude,
responsibilities, people management and process management skills required to reach managerial career levels. HRDNET™ facilitators
incorporate different learning styles into its presentations. Some people learn best through visual materials, others prefer written texts and
manuals. By taking advantage of the different media types available on the Internet, our Instructors ensure that HRDNET remains the best in
Professional Course Development and Presentation meeting the highest standards. The training materials are designed to present information
in a clear yet succinct manner so that the student grasps the concepts being explained.
 HRDNET’s thought-provoking sessions are taught by actual HR Professionals with a proven industry track-record
 Students attend daily 1~2 Hours of LIVE Online Session from Monday to Friday
 Weekly 5~10 Hours of LIVE Instructor-Led Online Classes + Unlimited HR Software Lab Practice + LIVE HR Projects
 Saturday & Sunday are reserved for extra (doubt-clearing) or repeat Sessions
10 Hours 2 2 2 2 2 - -
10 Hours 2 2 2 2 2 - -
10 Hours 2 2 2 2 2 - -
10 Hours 2 2 2 2 2 - -
20% Theory Sessions 80% Practical Sessions LIVE HR Projects HR Assignments
Theory Sessions / Cognitive Training
Providing a sound theoretical training to the trainees which
supplement their MBA HR Curriculum.
Interactive Lecture Sessions - HRDNET’s High-Impact Lecture Sessions
delivers information at a pace which the trainee find conducive to
absorb. In order to keep it interesting & highly engaging, a lot of
demonstrations are embedded in our Lecture Sessions.
Discussions / Q&A Sessions – All HRDNET Lecture Sessions are
followed by discussions and questioning in order to achieve higher
level knowledge objectives, such as problem solving, principle learning
and to stimulate thinking about the content of the lecture and to
provide the learners with context that is supported, elaborated,
explained, or expanded on through interactions both between the
trainer and the trainees. This allows the trainee to be actively engaged
in the content & helps in improving recall. It’s a two-way flow of
communication i.e. knowledge in the form of lecture is communicated
to trainees, and then understanding is conveyed back by trainees to
trainer in the form of feedback that enables the trainer to determine
whether the material is understood. If the trainer feels that the
material is not understood, s/he spends more time on that particular
area by presenting the information again in a different manner.
Practical Sessions / Behavioral Training
Providing practical skills-training to the trainees to
simulate the real-world applications of their HR
knowledge.
Real World Simulations - they are designed to reproduce
or simulate events, circumstances, processes that take
place in trainees’ job so that the trainee is able to imitate
or make judgment or visualize how events might occur in
a real situation.
Case Studies, Projects & Assignments - to simulate
decision making situation that a trainee may find at their
work place. It reflects the situations and complex
problems faced by an HR. HRDNET facilitators force the
trainees to apply known concepts and ideologies and
ascertain new ones always emphasizing on approach to
see a particular problem rather than a solution.
Participants are given some complex situations of a real
organization forcing them to explore enough information
to be examined and conduct research to gather
appropriate amount of information & then makes certain
judgments/possible solutions to the problem.
Career Mentoring
HRDNET Mentors provides
an on-going personalized
one-to-one career guidance
HRDNET values Mentoring
as one of the important
methods for preparing
trainees to be future HR
professionals. This method
allows the mentor to
determine what is required
to improve performance.
Once the mentor identifies
the problem, weakness,
and the area that needs to
be worked upon, the
mentor provides additional
training. The mentor can
also provide opportunities
to work on special
processes and projects that
require use of proficiency.
~30 Hours/Month ~20 Hours/Month
How is the Training delivered to the students across India ? 17

HRDNET’s Online Training Courses are delivered LIVE to the students from all across India by Trainers from Delhi,
Bangalore, Mumbai & Hyderabad allowing a real-time Interaction. Students can access HRDNET Online Classes &
24X7 Software Practise Lab right from the comfort of their homes without having to travel. And since our Online
Virtual Classroom Training Model doesn’t require extensive physical infrastructure, HRDNET provides excellent
quality training at a much lower cost compared to its competitors.
HRD Network’s Certification Programs are delivered LIVE by Mentors training in Real-time: 18

For students having access to internet, HRDNET Online Certification is the best choice
 HRDNET acts as an online platform for students and HR Job Seekers from various parts of India to gain access to the
brightest HR minds of the country. Online Virtual Classrooms provides a huge advantage in terms of connectivity &
accessibility. A student attending the Virtual Classroom even from a remote city of Maharashtra can be taught by a Mentor
who is a Senior HR Professional from Hyderabad.
 The Mentors of HRDNET’s Training Programs are working Senior HR Professionals from Top-notch Organizations Tier-I
organizations like IBM, Oracle, Accenture, Wipro, ING, LG, Matrix, Akamai, HCL, Wells Fargo, Vodafone, etc. based out of
Delhi, Bangalore, Chennai, Mumbai, Hyderabad, etc. who are not available during their office hours between 9AM to 6PM.
Hence HRDNET’s daily Sessions happen only ONLINE between 7AM to 9AM in the morning and again between 6PM to 11PM
in the evening.
 Since most of our trainees/students are either college-going students or are junior working professionals, even they are not
available during the weekdays from 10AM to 5PM. Hence Online Classroom Session is conducive for everyone – students &
mentors.
HRDNET Certification Programs are delivered LIVE via ONLINE Instructor-Led Virtual Classroom Mode. Live Virtual Class is a
superior Live instructor led Classroom conducted over the internet via a Software like TeamViewer or Citrix. Anyone with an internet
connection and a laptop, tablet or smartphone can join the Live Virtual Classroom from any part of India. A Live instructor (a Senior
HR Professional) conducts daily online classes of 1~3 Hours, where the participants can interact with the trainer in real-time just like
a physical classroom. The batch timings for HRDNET Courses are flexible to suit the needs of the students & their mentors.
HRD Network’s Certification Programs are delivered LIVE by Mentors training in Real-time: 19

Internships are the best way for you to gain practical exposure. Few companies even
offer absorption based on an intern’s performance. Either ways, it adds immense
value to your profile while you sit across that Interview Table. But the problem is most
students often have no idea where to begin their job/internship search. Finding an
internship is hard enough, finding one that is willing to provide relevant training to an
intern is virtually impossible. And I’ve seen from other’s experiences, sometimes the
experience you gain from Internship isn't what you'd hoped for and it doesn't help you
build skills or contacts you want to use in the future. It’s just a waste of time & few
people only do it for Academic Credits. And that’s where HRDNET stands out. Frankly, I
used it as an experimenting platform because they were the only firm offering me an
Internship in Talent Engagement. And at the end of it, boy was I surprised? Those 60
days were absolutely well spent as the experience I gained was substantive. It helped
me enter the arena of EE which I always wanted to get into. The tip I’d like to give
others is - Don't restrict yourself to internships in just one field. There’s much more to
HR than just recruitments !
Preeti Krishnamurthy
HR Shared Services, Cognizant Technology Solutions
The 30 Day Program is something I can swear by now. Those 30 days have
become the foundation for my personal and professional development.
Special mention to my mentor Mrs. Soniya Raghavan who was readily
accessible and shared a genuine interest in the student’s immediate
professional success. This course kept me on the edge all the time.
Suddenly I seemed to have no spare time ! My days were spent creating HR
Scorecards or preparing Pay Slips or preparing the manpower plan for my
Model Organization. It got me involved deeply with so many facets of HR
functions that for a moment I thought that I was actually employed
somewhere. The practical assignments were so challenging that I
experienced a few sleepless nights. Which in a way is good as I am now
mentally prepared to accept any challenges my employer throws at me. All
the hard work paid off when I landed myself a job with Wipro. An
extremely challenging course which brings out the best in a person. I would
recommend it to all !
Sourav Saha, HR Generalist, Wipro Technologies
I found this program way more stimulating than my MBA curriculum. My biggest takeaway from this training was Avishek's lecture sessions on Recruitment Strategies. Simply
loved the way he first exposed me to some actual challenges in hiring niche skill mandates for his company IBM and the way he helped me prepare a Strategy for it. He guided me
through the entire process to finally tackle the problem with an out-of-the box solution which was truly amazing. Special thanks to my mentor for his constant cooperation,
patience and guidance. Truly it was an experience I never had got even in my MBA College. And it was basically because of these innovative techniques and an overdose of
practical knowhow, I was rather able to impress the Interviewer. Thanks HRDNET & Nishant Sir for helping me get placed with Accenture. I’ll recommend this course to others.
Vivek Sharma, HR Recruiter, Accenture
This course for me was a revelation, an eye opener rather. Suddenly I felt
that in spite of doing my MBA from a reputed B-School, I knew so little
about the actual day to day issues and to quickly come up with practical
solutions to resolve it. The faculty for the course especially was able to add
valuable real world experience and tangible examples from their back-
ground and course materials. Focus was always on current and emergent
trends in HR and the various tool-based training approaches to areas such
as Analytics, Payroll and HRM was definitely beneficial for me. This course
was short, crisp and filled with useful bang-on-target tips & tricks that’ll
help me a long way. It could be easily called as a refresher course on HR.
Arnab Sanyal, HR Generalist, Tata Elxsi
Realistically speaking, not all Internships offer the same value and credentials as
Internships aren't always what they appear to be. Students with no prior experience
are just thrown into a hectic schedule with huge amount of irrelevant or extraneous
work, usually because someone has to do it. Finally I decided to try a paid service like
HRDNET. And I must admit, this 30 days course helped me expand my career
possibilities by giving me the required wisdom. Internships at HRDNET proved to be
an invaluable reality check. The kind of time and money I had spent starting up my
career finally paid off. Today I can say that Internships are an important professional
orientation. It's an important career decision-making time, when working as an intern,
and seeing what you like, what you don't like, and what you can actually achieve.
HRDNET gave me that clarity.
CV Arun Kumar, HR Generalist, Justdial
Student Testimonials: 20

Few months ago, it seemed as if HR jobs are hard to come by. I felt like if I can't find
an HR job, then all that studies and preparation would go wasted and I'll end up being
a Tele-Caller in some Consultancy for the rest of my life. But when I approached
HRDNET, the first thing they made me realize is that Internship Programs are the
primary entry point to full-time employment. In today’s competitive world, Summer
Internships are nothing less than a high-stakes try-out to land the perfect first job.
Think of it as the job interview that lasts all summer long! And while most companies
would provide me with a lousy experience, I felt HRDNET provides something way
more than just resume-padding. HRDNET’s HR Internship Opportunity is a great
platform for students like me who have limited connections and are unable to do a
meaningful Internship in a reputed organization. Thanks to this course and a 90 days
Internship, I was prepared in the best possible way to enter my dream career. I’d
strongly recommend this course over any other Summer Internships. Those 90 days
were totally worth it !
Sheldon D'Souza, HR Recruiter, Bharti Airtel
To be honest I took up this course to get a work experience certificate which I thought might be an added advantage while appearing for my Job Interviews. But the 30 days of
training and another 30 days of Online Internship was a true game changer for me. I had done a 3 month’s Internship before but this was absolutely different. Working on such an
involved model, I learnt such things I never did in my previous Internship. The career counseling provided was the icing of the cake. The course did work its magic charm in
helping me to get into my dream destination.
Nawaz Khan, HR Recruiter, Reliance Retail
Bunking college? Highly recommended! But only if you are using that time
to do some learning outside the classroom. HRDNET to me is a fantastic
platform to keep up with trends, build knowledge and gain perspective.
One great thing about this unique training program is that it’s designed to
make students take initiatives and get hands on experience in the real
world so in a process they gain meaningful knowledge and skills. At the end
of the day, we are burdened with enough theoretical knowledge in our
MBA Course, who needs more of that? Rather HRDNET taught me that the
real learning for a student lies beyond the four walls of a classroom. This
platform did indeed enable me to gain a respected entry to the field of HR.
Smita Sinha, HR Recruitment, ANZ
Beyond the transfer of knowledge, my memories of the course will remind me of the relationships formed with my instructors and mentors who were so supportive. The course,
especially the group video sessions enhanced my communication skills to prepare me for my career. Live projects, discussions and articles on current events helped me stay
updated with the HR Industry trends. Truly appreciated the new concept of engaging the people from the Industry to interact & teach college-goers like us. The knowledge
transfer did work its charm and landed me a job with Sonata Software.
Nisha Bhasin, HR Recruiter, Sonata Software
In the current scenario, where descent HR jobs are hard to find, I
must appreciate HRDNET for the efforts taken in connecting us
Freshers with the Industry veterans. Today, I work as a HR Exec with
Essar and I enjoy the work. The work culture is really good and I am
thankful to my Mentor Mr. Subhojit Dutta for giving me this
opportunity to apply for Essar.
Shyamalima Guha, HR Recruiter, Essar Telecom
Pursuing an excellent course like this and that too from the comfort of my home has
certainly been a turnaround decision of my life. Being from a non-metro city, my scopes for a
good Internship or any additional Industry interface beyond the regular MBA Curriculum was
limited. This 60 days program gave me the much needed overall learning and development
but also gave me enormous opportunities to think out of the box & enhance many other
latent skill which I soon realized were my biggest strengths.
Praveen Pandey, HR Recruitment, R Systems
Student Testimonials: 21

HRD India Network
www.hrdnet.org
info@hrdnet.org
90-0859-0359 / 948-1708-948
080 - 33938300 Extns: 7712 / 7722 / 7720

CHRM50: Rapid-Pace Certificate in Applied Core HR Practices [1 Month]

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