HR Training Course

To become specialized in talent acquisition, payroll, statutory compliance, and human resource management, consider enrolling in a comprehensive training program that covers all aspects of HR functions. Here are some key steps you can take to gain expertise in these areas:

Enroll in a Comprehensive HR Training Program: Look for training programs that offer comprehensive coverage of talent acquisition, payroll processing, statutory compliance, and other HR functions. Choose a program that provides practical, hands-on training methods to ensure you gain real-world experience.
 
Learn about Employment Laws and Regulations: Familiarize yourself with employment laws such as the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Fair Labor Standards Act (FLSA), Immigration Reform and Control Act (IRCA), and others. Understanding these laws is crucial for ensuring compliance in HR practices.
 
Gain Practical Experience: Seek opportunities to gain practical experience in talent acquisition, payroll processing, and statutory compliance. Internships, apprenticeships, or entry-level positions in HR departments can provide valuable hands-on experience and insights into the field.
 
Obtain Globally Recognized Certifications: Consider obtaining certifications such as Certified Human Resources Professional (CHRPS) to enhance your credentials and demonstrate your expertise in HR functions. Globally recognized certifications can help you stand out in the job market and advance your career.
 
Personalized Job Support: Look for training programs that offer personalized job support services, such as resume writing assistance, interview preparation, and job placement assistance. These services can help you secure employment opportunities in the field of HR.
 
Stay Updated with Industry Trends: Continuously educate yourself on the latest trends, technologies, and best practices in talent acquisition, payroll processing, and HR management. Attend workshops, seminars, and conferences, and engage in networking opportunities to stay informed and connected with industry professionals.

Syllabus for HR Generalist & Payroll:

• HR Generalist Course
• Module 1:  Statutory and Legal Compliances 
• Employees’ Provident Fund (EPF) • Payment of Bonus • Employees’ State Insurance (ESI) • Payment of Gratuity.
• Module 2: Compensation And Benefits 
• Payroll Processing • Tax Planning for Salaried Employees • Mathematical Functions • Date and Time Function • Text Functions and Data Validation • Logical Functions • Lookup and Reference Functions • Data Collection Method
• Module 3: Corporate IR / Labour Law Compliances 
• DISCIPLINARY ACTION/TERMINATION/MISCONDUCT • CONTRACT LABOUR (REGULATION AND ABOLITION) ACT 1970 • SHWW Act, 2013 (New Topic Added) • SHOPS and ESTABLISHMENT Act • FACTORY Act, 1948 • BOWC (Building and Other Constructions Workers) Act, 1996 • TRADE UNION • INDUSTRIAL DISPUTES Act, 1947 (New Topic Added) • MINIMUM WAGES Act • APPRENTICESHIP Act, 1961 (New Topic Added) • HR Audit 
• Module 4: Performance Management System 
• Design a PMS System • Goal Cascading • Mapping the KRAs and KPIs • Link Reward System to Achievement of KRAs • Performance Counseling Techniques • Reward and Recognition System • Performance Report and Dashboard • Timelines Quarterly and Mid-Year Reviews 
• Module 5: Learning and Organizational Development 
• Build Core and Functional Competency Frameworks • Learning Need Analysis/ Module Design/ Budgeting / CalendarCourse Curriculum • Assessment Processes and Feedback Analysis • ROI Measurement • Organizational Diagnosis/Assessment
• Module 6:  HR Policies 
• Why Policies, Steps to Frame HR Policy? • HR Policy Framework/Checklist • Attendance Policy • Leave policy • LTA and Reimbursement Policy • Code of Ethics and Business Conduct • Email, Internet, and Computer use policy • Confidentiality and Non-Disclosure Policy • Effective Retention Policies 
• Module 7: HR -Business Partner 
• Contributions of HR from a Business Perspective • Review and Analyze Business Unit Data • Employee Budgeting and Manpower Planning • Workforce Planning, Succession Planning, Career • Architecture Program and Skills Assessment • Attrition Issues and Control 
• Module 8: Employee Relationship Management 
• Joining Formalities and Relieving Procedure • Exit Interviews • Employee Engagement • Communication Downward, Upward, and Horizontal • Gamification and Modern age engagement activity • Be open to coach and mentor • Open to new Ideas and Initiative • Human Resource Round Table • Practical Role Play for Employee Relationship Building • Grievances 
• and more