100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in Core HR Practices

HR TRAINING, DEVELOPMENT & MENTORING PLATFORM


I

As per the 2012 MBA Universe MeritTrac Employability Index study of MBAs which is
conducted once every two years, only 20~25% MBA graduates are employable !
The necessary skill set that companies look for in a HR Resource

This is the Skill Gap HRDNET fills via Training on Real-World Knowledge & the Industry Best-Practices

Knowledge & Skills gathered from an Internship

Knowledge & Skills gathered
from PGDBM / MBA HR Curriculum

84% of HR Jobseekers ultimately settle for lowpaying jobs because of lack of opportunities

76% of HR Jobseekers doesn’t clear the
Selection Rounds because of lack of
functional skills

69% of HR Jobseekers doesn’t clear the
Selection Rounds because of lack of
communication skills

23% of HR Jobseekers gets rejected
because of an ill-written/presented
resume/cover letter

Source: 2012 Survey Research Data


™
is a 100 Hours HR Functional Skills Development & Certification Program. This highimpact practical-oriented HR training 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 2nd Year MBA HR
Students and can run concurrently with their college education, even students who are
MBA Passouts or Junior HR Professionals without a PG in HR 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 IndustryRelevant 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 [ 85% Practical and 15%
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.


Soft-Skills & Effective
Interview Handling Techniques

LIVE Projects to increase
student’s Practical Knowledge
Experiential Learning to
bridge the Functional Skills-Gap
Quick Recap of the working
knowledge of HR Fundamentals

The HRDNET™ Skills Development Model for enhancing candidate’s attitude, skills
& knowledge at-par before launching them to exciting opportunities in HR

What is the

that students shall be successfully placed after this Course ?

HRDNET Training Programs offers Placement Assistance to all participants who scores
above 60% in the Assessment Evaluation. This is achieved by scheduling Interviews for
the candidates till the time s/he gets successfully placed. The evaluation of each student
is purely based on attendance, the deliverable handled by each of the participants, their
performance during the Projects, Assessment and Assignments. HRDNET guarantees that
students who sincerely attend this Training Program should be able to crack the Selection
Rounds with any reputed organizations across India. Students can expect assured
placements at reputed Indian / MNC companies with an industry-standard salary package


The entire

HRDNET™ HR Certification Course is broken down into

Module 7 ( Internship / HR Work Experience at an Organization ) is optional

The Modern Talent Acquisition Framework & Sourcing Strategies

Global Human Resource Management & the Staffing Policy

Employee Engagement, Talent Management & Retention

Fundamentals & Real-World Applications of HR Analytics & HR Tools

Statutory Compliance & Payroll Management

Executive Communication for Modern Day HR Professionals

30 to 60 Days Internship / HR Work Experience [ Optional Module ]

:


HRDNET™ Bangalore Training Centre
#429, 2nd Floor, 12th Cross, West Of Chord Road
2nd Stage Mahalakshmipuram, Bangalore 560086


HRDNET HR Certification Course requires 80 Hours of Classroom Sessions + 20 Hours for Assignments
Training Module Titles

Lecture

Assignment

The Modern Talent Acquisition Framework & Sourcing Strategies

20 Hours

5 Hours

Global Human Resource Management & the Staffing Policy

12 Hours

2.5 Hours

Employee Engagement, Talent Management & Retention

12 Hours

2.5 Hours

Fundamentals & Real-World Applications of HR Analytics & HR Tools

16 Hours

5 Hours

Statutory Compliance & Payroll Management

16 Hours

5 Hours

Executive Communication for Modern Day HR Professionals

4 Hours

-

Total Efforts required to complete this Certification Course

80 Hours

20 Hours

Following Module is optional. Project Completion/Work Experience Certificate & Stipend varies with Company

30~60 Days HR Internship at Client’s Office/HR Work Experience

-


This 100 Hours HRDNET Course for HR is spread evenly across a duration of 2 Months.
Each week, 10 Hours of Interactive Classroom Lecture Sessions are conducted by the
Trainer. The batch timings for HRDNET Courses are flexible & can be customized to suit the
convenience of the participating students, the institute & our facilitators/trainers. Our
Classroom Session Batches can start as early at 8 AM in the morning and continue as late
till 7PM in the evening. While our Online Mentor Sessions commence as early as 7AM IST in
the morning and continue till 11PM IST in the evening. The precise delivery plan & timeslots can be provided in consultation with the institution & our trainer/mentor. If a student
misses a Session during the designated slot, it’s entirely up to the Trainer to arrange for an
alternative lecture. Sometimes if possible a recording of that Session shall be made
available. The following is a generic lesson plan :
Tentative Training Delivery Plan for a Month

X 2 Months
Sun

Weekly
Session
Duration

Assignment
Duration

Weekly Assignment
Submission

2.5

-

= 10
Hours

~ 2.5
Hours

1 Assignment of M1

1.5

2.5

-

= 10
Hours

~ 2.5
Hours

1 Assignment of M2

1.5

1.5

2.5

-

= 10
Hours

~ 2.5
Hours

1.5

1.5

2.5

-

= 10
Hours

~ 2.5
Hours

40

10

Hours

Hours

Plan

Modules
Taught

Mon

Tue

Wed

Thu

Fri

Sat

Week
1

M1

1.5

1.5

1.5

1.5

1.5

Week
2

M2 & M3

1.5

1.5

1.5

1.5

Week
3

M3 & M4

1.5

1.5

1.5

Week
4

M5 & M6

1.5

1.5

1.5

1 Assignment of M3
1 Assignment of M4

1 Assignment of M5

X 2 Months

Module 1 :

20 Hours of Lecture Sessions + 10 Hours of Assignments
Module Weightage in Certification Exam = 20%
Talent Acquisition is particularly challenging in a global organization where one of your biggest challenges will be
finding, retaining and developing a superior global workforce. This module teaches how to identify the "success
factors" of a position - which is a key to identification of superior candidates. Successful companies know what the
jobs entail and seek to hire those candidates who can be more successful / effective with the lowest amount of
support. Well written job descriptions, and competency models that clearly delineate success behaviors make for
effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of
candidates and what motivates employees in various cultures is crucial to the success of global organizations. The
purpose of this module is to develop an insight into why each step of the recruitment process is important, and how
to achieve excellence in each step. The module also provides an understanding of various Global Talent Acquisition
Best Practices & recognized techniques for successful recruitment.





Introduction to Recruitment, HR Jargons, Talent Acquisition Operational Work Flow & RPO
Recruitment Challenges and Trends
Position Analysis and creating elaborate Job Descriptions - Effective Sourcing First Requires Accurately Defined
Needs
Design an effective Sourcing Strategy - Identify 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.



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



Detailed training on 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





Effective Head-Hunting Techniques
Social Recruiting - How to Use Social Media as a Recruiting Tool
Effective Telephonic Screening - Learn questioning techniques to minimize the time spent screening calls to
eliminate unsuitable candidates, and identify and attract right ones.
Candidate Interview Scheduling - Implementing a structured & systematic short-listing method & sending
Interview Call Letters




The Recruitment Interview
 Phone Interviews, Traditional Interviews, Situational Interviews, Stress Interviews, etc.
 Direct Questions, Non-Direct Questions, Hypothetical or Situational Questions, Behavioral Descriptive
Questions, etc.
 What Not to Ask in an Interview - Consider which types of questions are illegal (due to privacy and
discrimination laws), and alternative approaches for covering sensitive issues.
 Avoiding Bias in Selection Process - Expectancy Effect, Primacy Effect, Information Seeking Bias, Contrast
and Quota Effect, Stereotyping, etc.



Psychometric Testing & Talent Assessments - selection tests including personality questionnaires and aptitude
tests - How Personality Profiles are used
Reference/Background Checking - Preparation, Data Collection, Interpretation, Illegal Questions
Making the Selection Decision based on Ratings, Value vs. Risk, Job Market & notifying Applicants





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



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.

Module 2 :


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.


How does an organization carry a local appeal in the host country despite maintaining an international feel &
without compromising upon the global identity?



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.



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.
 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.
 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.
 Integrating Mechanisms: Many integrating mechanisms operate simultaneously.



Global HRM and the Staffing Policy
 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.
 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.
 Discussions on few staffing policies - Ethnocentric, Polycentric, Geocentric, etc.

Module 3 :



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



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



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.



Questions to Measure Employee Engagement - Introduction to Gallop Q12



Effective Employee Retention Strategies adopted by renowned Organizations from the “Preferred Employer” List



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

Module 4 :




Introduction to HR Metrics, Workforce Analytics, HR Score Cards & Dashboards
The commonly used KPIs & HR Metrics for evaluating the effectiveness of human capital in organizations
Workforce Analytics—putting HR metrics and data analysis to work.
Reporting Keys—data reporting techniques to get the intended messages to decision makers when they need
them in ways they will understand
Various problem solving techniques in handling real-world strategic HR activities.



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

How to track the metrics Q-o-Q,Y-o-Y, define targets based on internal and external benchmarks and take
corrective actions.
Using HR Metrics to show tangible output, which is relevant to organization and link it to the organizational
strategy
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.
This course equips students with Descriptive and Inferential statistics enabling them to apply statistics in the area
of HR.
Basics of Statistics










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

Module 6 :

4 Hours of One-to-One Career Counseling Session

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.
Note : This module also includes 2 Hours of One-to-One Career Counseling Session. The focus of this module is to
help candidates to be better prepared in soft-skills aspect & crack their Job Interviews successfully.

Module 5:









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.
Applied Knowledge on Labour Laws, PF, ESI, Professional Tax, Statutory Acts, Rules, Procedures, Forms, etc.
Designing CTC and salary break up and discussion on compensation and benefits
Income Tax and Tax planning of salaried personnel
TDS on Professional Charges, Consultancy Charges and Contract Payments.
“Hands-On” Training on Real-Time Payroll Software on the following modules:


The HR Payroll Core
 Employee Information Management
 Payroll Management
 Loan Management
 Reimbursement Management
 Arrears & Final Settlement



Payroll Reconciliation
 Payroll Monthly Differences
 Control Statements
 Head Count Summary



Payslips & Reports
 Payslips
 Salary Statements
 Payroll Transfer Statements (Bank, Cash, Cheque, etc.)
 Payroll Journal Voucher
 Dynamic Report Building



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.



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



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

Module 7:

HRDNET’s 30~60 Days Internships are offered both in Online Mode as well as Offline mode. In both the cases, a valid
Project Completion Certificate / Work-Experience Certificate shall be issued as long as the deliverables are met by the
student and the assignments/projects are submitted on time. HRDNET connects the students to the Companies for
Internships. Depending upon the nature of the Internship Assignments, students can opt for "Work from Home" or
"Internship at Company’s Office". The Monthly Stipend/Reimbursement is determined by the partner Organization &
usually depends on various factors like – the nature of the HR Project, the type of company, the HR Function,
Incentive Structure & Policies, Tenure of the HR Project, Deliverables, etc.


HRDNET™ deploys its experiential trainings via a mix of high-impact Theory Sessions,
Instructor-Led Practical Sessions & continuous placement Mentoring
Cognitive Training (50%)

Behavioural Training Lab (50%)

Mentoring

Providing a sound theoretical training to the
trainees which supplement their MBA HR
Curriculum. Our Cognitive approach includes:

Providing practical skills-training to the
trainees
to
simulate
the
real-world
applications of their HR knowledge. Our
Behavioural approach includes:

An on-going one-to-one career
guidance relationship that is
developed
between
each
trainees and the HRDNET™
trainer.

Interactive Lecture Sessions - to enhance the
knowledge & deliver the theoretical aspect of a
topic. 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 (visual displays of how to do
something) are embedded in our Lecture
Sessions. HRDNET’s success mantra – superior
content-driven interesting interactive lectures
because more the trainee is involved, the more
learning will occur.
Discussions / Q&A Sessions – 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. All HRDNET Lecture Sessions
are followed by discussions and questioning in
order to achieve higher level knowledge
objectives, such as problem solving and principle
learning. 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.
HRDNET’s success mantra – Q&A Sessions are
beneficial
because
it
enhance
their
understanding, keeps them focused on the
content & improves recall.

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 managers, staff, HR, Sales Managers, etc.
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 or imaginary
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.
HRDNET’s Case Studies focus on building
decision making skills, assessing and
developing Knowledge, Skills and Attitudes
(KSAs), developing communication and
interpersonal skills, developing management
skills & developing procedural and strategic
knowledge.

Trainees get a chance to grow
professionally by developing
management
skills
and
learning how to work with
people
with
diverse
background,
culture,
and
language
and
personality
types.
HRDNET values Mentoring as
one of the important methods
for preparing them to be
future executives. This method
allows
the
mentor
to
determine what is required to
improve
mentee’s
performance.
Once
the
mentor identifies the problem,
weakness, and the area that
needs to be worked upon, the
mentor can advise relevant
training. The mentor can also
provide opportunities to work
on special processes and
projects that require use of
proficiency.


With the rise in the number of B-schools, the employability standard of
MBAs has drastically fallen. A nationwide study of marks secured by
2,264 MBAs who sat for tests by recruiting companies found only that
only 21 per cent could make the grade – An Employability Index of 21%.
The number of MBA seats in India has grown drastically from 94,704 in
2006 to 4,72,571 in 2012 resulting in a 5-year compounded annual
growth rate of 30%. Companies nowadays hire fresh MBA HR resources
to create a workforce responsive to the needs of the economy like
understanding of business and on-the-feet thinking. Nowadays decisionmaking skills are being valued more than ever. Surveys & Reports from
Employers show that domain functional skills is an area which requires
improvement for most job seekers.

“Since high-paying jobs are still in
short supply and the pace of
hiring is still weaker, job seekers
can surely expect competitions to
be very high. Jobseekers have to
be prepared for a more rigorous
& challenging selection process.
They can expect companies to
grill them on applied knowledge
of domain & functional skills via
extra rounds of interviews.”
Mr. AG Rao
MD of Manpower Group

Does this Training Course make students more

?

Whether an Organization is hiring resources for its Talent Acquisition Team or Generalist Team or Talent
Engagement Team or as HR Coordinators, HRDNET Certified students are always an ideal fit. HRDNET™ provides
Organizations with MBA HR Graduates who are thoroughly trained on the Industry Best-Practices and can be
readily deployed to HR Projects or Assignments within the shortest Turn-Around-Time. Compared to a normal
MBA HR candidates who possess mostly theoretical & academic knowledge, HRDNET™-Trained Candidates have
a genuine practical exposure which makes them job-ready & highly marketable. Few clear differentiators are
highlighted below :

 HRDNET Students have a practical experience on the complete Talent Acquisition Operational
Workflow with sound understanding of recognized techniques and industry best-practices for
successful recruitment
 HRDNET Students have the 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. They have the proficiency
to design CTC, design Gross Salary Breakup with regard to Minimum Wages Act, Income Tax
Exemptions and other related labour acts
 HRDNET Students have a profound knowledge & understanding of the real-world applications of HR
Metrics, Workforce Analytics, Balanced Score-Cards, Dashboards and HR Tools
 HRDNET Students have the working knowledge of measuring Employee Engagement and the realworld applications of psychological theories, research methods, and intervention strategies involving
workplace issues on how Employers can build an Engaged Workforce


Our practical-oriented functional skills-development training services has been recognized
by many experts, B-Schools & successfully placed students as the finest Program available !

 HRDNET™ Courses & thought-provoking sessions are taught by actual HR Professionals with a
proven industry track-record

 HRDNET™

training programs are designed by actual Managers who are responsible for hiring
fresh MBA students 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 (75% practical and 25%
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™

Training Programs offers a Placement Assistance Guarantee to all participants who
scores above 60% in the Certification Evaluation


SL

Activity

Tentative Deadlines

1

Finalizing of Training Batches & its Timings (mutually
conducive to students, institution & the Trainer)

Before/Within 2 Days of Training Purchase

2

e-Books Shared for Orientation (students need to
read these before course commencement)

Before 1 Week of Course commencement

3

HR Software Access URLs, Login IDs & Passwords

During the Training Session

4

Course PDFs & Important Links to Resources & Case
Studies

During the Training Session

5

Training Course Commences

Within 2 Weeks of Training Purchase

6

Objective & Descriptive Assessment

After 2 Days of Training Completion

7

Scores & Course Completion Certification

8

Placement Assistance/Support for Eligible Candidates

Within 2 Days of Assessment

Starts immediately after Certification

Important Note: Within 2 Days of completion of the HR Course, the students must take up an Assessment for 3
Hours Duration. Passing Score is 60% The details of the pointing system are as follows:

Objective Assessment
(A)
50 Marks
60 Minutes

Descriptive/Subjective
Assessment (B)
50 Marks
120 Minutes

5 Assignments (C)
100 Marks
Weekly Assignment
Submissions

Total Score of a Trainee
A+B+C
Out of 200 Marks
Passing Score = 120
Marks (60%)


Co-Founder - Proconnect Consulting
Co-Founder - Binarytechies Software Ltd
avishek@proconnectconsulting.com
avishek@binarytechies.com

Avishek is a hands-on HR Professional and his core expertise lies in architecting customized HR Engagement
Models for his clients & ensuring its timely delivery. Avishek’s key areas of expertise include Manpower
Consulting, HR Analytics and Competitive Intelligence Research, Strategic HR Consulting, Start-Up and New
initiatives, Business Management, Corporate Relations & Client Engagement Management, RPO Program
Management and Training & Development.
Avishek started his career with Oracle India Private Limited, Gurgaon in a Talent Acquisition & Talent
Management role. He later moved into a more strategic & accountable (P&L) role as a Lead Consultant Staffing Solutions Group - ICT Vertical of MaFoi Ranstad where he was entrusted with the responsibility of
ensuring growth & profitability of the Kolkata ICT Staffing Business. Driven by a constant need to strategize,
innovate and perform, Avishek later replicated his success at Planman Consulting as a Kolkata Unit Head
achieving 135% growth. Over the years, Avishek has mastered the fine balance of vision, instincts, insights,
judgment and timing to succeed in tough conditions with revenue-building strategies and tactics.
Avishek has always been a New Initiative Champion with the flair of building successful new initiatives right
from scratch; putting together infrastructure, manpower, finance, systems, processes and necessary
compliances. His successful ventures like Proconnect Consulting & HRDNET testify his abilities to drive ideas
to successful implementations focused towards strategic growth. Currently he heads the IT Vertical for
Proconnect Consulting and is responsible for building a highly responsive, scalable and customer focused
technology recruitment services organization. Under his leadership, the team has successfully built on some
of the renowned Fortune 500 MNC clients and successfully completed assignments in customized
engagement and delivery models.
Avishek’s strengths are in partnering with the client to ensure success by exploring a win-win association with
innovative solutions like Exclusive / Project based / RPO / ERMO / Staff-Up models, apart from the regular
contingent recruitment models. Avishek has been involved with volume hiring / ramp ups, mid to senior
hiring, overseas placements and skill / industry mapping activities with several Tier-I clients.
As a professional trainer, Avishek has facilitated over 2500+ Hours of trainings in the areas of Core HR, HR
Analytics, HR Tools, Modern Talent Acquisition Frameworks & Strategies, Statutory Compliances & Payroll
Management, Sales, Language Enhancement, Customer Service, Time Management, Stress Management,
Presentation Skills, Executive Communication, Strategic HRM, Employee Engagement & Talent Management,
etc. He has trained, motivated, mentored and lead talented professionals by example to deliver their very
best. He is certified trainer of Generative Team Building Program, Advanced Trainer Techniques (L2TTT) and
Hiring Skills.
Avishek Datta currently leads the HR Domain Functional Skills Training & Development Initiatives at HRDNET


Prince Thomas

Program Manager - Learning & Development
Ingersoll Rand, Bangalore
Prince is a Facilitator & Coach with 10 plus years of rich corporate experience and 6 plus years of experience
in Training Domain. He has worked with numerous blue chip organizations were he was associated with
Training & Quality verticals as an external trainer through HRDNET. His educational accomplishments, rich
and varied work experience and the opportunity to have lived and worked in numerous cultures gives him
the knowledge to effectively bridge the gap in the participants. His areas of expertise includes Executive
Communication , Team Building, Motivation Training, Leadership Training, Emotional Intelligence, Time
Management, Thought Leadership, Public Speaking, Presentation Skills, Selling Skills, Conflict Resolution,
Business Etiquette, etc. He is also a visiting faculty to various MBA colleges in like IIPM, IBMT, IILM, AMC etc.
Having 3000+ hours of training experience with Junior, Middle, Senior Level Leaders and also students of
various professional background (including Engineering and MBA), Prince never fails to deliver an impactful
training.

Suresh Kumar

Regional Head - HR (South)
ING Vysya Bank, Bangalore
Suresh is an accomplished Life Skills Coach and an effective Leadership Trainer. His ability to establish a deep
connection with the participants gives him the unique skill to leave an indelible mark in the lives of his
trainees. His purity of purpose and dedication to his calling to be a trainer makes him a force to reckon with.
Suresh has about 18 years of experience in conducting training programs for various levels of management
in Fortune 500 companies. As a HR Skills Trainer on behalf of HRDNET, Suresh has facilitated over 2500+
Hours of trainings in the areas of Core HR, HR Analytics, HR Tools, Modern Talent Acquisition Frameworks &
Strategies, Statutory Compliances & Payroll Management, Sales, Language Enhancement, Customer Service,
Time Management, Stress Management, Presentation Skills, Executive Communication, Strategic HRM,
Employee Engagement & Talent Management, etc. He has successfully trained, motivated, mentored and lead
talented professionals by example to deliver their very best.

Preetam Kumar Sahu

Senior Marketing Manager
Vodafone, Bangalore
Preetam comes with more than 12 years of experience in Training delivery, Sales and Business Development.
His focus and expertise lie in soft skills and behavioral training. He is certified on Extended DISC and on
outbound facilitation skills. He has trained 5000+ employees from various departments at various levels in
the last 8 years. He had been into training while working Sify Technologies & matrix Cellular. He has trained in
areas of Leadership, Communication skills, Team work, Presentation skills, Selling skills and Customer service
for various organizations. Preetam loves to read and meditate with travelling as his passion.


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 background 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.

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 decisionmaking 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.

Arnab Sanyal, HR Generalist, Tata Elxsi

CV Arun Kumar, HR Generalist, Justdial


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 TeleCaller 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 fulltime 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 !

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.

Sheldon D'Souza, HR Recruiter, Bharti Airtel

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

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.

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.

Praveen Pandey, HR Recruitment, R Systems

Shyamalima Guha, HR Recruiter, Essar Telecom

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


Training Course

HRDNET™ CERTIFICATE COURSE FOR PROFICIENCY IN HR

Course Duration

2 Months

Training Delivery Mode

Online Virtual Classroom Mode delivered via Teamviewer
 M1 - The Modern Talent Acquisition Framework & Strategies - 20 Hours
 M2 - Global Human Resource Management & the Staffing Policy - 12 Hours
 M3 - Employee Engagement, Talent Management & Retention – 12 Hours

Modules Selected

 M4 - Fundamentals & Real-world Applications of HR Analytics & HR Tools – 16 Hours
 M5 - Statutory Compliance & Payroll Management – 16 Hours
 M6 - Executive Communication for Modern Day HR Professionals – 4 Hours

Break-Up of our Professional Training Charges
Trainer's or Facilitator’s Fee

11,000.00

HR Software Provisioning Charges

500.00

Assessment & Evaluation Charges

200.00

Mentorship Charges

500.00

Certification Charges & Postal Charges

300.00

Placement Assistance Charges Per Eligible Student

Total Course Fees (including Placement Charges)

2,500.00

15,000.00


Over the past 3 years, HRDNET has trained over 2500 MBA Students across India. Here are a few
Institutions where HRDNET's practical-oriented training services were deployed & were
recognized as the finest Functional Skills-Development Training Program available:

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T John Group of Institutions
AMC Group of Institutions
IIPM
National School of Business
SJB Institute of Technology
IIAS School of Management
Bharathiya Vidya Bhavan Institute of Management Science
EMPI Business School
Heritage Institute of Technology
IISWBM - Indian Institute Of School Welfare and Business Management

Few Organizations where HRDNET had provided Training :

Techno Brain

Zylog Systems

Global Edge

HDFC Bank

Muthoot Group

Hyundai Motors

Atlas Copco

Pegasystems

K Raheja Corp

Maersk Global

Abbott India

Harita Techserve

Collabera

Blue Star Ltd

VFS Global

TESCO

Geometric

Café Coffee Day

Pantaloons

Infogain

Lupin Limited

Fortis Healthcare


Bangalore Training Centre
429, 2nd Floor
12th Cross
West Of Chord Road
2nd Stage
Mahalakshmipuram
Bangalore 560086
www.hrdnet.in
info@hrdnet.in
080 2669 0047

100 Hours / 2 Months - HRDNET™ Advanced Certificate Course of Proficiency in Core HR Practices

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