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Type of certifications  imapct on pay increase
Agenda
1. Facilitator’s Profile
2. Why to Pursue an HR Certification….
3. Holistic HR Certification Through SBMC
4. Why SBMC
5. Q&A
1. Facilitator’s Profile
S.Kumar (CPHR, SHRM-SCP)
Education
Background
Kumar holds a Master’s in Business Administration specializing in Human resources from
Symbiosis Institute of Management Studies,
Graduated in Humanities & Certification in Pharmacy
Professional
Certifications
In a corporate career spanning over 20 Years, Kumar has achieved
• CPHR, SHRM-SCP, AON-CRP, LOMA-I, Lean Six Sigma,
• Certified Kaizen Analyst (CKA), Certified Root Cause Analyst (CRA),
• Project Management Fundamental (PFM), Certified Instruction Design, MBA-HR
Kumar’s continual & selective investment in his learning and certifications/enrollment with:-
Cornell University, Harvard Business Publishing, Society of Human Resource Management
(SHRM), Chartered Professional in Human Resources (CPHR), Aon Hewitt Learning Center
(AHLC), Life Office Management Association (LOMA – US Insurance),have given him just the
right inputs to not just enhance his theoretical understanding of the business world but also
an in-depth idea of the practical approaches in aiding managerial decision making.
Kumar has also worked closely with Industry bodies such as NASSCOM in adapting to
changes in the industry and socio-political environment.
www.sbmc.co.in
S.Kumar (CPHR, SHRM-SCP)
Professional
Experience
Kumar has close to 20 years of work experience into Education, Training and Human Resource
Consulting with Fortune 500 organizations such as IBM, Accenture, Concentrix. He has been on
consulting assignments to these organizations in India, Hong Kong & United States.
Consulting with big conglomerates in an environment of mergers & acquisitions has
strengthened his Business Acumen & Strategic HR Partnership capabilities. Furthermore, these
assignments have provided him with proficiency in Project Management & Change
Management.
This has been exhibited by the projects and assignment he has undertaken on Total Rewards, HR
Information Systems, Learning & Development, Human Resource Analytics & Strategic HR
Partnering.
Kumar has been partnering with SBMC and HR Professional bodies in mentoring professionals
for more than 10 years now.
Areas of Expertise
Trained in Soft Skills, he has facilitated more than 150 hours of corporate training sessions in the
field of Human Resource Management. With his humor and corporate experience, he keeps the
participants engaged to create an everlasting impact and maximum learning retention.
Furthermore, he also assists participants in transition of learning to work-place scenario.
www.sbmc.co.in
2. Why to Pursue HR Certification
Source: HR Research Paper
Employers Report Importance of
HR Professionals To Be Certified
97%
Employers Recognized
Importance of HR
Certification in Future
98%
Source: HR Research Paper
Once Employed, Professional Certification Seen As Most Valuable Credential &
Effective Way of Developing Career
Figure 1
Source: HR Research Paper
www.sbmc.co.in
Figure 2
Source: HR Research Paper
www.sbmc.co.in
Professional Certification is the 2nd Most Valued Credential
After Graduate Degree
Employers Have Shown To Pay Higher Value For Professional Certification
Compared to Certificate Programs
Figure 3
SBMC’s
Strategic
HRBP
SBMC’s
Total
Rewards
SBMC’s
Advanced
HR
Anayltics
Re-
Certification
Challenging
Practice
Rigorous
Assessment
Source: HR Research Paper
www.sbmc.co.in
Figure 4
OTHER COUNTRIES
OTHER COUNTRIES
Source: HR Research Paper
www.sbmc.co.inBenefits Are Perceived in Countries Other Than US As Well
Demand for HR Professional Certification is Higher in Other Countries
Figure 5
OTHER COUNTRIES
Source: HR Research Paper
www.sbmc.co.in
Certified Individuals Become More Marketable In Their Careers
Figure 6
Source: HR Research Paper
www.sbmc.co.in
Certification Advantages Cited By Employers & Employees
Figure 7
Source: HR Research Paper
www.sbmc.co.in
Personal ROI of Professionally Certified is Higher @ 260%
Figure 8
Source: HR Research Paper
www.sbmc.co.in
Global AVG
82% HR Professionals Reported Impact on Profitability
Figure 9
Source: HR Research Paper
www.sbmc.co.in
53% Increase in Employee Engagement
Figure 10
Source: HR Research Paper
www.sbmc.co.in
61-80% Certified Teams Reported Highest ROI
Figure 11
Source: HRCI Research Paper
www.sbmc.co.in
3. Holistic HR Certifications
Total Rewards
(Comp & Ben)
Strategic HR
Business Partner
Advanced
HR
Analytics
Accreditation By
No Other
Institute has
Professional
Accreditation
from a Globally
Renowned
Body as CPHR
Our Offerings
www.sbmc.co.in
Strategy
1. Module Wise Case Studies
2. Group Discussions
3. Organizational Relatedness
4. Question Banks
5. Class Room Projects
LEARNING TOOLS
1. Project Evaluation
2. Certification Exam
3. Recerfication
4. Professional Development
Credits towards CPHR
CHALLENGING
ASSESSMENT
How We Are Different……!
Accreditation By
Advanced
HR
Analytics
Strategic
HRBP
Total Rewards
(Comp &
Benefits)
www.sbmc.co.in
About CPHR
 CPHR stands for Chartered Professionals in Human Resources – Canada
 CPHR Canada represents 27,000 members in the Human Resources Profession across nine provinces and
three territories in Canada.
 Established in 1994, CPHR Canada is the national voice on the enhancement and promotion of the HR
Profession.
 With an established and credible designation and collaboration on national issues, CPHR is proactively
positioning the national human resources agenda in Canada and representing the Canadian HR Profession
with HR Associations around the world.
 SBMC is the only CPHR Training Center for Asia, Facilitating for CPHR designation & Membership.
 All SBMC hosted certifications are professionally vetted and endorsed by CPHR body of Canada
CPHR & SBMC
https://cphr.ca
www.sbmc.co.in
24
Adam is working in an organization as HR Business Partner and handling Labour
Law compliances. His organization has recently been served a notice to enroll into
State Apprenticeship Act & deploy X number of apprentices. His organization hires
only experienced professionals, hence, they cannot hire apprentices.
Case Study - I
Adam convinces the management & sends a response to the Labour office that their
business model does not support hiring of apprentices and this requirement is not
applicable to them.
Adam’s organization is served with a penalty from Labour office – along with a
notification to the Director to comply
Adam Exhibited Transactional HR Partnership
25
Rachell Exhibited Strategic HR Partnership
 Proposed a Business Model to enable Hiring & Training of Apprentices
What Rachell Did Differently………
 Post Training & Evaluation, Apprentices were converted to employees
 Supplanted 10% of workers being hired annually with Apprentices
 Provided Return On Investment (ROI) by hiring Apprentices at lower wages
 Complied to the Labor Law Requirement & achieved a win-win situation for
organization
Strategy
Strategic
HR Business
Partner
Benefits…… Strategic HRBP
1. Build your brand as a certified HR Business Partner
2. Apply proven methodology to create a solid HR Strategy
plan
3. Begin applying new concepts and skills immediately in your
job
4. Influence leadership with expert advise
5. Become a catalyst of change in your organization
6. Lead change management initiatives effectively
7. Impact the bottom line of the organization with results
8. Sharpen your facilitation and conflict management skills
9. Apply what you learn immediately in your current role
10. Earn 15 Professional Development Credits for CPHR
11. Gain the credential “Strategic HRBP” to be recognized as
a Certified HR Business Partner
www.sbmc.co.in
StrategyJob Scenario……..Strategic HRBP
HRBP Title Seniority Title Strategic role
Senior HRBP Senior
VP HR, HRDs, HR
managers (large)
Lead the
business
conversation
HRBP Mid-level
BPs, HRDs, HR
managers (small)
Contribute to
business
conversation
HR Generalist Junior
Associate BPs, CoE
specialists, HR
graduates
Follow business
conversation
Minimum Average Salary in India - INR 8 Lakhs to INR 50 Lakhs
(based on years of Experience, Skills Added & Organization)www.sbmc.co.in
Strategy
Strategic
HR Business
Partner
Who Should Enroll?
1. Human Resource Professionals
2. Talent Management Professionals
3. Training and Development Professionals
4. OD Professionals
www.sbmc.co.in
Strategy
1. Strategy Formulation &
Alignment
2. Strategy Implementation
3. Performance Evaluation
1. Staffing Requirements
2. Job Analysis
3. Sourcing & Recruitment
4. Selection & Retention
1. Understanding Engagement
2. Evaluating Engagement
3. Employee & Industrial Relations
4. Employee Relations Strategy
5. Why Unionization Occurs
1. Talent Management
2. Performance Management
3. Succession Planning
STRATEGY
HIRING & RETENTION
Engagement & ER Employee
Development
1
1. Strategic role of HR
2. HR & Business Strategy
Alignment
3. Organizational Structures
4. HR Organization
HR & Organization 2
3
1. Process, Strategy & Benefits
2. Gap Identification
3. OD Initiatives & Interventions
4. Workforce management
5. Workforce planning
Organization
Development 4
5 6
Strategic
HR Business
Partner
Course Coverage
www.sbmc.co.in
Strategy
1. Your Organization Culture
2. Multicultural Organization
3. Type of Culture & Impact
4. Theories on Culture
5. Change & Challenges for HR
CULTURE 7
1. HRIS – overview
2. Design & Implementation
3. Cost Savings
4. Process Improvements
Technology & HR 8
1. Understanding D&I Strategy
2. Cost & Benefits
3. Definitions & Layers
4. HR’s Role in D&I strategic
process
Diversity & Inclusion 9
1. Understanding of Audits
2. Type of Audits
3. Value Addition by Audits
RISK &
GOVERNANCE 10
1. Total Rewards & Org Strategy
2. Comp design & systems
3. Benefits & Perks
4. Applicable Legislations
Total Rewards 11
1. Factors related to L&D
2. Adult Learning Features
3. Training & Development
4. Career Development
LEARNING &
DEVELOPMENT 12
Strategic
HR Business
Partner
Course Coverage
www.sbmc.co.in
31
 John proposed introduction of Overtime Pay as 100 employees resigned through
the year due to no overtime pay
Case Study - II
 John was asked to share % of employee retention & ROI (return on investment)
that can be achieved by introducing Overtime Pay
John lacks Analytical Knowledge Here!
 John had no clue about it
StrategyBenefits…… Adavanced HR Analytics!
1. Analytics encourages Smart Decision Making
2. Provides clear insights through data visualization
3. Enhances your credibility & confidence
4. Offers process improvement & efficiency for
business
5. Enhance your Strategic Partnership Capability
6. Increased chance of Promotion & demand in Job
Market
Advanced
HR
Analytics
www.sbmc.co.in
StrategyJob Scenario……..Advanced HR Analytics
Minimum Average Salary in India - INR 7.9 Lacs at 90th Percentile
(Analytics adds to your existing HR Analytics role)
• 30% Analytics Contribution in
growth as HR Professional
• MUST as you grow up the ladder
and tenure in your organization
www.sbmc.co.in
StrategyWho Should Enroll?
1. Human Resource Professionals
2. Non Human Resource Professionals
3. Training and Development Professionals
4. OD Professionals
5. Payroll Administrators
6. Consulting Professionals
Advanced
HR
Analytics
www.sbmc.co.in
Strategy
1. Introduction & Types
2. Predictive HR Analytics
3. Analytics Maturity Model
4. Correlation & Regression
UNDERSTANDING
ANALYTICS
1
Advanced
HR
Analytics
1. Data & It’s type
2. Class Room Exercises
3. HR Metrices
4. Basis Statistics
2
UNDERSTANDING
DATA
1. Compensation Analytics
2. Training & Development
Analytics
3. Excel Data Visualization
4
PREDICTIVE
HR ANALYTICS
1. Predicting Organization Attrition
2. Employee Engagement Analysis
3. Diversity & Inclusion Analytics
4. Prediction Absenteeism
5. Employee Performance
3
PREDICTIVE
HR ANALYTICS
1. 25 Hours (1.5 months)
2. 04 Hours Per Week
3. Online Weekend Classes
COURSE DURATION
Course Coverage
www.sbmc.co.in
36
Case Study - III
Smith lacks knowledge of Compensation Design & Implementation
 Smith handles Compensation & Payroll of a multi national for last 5 years
 Every year he administers Variable Pay as a defined % of Fixed Pay to
employees as per their grade
 Smith wonders as to how this % is defined
StrategyBenefits…… Total Rewards (Compensation & Benefits)
1. Identify how to effectively communicate and
implement a compensation plan
2. Determine ways to align compensation strategy
to talent strategy
3. Recognize difference within workforce –on
whether to reward for pay for performance or
make pay for performance more challenging
4. Assess improvements in Attraction, Retention,
Productivity & Engagement
Total
Rewards
Enhance Your Role & Demand as HRwww.sbmc.co.in
StrategyJob Scenario……..Total Rewards Professionals!
Minimum Average Salary in India - INR 12 Lacs Onwards
(Basis Level, Years of Experience & Organization)www.sbmc.co.in
StrategyWho Should Enroll?
1. Human Resource Business Partners
2. Payroll Administrators
3. Consulting Professionals
4. HR Operations Professionals
5. Talent Acquisition Professionals
Total
Rewards
www.sbmc.co.in
Strategy
1. Total Rewards Objectives
2. Pay Approach
3. Pay Parity & Positioning
4. Pay Differentiation & Mix
5. Communication & Governance
TOTAL REWARDS
STRATEGY
1
1. Introduction & Challenges
2. Job Evaluation
3. Point Plan
4. Market Practices
5. Grading & Validation
2
Total
Rewards
1. Introduction & Challenges
2. Short Term Incentives
3. Payout Curve
4. Long Term Incentives
5. Performance Metrices
4
INTERNAL EQUITY
1. Introduction & Challenges
2. Benchmarking & Job Matching
3. Pay Anchors
4. Data Analytics
5. Market Practice
3EXTERNAL EQUITY BENEFITS & INCENTIVES
1. 30 Hours (2 months)
2. 04 Hours Per Week
3. Online Weekend Classes
COURSE DURATION 7
Course Coverage
www.sbmc.co.in
4. Why SBMC…?
42
Professional Certifications Endorsed By
CPHR- Canada
Earn CPHR Recertification Credits
Host of Case Studies & Practice Material
 Return On Investment (ROI)
Experienced Faculty
Segway to become members of Global HR Professional bodies
like : CPHR and SHRM
5. Question & Answers
+91-9781027900
+91-9878967677
www.sbmc.co.in
Email: hr@sbmc.co.in
Please
Contact us
Thank You!
Take the Next Step in your learning NOW!
www.sbmc.co.in Email: hr@sbmc.co.in+91-9781027900 , +91-9878967677

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Type of certifications imapct on pay increase

  • 2. Agenda 1. Facilitator’s Profile 2. Why to Pursue an HR Certification…. 3. Holistic HR Certification Through SBMC 4. Why SBMC 5. Q&A
  • 4. S.Kumar (CPHR, SHRM-SCP) Education Background Kumar holds a Master’s in Business Administration specializing in Human resources from Symbiosis Institute of Management Studies, Graduated in Humanities & Certification in Pharmacy Professional Certifications In a corporate career spanning over 20 Years, Kumar has achieved • CPHR, SHRM-SCP, AON-CRP, LOMA-I, Lean Six Sigma, • Certified Kaizen Analyst (CKA), Certified Root Cause Analyst (CRA), • Project Management Fundamental (PFM), Certified Instruction Design, MBA-HR Kumar’s continual & selective investment in his learning and certifications/enrollment with:- Cornell University, Harvard Business Publishing, Society of Human Resource Management (SHRM), Chartered Professional in Human Resources (CPHR), Aon Hewitt Learning Center (AHLC), Life Office Management Association (LOMA – US Insurance),have given him just the right inputs to not just enhance his theoretical understanding of the business world but also an in-depth idea of the practical approaches in aiding managerial decision making. Kumar has also worked closely with Industry bodies such as NASSCOM in adapting to changes in the industry and socio-political environment. www.sbmc.co.in
  • 5. S.Kumar (CPHR, SHRM-SCP) Professional Experience Kumar has close to 20 years of work experience into Education, Training and Human Resource Consulting with Fortune 500 organizations such as IBM, Accenture, Concentrix. He has been on consulting assignments to these organizations in India, Hong Kong & United States. Consulting with big conglomerates in an environment of mergers & acquisitions has strengthened his Business Acumen & Strategic HR Partnership capabilities. Furthermore, these assignments have provided him with proficiency in Project Management & Change Management. This has been exhibited by the projects and assignment he has undertaken on Total Rewards, HR Information Systems, Learning & Development, Human Resource Analytics & Strategic HR Partnering. Kumar has been partnering with SBMC and HR Professional bodies in mentoring professionals for more than 10 years now. Areas of Expertise Trained in Soft Skills, he has facilitated more than 150 hours of corporate training sessions in the field of Human Resource Management. With his humor and corporate experience, he keeps the participants engaged to create an everlasting impact and maximum learning retention. Furthermore, he also assists participants in transition of learning to work-place scenario. www.sbmc.co.in
  • 6. 2. Why to Pursue HR Certification
  • 7. Source: HR Research Paper Employers Report Importance of HR Professionals To Be Certified 97%
  • 8. Employers Recognized Importance of HR Certification in Future 98% Source: HR Research Paper
  • 9. Once Employed, Professional Certification Seen As Most Valuable Credential & Effective Way of Developing Career Figure 1 Source: HR Research Paper www.sbmc.co.in
  • 10. Figure 2 Source: HR Research Paper www.sbmc.co.in Professional Certification is the 2nd Most Valued Credential After Graduate Degree
  • 11. Employers Have Shown To Pay Higher Value For Professional Certification Compared to Certificate Programs Figure 3 SBMC’s Strategic HRBP SBMC’s Total Rewards SBMC’s Advanced HR Anayltics Re- Certification Challenging Practice Rigorous Assessment Source: HR Research Paper www.sbmc.co.in
  • 12. Figure 4 OTHER COUNTRIES OTHER COUNTRIES Source: HR Research Paper www.sbmc.co.inBenefits Are Perceived in Countries Other Than US As Well
  • 13. Demand for HR Professional Certification is Higher in Other Countries Figure 5 OTHER COUNTRIES Source: HR Research Paper www.sbmc.co.in
  • 14. Certified Individuals Become More Marketable In Their Careers Figure 6 Source: HR Research Paper www.sbmc.co.in
  • 15. Certification Advantages Cited By Employers & Employees Figure 7 Source: HR Research Paper www.sbmc.co.in
  • 16. Personal ROI of Professionally Certified is Higher @ 260% Figure 8 Source: HR Research Paper www.sbmc.co.in Global AVG
  • 17. 82% HR Professionals Reported Impact on Profitability Figure 9 Source: HR Research Paper www.sbmc.co.in
  • 18. 53% Increase in Employee Engagement Figure 10 Source: HR Research Paper www.sbmc.co.in
  • 19. 61-80% Certified Teams Reported Highest ROI Figure 11 Source: HRCI Research Paper www.sbmc.co.in
  • 20. 3. Holistic HR Certifications
  • 21. Total Rewards (Comp & Ben) Strategic HR Business Partner Advanced HR Analytics Accreditation By No Other Institute has Professional Accreditation from a Globally Renowned Body as CPHR Our Offerings www.sbmc.co.in
  • 22. Strategy 1. Module Wise Case Studies 2. Group Discussions 3. Organizational Relatedness 4. Question Banks 5. Class Room Projects LEARNING TOOLS 1. Project Evaluation 2. Certification Exam 3. Recerfication 4. Professional Development Credits towards CPHR CHALLENGING ASSESSMENT How We Are Different……! Accreditation By Advanced HR Analytics Strategic HRBP Total Rewards (Comp & Benefits) www.sbmc.co.in
  • 23. About CPHR  CPHR stands for Chartered Professionals in Human Resources – Canada  CPHR Canada represents 27,000 members in the Human Resources Profession across nine provinces and three territories in Canada.  Established in 1994, CPHR Canada is the national voice on the enhancement and promotion of the HR Profession.  With an established and credible designation and collaboration on national issues, CPHR is proactively positioning the national human resources agenda in Canada and representing the Canadian HR Profession with HR Associations around the world.  SBMC is the only CPHR Training Center for Asia, Facilitating for CPHR designation & Membership.  All SBMC hosted certifications are professionally vetted and endorsed by CPHR body of Canada CPHR & SBMC https://cphr.ca www.sbmc.co.in
  • 24. 24 Adam is working in an organization as HR Business Partner and handling Labour Law compliances. His organization has recently been served a notice to enroll into State Apprenticeship Act & deploy X number of apprentices. His organization hires only experienced professionals, hence, they cannot hire apprentices. Case Study - I Adam convinces the management & sends a response to the Labour office that their business model does not support hiring of apprentices and this requirement is not applicable to them. Adam’s organization is served with a penalty from Labour office – along with a notification to the Director to comply Adam Exhibited Transactional HR Partnership
  • 25. 25 Rachell Exhibited Strategic HR Partnership  Proposed a Business Model to enable Hiring & Training of Apprentices What Rachell Did Differently………  Post Training & Evaluation, Apprentices were converted to employees  Supplanted 10% of workers being hired annually with Apprentices  Provided Return On Investment (ROI) by hiring Apprentices at lower wages  Complied to the Labor Law Requirement & achieved a win-win situation for organization
  • 26. Strategy Strategic HR Business Partner Benefits…… Strategic HRBP 1. Build your brand as a certified HR Business Partner 2. Apply proven methodology to create a solid HR Strategy plan 3. Begin applying new concepts and skills immediately in your job 4. Influence leadership with expert advise 5. Become a catalyst of change in your organization 6. Lead change management initiatives effectively 7. Impact the bottom line of the organization with results 8. Sharpen your facilitation and conflict management skills 9. Apply what you learn immediately in your current role 10. Earn 15 Professional Development Credits for CPHR 11. Gain the credential “Strategic HRBP” to be recognized as a Certified HR Business Partner www.sbmc.co.in
  • 27. StrategyJob Scenario……..Strategic HRBP HRBP Title Seniority Title Strategic role Senior HRBP Senior VP HR, HRDs, HR managers (large) Lead the business conversation HRBP Mid-level BPs, HRDs, HR managers (small) Contribute to business conversation HR Generalist Junior Associate BPs, CoE specialists, HR graduates Follow business conversation Minimum Average Salary in India - INR 8 Lakhs to INR 50 Lakhs (based on years of Experience, Skills Added & Organization)www.sbmc.co.in
  • 28. Strategy Strategic HR Business Partner Who Should Enroll? 1. Human Resource Professionals 2. Talent Management Professionals 3. Training and Development Professionals 4. OD Professionals www.sbmc.co.in
  • 29. Strategy 1. Strategy Formulation & Alignment 2. Strategy Implementation 3. Performance Evaluation 1. Staffing Requirements 2. Job Analysis 3. Sourcing & Recruitment 4. Selection & Retention 1. Understanding Engagement 2. Evaluating Engagement 3. Employee & Industrial Relations 4. Employee Relations Strategy 5. Why Unionization Occurs 1. Talent Management 2. Performance Management 3. Succession Planning STRATEGY HIRING & RETENTION Engagement & ER Employee Development 1 1. Strategic role of HR 2. HR & Business Strategy Alignment 3. Organizational Structures 4. HR Organization HR & Organization 2 3 1. Process, Strategy & Benefits 2. Gap Identification 3. OD Initiatives & Interventions 4. Workforce management 5. Workforce planning Organization Development 4 5 6 Strategic HR Business Partner Course Coverage www.sbmc.co.in
  • 30. Strategy 1. Your Organization Culture 2. Multicultural Organization 3. Type of Culture & Impact 4. Theories on Culture 5. Change & Challenges for HR CULTURE 7 1. HRIS – overview 2. Design & Implementation 3. Cost Savings 4. Process Improvements Technology & HR 8 1. Understanding D&I Strategy 2. Cost & Benefits 3. Definitions & Layers 4. HR’s Role in D&I strategic process Diversity & Inclusion 9 1. Understanding of Audits 2. Type of Audits 3. Value Addition by Audits RISK & GOVERNANCE 10 1. Total Rewards & Org Strategy 2. Comp design & systems 3. Benefits & Perks 4. Applicable Legislations Total Rewards 11 1. Factors related to L&D 2. Adult Learning Features 3. Training & Development 4. Career Development LEARNING & DEVELOPMENT 12 Strategic HR Business Partner Course Coverage www.sbmc.co.in
  • 31. 31  John proposed introduction of Overtime Pay as 100 employees resigned through the year due to no overtime pay Case Study - II  John was asked to share % of employee retention & ROI (return on investment) that can be achieved by introducing Overtime Pay John lacks Analytical Knowledge Here!  John had no clue about it
  • 32. StrategyBenefits…… Adavanced HR Analytics! 1. Analytics encourages Smart Decision Making 2. Provides clear insights through data visualization 3. Enhances your credibility & confidence 4. Offers process improvement & efficiency for business 5. Enhance your Strategic Partnership Capability 6. Increased chance of Promotion & demand in Job Market Advanced HR Analytics www.sbmc.co.in
  • 33. StrategyJob Scenario……..Advanced HR Analytics Minimum Average Salary in India - INR 7.9 Lacs at 90th Percentile (Analytics adds to your existing HR Analytics role) • 30% Analytics Contribution in growth as HR Professional • MUST as you grow up the ladder and tenure in your organization www.sbmc.co.in
  • 34. StrategyWho Should Enroll? 1. Human Resource Professionals 2. Non Human Resource Professionals 3. Training and Development Professionals 4. OD Professionals 5. Payroll Administrators 6. Consulting Professionals Advanced HR Analytics www.sbmc.co.in
  • 35. Strategy 1. Introduction & Types 2. Predictive HR Analytics 3. Analytics Maturity Model 4. Correlation & Regression UNDERSTANDING ANALYTICS 1 Advanced HR Analytics 1. Data & It’s type 2. Class Room Exercises 3. HR Metrices 4. Basis Statistics 2 UNDERSTANDING DATA 1. Compensation Analytics 2. Training & Development Analytics 3. Excel Data Visualization 4 PREDICTIVE HR ANALYTICS 1. Predicting Organization Attrition 2. Employee Engagement Analysis 3. Diversity & Inclusion Analytics 4. Prediction Absenteeism 5. Employee Performance 3 PREDICTIVE HR ANALYTICS 1. 25 Hours (1.5 months) 2. 04 Hours Per Week 3. Online Weekend Classes COURSE DURATION Course Coverage www.sbmc.co.in
  • 36. 36 Case Study - III Smith lacks knowledge of Compensation Design & Implementation  Smith handles Compensation & Payroll of a multi national for last 5 years  Every year he administers Variable Pay as a defined % of Fixed Pay to employees as per their grade  Smith wonders as to how this % is defined
  • 37. StrategyBenefits…… Total Rewards (Compensation & Benefits) 1. Identify how to effectively communicate and implement a compensation plan 2. Determine ways to align compensation strategy to talent strategy 3. Recognize difference within workforce –on whether to reward for pay for performance or make pay for performance more challenging 4. Assess improvements in Attraction, Retention, Productivity & Engagement Total Rewards Enhance Your Role & Demand as HRwww.sbmc.co.in
  • 38. StrategyJob Scenario……..Total Rewards Professionals! Minimum Average Salary in India - INR 12 Lacs Onwards (Basis Level, Years of Experience & Organization)www.sbmc.co.in
  • 39. StrategyWho Should Enroll? 1. Human Resource Business Partners 2. Payroll Administrators 3. Consulting Professionals 4. HR Operations Professionals 5. Talent Acquisition Professionals Total Rewards www.sbmc.co.in
  • 40. Strategy 1. Total Rewards Objectives 2. Pay Approach 3. Pay Parity & Positioning 4. Pay Differentiation & Mix 5. Communication & Governance TOTAL REWARDS STRATEGY 1 1. Introduction & Challenges 2. Job Evaluation 3. Point Plan 4. Market Practices 5. Grading & Validation 2 Total Rewards 1. Introduction & Challenges 2. Short Term Incentives 3. Payout Curve 4. Long Term Incentives 5. Performance Metrices 4 INTERNAL EQUITY 1. Introduction & Challenges 2. Benchmarking & Job Matching 3. Pay Anchors 4. Data Analytics 5. Market Practice 3EXTERNAL EQUITY BENEFITS & INCENTIVES 1. 30 Hours (2 months) 2. 04 Hours Per Week 3. Online Weekend Classes COURSE DURATION 7 Course Coverage www.sbmc.co.in
  • 42. 42 Professional Certifications Endorsed By CPHR- Canada Earn CPHR Recertification Credits Host of Case Studies & Practice Material  Return On Investment (ROI) Experienced Faculty Segway to become members of Global HR Professional bodies like : CPHR and SHRM
  • 43. 5. Question & Answers +91-9781027900 +91-9878967677 www.sbmc.co.in Email: hr@sbmc.co.in Please Contact us
  • 44. Thank You! Take the Next Step in your learning NOW! www.sbmc.co.in Email: hr@sbmc.co.in+91-9781027900 , +91-9878967677