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Gain leaders’ trust to sharpen the

human capital agenda

Navigate across contexts to create Understand business imperatives,

tangible impact connect people initiatives
Alumni refer
someone for an
AHLC course

Flagship certificate courses for HR Is the median

professionals participant

Bespoke HR capability journeys for


Alumni HR leaders
feel empowered are a part of
to drive business our alumni
results community

have received
training via our


Learning Lab

Online Discussion


Talent Capability Performance Compensation
Supply Development Management & Rewards

Winning Personal Managing Being a

People and Leading
Effectiveness Business
Strategies Change Driver

Day 1 Day 2 Day 3 Day 4 Assessment

Learning journey spanning across four contact classes and a comprehensive online assessment

Online Learning Modules* Online Discussion Boards*

*Active for one year

Final Assessment


Class Participation

Online Discussion
• Final Assessment can only be taken
after attending all eight modules
• Minimum 50% is required in the final

• At least 50% aggregate score is required to

complete the certification
Winning People Strategies
E-learning- What HR Needs to Know about
Business ; Winning People Strategies


• Understand the strategic style and core capabilities of different

organizations through SWOT analysis and derive a compelling
work environment and relevant employee competencies for
different organizations

• Understand how to align talent supply strategy with business

strategy and reflect on own organization’s talent supply strategies
• Understand how align the reward strategy with business and
strategy and reflect on own organization’s high performance • Align business and people strategies

• Understand capabilities requirement for different organizations • Measure how well your company’s current people
and reflect on own organization’s capability growth strategy strategy is supporting the needs of your business
and design a people strategy for sustainable
competitive advantage

• Understand the role transition of HR and what Next

Generation HR should do to drive business results
Personal Effectiveness for Next
Gen HR
Pre Work: ADEPT15TM Personality


• Introduction to Next Generation HR and discussion on

competencies required as HR moves from a “business partner”
to a “business driver

• Understanding the factors of personality measured by

• Appreciating different personality styles and their impact on
working relationships
• Understand your personality, leadership style, and
work style, as well as your strengths and how to
• Creating development plan for personal effectiveness
improve your effectiveness

• Understand the expected capabilities for next

generation HR and recognize your strength and
development needs

• Explore how your behaviors are influencing your

performance and relationships with others at work
Talent Supply
eLearning : Talent Supply


• Analyze and providing input for the pro's and con's of the
different channels (agencies, direct applications, etc.)

• Identify the pro's and con's of buying versus building internal

talent. Developing new and creative ways of sourcing

• Identify manpower requirements, assisting in the coordination Outcomes

the development of a quarterly recruitment plan
• Understand the company’s competition, market
• Advise and guide interviewers and assessors on the different
trends and business cycles and their impact on the
components used throughout the selection process and explain
availability of qualified and/ or experienced
onboarding and orientation

• Design and training interviewers and assessors on

the methodology and processes used in candidate

• Understand the components and process which

would need to be considered when developing the
recruitment strategy
Capability Growth
eLearning : Partnering to Build
Tomorrow’s Capabilities


• Identify how changes in the business strategy impact the

organizational capability and employee competencies an
organization requires

• Learn to engineer capabilities for the future through line inputs

on changing business strategies and focus on those critical few
areas which will be important for future performance Outcomes
• Understand the impact/performance matrix and determine the
• Determine the organization capabilities that your
priorities when you make investments in training and
company needs to execute its business strategy
• Define the specific competency requirements for key

• Set the right priorities to deliver the most value to the


• Learn to use inquiry skills when communicating with

leaders and improve your reliability
Performance Management
eLearning : Performance Management


• Identify challenges in the design and development of

performance systems requirements. Recommending and
designing appropriate performance planning process based on
current culture and business strategy

• Develop principles and guidelines for communicating and

cascading business goals to business lines and employees Outcomes
• Employ key knowledge and experience to develop principles
• Developing principles and guidelines of linking
and practices for performance review. Designing performance
employee goals to business goals to support
review process covering how to evaluate achievement of goals
performance strategy
including measurements, pitfalls and relevant examples.
Design and develop a recognition program
• Proactively identifying any challenges or difficulties
for managers

• Ensuring a fair and transparent process of

recognizing employees
Compensation and Rewards
eLearning : Compensation Theory
and Reality


• Understand how to align your reward strategy with your

business strategy, explore how different business strategies
require different people strategies

• Choosing Comparators & Benchmark Positions

• Market Pricing Skills Practice Outcomes

• Talking to the Business About Pay
• Articulating the organization's compensation
strategy managers and employees

• Conducting job matching to select appropriate job by

function and level to vendor's database.

• Refining salary structure based on market

information and business needs

• Managing annual budgeting exercise to determine

salary increases by performance and pay position
Being a Business Driver
eLearning : Being a Business Driver :
What the line Really Wants


• Understand the traits of a Trusted Advisor

• Explore what the stakeholders in your life want and give it to

them – the way that they want it

• Practice engaging the business – the art of listening, how to

give advice, framing the issue through various activities Outcomes
• Understand how investments in talent supply, capability growth
• Understand the linkage between human resource
and high performance drive business performance
results and business performance, and learn
effective skills to communicate with business
• Practice to build a compelling business case combining
different lessons
• Use data to set priorities, and maximize your
investment profit

• Learn the importance of transforming from functional

role to process
Managing and Leading Change
eLearning : Managing and Leading Change

• Introduction to psychology of change and understand different
forms of change resistors within the organization. Understand
the importance of communication in managing change
,conducting stakeholder analysis for transformation and
communication plan for change

• Understand the impact of change and the knowledge,

behaviors required to be change ready. Determine behaviors to Outcomes
stop/start/continue for transformation, identify and prioritize
action steps • Have a deep understanding of change and
accompanying difficulties and challenges, learn the
• Identify stakeholder issues that will help and hinder change lessons of success or failure of change programs
before completing the change impact assessment in culture,
structure, process of job areas • Learn HR’s role and impacts in change process

• Learn to use Hewitt’s 5C change model to manage

the process

• Develop critical skills to lead large and small change

initiatives in your organization
Anandorup Ghose leads Aon Hewitt’s Rewards practice for
South Asia. Prior to this role, he managed several client
relationships in the Middle East, Asia Pacific and India in the
areas of executive compensation design and benchmarking,
long term incentive plan design, sales incentive plan design,
governance structure definition, remuneration committee
advisory etc.

Moreover, he has also worked on some large scale merger

integration projects with clients in the region, primarily in the
field of telecom, financial services and oil and gas. His key
clients include the Aditya Birla Group, Mahindra, Genpact and
Tata Consultancy Services. Anandorup Ghosh
Anandorup is a regular speaker at several executive Aon Hewitt
compensation forums in industry associations such as All India Learning Center
Management Association, FICCI, and Anchorage Society for
Human Resource Management.

He is ardent reader of the Economist and whenever time

permits he loves to travel and experience new cultures. Anandorup's Mantra
Culture eats strategy
over breakfast
Peter Drucker
Vamsi leads the Rewards Consulting practice for ITeS
Industry vertical for Aon India and handles some of the key
relationships in this space. Vamsi is the Captives subject
matter expert and has partnered with clients while pitching for
on shore opportunities.
Vamsi has led many compensation benchmarking, diagnostic
and design projects in the ITES & IT sector. He has led
complex projects involving benchmarking and design, job
evaluation, rewards benchmarking, pay range design and
compensation structuring. He also partners with clients in
workforce optimization and spend optimization initiatives.
Vamsi Karavadi
Vamsi brings diverse industry experience, notably from the
Senior Consultant
Technology and FMCG sectors. Prior to Aon he was with
Rewards Consulting
Nokia India in Chennai as a lead in setting up their HR
(ITES), India
Shared services operations support Nokia Globally.
His key clients include JP Morgan, WNS, Barclays, Deloitte
and RBS among others.
Vamsi has masters in Human Resource Management from
XLRI, Jamshedpur and a Bachelors in Mechanical Vamsi's Mantra
Engineering. Opportunity lies
where challenges are
Jack Ma
Sankalp is an experienced consulting professional with more
than 12 years of experience (10 plus in HR consulting with Aon
Hewitt, Accenture Strategy and Mercer Consulting and the
balance in a APAC wide Total Rewards role with Baxter
Healthcare). He has a specialization in organization
effectiveness, leadership development, and HR merger
management, with experience in India and in the larger Asia
Pacific region.

At Aon Hewitt, he leads the leadership development sub

practice nationally and works with clients on organization
effectiveness and talent/leadership development related
interventions. He works primarily with large business houses Sankalp Mohanty
on designing, implementing, sustaining and measuring RoI Leader,
from group wide programs. Aon Hewitt
Knowledge Center
Sankalp is a certified Hogan assessor and coach. Some of his
key clients include - Ashland Inc, Aditya Birla Group, BAE
Systems, Birla Tyres, Cairn Energy, Celestica, HDFC Bank,
Max Group, Microsoft, Mylan Laboratories, Patni Computers,
Renesas Electronics, SMS Siemag, Tata Communications, Sankalp’s Mantra
Tata Motors, Fuji Xerox and Vedanta Resources.
Innovation distinguishes
Sankalp has a Masters degree in Economics from the Delhi between a leader and
School of Economics. a follower
Steve Jobs
Kartik has more than 13 years of experience across both
Consulting and Corporate organizations. In his 3+ years stint
with Aon Hewitt, Kartik has assisted firms across industries
such as Pharmaceutical, Manufacturing, Energy, Telecom,
Consumer Durables, IT and ITeS with their human capital
challenges in a diverse set of areas ranging from Organization
Strategy Map/ Scorecard Design, Organization Structuring,
Role Definition & Mapping, Job Evaluation & Grade Structure
Design, Performance Management, Competency Framework
Design, Assessments, Reward Strategy Design, Variable Pay
Design, Pay Range Design and Global Mobility.
Kartik has managed several key clients in these sectors. He Kartik Rishi
has authored articles for the client newsletter and has also Senior Consultant
presented in conferences/ seminars. Talent and
Prior to Aon Hewitt, Kartik worked with Bharti Airtel in Human
Resources as a Deputy General Manager - Total Rewards and
Organizational Effectiveness. Kartik has also worked with
Ranbaxy in Human Resources and with Mercer and Ma Foi in
Human Resources Consulting.
Kartik's Mantra
Kartik is a Post Graduate in Management from Symbiosis
Institute of Management Studies, Pune. He also holds a There is no substitute
Masters Degree in Economics from the Pune University. for hard work
- Thomas Edison
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32 hours

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Active for one year Pre-reads Business Partner
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