Gain leaders’ trust to sharpen the

human capital agenda

Navigate across contexts to create Understand business imperatives,

tangible impact connect people initiatives
 Learners
empowered
through bespoke
projects last year

Flagship certificate courses for HR Journeys covering

professionals HR across roles
and career stages

Bespoke HR capability journeys for

organizations

Alumni Course
refer someone recommendation
for a course score

HR
Professionals
empowered to
impact business
outcomes
 Comprehensive
Assessment

Assignment

Learning Lab

Online Discussion

E-Learnings

Registration
 Talent Capability Performance Compensation
Supply Development Management & Rewards

Winning Personal Managing & Being a Final

People Effectiveness Leading Business Assessment
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

Assignments

Class Participation

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

• At least 50% aggregate score is required to

complete the certification
 What HR needs to know
about Business?
Understand the impact of
HR on business outcomes

Objectives

• Understand the strategic styles and core capabilities of different

organizations through SWOT analysis in order to determine
relevant employee competencies and create a compelling work
environment

• Understand how to align talent supply strategy with business

strategy and reflect on your organization’s talent supply strategy
• Understand how to align the reward strategy with business
strategy and reflect on your organization’s performance strategy
• Understand capability requirement for different organizations and
reflect on your organization’s capability growth strategy
Outcomes
• Ability to examine the common business issues
which companies are facing today and learn if these
issues are people or process related
• Improve personal effectiveness and credibility by
building the essential skills needed to engage
business leaders and line managers in meaningful
conversations about the business
 Personal Effectiveness for Next
Gen HR
Analyze gaps in your skillset and
upskill to meet business requirements

Objectives

• Introduction to Next Generation HR and discussion on

competencies required as HR moves from a ‘business partner’
to a business driver’

• Understand the factors of personality measured by

ADEPT-15
Outcomes
• Appreciate 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
• Create 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
Create a business-aligned
talent strategy

Objectives

• Analyze and providing input for the pros and cons of the
different channels (agencies, direct applications, etc.)

• Identify the pros and cons of buying versus building internal

talent. Develop 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, business cycles and their impact on the
components used throughout the selection process and explain
availability of qualified and or experienced
onboarding and orientation
candidates

• Design and train interviewers and assessors on the

methodology and processes used in candidate
selection

• Understand the components and process which

would need to be considered when developing the
recruitment strategy
 Capability Growth
Create an impactful L&D plan to ensure
constant learning

Objectives

• Identify how changes in the business strategy impact

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 performance matrix and determine the priorities
• Determine the organization capabilities that your
when you make investments in training and development
company needs to execute its business strategy

• Define the specific competency requirements for key

roles

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

business

• Learn to use inquiry skills when communicating with

leaders and improve your reliability
 Performance Management
Create a PMS that drives
high productivity

Objectives

• Identify challenges in the design and development of

performance systems. Recommend and design a performance
planning process based on culture and business strategy

• Develop principles for communicating and cascading business

goals to business lines and employees
Outcomes
• Designing a performance review process covering how to
evaluate achievement of goals including measurements, pitfalls
• Develop principles and guidelines of linking
and relevant examples. Design and develop a recognition
employee goals to business goals to support
program
performance strategy

• Proactively identify any challenges or difficulties for

managers

• Ensuring a fair and transparent process of

recognizing employees
 Compensation and Rewards
Leverage rewards to attract and
retain top talent

Objectives

• Understand how to align your reward strategy with your

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

• Choose the right comparators and benchmark Positions

• Practice market pricing skills Outcomes

• Talking to the Business About Pay
• Articulate the organization's compensation strategy
effectively to managers and employees.

• Conduct job matching to select identify appropriate

jobs 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
Emerge as an effective business
partner across functions

Objectives

• Understand the traits of a trusted business advisor

• Explore the needs and requirements of stakeholders and tailor

your approach to meet those needs.

• Practice the art of listening, how to give advice and framing

business issues
• Understand how investments in talent supply, capability growth
and high performance drive business performance
• Practice how to build a compelling business case combining
different elements of the HR value chain
Outcomes
• Understand the linkage between human resource
results and business performance, and learn
effective skills to communicate with business
departments
• Use data to set priorities, and maximize your
investment profit

• Learn the importance of transforming from a

functional role to process-oriented role.
 Managing and Leading Change
Master the people side of change

Objectives

• Introduction to the psychology of change and understand

different forms of change resistors within the organization.

• Understand the importance of communication in managing

change ,conduct stakeholder analysis for transformation

• Understand the impact of change and the knowledge,

Outcomes
behaviors required to be change ready, identify and prioritize
action steps
• Have a deep understanding of change and the
accompanying challenges, learn the lessons of
• Identify stakeholder issues that will help and hinder change
success or failure of change programs
before completing a change impact assessment
• Learn HR’s role and impact on the 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
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, he leads the leadership development sub practice

nationally and works with clients on organization effectiveness
and talent and leadership development related interventions.
He works primarily with large business houses on designing, Sankalp Mohanty
implementing, sustaining and measuring RoI from group wide Leader,
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
Kamakshi is a Consultant with Aon and is a part of the Talent
& Performance Consulting practice. Kamakshi specializes in
the area of Organization Development & Change Management
and has been involved in Project Management as well as
delivery of consulting assignments.
Prior to joining Aon, Kamakshi has worked with Accenture
focusing on Performance Management, Career Management,
Talent Development & HR Transformation.
Kamakshi holds a post graduate degree in Human Resource
from International Management Institute (IMI), Delhi along with
a Bachelor’s degree in Information Technology Engineering.
Kamakshi Gupta
Senior Consultant,
Talent & Performance

Kamakshi's
Mantra
There is no substitute for
hard work
Thomas Edison
Kartik has more than 13 years of experience across both
Consulting and Corporate organizations. In his 3+ years stint
with, 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
Performance
Prior to Aon, 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
 Learning Center Course Calendar Terms & Conditions
Classroom sessions Click to Download Click to view
32 hours

Online Participant Certification

Discussion Board Handbook Certified HR Business
Active for one year Pre-reads Partner
12 hours

Connect with us
aonahlc@aon.com
+91 9717 300621 Course Fee (inclusive of taxes)
INR 65,000
Participation will be confirmed post payment
Aon AHLC Inquiry Mailbox Vishisht Dhawan
aonahlc@aon.com Vishisht.Dhawan@aon.com
011 39585050 919819488433