HR is playing an increasingly important role in businesses today. A company's strength is built on the quality of its employees. “The most important decisions that business people make are not “what” decisions, but “who” decisions”.
companies are clear that they want HR people with cutting-edge practical competencies in areas like creation of point plans, hay plans, behavioral event interviewing, conducting psychometric tests, planning and implementing OD interventions, designing scorecards, preparing competency maps, calculating ROI of training, building human capital indices, designing assessment centers etc.
Building behavioral event interview sheets, conducting motivational analysis to reduce no-shows and early attrition, conducting skill assessment using BEI
Using predictive psychological testing tools like TAT, using personality profiling tools like RSI, PSI, checking validity & reliability of psychometric testing.
Developing job grading and point-plan based methods for accurate salary banding ,developing variable pay schemes, calibrate market corrections on employee compensation
Designing and developing assessment matrix, BARS for conducting scientific assessment centers
Developing competency maps, calculating training ROI, using behavioral engineering models
Designing training programmes for maximal retention and impact, fine-tuning facilitation skills for difficult participants
Managing and designing integrated performance and competency systems, understanding balance scorecard, designing appraisal systems
Planning strategic themes, designing balance scorecards, applying HR scorecards
Planning and managing OD initiatives, using OD tools like Malcolm Baldrige, PCMM, planning change in HR processes, systems, culture, KM
companies are clear that they want HR people with cutting-edge practical competencies in areas like creation of point plans, hay plans, behavioral event interviewing, conducting psychometric tests, planning and implementing OD interventions, designing scorecards, preparing competency maps, calculating ROI of training, building human capital indices, designing assessment centers etc.
Building behavioral event interview sheets, conducting motivational analysis to reduce no-shows and early attrition, conducting skill assessment using BEI
Using predictive psychological testing tools like TAT, using personality profiling tools like RSI, PSI, checking validity & reliability of psychometric testing.
Developing job grading and point-plan based methods for accurate salary banding ,developing variable pay schemes, calibrate market corrections on employee compensation
Designing and developing assessment matrix, BARS for conducting scientific assessment centers
Developing competency maps, calculating training ROI, using behavioral engineering models
Designing training programmes for maximal retention and impact, fine-tuning facilitation skills for difficult participants
Managing and designing integrated performance and competency systems, understanding balance scorecard, designing appraisal systems
Planning strategic themes, designing balance scorecards, applying HR scorecards
Planning and managing OD initiatives, using OD tools like Malcolm Baldrige, PCMM, planning change in HR processes, systems, culture, KM
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