According to latest market research, over 95% of the candidates find it difficult to get a job or promotion due to lack of practical knowledge on core HR activities. Job Oriented HR Practical Training is designed to put In -depth knowledge as well as experience in the candidate so that they can practically handle the core HR responsibilities.
We all are aware that today companies prefer only those candidate in HR who have practical knowledge. HR Practical Training is designed to put In-depth knowledge and experience in you to handle core responsibilities like Payroll, Legal Compliances, PF, ESI, Gratuity, Designing CTC, Manpower Planning and many other core functions of HR in an organization.
HR Practical Training & Placement Support, training on PF,Payroll, ESI, PMS, Laws & 85 Core HR Topics.
Life Changing Careers
Module 1: Statutory & Legal Compliance
1. ESI ACT-1948 & PF ACT-1952 a) ESI-Act b) Eligibility c) Contributions From Both Employee & Employer d) Filing( Monthly & Half Yearly) e) Calculations f) Filling The Forms g) Benefits
2. GRATUITY ACT-1972 & BONUS ACT-1965 a) Coverage & Eligibility b) Calculations c) Tax Exemptions Limit
Module 2: Compensation And Benefits
a) The pay structure b) Leave management (CL, EL, SL, and ML) c) Basic, HRA, DA, Conveyance, Medical Allowance, Lunch allowance etc d) ESI,PF Calculations e) Calculation of Gross , Net salary & CTC f) Preparation of Break-up salary, Designing CTC and salary break up and discussion on Compensation and benefits.
2. TAX PLANNING FOR SALARIED EMP a) PT- Slab Process b) TDS (Salaried People) c) Slab Process of TDS d) Calculation of TDS for Men, Women,Senior Citizens e) Education Cess f) Routine Tax Planning g) Tax Exemptions Under different Sections
Module 2.1: MS Excel- Lab Session
a) PF report in Excel sheet b) ESI report in Excel sheet c) Professional report Tax d) MIS Reports in Excel sheet. e) Pivot Table f) Auto & Advanced filters g) V-Look up, H-look up h) Splits and Freeze panes i) And lots more to prepare MIS Reports.
Module 3: Performance Management System a) Key aspect/phases of PMS. b) How to set target? c) How to prepare competency mapping. d) How to design a PMS system? e) PMS Audit, what is the need for PMS audit. f) Reward & Recognition System.
—Training & Development a) on what basis training is provided? b) To whom training is being provided? c) Training Need Analysis. d) Training Module Design. . e) Preparation of Training Calendar. f) Training Feedback analysis. g) Training Budgeting.
Module 4: Organizational Development
a) What is Employee Engagement? b) Why Policies, steps to frame policy HR? Business HR c) What are contributions of HR from business perspective? d) Process for evaluation of Costing of one’s job. e) On what basis a new position is created. f) How to design SOP. g) Methods for controlling attrition rate. h) What is employee budgeting and man power planning?
Module 5: HR Generalist
a) Joining Formalities and Relieving Procedure b) ER Management. c) Exit Interviews. d) Attrition Issues.e) Effective Retention Policies.
a) what’s Disciplinary Action? b) Definition of Misconduct/Violation of code conduct)
Preparations of Show cause notice/charge sheet. c) Domestic Inquiry d) Termination. e) Provision.
Contract Labour (Regulation and Abolition) Act 1970
a) Definition b) Different clauses. c) Procedure to be followed. d) Register to be maintained.
Trade Union. a) Definition b) Condition/Clause c) Function. d) Benefits and Drawbacks
Factory Act 1948
a) Health Register-(Related document and file maintenance)
b) Safety – (Related document and file maintenance)
c) Welfare-(Related document and file maintenance)
d) Working Hours of Adult-(Related document and file maintenance)
e) Employment of Yong Person – (Related document And file maintenance)
Cases Study and Updates Employee Counseling
Module 6: Recruitment & Selection
a) End-to-End Recruitment process & Head Hunting. b) Hands on Experience on Job Portals i.e., Times, With Sourcing Methodologies. c) Screening, Short-listing of resume. d) Interview Skills & How to conduct Interview.