STRATEGIC HUMANRESOURCES LEADERSHIPCertificate Program for Indian Executives

OverviewTalentedge is proud to offer the Strategic Human Resources Leadership Certificate Program for IndianExecutives in collaboration with eCornell, Cornell University’s online learning platform.There are huge responsibilities on the shoulders of the 21st century’s HR managers which includestrategic thinking and leading the organization from the frontlines. As businesses evolve, the HumanResource department is being relied upon to execute well-defined HR strategies that align with largerorganizational strategies.As an HR executive or manager, you are expected to articulate your company’s business goals andstrategy, and the human resource tools and expertise in your arsenal — from recruitment, to talentmanagement, to engagement — are necessary to support the overall business strategy. Uponcompletion of this online certificate course from eCornell, the HR managers should be able to speakand understand the language of the business leaders with ease.This Strategic HR Leadership certificate program from eCornell provides a broad organizationalperspective, laying the foundation for you to identify, develop, and measure HR initiatives critical toyour firm’s bottom-line success.What You Will Learn Effectively Influence Business Strategy as an HR LeaderExecute well-defined HR strategies that align with larger organizational strategies Create Maximum Value for StakeholdersDevelop a plan to structure an organization’s people, processes, and technologies to createmaximum value for stakeholders Create a Model for Best HR PracticesDistinguish between diversity and inclusion, develop a model for talent management thatattracts and retains talent, and describe methods to reduce prejudice and improvepsychological safety in work groups Build and Encourage a Culture of EngagementLead an effort to build employee engagement by persuading business leaders at yourorganization that - engagement is critical to business success Learn Contingency PlanningDiscuss factors that may derail leaders and strategies, along with how to prevent that fromhappening, and learn to revise your employer brand when internal and external changes tothe organization diminish its effectiveness Learn to Use HR Analytics to Fulfil Organizational NeedsExplain how and why an organization uses metrics and analytics; assess measurementrequirements tied to the organization’s needs

What You Will Earn Certificate of Completion in Strategic HumanResources Leadership 40 Professional Development Hours (4 CEUs) 30 Strategic Management credit hours Toward SPHR andGPHR Recertification 30 Continuing Education Units (CEUs) Toward PHR,SPHR, and GPHR Recertification 36 Professional Development Credits (PDCs) TowardSHRM-CP and SHRM-SCP RecertificationInside The Program Certificate consists of 6 two-week courses. Courses include multiple choice quizzes, instructor moderated discussions, and a final projectto practice what you’ve learned in a real-world context. Opportunities for collaboration and networking with fellow students, both during, and afteryour courses. Course materials available 24/7 during the two-week course, and a third week to reviewthe content. Plan to spend 3-5 hours per week, on each course.Who Should Enroll? HR Managers HR Directors/SupervisorsEligibility Graduates (10 2 3) or Diploma Holders (only 10 2 3) from a recognized university(UGC/AICTE/DEC/AIU/State Government) in any discipline Proficiency in English, spoken & written, is mandatory

Syllabus1. Human Resources Leadership (ILRHR551)Develop strategies that improve strategic, ethical, legal, and financial outcomes for yourorganization. Manage the complexities of interpersonal dynamics at the most senior levels tonurture strong leaders.Learn how to provide value to leaders by supporting and advising them as they executetheir strategy Discover how to become a leader in the unique position that the HR function occupies2. Aligning HR Strategy with Organizational Strategy (ILRHR552)Create a vertical-alignment strategy to improve decision making, people outcomes, processes, andprofits. Align HR functions with the organization to execute strategies. Use the Balanced Scorecard approach to align the HR system with organizational objectives Use the correct skills required to plan and assess HR systems and practices3. Diversity and Inclusion in Practice for HR (ILRHR553)Diversity and Inclusion has shifted from “counting the numbers” to “making the numbers count.” Thiscourse describes the shift from diversity to inclusion and how to assess the three levels of inclusionfor an organization. Understand & describe best practices for assessing the effectiveness of inclusion initiatives Analyze the three sources of inclusion in a workplace (organizational, work group, andimmediate supervisor)4. Getting Results through Talent Management (ILRHR554)Learn ways to address talent management challenges and how to create and enhance your talentmanagement system to ensure that your organization is properly staffed. Assess your organization’s approach to managing talent and its alignment with overallbusiness strategy Devise strategies for developing, engaging, and retaining key talent as well as how tomeasure the effectiveness of individual talent programs5. Strategic Talent Analytics (ILRHR582)This course focuses on building analytical acumen and taking a strategic view of talent analytics.Using a framework presented in this course, students will examine outcomes and drivers throughoutan organization to assess strategic needs. Align HR analytics to support larger organizational needs, including linkage ofHR data to business outcomes Assess and enhance your organization’s maturity around HR analytics

6. Strategic Engagement (ILRHR556)Learn the difference between an average, generic engagement effort and one that has the potentialto drive superior organizational performance through a research-based learning experience. Audit your organization’s current relevant practices Outline a plan for gathering meaningful engagement data and interpreting it sothat you can drive organizational changeFacultyFacultyChristopher CollinsAssociate Professor, Cornell ILR SchoolChristopher J. Collins is an Associate Professor of Human ResourceManagement and Director of CAHRS in the ILR School at CornellUniversity. He earned his Ph.D. in Organizational Behavior andHuman Resources from the Robert H. Smith School of Business at theUniversity of Maryland. Dr. Collins’ teaches, conducts research, anddoes consulting in the areas of strategic human resourcemanagement, the role of HR practices and leadership in drivingemployee engagement, and the role of HR in driving firm innovationand knowledge creation.Lisa NishiiAssociate Professor, Cornell ILR SchoolLisa Nishii joined the faculty of the Human Resource Studiesdepartment at the ILR School, Cornell University after receiving herPh.D. and M.A. in Organizational Psychology from the University ofMaryland, and a B.A. in economics from Wellesley College.Nishii is an expert on inclusion in organizations. Her research focuseson the confluence of organizational practices, leadership behaviors,and climate for inclusion on individual and group-level outcomes.Brad BellProfessor, Cornell ILR SchoolBradford S. Bell is an Associate Professor of Human Resource Studiesand Director of Human Capital Development and Executive Educationin the School of Industrial and Labor Relations at Cornell University.He received his B.A. in Psychology from the University of Maryland atCollege Park and his M.A. and Ph.D. in Industrial and OrganizationalPsychology from Michigan State University. Dr. Bell teaches coursesin Human Resource Management, Training and Development, andWork Groups and Teams to graduate and undergraduate students.

John HausknechtAssociate Professor, Cornell ILR SchoolJohn Hausknecht is an associate professor of human resourcestudies at Cornell University. He earned his Ph.D. in 2003 fromPenn State University with a major in industrial/organizationalpsychology and minor in management. He received the 2004 S.Rains Wallace Award for the best dissertation in the field ofindustrial/organizational psychology.Professor Hausknecht teaches undergraduate and graduate-levelcourses on human resource management, staffing organizations,and HR analytics. He received the ILR School’s MacIntyre award forexemplary teaching in 2008. Prior to academia, he worked as aconsultant to Fortune 500 firms in the areas of leadershipassessment, talent management, and organizational change.About eCornellAs Cornell University’s online learning unit, eCornell delivers online professional certificateprograms to individuals and organizations around the world. Courses are personally developed byCornell faculty with expertise in a wide range of topics, including hospitality, leadership andmanagement, marketing, human resources, technology, and data analytics. Students learn in aninteractive, small-class format to gain skills they can immediately apply in their organizations.eCornell has offered online learning courses and certificate programs for 18 years to over 150,000students at more than 2,000 companies.Program DetailsDuration: 3 monthsProgram Fee: INR 1,95,000 GSTNo. of Courses: 6Effort: 3-5 hours per weekFormat: 100% onlineModel: Instructor-led

Additional Value-Adds for Indian ParticipantsThe SHRL program is tailor-made for practicing Managers, with key functional models and theirapplication as cases, specially curated for the Indian Business scenario. The courses within theprogram follow a result-oriented and practical approach, delving into real-world examples andexercises.Module 11Concept: Strategic Hiring - Beyond Resumes: Marriott Using Gamification toRecruit Top Talent in Hospitality2 In Practice: Strategic Human Resource Management - Infosys3 Leadership Arena: Hiring a Newtonian4 Simulation: HR Strategy and Business AcumenModule 21Concept: Diversity - Citibank India’s efforts at Talent Retention and attainingGender diversity2 In Practice: Organizational Redesign - Vodafone Idea Limited3 Leadership Arena: iGATE and the CEO: A breach of agreement4 Simulation: Organizational Design: Changing StructuresModule 31Concept: Industrial Relations - IR Problems at Toyota Kirloskar Motor Private Limited2 In Practice: Succession planning failure - Cyrus Mistry s Exit as Chairman of Tata Group3 Leadership Arena: Saying what needs to be said4 Simulation: Judgment in a Crisis

Key Highlights16 hours of Live and Interactive sessions by c-suite practitionersLearn through contemporary and relevant case studies in the Indian IndustryGain a deeper understanding of leadership experience in India through Leadership ArenaPeer learning through live discussions, group assignments and concept simulationsDelivery MethodologyHome Read (A Pre-requisite)Content will be shared a week in advance for the learners to pre-read the modules before thesessions begin. Each batch starts with a pre-test, and the scores published in real-time.Practitioner time is utilized in ensuring 100% concept clarity. Each session ends with a post-testto assess real-time improvement.Virtual DeliveryAll sessions will be conducted in a synchronous mode over Talentedge platform.For More DetailsVisit: www.talentedge.comWrite in to: [email protected] at: 91 - 9582896600

Talentedge is proud to offer the Strategic Human Resources Leadership Certificate Program for Indian Executives in collaboration with eCornell, Cornell University’s online learning platform. There are huge responsibilities on the