Lead People, Performance, and Growth with CHRP Certification
Lead People, Performance, and Growth with CHRP Certification
Lead People, Performance, and Growth with CHRP Certification
Course Overview
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Learners enrolled
CHRP
Certified Human Resource Professional
The Certified Human Resource Professional (CHRP) course utilizes a variety of individual and team exercises, case studies, assessments, videos and group discussions.
What You Will Learn
The main objectives of the course are:
- Demonstrate mastery of the competencies and knowledge in Human Resources.
- Understand the role of HR in determining organizational profitability.
- Expand their scope within the HR field and bring new ideas to drive business success within the organization.
- Plan and forecast workforce requirements effectively.
- Understand the legal environment of HR policies and procedures.
- Understand the performance management continuum.
- Develop HR policies as per organizational requirements.
- Conduct an HR audit.
- Understand the principles of organizational design and development.
- Develop compensation programs to achieve organizational goals.
- Evaluate total compensation strategies.
- Implement HR automation initiatives for organizational development.
- Plan and conduct HR audits effectively to improve organizational performance and organizational outcomes.
The CHRP certification equips HR professionals with the knowledge and practical skills required to effectively manage core human resource functions, support organizational objectives, and contribute to workforce development and business success.
Who Should Enroll
CHRP is designed for Human Resources professionals, HR executives, recruiters, training and development specialists, employee relations practitioners, and individuals seeking to build or enhance their expertise in core Human Resource functions across various industries.
Skills You Will Build
- HR Strategy Planning
- Performance Management
- Talent Acquisition
- Labour Laws
- Induction & Orientation
- Training & Development
- HR Budget & Audit
Target Competencies
- HR Strategy Planning
- Performance Management
- Talent Acquisition
- Labour Laws
- Induction & Orientation
- Training & Development
- HR Budget & Audit
Module 1 – Strategically Integrated HR
Module 1: The Evolution and Strategic Role of HRM
- From Paid Hands to People: A Short History of Work
- Scientific Management and the Human Relations Movement
- The Evolution of HRM into a Strategic Function
- Fundamentals of Modern HRM
Module 2: Aligning HR with Business Strategy
- The Strategic Management Process
- Vision, Mission and Values
- Environmental Analysis: PESTEL, Porter and SWOT
- Levels of Strategy: Corporate, Business and Functional
Module 3: HR Metrics, Analytics and Evidence-Based Practice
- Why HR Must Speak the Language of Data
- Core HR Metrics and the HR Scorecard
- From Descriptive to Predictive People Analytics
- Building an Evidence-Based HR Culture
Module 4: Employment Law, Ethics and Compliance
- The Legal Framework of the Employment Relationship
- Equal Opportunity and Anti-Discrimination Principles
- Ethics and Professional Conduct in HR
- Managing Compliance and Workplace Investigations
Module 5: Job Analysis and Job Design
- What Is a Job? The Building Blocks of Work
- The Job Analysis Process and Data Sources
- Methods: PAQ, Functional Job Analysis and Competency Models
- From Analysis to Job Descriptions and Specifications
Module 6: Workforce Planning and Talent Acquisition
- Strategic Workforce Planning and Forecasting
- Talent Sourcing Strategy and the Contingent Workforce
- The Selection Process and Selection Criteria
- Interviewing Techniques and Avoiding the Bad Hire
Module 7: Employer Branding and the Employee Value Proposition
- Employer Brand as a Competitive Advantage
- Crafting a Compelling Employee Value Proposition
- Recruitment Marketing and Social Sourcing
- Measuring Employer Brand Health
Module 8: Onboarding and Employee Integration
- Induction versus Orientation versus Onboarding
- Designing the First 90 Days
- Socialization, Culture and Belonging
- Measuring Onboarding Effectiveness
Module 9: Learning and Development
- Learning versus Training; Pedagogy versus Andragogy
- Training Needs Analysis
- Instructional Design and Learning Styles
- Training Methods and Delivery
Module 10: Career Development and Succession Planning
- Careers in the Modern Organization
- Competency Frameworks and Development Plans
- Identifying and Growing High-Potential Talent
- Succession Planning and Leadership Pipelines
Module 2 – Job Analysis
- Introduction to Job Analysis
- Process and Methods of Job Analysis
- Job Design: Purpose and Techniques
- De-jobbing: Purpose and Techniques
Module 3 – Talent Acquisition
- Talent Acquisition
- Strategic Workforce Planning
- Sourcing Strategies
- Talent Assessment and Finalization
Module 4 – Learning and Development
- Training vs Learning vs Development
- Training Need Analysis
- Training Design and Development
- Training Methodologies
- Training Evaluation
Module 5 – Performance Management
- Performance Management
- Performance Planning
- Performance Monitoring
- Performance Appraisal
- Performance Development
Module 6 – Establishing Strategic Pay Plans
- Compensation Management Theories
- Total Rewards
- Job Evaluation and its Methods
- Elements of Total Rewards
Select a Batch Timeline
Please ensure you select both your preferred batch and time slot to confirm your enrollment.
*Select Batch
No Upcoming Batches
Course Fees
$1,199
Get certified. Grow your expertise.
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