The need for skilled HR Professionals

There is rampant progress in business dynamics these

days, resulting in various work force challenges and
complexities. The need for skilled HR professionals is
increasing multi-fold because of technological,
demographic and socio-economic changes and the need
to pre-empt these to be better prepared and minimise or
eliminate undesired impact. With businesses moving
from physical spaces to working virtually with each other
for leaner operations and more flexibility to employees,
the need to still maintain values, policies, discipline and
employee engagement and satisfaction across offices
requires experience and advanced skill to do so. HR
professionals also need to be thorough in their
understanding of laws and legislations governing
employment in other places of an organisation’s
operation. Big data is gaining momentum and lime light
in all spheres of the business world, and the HR function
is no exception to this. Mere collection of data is not
sufficient. HR professionals need to know what data they
need to collect, why they need to collect the data, what
are the outcomes they would like to achieve through the
data collected, how should they interpret the data and
how should they implement next steps—in short, they
need to thoroughly understand and master ‘HR analytics’.
Check the list of Human Resources Courses offered by
Zoe Talent Solutions.

Need for training in HR

With advancement in technology, data and record
collection and maintenance is moving from manual
records and Excel sheets to data collection and mining
software. HR professionals across the globe need to
understand the backend functions of these software and
also stay abreast with new HR-related technology tools
being used for better, faster, leaner and smoother
operations, including e-learning platforms for training
and development of employees. These days, HR
professionals are content curators rather than creators;
they need to look into their positioning and
organisational branding when framing policies or
releasing content about their practices and employee
benefits. This requires an advanced level of critical
thinking, creativity and emotional engagement. With job
roles becoming increasingly challenging and demanding,
HR professionals need to have a thorough understanding
of human behaviour, including psychological factors. The
role of HR professionals is not to create jobs but to create
careers, and this requires a great deal of understanding of
employee expectations and aspirations, business
requirements, industry standards and the like. Change
management is not as easy as it may seem, and the largest
role is played by HR to help employees adjust to and
welcome change through upskilling, communication,
etc., for which the HR team of an organisation needs to
be the most agile.
HR is a very diverse function with a span of control
ranging from hundreds to thousands. Besides the
number, the kind of responsibilities that HR
professionals handle are high stake and have a major
impact on employee satisfaction and welfare as well as
organisational success. HR is also one of the few
departments in an organisation that have ever-changing
external factors affecting functions and processes. As
such, staying updated and having a good external
network is key to being a successful HR professional. The
role of HR is very dynamic, with different responsibilities
and outreach and with each organisation having their
own style of human resource management. With such
high dynamism and responsibility, the necessity of new
and experienced HR professionals to receive continual
training and coaching to constantly upskill with greater
responsibilities undertaken is justified. Besides
knowledge of external laws and legislations, HR
professionals need to know their employees and the
departments they work with. HR professionals are also
required to make sound, well-informed decisions for
their organisation and employees through various
aspects of their role. Thus, training and coaching on
critical skills are key to help HR professionals carry out
their responsibilities with extreme confidence and ease
and grow in their roles and responsibilities because of
demonstration of these skills in their work. HR
professionals work with people, situations of different
natures and temperaments, laws, data, trained and
untrained managers, etc. They thus deal with many
intangible factors that influence growth and success, and
as such, need to be highly skilled and self-sufficient to
manage these well and not let such factors hamper the
end objectives of employee satisfaction and
organisational success.
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HR courses Offered by Zoe Talent Solutions

Zoe Talent Solutions offers a wide range of training
courses on various HR-related hard and soft skills for new
and experienced HR professionals, customized to their
nature of work and organisation. The HR courses are also
customised to the level of experience and exposure that
the professionals have in their current role, thus enabling
them to relate to their role and learn through practical
examples or real case scenarios. The course content is
updated with current trends in the HR field, thus
ensuring that course students gain the most recent
knowledge in the HR domain. Through these courses,
Zoe Talent Solutions provides a conceptual and practical
platform to learning. The courses range from tangible
aspects such as HR analytics, key performance indicators,
job evaluation and job descriptions to intangible ones
such as administration, planning, coaching, interviewing,
etc. It is thus a one-stop shop for all HR-related skill
trainings for new and experienced HR professionals.
With companies evolving in the fast-paced corporate
space, the requirement for trained HR professionals is
increasing substantially. Zoe Talent Solutions provides a
complete package of all possible HR-related skills that an
organisation could look for in their HR professionals.
Taking these courses will also indirectly boost
professionals’ earning capacity and prepare them to take
on additional responsibilities within their role as HR and
add tangible value and benefits to their organisation.

Below are some of the HR courses that Zoe Talent

Solutions provides:
(Click to Check the full list of Human Resources
Courses offered by Zoe Talent Solutions.)

HR Administration Skills
HR Administration skills encompass many aspects, such
as interpersonal and technical skills. Strong
administration skills help enrich an organisation’s
structure and culture, understand and implement
employee-friendly policies, carry forth all necessary legal
documentation, etc. The course offers coaching on
various aspects of communication (verbal and written),
conflict resolution, negotiation, decision-making,
prioritisation and multitasking, agility, critical thinking,
etc. This course will prepare you for some critical aspects
of your role as an HR professional, such as extensive
reporting, frequent and diverse interaction, agile
functioning, definite foresight, networking with
department heads, planning and organisation, goal and
objective mapping, etc. The knowledge and skills gained
through this course will build your capabilities and the
foundation for you to take on additional roles easily and
with good results.

HR Planning Skills
With the shift in HR in most companies, from the
traditional to strategic approach, good planning becomes
extremely critical to link employee satisfaction and
performance to organisational objectives. Planning skills
are also critical from a budgeting point of view, when HR
has to take care of costs of recruitment, salary, benefits,
etc. This course addresses the main focus areas
responsible for successful planning, such as HR capacity
planning (e.g. mapping current skill to required skill),
forecasting (e.g. estimating demand and supply, job and
skill requirement, current economy and future impact),
gap analysis (e.g. making sure the company has the right
people with the right skill at the right time) and strategy
development (e.g. understanding the needs of the
company, making plans to prepare for change, etc.). By
taking this course, among many other tangible benefits,
you will learn to predict what exactly is needed to keep
your employees happy and motivated, prepare your
organisation for success and scaling up and keep your
organisation’s culture in check, thus adding to your
achievements as an HR professional.

Job Analysis and Job Description Techniques

Job analysis and job descriptions are vital and
interrelated. These are one of the first steps towards
hiring the right fit for the job. Job analysis helps HR
professionals identify the correct skill and talent needed
for a job, while the job description clearly describes the
information gathered through analysis to attract the
correct talent. This course includes information on the
various methods of job analysis (interviews,
questionnaires, observations, etc.) and helps
professionals understand how to choose the most
effective method as per their organisation. It also
includes various practices that can be applied to identify
and develop relevant training needs; structure
compensation as per jobs; conduct performance reviews;
prepare job descriptions true to the nature of actual work,
clear and transparent, yet attractive; etc. By undertaking
this course, you will be well prepared to face and
overcome challenges in identifying the correct skill set for
a job, correcting a skill–job mismatch, attracting the best
talent suited for a role and preventing attrition because
of job dissatisfaction.

Interviewing Skills
Interviewing skills are very important when trying to find
the correct candidate for a job. This course includes
training on the end-to-end recruitment process—
preparing for the interview (e.g. how to read and
interpret a curriculum vitae or resume), conducting the
interview (e.g. correct questions to ask, correct skills to
be judged, body language, active listening), reviewing the
feedback from the interview (e.g. through scoring or
notes or otherwise) and taking the correct decision.
Interestingly, this course will also help you derive the best
out of exit interviews that have so much useful
information that could help make positive changes
within the organisation and improve employer branding.
This course will help you avoid unintended biases
resulting from random, unstructured interviews;
subjective judgements; lack of understanding of human
behaviour; lack of knowledge to indirectly get useful
information; etc.

Job Evaluation Professional

Job evaluation is a useful tool to determine compensation
levels as per competencies. This course includes
information on the various methods of job evaluation and
offers training on how to judge critical competencies and
aspects of a job to be able to determine compensation
that is competitive and attractive compared to the
market. It also outlines a structured, step-wise approach
to gathering necessary information to rank a job within
the organisation or with the industry and then map the
compensation accordingly. It helps professionals identify
what is the correct time to conduct a job evaluation to
derive maximum benefit and how to handle the legal
implications of any change in compensation as a result of
this evaluation. Through this course, you will gain the
necessary skills and foresight to make optimal use of a job
evaluation, offer competitive, market standard
compensation structures to your employees and develop
a rational and consistent approach to determining pay.
Auditing HR Processes
Auditing is a regular activity of examining HR-related
documentation, policies, contracts and the like to check
for compliance, strengths, weaknesses, gaps, revision,
etc. This course offers training on effective ways to audit
HR processes to derive the maximum benefits out of the
process. It includes a step-wise approach to planning and
conducting an audit and implementing next steps,
creating different reports after the audit for drawing
inferences and taking action. Further, it provides
information on statutory compliance and software used
for faster and more accurate audits. Through this course,
you will not only develop the necessary skills to become
an efficient and effective auditor but will also gain
knowledge to maintain company records, conduct SWOT
analyses and develop a plan for HR activities and next
steps for the future.

Human Resource KPIs: Benchmarking HR Performance

Team and individual key performance indicators (KPIs)
are extremely important and should mirror
organisational performance. While HR helps define
performance indicators for other departments, it is
important for HR professionals to measure and
benchmark their own performance objectively. This
course includes information about the characteristics of
the most effective KPIs, the distinction of HR metrics and
KPIs, how to create SMART (Smart, Measurable,
Attainable, Relevant and Time-Bound) goals and the
importance of leading and lagging KPIs. It also defines
the process of benchmarking (internal, external, formal,
informal) and helps professionals create a robust and
effective HR KPI system. Taking this course will not only
help you understand more about KPIs and benchmarking
but will also enable you to create objective and relatable
indicators to ascertain your team’s performance as well as
your performance, thus providing you the direction to
work towards your growth. It will also help you
understand how you can benchmark your or your team’s
performance to industry standards, determine return on
investment and drive change and will equip you with
handling issues that could arise out of benchmarking.

HR for Non-Managers
Operational managers have a greater degree of influence
on HR-related aspects for employees because of their
frequent and close interaction with employees. This
course helps HR professionals identify the scope of
manager involvement in HR-related aspects and will
direct them to ascertain training, coaching and best
practice sharing with managers to help managers
understand the importance of human resource
management in the organisation’s success. It also helps
professionals understand how to build relationships with
and gain the trust of managers in order to achieve
maximum benefit out of HR activities and initiatives
rolled out for employees, ultimately influencing the
achievement of organisational objectives. This course will
help you understand how to liaise with managers and
provide the necessary training (laws and legislatures, role
of HR, importance of HR activities, understanding of
policies, etc.) for the best results of HR practices.
Through the knowledge sharing with managers, you will
also gain more information about deeper functions of
these departments.

HR in the Public Sector

Human Resource Management can be very different in
the public and private sectors because of the difference in
laws, nature of business, employee strength and
dynamics, etc. This course provides HR professionals in
the public sector end-to-end training on various critical
aspects that need to be kept in mind when managing
public sector employees. It includes knowledge and
information about issues faced by HR in the public sector,
ways to enhance the capabilities and motivation of public
sector employees and ways to handle a shift from old,
traditional management to modern, strategic human
resource management. It also provides training on the
relevant laws governing the public sector. By undertaking
this course, you will become competent to tackle all
difficulties in managing human resources in the public
sector, such as overcoming political pressure and
barriers, maintaining a positive work culture, preserving
data confidentiality, introducing modern HR practices,
etc. You will be able to drive initiatives to create equal
opportunity for all and align strategies effectively.

Advanced Recruitment, Interviewing and Selection

Recruitment, interviewing and selection are the initial
key activities that could set up an employee and
organisation for success against a role. With increasing
importance of these processes, conventional methods are
no longer considered to be effective to meet the
challenging demands of detailed skill assessment, best fit,
quick turnaround time (TAT), etc. This course provides
training and exposure to advanced and unconventional
recruitment, interviewing and selection practices to
overcome all challenges faced because of the current
demand for high quality and TAT. It provides guidance
on how to identify the best recruitment and interview
methods as per the role as well as training to use
technology (tools, software) to get the best fit in the least
time. By taking this course, you will not only stay updated
with new advancements in the recruitment and
interviewing processes but will also build your
capabilities to handle more challenging situations with
respect to talent attraction, recruitment and
management. In turn, you will also be attracting the best
talent into your organisation, eventually contributing to
overall progress.

Effective Coaching Skills for Managers

Managers have the greatest interface with employees and
can positively or negatively influence an employee’s
stability within the organisation. It is thus very important
for managers to provide the correct guidance and
opportunities to employees. This course helps HR
professionals identify the necessary coaching aspects that
managers would need training for and the ways to
measure the impact of this training on employees and the
organisation. This course guides HR professionals on how
to train managers to take the co-mentorship approach
(learn from their employees), be open to feedback, drive
engagement with team members, drive innovation, draw
the line between delegation and guidance and other hard
and soft skills. Taking this course will help you align
managers to your objectives of providing relevant and
correct opportunities and training to employees to foster
growth and development and, most importantly, career
progression. This in turn will help you retain employees
and provide careers and not just jobs to your employees.
Being trained or certified to train managers of different
backgrounds and experience levels will also add to your
professional portfolio.

Human Resource Professional: From Traditional HR Role

to Business Partner
With the change of human resource management to the
strategic approach, it is extremely critical for HR
professionals to upskill themselves to handle the
additional responsibilities that come with the strategic
role–that of a Business Partner. This course trains HR
professionals on various aspects to prepare them to be
effective and successful Business Partners, such as closely
interacting with clients (other departments/department
heads), innovating recruitment practices, making
strategic decisions to policies and aligning them to
organisational objectives, managing change, formulating
reward and recognition programs, working with
technology, driving leadership alongside HR and going
beyond the walls of HR. By undertaking this course, you
will be able to organically mature into a successful
Business Partner, acquiring all necessary skills, training
and resources along the training program. Needless to
mention, this then sets you apart from the other HR
professionals in the market.

HR Analytics: Concepts and Tools for Effective Decision

Making
HR analytics is nothing but the process of applying
analytical methods to HR processes to improve employee
performance and derive maximum return on investment
of time and effort in HR practices. This course offers
training on ways of data collection, analysis,
interpretation and implementation. It will equip HR
professionals with the skills necessary to correlate data
from various sources – employees, managers and
business. It guides professionals to use tools and concepts
to dig deep to get the best out of the data and find
objective solutions to problems. Through this course, you
will adopt a data-driven approach to decision making in
your role, thus resulting in more informed and calculated
action. You will be able to take faster and more accurate
decisions in a simplified manner. Effective use of
analytical tools and concepts will help you identify
potential gaps in your organisation and address these to
decipher potential, hire correctly, increase retention,
track success, etc.
Strategic Human Resource Management
Strategic human resource management is a shift from HR
working in silos to HR working with other department
heads to increase employee satisfaction and achieve
organisational objectives. HR has now moved onto being
a partner and an important contributor in organisational
objectives. This course trains professionals to think
strategically, interact with other departments, use talent
and opportunities within HR to make other departments
stronger, work with employees in a collaborative manner,
analyse threats and opportunities, formulate strategies,
etc. Through this course, you will be able to naturally
develop into a strategic HR professional and enhance
your skill and scope beyond the realm of transactional HR
activities. This course will give you an objective view to
make decisions and will help you grow in your thought
process, perspective and overall HR experience.

Human Resource Management and Career Development

Human resource management and career development of
employees are extremely critical for attracting talent,
deriving return on investment, retaining talent and
increasing employee satisfaction. This course trains HR
professionals on how to identify talent, skill and/or
aspirations of employees, and create future growth plans
to match their aspirations. It provides important
information on how to identify and create lateral
opportunities. Further, it provides a structured and
detailed plan to support career development, including
internal development programs, accountability
responsibilities to managers, training and learning
programs, flexibility measures, etc. It helps HR
professionals identify the best way to create career
opportunities as per the nature of their organisation and
the type of employees. Through this course, you will
understand the various roles that you can and should
play, such as coach, advisor, appraiser, referral, etc., to
your employees. You will also be able to clearly
distinguish between career development and succession
planning and create the necessary opportunities in line
with both these, not neglecting one for the other. Further,
you will be well informed to handle factors that could
affect your plans for employee career development, such
as downsizing, delayering, cost reduction, IT innovations,
etc.