2 February, 2019

INR 30,000

15 weeks

Uncover the need for

Business Partner readiness

and key success factors to

enable role effectiveness

Get familiar with our learning

journey, the course

curriculum and key

takeaways at each stage

View our course architect

profiles, understand the

certification process and next

steps to take the leap

Know more about AHLC, our

impact on the HR fraternity

and our approach to

developing HR capability

What does it

take to be a

successful

Business

Partner

•

•

•

•

•

•

•

•

•

•

•

•

Employee Lifecycle Design

Talent Acquisition

Performance Management

Capability Building

Rewards

Understand Business Priorities

How do we

enable you to be

a successful HR

Business

Partner?

• Key Success Factors

• Role Readiness Assessment

• Individual Development Plan

• Get a holistic overview of the role

• Understand the basics of business financials and growth

• Build a customized learning journey and development plan

• Aon’s Improving Business Results through People Model (IBR)

• Strategic Styles of Business: Product Leadership, Customer Intimacy,

Operational Excellence

• People Requirements: Culture, Work Environment and Competencies

• People Strategy: Employee Priorities, Talent Supply, Capability Growth, High Performance

• Connect the dots between business strategy and HR

• Learn about business styles and their impact on

people strategy

• Understand critical levers of people strategy to deploy

resources effectively

• Conduct a gap analysis for your HR function

• Key Stages: Attract and Acquire, Align and Focus, Develop and Equip, Reward

and Retain

• HR Systems: Applicant Tracking System, Performance Management System, HR

Information System

• HR Data: Employee Master, Performance, Compensation

• Reporting: Key Metrics, Dashboards

• Understand the employee lifecycle and critical

touchpoints end to end

• Learn to use key HR systems effectively in different

scenarios

• Capture the right data across the lifecycle to deploy

cross-functional analysis

• Job Description and Success Profiles

• Sourcing Mix and Channel Management

• Selection and Assessments

• Interviewing Techniques and Media

• On-boarding and New Hire Performance

• Build a holistic understanding of the desired profile

• Learn to configure sourcing channels and selection tools

basis roles

• Enable managers to conduct effective interviews and interpret

data from other tools

• Ensure seamless onboarding to enhance new hire

performance

• Goal Setting: Business cascade, SMART goals

• Feedback and Coaching: Continuous Feedback and Development Plans

• Evaluation: Planned Feedback and Calibration

• Critical Decisions: Performance Improvement and Promotion

• Learn to deploy an effective performance management

system

• Build capability in managers to enable effective feedback

and calibration

• Run an effective calibration to ensure desired differentiation

on performance

• Champion a high-performance culture

• Training Needs Analysis

• Learning Interventions: 70/20/10 Model

• Adult-learning Principles

• Kirck-Patrick Model of Training Effectiveness

• Conduct a comprehensive training needs analysis

• Identify the right learning interventions for specific needs

• Enable increased effectiveness of learning through a holistic

learning approach

• Total Rewards Elements: Compensation, Benefits, Culture, Learning

• Salary Components: Guaranteed Cash, Total Fixed Pay, and Total Cost to Company

• Pay Range Management: External and Internal Imperatives

• Salary Increments: Pay-Performance Matrix

• Understand total rewards and its impact on your business

• Learn to place new and existing employees within the pay range

• Drive pay for performance during annual budgeting

• Root Cause Analysis

• Outcome-based HR Configuration

• Cost-Benefit Analysis

• Policy to Processes

• Identify challenges and suggest solutions to actualize

desired people outcomes

• Engage with business leaders to create buy-in

• Drive people initiatives by analyzing policy imperatives and

configuring effective processes

• Effectiveness and Efficiency Metrics for Functions

• Lead and Lag Metrics for Initiatives

• Data-backed Decision Making

• Scorecards and Dashboards

• Learn to identify the right metrics for your business

across HR functions

• Understand key analytics tools to enable insight

generation

• Build systemized reports to track key metrics and

ensure risks are mitigated

• Future Vision and Business Case

• Stakeholder Impact Assessment

• Change Roadmaps

• Communication Plans

• Build advisory capability to enable stakeholder alignment

• Leverage communication effectively to enable change

initiatives

• Learn to successfully manage a change initiative from a

people perspective

Invest in your

learning

Sankalp is an consulting professional with more than 12 years of

experience (10 plus in HR consulting with Aon, Accenture Strategy

and Mercer Consulting and the balance with Baxter Healthcare).

He has a specialization in organization effectiveness, leadership

development, and HR merger management, with experience in

India and in the larger Asia Pacific region. At Aon, he leads the

leadership development sub practice nationally and works with

clients on organization effectiveness and talent/leadership

development related interventions. He works primarily with large

business houses on designing, implementing, sustaining and

measuring RoI from group wide programs.

Anandorup Ghose leads Aon’s Rewards and Performance

practice and the Aon Hewitt Learning Center for South Asia.

In his 12 years of experience he has managed several client

relationships in the Middle East, Asia Pacific and India in

the areas of executive compensation design and

benchmarking, long term incentive plan design, sales

incentive plan design, governance structure definition,

remuneration committee advisory etc. Moreover, he has

also worked on some large scale merger integration

projects with clients in the region.

Pritish manages the Aon Hewitt Learning Center (AHLC) portfolio.

In his role, he directly leads the business operations, sales and

go-to market strategy for AHLC. He also supports content

creation initiatives for various priority modules in HR and manager

capability. He enjoys facilitation and often leads public programs

for AHLC, apart from facilitator capability building initiatives.

In his new role. Pritish has actively contributed to Aon’s flagship

research: Top Companies for Leaders and Best Employers. In his

earlier role, he was a part of a regional team which designed the

Best Employers 2.0 framework.

Vamsi leads the IT/ITeS vertical for Aon India and handles some

of the key relationships in this space. Vamsi is the Captives

subject matter expert and has partnered with clients while

pitching for on shore opportunities.

Vamsi has led many compensation benchmarking, diagnostic

and design projects, He also leads complex projects around

organization restructuring, career pathing and competency

mapping for the industry. He partners with clients in workforce

optimization and spend optimization initiatives. He brings

diverse industry experience, notably from the Technology and

FMCG sectors. Vamsi leads the new products vertical for the

practice as well.

•

•

•

•

•

•

•

•

AHLC’s

milestones and

impact on HR

https://ahlc-aon.lpages.co/ready-online-series/