IIM Nagpur Post Graduate Certificate Programme in Strategic Human Resource Management Batch 02

Overview

he ‘human capital’ which happens to be the most valuable contributor to the growth and sustenance of an organisation, must be dealt with strategically, such that it syncs with the unique values, visions, ideals, norms, goals, culture, working language, systems, or methodology of the organisation. The core role of the HR professional is to assist the company in achieving success, while aligning its people with the company's culture and business strategy. The closer the alignment, the better the company's ability to anticipate and respond to customer needs and to maintain competitive advantage... Read More

Content

Module 1

1. Preparing to Manage Human Resources – A Strategic Approach

An Investment Perspective of Human Resource Management
The Evolving Role of Strategic Human Resource Management
Understanding and Measuring Human Capital
Process of Strategic Management

2. Changing Nature on Work, Workplace, and Workforce

Strategic Redesign of Work Systems
Impact of Technology
Work from Home
Merger and Acquisition

3. Organisational Development for the New Age Organisations

Diagnostic Tools and Techniques
Managing Organisational Culture and Change
Learning Organisations: Creating and Managing Knowledge
Emerging Organisational Form

4. Strategic Talent Acquisition

Strategic Workforce Planning
Methods of Recruiting
International Assignments

5. Performance Management System (PMS)

Conceptual Framework of PMS and Practices in Organisations
Business Aligned PM Strategies
Performance Review and Appraisal: Methods and Prevailing Practices
Art and Science of Effective PMS and Best Practices in the Current Times

6. Strategic Compensation Management

Compensation Models
Aligning Performance with Rewards and Pay

Module 2

7. Strategic Talent Management

Application of Talent Management in the Current Context
Managing Employee Retention, Engagement, and Career
Managing the Virtual Workforce

8. Developing Leadership Capabilities

Empathy: A Tool for Effective Leadership
Leadership Traits, Skills, and Behaviours
Leadership in the Digital Era

9. HR Metrics and Analytics

HR Metrics Design Principles
Approaches for Designing HR Metrics
Align HR Metrics with Business Strategy, Goals, and Objectives
Challenge of AI for Workforce
Building AI-powered Organisations
Building HR Functions Metrics

10. Conflict Management and Negotiation Skills

Understanding and Managing Conflict
Competition and Collaboration
Win-win Negotiation Strategies

11. Strategic Communication

Communicating with Various Stakeholders – Internal and External
Effective Interpersonal Communication

12. Influence without Authority

Types of Influencing Styles
Adapting Influencing Techniques to Suit the Customers
Understand Stakeholders Needs

13. Mentorship and Coaching

Overview of Coaching and Mentoring
Models of Coaching
Reverse Mentoring in Changing Times
Business Partner as a Coach (Building Coaching Skills)

Module 3

14. International Human Resource Management

Stages of Internationalisation and their Implications for HR Function
Mastering Expatriation
Managing Off-site Teams
Leveraging Technology in Managing Human Resources

15. Emotional Intelligence and Neuroscience of Leadership

Business Case of Emotional Intelligence
Self-awareness and Personal Effectiveness
Social Awareness and Political Savvy
Relationship Management and Decision-making

16. Labor Laws and HR Compliance – New Age Policies

Unions and the Law in India
The Collective Bargaining Process
Dealing with Disputes and Grievances

17. Learning, Knowledge, and Human Development

Planning and Strategising Training
Organisational Development
Developing Talent Using Technology
Implementing Management Development Programs

18. Role of HR in Fostering Inclusivity in the Organisation

Valuing Diversity
Developing Inter-cultural Intelligence
Leading Effective, Inclusive Teams
Grievances Redressal

19. Designing Competency Framework

Competency and its Relevance
Tools and Techniques to Build Competency Model
Aligning HR Processes to Competency Framework
ROI-based Approach to Competency

20. Building the Story and Communicating Effectively to Stakeholders: Ignored Yet Impactful Element for HR Professionals

Creating Impact through Story Telling
Making a High Impact Presentation: Content and Delivery
Managing Various Stakeholders

Module 4: Business Strategies and SHRM

HR Manager as a Business Partner
Universal, Contingency, and Configurational Views on SHRM
Aligning HRM Policies to the Business Strategies/Organisational Goals – Cost Leadership, Innovation, Technology, Differentiation on Services, or Quality
Fit/alignment Analysis Framework – Horizontal Fit and Vertical Fit
Horizontal fit – HRM System Properties of Complementarities
Vertical fit – Balanced Scorecard Framework
HRM Flexibility to Manage VUCA environment
Creating HR (Real) Options to Manage VUCA Environment
Institutional Context and Industrial Relations

Module 5: Corporate Strategies and HRM and International HRM

Conglomerates versus standalone businesses – SHRM issues
HRM issues in mergers and acquisitions (M&A) – Due diligence of HRs and cultural integration
HRM issues in managing joint ventures (JVs) – Managing marriage of equals
International HRM – Institutional and cultural analytical framework
International HRM – Institutional and cultural analytical framework
Managing expatriation and repatriation challenges
HRM issues in global production chains
Global institutional frameworks – WTO vs ILO; rights vs interests debate

Module 6: General Management Module

Analytics in HRM – statistics
Understanding financial statements

Campus Module

Contemporary Issues in HRM – GIG Economy and Workers, Contemporary Concerns for Work and Workers
Applying Marketing to HRM – Employer Branding
Application of Emerging Technologies to HRM Processes – AI, Chatbots, and so on
Economics of HRM
HRM Analytics
Designing and Implementing Experiential Learning and Development Exercises

Operation Excellence / Data Anlaytics

Introduction to Operation Excellence
Process Fundamentals
Process Fundamentals
Operational Delivery in Hospitals
Project Management
Managing Quality in Hospitals
Lean Management in Healthcare
Optimisation in Healthcare
Facility Location and Facility Layout
Supply Chain and Inventory Management
Resource Allocation

Data Anlytics & Simulations

Data Visualization / Predictive Analysis

Simulations Industry Insights

Pandemic And Dr Reddy’s Laboratories SCM Lessons
Pharma Marketing - Moving Beyond Drugs
BAYER - The Legacy of World-class Healthcare

Module 11: Business Management in Industry 4.0

Management Dynamics in the Internet Era
Product and Business as a Platform
Digitalisation and AI for Competitive Advantage
Nature of Industrial Revolution and Implication for Firms
Automation and Cyber-Physical System Managing Competition and Competitors

Module 12: CAPSTONE Simulation

Developing Interactive Thinking
Cross-functional Managerial Decision and Actions
Managing Competition and Competitors
Managing Through Strategy Map and Balanced Scorecard

Highlights

Contextually designed 12 months programme for working executives

Campus immersion module of three days

Chamber consulting by IIM Nagpur faculty

Suitable for managers and leaders at all levels

IIM Nagpur Alumni status

Details

Pedagogy

The programme is delivered through blended learning mode. The in-class component will involve a variety of pedagogical techniques like lectures, case discussions, simulation games, role-plays, group projects, and other experiential exercises. The online component, delivered through a state-of-the-art Interactive Learning platform, will facilitate learning in synchronous mode using multimedia components for enhanced engagement and experience.

Key Learning Outcomes

After completing this programme, participants should develop a deeper understanding of the design and execution of human resource management strategies. Specific objectives of the programme are to help participants to:

Develop a strategic mindset about managing organisation’s human resources and implementing human resource policies through a strategic perspective
Understand key strategic human resource management concepts
Design and formulate various HRM processes such as talent acquisition and selection, learning and development, performance and talent management, and compensation and reward systems in line with organisational goals
Understand and apply human resources management towards building organisational performance and employee well-being
Develop capacity to accomplish business strategy via human resources management. Develop and evaluate human resource strategy that supports organisational goals and builds competitive advantage

Program Delivery

Sessions will be conducted via a state-of-the-art Interactive Learning (IL) platform and delivered in Direct-to-Device (D2D) mode that can be accessed by learners on their Desktop, Laptop, Tablet, or Smartphone.
Chamber Consulting will be provided by every faculty member teaching a course in the programme. (Once a week in the timeframe when a particular course’s sessions are scheduled).

Campus Immersion

There will be 3 days of campus immersion at IIM Nagpur, between middle and end of the programme.
The in-campus modules are subject to the conditions that prevail at that point of time. These conditions pertain to the pandemic or other unavoidable reasons. In case the on-campus module is not confirmed due to COVID-19 situation, the same will be included in the total number of online sessions.

Who Should Attend?

Generalists, managers, and leaders at all levels will benefit from this programme
Prior education with a focus on human resource management (HRM) is not necessary
Candidates working in MNCs, private corporates, PSUs, Government departments, and family businesses

Eligibility Criteria

Diploma (10+2+3) or Bachelor’s Degree or equivalent (10+2+3 or 10+2+4) or 2 Years Master’s Degree or equivalent from a recognised university (UGC/AICTE/DEC/AIU/State Government) in any discipline
Minimum 3 years of work experience* after completion of qualifying education
Participants who fulfil the above criteria and are not working are also eligible to apply for the programme
Final selection will be done by IIM Nagpur

*Internships and training experiences will not be considered as full-time work experience.

Admission Criteria

The selection will be based on a candidate’s profile evaluation, subject to meeting eligibility criteria.

Programme Director

Dr. Vyas is a faculty in Organisational Behaviour and Human Resource Management at IIM Nagpur. He has over 26 years of industry experience in the area of leadership development, holding senior positions in India and abroad. He has worked predominantly in areas such as Leadership Development, Assessment and Development Centre, Talent Management, Performance Management, Organisational Culture, Change Management, Leadership Hiring, and Succession Management.

During his corporate career, he implemented Performance Management and Organisational Culture to bring about a large-scale transformation in the organisations he worked with.
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Dr. Mukund Vyas

Professor of Practice, IIM Nagpur (Masters and Ph.D. in Psychology from Mumbai University)

Certificate and Assessment

Evaluation

Evaluation methodology is at the discretion of the faculty. The methodology includes online exams, written tests, assignments, case analysis, quizzes, class contribution, and any other component as decided by the faculty.
The programme may require participants to work on individual/group assignments and/or projects. The main objective of such assignments/projects will be to help the participants apply their conceptual learning in the programme to actual organisational decision scenarios.
Giving feedback is an integral part of the completion requirements of the programme.

Attendance Criteria

A minimum of 75% attendance is a prerequisite for the successful completion of the programme.

Certification

Participants who successfully meet the evaluation criteria and satisfy the requisite attendance criteria, will be awarded a ‘Certificate of Completion’.
Successful participants will also be accorded IIM Nagpur Alumni status.

Sample Certificate

*Disclaimer: All certificate images are for illustrative purposes only and may be subject to change at the discretion of IIM Nagpur.

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How It Works

1

Select the course of your interest and register

2

Receive Counselling from our Programme Advisors

3

Pay the Preliminary Course Fee

4

Get your documents verified & appear for Interview if applicable

5

Obtain the Offer Letter and Give your Acceptance

6

Complete Onboarding and commence Course

Date & Fees

Programme Fees

Instalment Schedule

*GST will be additional as applicable.

Important Dates

FAQs

What is the role of a strategic HR manager?

Strategic human resource management (HRM) connects people management and development methods to long-term company goals and outcomes. Strategic HR analyses employees and identifies the activities necessary to maximize their productivity in the corporation.

What are the admission criteria in pg in human resource management at IIM Nagpur?

For admission to the pg certificate programme in strategic human resource management at IIM Nagpur, Participants will be chosen based on their overall profile, subject to eligibility criteria

What is the minimum attendance requirement for the postgraduate certificate program in human resource management at IIM Nagpur?

A minimum of 75% attendance is a prerequisite for successfully completing the program.

Can aspirants with no prior work experience apply to the IIM Nagpur Post Graduate Certificate Programme in Strategic Management?

Aspirants with no work experience can apply provided they meet the eligibility criteria.

How much time will it take to complete the human resource management program in IIM Nagpur?

This programme is a 3-day campus immersion learning programme.

Will the IIM Nagpur Post Graduate Certificate Programme in Strategic Management fee be refunded to rejected candidates?

Upon rejection, candidates will receive a refund of Rs. 13,300 from the processing fee that is included in the tuition fee.