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Best Advanced HR Training Course

1. EPF & Miscellaneous Provisions Act, 1952
  • Objectives
  • Applicability
  • Eligibility
  • Rate of Contribution / Share
  • Registration / Coverage
  • Registers & Records
  • Various Returns
  • Various Forms
  • Pension Eligibility & Calculation
  • EDLI Calculation & Limit
  • Online Activities
2. ESI Act, -1948
  • Objectives
  • Applicability
  • Eligibility
  • Rate of Contribution / Share
  • Registration / Coverage
  • Registers & Records
  • Various Returns
  • Various Forms
  • ESI Benefits
  • Contribution Period & Benefit Period
  • Online Activities
 3. Payment of Bonus Act, 1965
  • Objectives
  • Applicability
  • Eligibility
  • Calculation of Minimum Bonus
  • Calculation of Maximum Bonus
  • Registers & Records
  • Return
  • Displays
4. Payment of Gratuity Act, 1972
  • Objectives
  • Applicability
  • Eligibility
  • Calculation of Gratuity
  • Maximum Gratuity & Taxability
  • Group Gratuity Policy
  • Various Forms
  • Display
1. PAYROLL PROCESSING
  • The Pay Structure
  • Basic, HRA, DA, Conveyance, Medical allowance, LTA, Lunch Allowance etc.
  • Salary Break up and Designing CTC.
  • Calculation of Gross , Net Salary & CTC
  • Calculation of Overtime & Leave Encashment.
  • Discussion on Compensation and Benefits.
  • Attendance & Leave Management (CL, EL, SL, and ML)
  • Preparation of Salary Sheet, Pay Slip, Full n Final Settlement.
  • PF Report in Excel sheet
  • ESI Report in Excel sheet
  • Professional Report Tax
  • Live Payroll Software Training (New Topic Added)
2. TAX PLANNING FOR SALARIED EMP.
  • LWF Slab Rate
  • PT Slab Rate
  • Income Tax Slab Rate
  • Tax Exemptions of Various Allowances.
  • Tax Deduction under Chapter VI-A
  • (80C, 80D, 80E, 80G, etc.)
  • Rebate  U/S 87A
  • Education Cess
  • Routine Tax Planning (Investment Declaration Form)
  • TDS Certificate (Form 16)
Module 2.1 – MS Excel- Lab Session
1. DISCIPLINARY ACTION/TERMINATION/MISCONDUCT
  • What’s Disciplinary Action?
  • Definition of Misconduct/Violation of Code of Conduct.
  • Preparations of Show Cause Notice/Charge Sheet.
  • Domestic Inquiry
  • Termination
2. CONTRACT LABOUR (REGULATION AND ABOLITION) ACT1970
  • Objective
  • Applicability
  • Registration & License
  • Returns(Report)
  • Facilities
  • Registers and Records
  • Displays
3. SHWW Act, 2013 (New Topic Added)
  • Sexual Harassment Policy
  • Internal Complaints Committee
4. TRADE UNION
  • Definition
  • Condition/Clause
  • Function
  • Benefits and Drawbacks
5. SHOPS & ESTABLISHMENT Act,
  • Objective
  • Applicability
  • Registration
  • Conditions of Work
  • Registers to be maintained
  • Displays(Notice)
6. FACTORY Act, 1948
  • Objectives
  • Applicability
  • Licensing Procedure
  • Employment Conditions
  • Facilities
  • Committees
  • Statutory Appointments
  • Registers & Records
  • Various Returns
  • Various Forms
  • Displays
7. INDUSTRIAL DISPUTES Act, 1947 (New Topic Added)
  • Purpose
  • Scope
  • Forms and Formats
  • Regulatory Body
  • Employer’s Obligation
  • Keywords used
8. MINIMUM WAGES Act,
  • Objective
  • Applicability
  • Notification
  • Provisions
  • Registers to be maintained
  • Returns
  • Display(Notice)
9. APPRENTICESHIP Act, 1961 (New Topic Added)
  • Objective
  • Contract of Apprenticeship
  • Termination of Apprenticeship Contract
  • Obligation of Employers Toward an Apprentices
  • Obligation of Apprentices
  • Payment to Apprentices
  • Health, Safety and Welfare of Apprentices
  • Rules and Guideline
Performance Management System (Advanced Topic Added)
  • Design a PMS System
  • Goal Cascading
  • Mapping the KRAs and KPIs
  • Link Reward System to Achievement of KRAs
  • Timelines Quarterly & Mid-Year Reviews
  • Performance Counseling Techniques
  • Reward & Recognition System.
  • Performance Report & Dashboard
Module 4.1 – Learning & Organizational Development (Advanced Topic Added)
A. Policies (New Topic Added)
  • Why Policies, Steps to Frame HR Policy?
  • Attendance Policy
  • Leave policy
  • LTA & Reimbursement Policy
  • Code of Ethics & Business Conduct
  • Email, Internet & Computer use Policy
  • Confidentiality & Non-Disclosure Policy
  • Effective Retention Policies
B. Employee Relationship Management
  • Joining Formalities and Relieving Procedure
  • Exit Interviews
  • Employee Engagement
  • Grievances
Module 5.1 – HR -Business Partner (Advanced Topic Added)
  • End-to-End Recruitment Process & Head Hunting.
  • Hands on Experience on Job Portals i.e., Naukri / Monster with Sourcing Methodologies.
  • Boolean Search, Industry Mapping
  • Screening, Short-Listing of Resume.
  • Interview Checklist (Primary & Secondary)
  • Topics to be Covered:
  • Myths & Reality
  • Building Right Attitude for Interview
  • Skills Required for Interview and How to Demonstrate Those Skills
  • Techniques to Improve Interview Performance
  • How to Prepare Yourself for Interview
  • Communication During Interview (Verbal/Non Verbal)
  • Importance of Physiology & Nonverbal Cues in Interview
  • 5 Stages of Interview and Giving Your Best at Each Stage
  • Commonly Ask Interview Questions and Their Answers
  • Resume Writing

Inquiry for Advanced HR Generalist & Analytics Training

Please find the Hr Generalist Course Duration. Classes & Course can be designed/customize as per request

Batch Timings (Branch – Delhi, Gurgaon)

Days Time Duration Class Duration Course Duration
Sunday 10:00/11:30 AM 3-4(Hours) 4-6 Months
Sunday 1:00 /02:30  PM 3-4(Hours) 4-6 Months
Sunday 03:30  PM 3-4(Hours) 4-6 Months
Saturday/Sunday 10:00 AM & 2:00 PM 3-4(Hours) 2-3 Months
Monday to Friday 09:30 AM 2-3(Hours) 1.5 – 2 Months
Monday to Friday 12:30 /  3:00 PM 2-3(Hours) 1.5 – 2 Months

Note: Course Module Can be design according to participant as well

Note: Live HR Generalist Training Online is Available in Delhi, Mumbai, Noida, Jaipur, Chandigarh, Bangalore, Chennai, Pune, Lucknow, Kalkata, Bhopal, Hyderabad, Gaziabad, Faridabad, Gurgaon, Noida, Mathura, Agra, (India)

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Testimonials

FAQ

Difference between Layoff and Retrenchment?

Layoff refers to the temporary termination of the employee from the company, which could due to various reasons such as a slowdown in business, insufficient work, economic recession or accumulation of stock, etc. It is an action step defined under section 2 (KKK) of Industrial Dispute Act 1947, where the terminated employee can soon be re-employed. This is not the case in Retrenchment where the employee is terminated on a permanent basis, which is decided by the management in order to reduce the size of the company, replacement of labor or closure of the department. Retrenchment is a business strategy to reduce the extra and unnecessary expenses of the company. The employee can never be employed again in this type.

Is starting career as an hr recruiter good?

Of course, as becoming an HR Recruiter would be one of the first steps taken by you to become a professional HR. Recruiting capable candidates for company’s job profile is a great responsibility, which could really be a stepping stone for your career. You will be required to understand the requirements of the job profile, finding matching profiles over online job portals, sorting the best candidates and then conducting an interview to find out the most suitable one for the profile. You will also be responsible for providing compensation and benefits to the employees. These would give you needed experience required to become an HR Generalist and identify your HR expertise, providing you a reliable ladder for career growth.

What are the duties of an HR manager?

The roles of an HR manager are as follows:

  • Maintaining the work structure by updating job descriptions and job requirements for all the job profiles.
  • Preparing employees for assignment by conducting and establishing orientation and training programs.
  • Maintaining organization staff through testing and recruiting and counselling managers on candidate selection.
  • Maintaining a strategy by containing periodic pay service and scheduling job evaluations.
  • Ensures the planning, monitoring and appreciation of the employees.
  • Scheduling management conferences and resolving employee grievances if any.
  • Attending educational workshops to maintain professional and technical knowledge.
  • Management of guidelines by preparing, updating and recommending HR policies and procedures.
How do I get an HR generalist interview?

HR Generalist a key person in the HR department of any organization who is responsible of taking care of every need of the employees and contribute their best to the company. To get an HR generalist interview and clear it efficiency, you need to be capable enough to perform every duties of an HR Generalist, which include conducting interviews, recruitment and selection, training and development of the employee, implementation of code of ethics, maintaining a healthy relationship between the company and the employees and resolving any disputes or conflicts within the organization. You can learn and perfect them through our Best advanced HR Training and once certified, you will be able to get HR interview calls once you upload your resume highlighting your skills and certification.

What are the roles of HR generalists and specialists?

HR Generalist has a wide range of responsibilities which include recruitment and selection, personnel policies and procedures, training and development of the employees, maintaining healthy employee relations, providing compensations and benefits, implementation of laws and policies, workplace safety and security and resolving issues of conflicts. Whereas the roles of HR Specialist has some wider concept and plays an important role in human resource management. The responsibilities include examining job descriptions and qualifications to determine if the applicant is suitable for the profile, arrange interviews if necessary, new hire and termination, documentation of the employee, interpreting labor laws and administers, ensuring if the employees are well-taken care, administering payroll and benefits, implementing company policies and considerations.

What is the importance of HR in a company?

HR is the key person in the success of any business organization as he or she is responsible for maintaining law and order within the organization and ensuring that the most important element of the organization perform their best which are employees. HR is highly important for any organization as they are responsible for every activity within the organization that increases the effectivity and productivity of the company. HR monitors the culture and recruit workforce for the job profile. HR mix strategies and plans for the growth of the organization and take necessary decisions to improve the performance of the employees.

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