Human resource management

Revenue collection in general terms relates to a government agency’s actions to collect outstanding financial obligations from the public. Revenue may come from a variety of sources such as taxes, license fees, fines or use of state facilities. Revenue collection is also the general and broad collection of revenue for debts owed or owed revenue by persons or businesses.

Why is revenue collection important? All governments need to have effective revenue collection strategies in place to make sure sufficient cash is made available to service operational costs. It is a best practice to review all points of revenue collection as well as to have policies and ordinances in place annually.

HRIS stands for Human Resources Information System. It is an HR software for streamlining human resource management, business processes and data. It is a process of collecting and storing employee data in an organized manner, employee demographic, job information, salary benefits, time and attendance, performance reviews and more. Management uses this data to create reports, track trends and make data-driven HR and business decisions.

HRIS incorporates the basic functionalities of Human Resources Management (HRM). It develops a system for recruitment, performance management, learning & development. It is a means of obtaining, gathering, evaluating, and delivering information to stakeholders. HRIS enables improvement and enhances strategic decision-making.

This training course on HRIS includes the full spectrum of tasks associated with the HR department, controlling, and improving efficiency, managing hierarchy, tracking absentees, providing employee data reports, and organizations’ financial transactions. HRIS once deployed can run on the company’s own technical infrastructure or on the cloud.

By the end of the HRIS Training in Data Management and Report Making Course, the participants of this course will be able to: 

• Know the meaning and importance of HRIS
• Understand data management and report making
• Describe key characteristics of data management
• Identify and address data management and HRIS opportunities and challenges
• Address goals of HRIS implementation
• Apply Information System theories in HR management
• Describe the technical aspects of developing HRIS
• Assess data and information needed for the HR Manager to reinvent the wheel, make effective decisions
• Assess and analyze sources of data; collect, store, process and retrieve the data in the most cost-effective way
• Understand the concept, structure, and mechanics of data for the growth

HR personnel and managers, Line Managers, Consultants with a knack for data management, reporting and HR related activities.

• Basics of HRIS, Data Management and Report Making
• Key Features of HRIS
• Types of HRIS
• Core Function of HRIS
• Basic Components of HRIS
• Advanced Components of HRIS
• Data Management Process
• Challenges of Data Management and Report Making
• Implementing HRIS
• Factors Affecting Effectiveness of HRIS
• FAQ’s, Case Studies and Discussions

A key role of an HR Manager in any organization is to ensure right and competent people are assigned at the leadership level and that they are performing at their best potential. HR leaders are the core of any organization and its success. They are responsible for strategizing and driving talent needs. It is of utmost importance that the HR leaders have additional skills.

This Proventio Academy HR Leadership development Training focuses on the needs of leading and growing a strategic function by self-awareness, engaging, building organizations’ capacity and culture. Although the title says HR leadership, it’s highly recommended that any functional leader managing people know all the skills mentioned in the course.

By the end of the HR Leadership Development Training Program, the participants of this course will be able to:

• Access an extensive platform for the development of Human Resources in the organization
• Leverage on the skills discussed for the benefit, to the most
• Provide a framework for employees to develop on their own while at work
• Create an atmosphere for employees to express and share their ideas and views
• Generate a chain of communication between the employees and the management leading to employees’ and organizations’ development
• Create a climate for the employees to contribute their best and flourish
• Provide a platform to the employees to exhibit their skills, knowledge, and expertise for the benefit of the organization, creating opportunities for thriving
• Encourage and appreciate the innovative and out of the box ideas provided by the employees
• Become a conduit for bringing improvements in the organization and the industry
• Attract and retain the best talent in the market with engaging policies and rewards
• Acquire effective financial and budgeting abilities
• Be a strategic business partner and contribute to the overall success

Leaders and Managers, HR personnel, Line Managers, HR experts, OD Consultants, Independent consultants, Corporate professionals leading people in the business.

• Introduction to HR Leadership Development
• Human Resource Leadership Skills
• Talent Acquisition
• Talent Acquisition Strategy
• Employee and Labour Relations
• Designs and Operations
• Talent Mobility
• Influencing Workforce
• HR Knowledge Management
• FAQ’s, Case Studies and Discussions

An analyst is an expert whose job is to analyze and examine the data to improve employee performance and retention in an organization. HR Analytics is a process of collating data to analyze and measure the effects of the HR metrics on the employees. Being proactive, anticipating challenges an organization may face in future and planning solution strategies.

HR Analytics specifically deals with HR function metrics such as Hiring, training and the cost required for training an employee, promotion, etc. HR analytics process helps develop and implement strategies to grow business rapidly and dominate the market.

This course will empower you to understand the process of collecting data, monitoring, analyzing, and applying the improvement strategies. This will enable effective decision making by HR managers.

By attending this training course, participants will be able to:

• Understand the importance of HR Analytics
• Learn the metrics measured by HR analytics
• Learn and effectively use the data to analyze trends
• Optimize employee performance by leveraging on analysis and facts arrived at
• Compensate the employees better leading to employee satisfaction and increased morale
• Set a benchmark and attract competent talent from the market
• Control and improve retention by putting the right policies in place
• Provide better employee development plans leading to higher engagement & productivity
• Develop effective workforce planning for cost and effort reduction

Leaders and Managers, HR personnel, Line Managers, HR experts, Recruiters, Hiring Managers, OD Consultants, Independent consultants, Corporate professionals hiring people, Analysts with a logical bent of mind looking to move to HR space, policymakers in the business.

• Introduction to HR Analytics
• Metrics Measured by HR Analytics
• Data Required by HR Analytics Tools
• HR Analytics Process
• HR Analytics Cycle
• Benefits of HR Analytics
• Challenges for HR Analytics
• Addressing the Challenges of HR Analytics
• Identifying Right Tools to Match your Bespoke Needs
• FAQ’s, Case Studies and Discussions

To exist in this competitive world, organizations need to track everyday progress. Key Performance Indicators (KPIs) help to identify and bridge the gaps leading to the desired outcome. KPIs are the strategic metrics that impact the Organizational strategy. It is a metric that shows HR contribution to the organization. HR KPIs help to measure organizations’ performance.

It provides insight on what exactly the organization needs to achieve in the long term. Generic metrics track and provide data for the business to analyze, monitor and strategize, however, it is not as impactful as clearly defined KPIs. KPIs align with the goals and vision of the organization.

At Proventio Academy participants would be able to learn the most effective way of setting the right KPIs to measure the strategy and success.

By the end of this Training Course, the participants will be able to:

• Define what KPIs and Metrics are
• Know the importance, difference, and benefits of KPIs and metrics
• Understand the role of HR in measuring the effectiveness of KPIs for success
• List of KPIs to be measured by Human Resource function
• Defining and calculating the KPIs for critical processes
• Effectively calculate and develop financial contribution and flow in the organization
• Develop and improve the employee satisfaction index to maintain employee morale
• Control employee turnover and develop strategies to attract and retain competent candidates
• Develop employee engagement and innovation index
• Identify business needs and improve productivity rate for the business to a standstill

Experts and professionals in the HR arena within corporate and consulting space.

• Introduction to HR KPIs and Metrics
• Types of HR KPSs
• Steps to Designing KPIs
• Key Areas to Track and Monitor
• Important Metrics to Consider
• Most Important Financial KPIs
• Important Training KPIs to Track
• Types of Performance Indicators
• Basic KPI Formulae to Quantify Performance
• FAQ’s , Case Studies and Discussions

Traditionally, the HR executive could talk abstractly and conceptually about employee morale, turnover, and commitment. To fulfil the business partner role of HR, concepts need to be replaced with evidence, ideas with results, and perceptions with assessments.
This comprehensive course entails how and why HR strategies add value to business decisions.

Some reasons are

• HR-related issues are being integrated into business measures around a balanced scorecard
• HR assessments are being conducted on practices, professionals, and departments or functions
• Industrial evidence is emerging which demonstrates the impact of HR practices on business results

By the end of the program, participants will be able to:

• Develop an HR strategy that is aligned with the overall organizational strategy
• Measure the contribution of HR to the bottom line in profit and non-profit organizations.
• Analyze the effectiveness of ‘Human Resources’ through the use of Key Performance Indicators (KPIs) and indices

Individuals responsible for making the selection decision for new members of their team. Professionals with experience in recruiting team members. This course can be customized for team leaders, managers and recruitment practitioners.

• 1. Linking HR Strategy to Organizational Strategy
  • The Fat-Free HR Strategy Plan
  • The Main Steps in the Process
  • Where and How Alignment with the Business Takes Place
  • Pre-Strategy Analysis: SWOT Analysis
  • Critical Success Factors
  • Visions and Missions
  2. Measuring Strategies employing KPIs and Indices
  • Key Result Areas
  • Metrics, Measures and Key Performance Indicators
  • Goals, Objectives and Targets
  • Turning Key Performance Indicators into SMART Targets
  • How to Create an HR Effectiveness Index
  3. Assessing the Effectiveness of Human Resources
  • Measuring Recruitment and Selection
  • Measuring Training and Development
  • Measuring Performance Management
  • Measuring Compensation and Benefits
  • Measuring Employee Morale and the Overall Effectiveness and Efficiency of HR

Any organization needs certain guidelines to run smoothly. Guidelines are the morals, ethics, protocols, and procedures to follow to achieve the goals of the organization. These guidelines are called the HR Policies and Procedures. Policies are defined as the goals, morals, objectives, benefits, disciplines, and compliance at the workplace. Whereas Procedures is defined as the way things must take place; the protocol to follow to perform a task or activity.

Every organization must consider all the small and big aspects of running a business and for that, they must have a specialist team of management and people from different departments in the organization.

HR Policies and Procedures simply provide the guidelines on how, what can and what cannot be done in an organization. It defines and formulates the performance engagement and productivity of employees. It plays a major role in decision making. These policies are not the government enforced laws/regulations however, its foundation touches the laws. This course will empower participants to create HR Policies and Procedures.

By the end of the Certificate in HR Policies and Procedures Course, the participants will be able to:

• Define the roles and responsibilities of employees in various departments
• Abide by the Code of Conduct, the acceptable behaviour standards
• Justify how the Policies and Procedures help employees safeguard their self-respect
• Give equal opportunities to all the employees
• Explain the importance of Policies and Procedures
• Build and understand the SOP (Standard Operating Procedures)
• Learn to bridge the communication gap between the management and the employees
• Reframe policies to match the current needs of workforce pre-emptively
• Create a conducive environment for employee happiness
• Manage employees in different departments by best serving their individual goals and aspirations
• Help align personal goals to organizational goals for mutual win-win, preventing despair
• Define Policies and Procedures
• Differentiate between Policies and Procedures
• Set examples by rewarding the right behaviours to reinforce concurrence

Leaders and Managers, HR personnel, Line Managers, Policymakers, OD Consultants, Independent consultants, Individuals, Corporate professionals managing people in the business

• Introduction to Policies and Procedures
• Types of Policies
• Identifying Areas where HR Polices are Required
• Effectively Making the HR Policies
• Developing Policies
• Developing Procedures
• Drafting the Policy
• Reviewing the Policies
• Evaluating the Regulatory Impact of Policies
• FAQ’s , Case Studies and Discussions

Human Resource is a function that every organization has. Its involvement does not only begin from the time a requirement is posted for a particular role, position, designation, or a vacancy, it continues to every aspect of an employee’s role in the organization. HR is considered to be a support function because its work is to support the business in entirety by sourcing, finalizing, hiring, and training candidates for the job. They are responsible for ensuring that they get the right candidate that fits the role as defined by the operations or other support functions. One can say they are the people who work on the back of the stage. Sometimes their involvement seems invisible, however, once everything has been done the way it is supposed to be done, we tend to ignore their contribution at times. And, sometimes we actually question what they do.

This course will help you understand the function that HR handles and manages at every stage of a person’s career. You will be able to appreciate their work and the challenges that come along the line.

This course aims to equip participants to:

• Understand various functions performed by HR and HR related functions
• Acknowledge and appreciate various challenges faced by the HR Managers at various levels, both vertically and horizontally
• Gather sufficient knowledge about day-to-day and function-based activities
• Know various challenges faced by HR at various levels of their functioning at the organization
• Understand Financial and Cost Drivers and Its Impact in Value Chain
• Supplier Relationship and Performance Management for Better Value
• Understanding of Strategic Leadership and Ethics in Procurement

• Management and Leadership Role holders
• L&D Team – Trainers and facilitators
• Human Resource Professionals
• Business owners and business persons of various pedigree
• Anyone who wants to understand what HR role could be

• General HR
• HR Recruitment
• Training and Talent Development
• HR Business Partnering
• HR Operations
• HR and other Support Functions
• Challenges Faced by the HR Manager

Human Resources audit is a comprehensive method of objective and systematic verification of all HR practices in the organization. A deliberate effort to look at human resources (people) and procedures that keep and help them flourish in the system. It goes beyond hiring and deep dives into every aspect like motivation, compensation and benefits, training and development, budgeting, grievance redressal; absolutely any process or practices that affect the people element of the business.

This training course will empower you in establishing varied objectives like ensuring legal compliance, documentation, policies, and procedures prevalent in the HR domain, thereby qualifying its effectiveness. It helps identify the gaps in the HR processes and scope of improvement.

It helps organizations stay abreast with current rules and regulations, trends, and practices. The systematic verification of entire gamut of HR i.e. Job analysis and design, recruitment and selection, placement and orientation, training and development, compensation, career progression, motivation, dispute and conflict management, etc. can help organizations become the best players in their industry.

By the end of the HR Audit Certification Training Course, the participants of this course will be able to:

• Understand the HR Audit Process
• Learn the methods and approaches to conduct an HR audit
• Learn the major concerns or challenges one might face while conducting an HR Audit
• Evaluate the system of acquiring, developing, assigning and utilizing human resources in the organization
• Analyze all the aspects of HR Function
• Evaluate the extent to which the line managers implement and follow the policies and programs initiated by top management and HR
• Identify the shortcomings in the existing procedures and ways of management
• Evaluate the HR staff and their initiatives for the smooth functioning of the organization
• Ensure legal compliances, helping maintain and improve the competitive advantage
• Establish efficient documentation, systems, technology practices for enhanced employee engagement

Proventio Academy has designed this training program on the HR Audit Training Course for individuals at all levels in the Human Resources function, senior management across functions in the organization and Consultants who are keen to help organizations maximize on their human capital.

HR Professionals, Change Management Consultants, Independent HR Consultants, Employee Engagement specialists, Entrepreneurs would immensely benefit from this course.

• Importance of HR Audit
• Objectives and Rationale of HR Auditing
• Scope of HR Audit
• Benefits of HR Audit
• Frequency of HR Audit
• HR Audit Process
• Approaches to HR Audit
• HR Audit Steps
• Methods
• Case Studies and Discussions

The goal of Human Resource Management (HRM) is to increase the efficiency of an organization’s human capital. This goal applies to all HR professionals in the public sector, given the broader reach. The responsibilities of HR personnel do not change no matter which sector; however, the practices, policies and values, legal obligations may differ based on the company and industry.

There are guidelines, procedures, and measures to keep in mind. Public service laws regulate many aspects of the occupation liaison and certain government agencies may have their own set of personnel guidelines and procedures. Also, different laws and governing bodies oversee labour relations in the public sector. This course from Proventio Academy will empower the HRs in their roles and responsibilities in the Public Sector.

By the end of this HR in the Public Sector Course, participants of this course will be able to:

• Understand the importance of Human Resource Management, its tools and techniques and demonstrate leadership practices effectively
• Recognize and acknowledge the effects on management and administration of strategic HR operations and operational decisions
• Effectively acknowledge the impact of policies and decisions on HR practices in the public sector
• Learn the history and understand the theory of HR management in the public sector
• Learn and understand the legal obligations and the responsibilities to provide a safe and productive workplace
• Identify HR practices and differentiate between the public and private sectors
• Understand the organization and management structure of HR function in the public sector and how to measure its productivity
• Appropriate usage of analytical tools and techniques and problem-solving methods used to deal with practical challenges
• Understand the tools and techniques used by HR professionals while anticipating the future

This course is suited for Human resource professionals in the Public sector, HR enthusiasts aspiring to join or consult the Public sector organizations. Management and legal professionals associated with the Public Sector.

• Basics of HR in the Public Sector
• Recruitment
• Selection
• Classification and Compensation
• Employee Benefits
• Labour Law and Employee Relation
• Employment Opportunities and Diversity
• Organizational Development
• Practices and Challenges of HR in Public Sector
• FAQ’s , Roleplays, Case Studies and Discussions

People Analytics is a process of collecting and analyzing Human Resource (HR) data to enhance an organization’s workforce performance. People analytics is also known as HR analytics. Organizations prosper when the people who work in them prosper. Analytics can help make both happen. It can be referred to as talent analytics, or even workforce analytics.

HR Analytics helps leaders make decisions based on deep analysis of data rather than the traditional methods of personal relationships & experience.  The state-of-the-art techniques help analyze data around recruitment, performance evaluation, leadership, hiring and promotion, job design, compensation & benefits, and collaboration. It helps in streamlining processes in organization around people development. It helps change the focus to holistic and data-driven decision-making.

This course on People Analytics has been designed to help change the perspective of management and HR professionals to rely on modern people management procedures. Through designing interactive HR KPIs viable business models can be built and sustained. The costs and manual efforts can be reduced significantly by analyzing patterns in turnover, training opportunities to improve employees’ performance, and any other questions in HR.

By the end of the People Analytics Training Course, the participants of this course will be able to:

• Understand people analytics and its requirements
• Apply People Analytics in the realm of their business
• Learn the process of developing and using HR analytics
• Develop and construct HR metrics and HR strategy maps for strategic outcomes
• Use association, degeneration, and advanced business analytics to achieve business outcomes
• Use dashboards, pivot tables to support decision making
• Understand and work on talent data across employee life cycle
• Identify, understand, and resolve any issue strategically with root cause analysis
• Obtain an improved analytical solution to challenges faced by businesses
• Collect and refine data
• Apply feature engineering techniques to urge the foremost out of knowledge
• Utilize machine learning on HR Data and predicting futuristic insights
• Achieve effective outcomes in recruitment, L&D, Compensation and performance management by using metrics
• Create value for HR departments by aligning HR procedures and Business outcomes

Strategy consultants, HR professionals with analytical bent of mind, Leadership and Management of progressive organizations that believe in staying ahead of time.

• Basics of People Analytics
• Importance of People Analytics Skills
• People Analytics Cycle
• Operational Analysis
• Strategizing and Quantifying People Analytics
• People Analytical Skills
• Anatomy of Statistical Modelling
• Applying People Analytics
• People Analytical Challenges
• Tools Used for People Analytics
• FAQ’s , Data Analytics Tools and Hands-on Practice, Case Studies and Discussions