Gain leaders’ trust to sharpen the

human capital agenda

Understand business imperatives,

connect people initiativesNavigate across contexts

to create tangible impact

Data-driven mindset to

deploy analytics in HR

▪ Team Building

▪ Goal Setting

▪ Workforce

Planning

▪ Interviewing

▪ Deployment

▪ Mobility

▪ Leadership

Engagement

▪ Pay

Differentiation

▪ Incentive Programs

▪ Market

Pay Levels

▪ Executive

Rewards

▪ Pay Branding

▪ Gap

Assessment

▪ Performance

Coaching

▪ Evaluation

Tools

▪ Competencies

▪ Leadership

Development

▪ Succession

Planning

▪ Skill

▪ Development

▪ Managerial

Capability

▪ Skill Gaps

▪ On-boarding

& Orientation

▪ Skill

Development

▪ Sourcing

▪ Screening

▪ External Vendor

Management

▪ Sourcing

▪ Employee

Relations▪ Benefits Design

▪ Base Pay

Positioning

▪ Employee

Surveys▪ Career

Development

▪ External

Branding

Learners

empowered

through bespoke

projects last year

Course

recommendation

score

Journeys covering

HR across roles

and career stages

Alumni

refer someone

for a course

HR

Professionals

empowered to

impact business

outcomes

Flagship certificate courses for HR

professionals

Bespoke HR capability journeys for

organizations

Registration

Learning Lab

Assignment

Comprehensive

Assessment

E-Learnings

Online Learning Modules* Online Discussion Boards*

Learning journey spanning across four contact classes and a comprehensive online assessment

Day 1 Day 2 Day 3 Assessment

*Active for one year

Change

Management

Learning and

Development

Winning

People

Strategies

Performance

Management

Compensation

and Rewards

Being a

Business

Driver

Final

Assessment

E-Learnings

Class Participation

Assignments

Final Assessment

• Final Assessment can only be taken

after attending all six modules

• Minimum 50% is required in the final

assessment

• At least 50% aggregate score is required to

complete the certification

Objectives

Outcomes

• Understand the strategic styles and core capabilities of different

organizations through SWOT analysis

• Identify the work culture and employee competency requirements

for each strategic style

• Evaluate the talent acquisition, performance, L&D and rewards

strategy in relation to the business strategy through an HR Plan

• Examine core business strategy and operating styles

and their impact on people strategy

• Identify key talent outcomes to be driven by HR BPs

based on understanding of business objectives

• Understand critical levers of people strategy to

deploy resources effectively

Winning People Strategies

Create a business-aligned talent strategy

Objectives

Outcomes

• Uncover capability gaps for future readiness through training

need analysis

• Leverage the 70-20-10 model to design holistic learning

interventions

• Evaluate the impact of training at the individual and

organization level

• Learn about various trends in the L&D space which enhance

both efficiency and impact of learning interventions

• Determine the organization capabilities that your

company needs to execute its business strategy

• Provide the optimal sources of learning opportunities

to employees basis capability gap areas and learning

preferences

• Ensure stakeholder satisfaction with the learning

interventions provided

• Improve participation and participant experience

through use of technology

Learning and Development

Maximize the impact of learning interventions

Objectives

Outcomes

• Develop principles to cascade business goals to business lines

and employees

• Practice frameworks for both continuous and planned feedback

• Design a talent review process covering how to objectively

evaluate achievement of goal as well as future potential

• Understand Individual Development Plans and the input

required to create them• Link individual employee goals to overall business

goals in order to support the business strategic

direction

• Build capability in managers to enable effective

evaluation and feedback

• Create a sustainable high performance culture in

organizations by focusing on talent segmentation

and development

Performance Management

Create a PMS that drives high productivity

Objectives

Outcomes

• Link business strategy and lifecycle stage to the rewards

strategy

• Understand the job matching process to benchmark with

competitors in the talent market.

• Comprehend the pay performance matrix to determine salary

increments

• Understand how to communicate the increments and

compensation to employees.

• Determine the organization capabilities that your

company needs to support through total rewards

• Estimate the market value of a job to ensure external

competitiveness for key roles

• Make critical salary decisions using an objective

framework

• Clearly communicate about rewards and increments

with managers and employees to enhance buy-in

and satisfaction

Rewards

Leverage total rewards to enhance performance

Objectives

Outcomes

• Appreciate the psychology of change and the different forms of

resistance within organizations

• Develop critical skills to lead large and small change initiatives

in your organization

• Conduct stakeholder analysis to plan appropriate actions for

buy-in

• Understand the capabilities and cultural environment required

to be change ready

• Proactively plan for the requirements and challenges

towards effective change implementation in an

organization

• Assess the interest of stakeholders to create

sponsorship

• Leverage communication channels to tackle

individual level resistance to change

• Embed change and agility in the operating fabric of

the organization

Managing and Leading Change

Master the people side of change

Objectives

Outcomes

• Understand the traits of a trusted business advisor

• Explore the needs and requirements of stakeholders and tailor

your approach to meet those needs

• Practice the art of listening, how to give advice and framing

business issues

• Drive commitment from business stakeholders for key talent

decisions.• Leverage the trusted advisor model to create

credibility and reliability with stakeholders

• Define the ideal state with stakeholders to help

everyone work in the same direction

• Develop influencing skills to garner buy-in and

support

• Renew the sense of commitment to the

stakeholders

Being a Business Driver

Emerge as an effective business partner across functions

Rajiv has over 25 years’ experience in successful business

leadership roles. He has worked at CXO level for organizations

in Pharma, Healthcare, Education and Service sectors. He has

led teams and organizations to innovative solutions and

greater achievement. In his previous roles, he served as the

CEO of leading Education Sector organization, ICRI; Business

Head at Randstad India; GM at NIS Sparta, Asia’s biggest

training & consulting organization and group company of NIIT

and; Sales Head/Product Manager at GSK. Rajiv has

experience in researching concerns, pre-validating, designing

customized training interventions and done facilitation for

development of skill and effective behaviors to help

organization meet defined objectives. He is also empaneled

Coach & Trainer with Skyline Group International, USA, Right

Management, SHRM, People Builders, Australia, Speak First,

UK. Some of his key clients include: Genpact, Honda,

Panasonic, Airtel, ICICI, Hero MotoCorp, Unilever, Shopper’s

stop etc. He has worked across Industry Segments s.a.

Automobiles, FMCG/D, Telecom, Manufacturing, BPO, BFSI,

e-commerce, PSU’s etc.

Rajiv has done his MBA and his qualification include Carlson

Learning, US (DISC Management Strategies):Competency

Assessment, Personal Profiling System, Leadership Profiling,

Huthwaite Research Group, UK (SPIN Selling)

Rajiv’s Mantra

Knowledge comes but

Engagement lingers

-Lord Tennyson

Rajiv Verma

Empaneled Facilitator

Arlene Karanjia is an empaneled facilitator with Aon with more

than 15 years of overall experience.Arlene has worked with

Vedanta and Amway before moving to a career in facilitation

and coaching. She focuses on organizational and people

growth training programs. Over the past 10+ years she has

helped nurture several learning partnerships across industry

verticals through trust and delivering results. Arlene is a sharp

observer and can be rated above average on assessments. A

highly impactful facilitator for Leadership Development and

Teams. She is thankful for a rewarding journey while delivering

quite a few training programs and an opportunity to partner

with clients like Tata Teleservices, Aditya Birla, JP Tech

Arlene Karanjia has gained enormous insights and value while

working with clients across multiple industries - Telecom,

Retail, Information Technology

Arlene Karanjia

Empaneled Facilitator

Arlene's Mantra

Culture eats strategy over

breakfast

Peter Drucker

Vijay is an empaneled with Aon’s Leadership and Talent

Consulting practice. Vijay brings a mix of experiences covering

line HR, consulting skills, business development, project

management and people management in the course of a

nearly 20-year career. In addition to consulting with clients

across India, he has also overseen consulting assignments in

Oman, Sri Lanka and Bangladesh.

Prior to his current role, Vijay headed the Employee Relations

function for India operations at Birlasoft Ltd., which had a

workforce of 2,700+ people across 5 locations. He was

responsible for performance management, compensation,

communication and innovation.

Vijay has worked with clients across industries such as Wipro,

Volvo, Infosys, MRF, Orchid Pharmaceuticals, Colgate

Palmolive, SBI Life insurance, Tata BSS, Max India, SOS

Children’s Villages. He has coached and mentored executives

at several organizations, including JLT India, United Spirits,

and Hindustan Zinc.

He is an MBA from Symbiosis Institute of Business

Management, Pune and has completed his BE (Computers)

form DY Patil college of Engineering, Pune. Vijay’s Mantra

Innovation distinguishes

between a leader and

a follower

Steve Jobs

Vijay Gopal,

Empaneled Facilitator

Connect with us

aonahlc@aon.com

+91 9717 300621 Course Fee (inclusive of taxes)

INR 65,000Participation will be confirmed post payment

Learning Center

Classroom sessions

24 hours

Participant

Handbook

Pre-reads

6 hours

Certification

Certified HR Business

Partner

Terms & Conditions

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Aon AHLC Inquiry Mailbox

aonahlc@aon.com

011 39585050

Renny Koshyrenny.koshy@aon.com

+91 97111 92301