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Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiatives
Navigate across contexts to create
tangible impact
Alumni refer
someone for an
AHLC course
HR leaders
are a part of
our alumni
community
Is the median
participant
experience
Alumni
feel empowered
to drive business
results
HR
professionals
have received
training via our
courses
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
Deep T
echnic
al
Expert
ise
Eff
ective B
usin
ess
Part
ners
hip
Busin
ess S
kill
s
• Instructional
Design
• Program
Delivery
• Evaluation
and
Measurement
• Technology
• Learning Principles
Competencies help drive desired behaviours in organizations, and help build
culture – hence, they must be aligned with the goals and values of the
organization
Competencies are the basis for building the capability of the workforce, and
consequently should be selective – they must draw employee focus around
areas that are critical for individual and organizational success
Competencies help integrate various People Management systems –
Recruitment, Training, Performance and Career Management – and therefore
are widely applicable to all employees of an organization
Cost Quality Time Function Relationship
Growth
Strategy
Long-term
Shareholder Value
Return
Strategy
Develop
new
products
Build the
brand
Make the
sale
Deliver the
product
Service the
customer
Skills and
competencies
Technology
and databases
Knowledge
assets
Context,
climate, Culture
(Knowledge based learning) (Skill based learning) (Performance based learning)
(ADDIE - Analysis; Design;
Develop; Implement -
Evaluate)
(RAD Rapid Application
Development model)
(SAM Successive
Approximation model)
Linear Agile
Online Learning Modules* Online Discussion Boards*
Learning journey spanning across four contact classes and a comprehensive online assessment
Day 1 Day 2 Day 3 Day 4 Assessment
*Active for one year
Design
and
Development
Learning
Enablers
Winning
People
Strategies
Business
Aligned L&D
Scorecards
Value Based
Consulting
Learning
Technologies
Personal
Effectiveness
for L&D
Professionals
Final
Assessment
E-Learnings
Online Discussion
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all seven 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
• Understand work environment and work climate needed for high
performance
• Develop employee competencies and create a compelling work
environment
• Create competency-based learning roadmaps to anchor capability
building initiatives
• Understand the business expectations from learning
and development
• Learn how your business strategy will drive the core
capabilities and people strategy within the
organization
• Deploy skill hierarchy to prioritize learning needs and
drive strategic business priorities
Winning People Strategies
Create competency-based learning roadmaps to drive business outcomes
Objectives
Outcomes
• Understand business’ perspective on L&D team’s effectiveness
in meeting commercial goals
• Configure L&D enablers – high impact priorities, job capability
and business alignment to influence business decisions
• Leverage 70:20:10 model to configure the ideal mix for learning
interventions
• Cascade business imperatives and people imperatives
towards the L&D strategy
• Become aware of the key business issues and their
expectation from L&D
• Use progressive tools to design an effective business
aligned L&D strategy
Learning Enablers
Configure the learning enablers to create a compelling L&D strategy
Objectives
Outcomes
• Understand how to drive L&D as a business instead of a
support function
• Apply balance scorecards framework to build a business-
aligned L&D scorecard
• Plan for resourcing, budgeting and infrastructure
• Understand and plan to overcome challenges in
alignment with business
• Deploy appropriate metrics to track the effectiveness
of the L&D scorecard
• Optimize resource alignment and deploy an effective
governance mechanism
Business Aligned L&D Scorecards
Design, track and execute a business-aligned scorecard for the L&D function
Objectives
Outcomes
• Learn how to distinguish performance issues with the lens of
criterion- reference-instruction
• Evaluate a problem, cost associated with it, environmental
drivers and benefits of a solution in a consultative and planned
way
• Innovate the current way of resolving a business need
• Re-focus on revenue generation and cost saving
• Learn to implement human performance model
• Develop consultative approach for greater
• buy-in and implementation of learning outcomes by
identifying the root causes
• Emerge as a trusted advisor to the business
Value Based Consulting
Apply the human performance model to emerge as a trusted advisor to business
Objectives
Outcomes
• Understand parameters to evaluate the efficacy of training
programs
• Draw a comparative analysis for ADDIE and SAM (Successive
Approximation Model) to design content
• Learn the benefits of early-stage discovery and setting
protocols for gathering support
• Master the design lifecycle: story writing, prototyping, review
cycles, revision strategy and facilitation aids
• Harness and implement the best possible approach
of program design and development
• Leverage an agile way of program design to deliver
on learning outcomes
• Appreciate the nuances of an ongoing evolution
process; govern the design principles throughout the
lifecycle
Design and Development
Master an effective approach to program design and development
Objectives
Outcomes
• Learn the current trends in program design and delivery
• Understand different learning technologies and their impact in
varied scenarios such as geographies, generations and
changing business environment
• Create a macro level plan that brings impetus to your learning
dashboard through learning technologies
• Learn how technology tools can bring in a synchronous
learning environment
• Learn the value proposition of learning technologies
• Gain better insight on how technology can be leveraged to
engage the workforce
Learning Technologies
Drive the technology engine for better program dissemination across different scenarios
Objectives
Outcomes
• Explore the critical success factors for L&D professionals
• Understand the factors of personality measured by ADEPT
• Appreciate different personality styles and their impact on
working relationships
• Create a development plan for personal effectiveness
• Understand your personality, leadership style and
work style, as well as your strengths and how to
improve your effectiveness
• Create a roadmap to become a future-ready L&D
professional
• Sharpen competencies that lead to both business
and personal advancement
Personal Effectiveness for L&D Professionals
Navigate your personality to emerge as an effective L&D manager
Anandorup Ghose leads Aon Hewitt’s Rewards practice for
South Asia. Prior to this role, he 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, primarily in the
field of telecom, financial services and oil and gas. His key
clients include the Aditya Birla Group, Mahindra, Genpact and
Tata Consultancy Services.
Anandorup is a regular speaker at several executive
compensation forums in industry associations such as All India
Management Association, FICCI, and Anchorage Society for
Human Resource Management.
He is ardent reader of the Economist and whenever time
permits he loves to travel and experience new cultures.
Anandorup Ghosh
Dean,
Aon Hewitt
Learning Center
Anandorup's Mantra
Culture eats strategy
over breakfast
Peter Drucker
Radhika started her consulting career with Aon Hewitt, joining
the firm as a Management Trainee in the year 1997. She plays
a pivotal role in defining and implementing the talent strategy
for our clients. In her 16+ years at Aon Hewitt, her work has
spanned across industry segments, large conglomerates,
multinational corporates and governments. She has been
instrumental in designing and executing several key talent
initiatives and has played the role of Project Director in several
client assignments.
She has also consulted extensively in the areas: of visioning,
HR strategy, career management, organization transformation,
performance management and capability development.
Radhika is the thought leader in leadership capability building
and has helped organizations institutionalize the process of
leadership development. She sits in board level assessments
and advises CEOs on succession planning and transition
management.
An Economics postgraduate from Gokhale Institute of
Economics and Management postgraduate from Tata Institute
of Social Sciences, Radhika is currently also leading the
research on ‘Top Companies for Leaders’ study in India.
Radhika Gopalkrishnan
Partner,
Leadership Consulting
Radhika’s Mantra
An organization’s ability
to learn is the ultimate
competitive advantage
Jack Welch
Sankalp is an experienced consulting professional with more
than 12 years of experience (10 plus in HR consulting with Aon
Hewitt, Accenture Strategy and Mercer Consulting and the
balance in a APAC wide Total Rewards role 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 Hewitt, 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.
Sankalp is a certified Hogan assessor and coach. Some of his
key clients include - Ashland Inc, Aditya Birla Group, BAE
Systems, Birla Tyres, Cairn Energy, Celestica, HDFC Bank,
Max Group, Microsoft, Mylan Laboratories, Patni Computers,
Renesas Electronics, SMS Siemag, Tata Communications,
Tata Motors, Fuji Xerox and Vedanta Resources.
Sankalp has a Masters degree in Economics from the Delhi
School of Economics.
Sankalp Mohanty
Leader,
Aon Hewitt
Knowledge Center
Sankalp’s Mantra
Innovation distinguishes
between a leader and
a follower
Steve Jobs
Kartik has more than 13 years of experience across both
Consulting and Corporate organizations. In his 3+ years stint
with Aon Hewitt, Kartik has assisted firms across industries
such as Pharmaceutical, Manufacturing, Energy, Telecom,
Consumer Durables, IT and ITeS with their human capital
challenges in a diverse set of areas ranging from Organization
Strategy Map/ Scorecard Design, Organization Structuring,
Role Definition & Mapping, Job Evaluation & Grade Structure
Design, Performance Management, Competency Framework
Design, Assessments, Reward Strategy Design, Variable Pay
Design, Pay Range Design and Global Mobility.
Kartik has managed several key clients in these sectors. He
has authored articles for the client newsletter and has also
presented in conferences/ seminars.
Prior to Aon Hewitt, Kartik worked with Bharti Airtel in Human
Resources as a Deputy General Manager – Total Rewards
and Organizational Effectiveness. Kartik has also worked with
Ranbaxy in Human Resources and with Mercer and Ma Foi in
Human Resources Consulting. Kartik is a Post Graduate in
Management from Symbiosis Institute of Management Studies,
Pune. He also holds a Masters Degree in Economics from the
Pune University.
Karik’s Mantra
Kartik Rishi
Senior Consultant
Leadership &
Assessments
There is no substitute
for hard work
Thomas Edison
Connect with us
011 39585050 Course Fee (inclusive of taxes)
₹65,000 Participation will be confirmed post payment
ADEPT-15TM
Personality
Assessment Tool
Online
Discussion Board
Active for one year
Participant
Handbook
Pre-reads
10 hours
Certification
Aon Hewitt Certified
L&D Professional
Course Calendar
Click to view
Terms & Conditions
Click to view
Learning Center
Classroom sessions
32 hours
