Rs. 855500Courses For Remote International Work 
featured
Diploma in Strategic HR for Startups and Emerging Industries
Duration - 6 Month, 8-10 hours/week
Course fee: - INR 56250
This course is recognized by the National Skill Development Corporation, a PPP under the Ministry of Skill Development and Entrepreneurship of the Government of India. You will receive a certificate cobranded by NSDC and Skill India on successful completion.
Learning objectives of this course
- To learn about the role of SHRM in a digital first organisation
- From perspective of HR
- From the perspective of a startup founder/ CXO, and that of a managing partner of a law firm
- How graduates, MBAs, lawyers and HRs can assist international organisations with HR-related work
- To understand techniques to get international remote opportunities from fast growing startups as HRs
- Learn skills to handle complete work of an HR in a digital first organisation
- How to reach top positions in organisations being an HR and help them to survive in crisis situation
- Getting confidence to handle technology required to do such work
What is unique about this course
- This course is focussing on strategic HR for Startups.
- Apart from practical lessons, you will have access to numerous templates.
- You will learn through Skill Arbitrage’s unique teaching methodology, comprising classes, exercises and in-line feedback on your submissions. You will have 1 weekly class of 1 - 1.5 hours and perform 2 exercises in each class. In a week, you will acquire 2 skills.
- You will be given an opportunity to work on one writing assignment during the term of the course that shall be published on the iPleaders blog if it meets our specifications.
- Any doubt regarding a topic shall be addressed within 24 hours.
- In the span of the course, you will need to perform 4 assignments (or 8 simulation exercises) relating to assisting digital first fast growing international startups.
- To pass the course, you must complete at least 50% of the assignments and attempt an MCQ test. The average study time required is about 1 hour per day, at your own place. If you miss a class, you can watch a recording.
Money-back guarantee
If you take this course, follow it diligently for a month, do all the exercises but still do not find value in it, or not able to understand or follow it or not find it good for any reason, we will refund the entire course fee to you. It is a 100% money-back guarantee with only one condition, you must pursue it properly for a month. If you don’t find it valuable after that, get your entire money back.
Training Methodology
Online 24/7 access
Access to basic study material through an online learning management system, Android and iOS app
Hard Copy Study Material
Hard copy study material modules to be couriered to your address
Practical Exercises
2 practical exercises every week, followed by written feedback. There will be in class exercises, take home exercises, chapter wise MCQs and even some individual capstone projects
Live Online Classes
Based on the exercises, there will be a live video-based online class. You can ask questions, share your screen, get personal feedback in this class.
Convenient Class timings
Classes are held after regular work hours. Typically classes are kept on Sunday afternoon or 8-9 pm on other days.
Live Doubt Clearing
You can ask questions, get your doubt cleared live as well as through online forums
Certification
This course is recognized by the National Skill Development Corporation, a PPP under the Ministry of Skill Development and Entrepreneurship of the Government of India. You will receive a certificate cobranded by NSDC and Skill India on successful completion.
This is how the certificate from NSDC and Skill India will look as per the current applicable format (may change as per the approval authorities):
Industry Academia Panel
Jayantika Ganguly,
Lawyer. Writer. Sherlockian. Traveller. Dreamer. Life Coach.
Here are some of our faculty members
JAYANTIKA GANGULY,
Lawyer. Writer. Sherlockian. Traveller. Dreamer. Life Coach.
HARMAN SAINI,
CPO at SkillArbitrage, Former Unacademy HR manager
Syllabus
Introduction to SHRM 
What is SHRM? HRM vs. SHRM
What are the key aspects to focus on in SHRM?
- Hiring and recruitment
- Onboarding
- Performance management
How does SHRM completely change the process of hiring and what is the most important work he does?
What are the pillars to success in hiring?
What is the most important work in onboarding?
What is the most important work in performance management?
In-class exercise:
- Practise developing a 20-second elevator pitch to explain how you can help a startup entrepreneur
- Create a customised message / cold email that you will send startups
- Identify at least 3 activities that you already know
- Group project - Class will be divided into groups of x learners each, with each group having at least 1 representative from HR, finance, business, marketing & legal/compliance (add domain-specific reps as required based on situation) - to prepare a joint report on forecasting for an entity which needs to scale up 2x in 1 year
Suggested take-home exercises:
- Reach out to 10 startups with your pitch
- Write an article/ prepare samples of how you can contribute to startups
Hiring and recruitment
Recruitment process
- Using tech, media, job sites and other channels to acquire talent pool
- Available platforms for hiring and how to create listings: Upwork, Fiverr, LinkedIn, Naukri, JobsForHer, etc.
- Paid ads vs. free
- What kind of posts should be put up on LinkedIn to source candidates?
- Building & maintaining talent database for future use
- How the recruitment process is different for freshers vs. experienced candidates
Take home exercise
- Prepare a checklist of where a start-up which manufactures parts of an e-vehicle engine should make their job posts, listings and ads for hiring an engineer and a factory manager, and based on this checklist, prepare job posts and listings.
- Prepare checklists, job posts and listings for all the JDs you have prepared last week, and suggest these to the start-ups you pitched to. If no one has responded to your pitch, pitch to 5 more start-ups, and include checklists, job posts and listings in your pitch.
Selection process: Assessing & shortlisting candidates
- What questions should you ask in a preliminary screening or to test other qualities in a person?
- Shortlisting and selection process, interviewing
- Whether the person has a problem solving nature
- Whether the person goes out of comfort zone
- Whether the person has consistency/dedication
- Whether the person shows sufficient attention to detail or not
- Whether the person has solved the problem earlier
- Whether the person is interested in working with the organisation on a long-term basis
- Whether the person can handle difficult conversations
- How to check for cultural fit
- Behavioural assessment (Briggs Myers testing) or other kinds of tests
- Deployment of scenario-based tests to understand a person’s tendencies
- Identifying medical and mental conditions of the person
Take-home exercise:
- Prepare a questionnaire for hiring an analyst for a start-up that provides cloud services.
- Prepare questionnaires for all the job posts you have prepared last week, and suggest these to the start-ups you pitched to. If no one has responded to your pitch, pitch to 5 more start-ups, and include customised questionnaires in your pitch.
Technical assessments and closing the hiring process
- Technical assessments
- Trial tasks and trial periods (paid and unpaid)
- Soft skills and other attributes
- Whether the person can communicate properly
- Whether the person is honest
- Whether the person has overall alignment with the organisation’s goals
- Deployment of scoring criteria before you hire
- Topgrading methodology
- Verification - background, references, documentation
- Closing the hiring process and salary negotiation
- Communicating rejection appropriately
- What to do if candidates complain on social media regarding not receiving a response
Take-home exercise
- Prepare an appointment letter and consultancy agreement for a research associate and a finance associate in a nutraceutical start-up.
- Prepare appointment letters and agreements for the open positions you have been discussing with the start-ups you pitched to. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
Onboarding, orientation and support
Interviewing founders and capturing the mission and vision statement and values of the company
Documentation of functional trainings by interviewing key employees or team heads or recording them train people
Deployment of an LMS/communications platform like Basecamp/Notion or Slack for communication, maintaining policies, updated organisational charts, etc.
How to create functional orientation and trainings to that new hires hit the ground running in 7 days
How to manage in-house knowledge and create an L&D process for continuous improvement
Orientation and Ensuring team bonding - introduction to the organisation, vision, mission, values, etc., introduction to the teams, buddy systems, important policies of the company, organisational cha
Ensuring that new joinee is fully equipped and comfortable with company resources and softwares
Ensuring approachability of HR and managers in remote first environment
How company culture in every employee impacts company brand
Alignment of individual employee goals with the organisational goals
Take-home exercise
- Prepare an onboarding checklist for a content writer in an ed-tech start-up.
- Prepare onboarding checklists for the open positions for which you prepared appointment letters last week, and send them to the start-ups you pitched to. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
Performance management
Tracking performance and setting metrics
Principles for tracking performance
- Outcomes produced
- Time spent at work
- Effort put in
Review of software:
- Timedoctor and Hubstaff (measure time spent on computer, and loopholes), call recording software to measure sales caller effectiveness,
- Use of software for the same: Mesh, Weekdone, ZOKRI
- Drawbacks of absolute reliance on software and how to create custom MIS
- Techniques for ensuring productivity in a remote environment
Setting metrics:
- What metrics are important for crucial functions: Marketing, sales, tech, product, operations, finance
- KPIs and KRAs
- OKR
Take-home exercise
- Prepare the metrics of a sales associate in a tech start-up which designs customised communication software for corporates.
- Prepare the metrics for the positions you made onboarding checklists for last week, and send them to the start-ups you have been speaking with. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
Performance assessment and feedback processes
- How to set up a daily and 2-hourly tracking system
- Preparation of an MIS
- Identifying skill vs will issues for non performing employees
- What to do when expectations and metrics are not met
- Making performance improvement plans for employees - firing vs supporting and training
- Setting expectations
- Weekly meetings
- Feedback processes: 1:1s with the manager, anonymous, skip-level, 360 degree, etc
- Matching the skills with the requirements of the work
- Rewards and recognition programs
- How to configure a grievance management system
Take-home exercise
- Prepare a 360 degrees feedback process for the HR Head of a start-up that produces niche luxury cosmetics.
- Prepare a 360 degrees feedback process for the positions for which you created metrics last week and send them to the start-ups you are speaking with. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
Letting go of people - firing vs letting go
- What are the most common mistakes made while letting go of people?
- How to maintain documentation and records of non-performance and communicate it effectively
- How to identify where people/teams are unproductive
- How to let go of people smoothly
- Setting up an exit-interview process and administration of exit memos
- Implementation of learnings from exit interviews
- How to manage effective handover in remote settings
- What to do in case of breach of confidentiality or defamation, or an employee who wants to violate notice period or other requirements
- Ensuring good feedback from ex employees on glassdoor and other platforms
- How to handle bad feedback or defamation on social media by outgoing/ ex-employee
Take-home exercise
- Prepare an action checklist for an ITES start-up where an ex-employee is claiming that the start-up stole the IPR to a code he created.
- Prepare a sample exit memo for the start-ups you pitched to and share with them. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
Rewards and recognition and retention measures
Retention measures:
- Promotions & career path development
- Perks, allowances & benefits
- How to design effective performance-based incentives
- Administration of rewards and recognition
- Engagement activities
- ESOP
- Ensuring mental satisfaction in addition to monetary and materialistic rewards
- Ensuring that people have balance of repetitive and challenging work so that it is not over exhausting/ over challenging and at the same time it is not too boring
- Ensuring people feel heard and connected with organisation
- Gossip and office politics control measures in remote work environment
- Upskilling and further trainings
- Balancing job security with competitiveness
Take-home exercise
- Prepare a proposal for incentives for the operations team of an e-commerce start-up which has very high attrition.
- Prepare 3 suggestions for team-building and employee engagement activities for the start-ups you pitched to and share. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
How to measure hiring effectiveness
What are the indicators to measure hiring effectiveness?
- What your team is saying about you - employee NPS and how to measure it
- What ex-employees are saying on the internet
- Attrition rate
- Labour efficiency ratio
- Cost per hire, cost per failed hire
Take-home exercise
- Prepare an employee NPS questionnaire for a start-up that provides customer-service outsourcing services to an international company in the USA which sells premium mobile phones.
- Prepare and share a sample employee NPS questionnaire for the start-ups you are speaking with. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
Compliance & Policies
Basic legal requirements: Min. wages, working hours, leave, overtime, local requirements
Case study of foreign laws: Dubai, Singapore, Ontario, UK
Toolkit of essential organisational policies:
- Leave and attendance
- Equal opportunity/non-discrimination policy, anti-sexual harassment policy)
- Diversity, equity and inclusion policy
- Policies on fraternisation and dating colleagues
- Conflict of interest
- Remote work policy
- Code of Conduct
- Whistleblower policy
- Communication policy
- Data security policy
- Anti-corruption and bribery policy
- Device and access control policy
Key aspects of employment agreements that you should know about: IP assignment, non-compete, non-solicit, & confidentiality
Important legal documents you should know about:
- Appointment letter
- Employment contract
- Incentive plans
- ESOP plans
- Various kinds of notices, emails and letters
How to engage with lawyers on HR-related projects and initiatives
Take-home exercise
- Prepare a device and access control policy for a private equity fund start-up.
- Prepare and share leave and attendance policy or remote work policy (as applicable) for the start-ups you are speaking with. If no one has responded to your pitch, pitch to 5 more start-ups, and include a sample of your work in your pitch.
How to find international remote work projects around strategic HR
How to find international remote work projects around HR
How to use freelancing platforms like Upwork and Fiverr
How to create a compelling profile on Upwork and other platforms
How to write an effective proposal
How to determine a pricing for your time
How to build your track record and collect testimonials
Best practices for securing projects
Course Plan
Standard
RS. 56250
incl. of all charges
Printed study material (by courier)
1 online live class/ week (24 weeks)
2 practical or drafting exercises per week (24 weeks)
1 optional writing assignment
Get digital access to entire study material
Access on LMS, Android & iOS app
Instructor feedback on assignments
Doubt clearing on Discord, LMS & classes
Instructor led course with online live classes
Online exams (give exams as per your convenience on given time slots)
Certificate (by courier)
Training for writing and publishing articles
Networking with other students & alumni
Access to updated content online for 3 years
Doubt clearing within 24 hours
