Human Resource Management – 6 Months Practical Training Program

Month 1 – HR Fundamentals & Recruitment

1. Introduction to HR: Understand the role of Human Resource Management and how HR contributes to organizational growth and employee development.

2. HR Roles & Responsibilities: Learn about the key responsibilities of HR professionals, including recruitment, employee management, HR operations, employee relations, and employee development.

3. Employee Lifecycle: Understand the complete employee journey from workforce planning and recruitment to onboarding, development, retention, and exit.

4. HR Department Structure: Learn how HR departments are structured and how different HR functions are managed within a professional organization.

5. HR in the Technology Industry: Understand the specific HR requirements of a technology company, including hiring for technical and non-technical positions.

6. Professional Ethics & Confidentiality: Learn the importance of HR ethics, confidentiality, responsible handling of employee information, and workplace professionalism.

7. Workforce Planning: Understand how organizations identify staffing requirements, forecast workforce needs, and plan recruitment according to business objectives.

8. Job Analysis: Learn how to analyze a position and identify its responsibilities, qualifications, experience, skills, and competencies.

9. Job Description & Job Specification: Learn to prepare job descriptions and specifications that clearly define job responsibilities and candidate requirements.

10. Candidate Profiles & Competencies: Understand how to define ideal candidate profiles and identify the technical, behavioral, and soft skills required for different positions.

11. Recruitment Fundamentals: Learn the basic recruitment and talent acquisition process and how HR works with hiring managers to fulfill staffing requirements.

Practical Learning: Trainees will work on job descriptions, candidate requirement checklists, workforce analysis, recruitment planning, competency identification, and employee lifecycle mapping.

Month 2 – Talent Acquisition, Interviews & Onboarding

1. Talent Acquisition: Understand the complete talent acquisition process, from identifying vacancies and sourcing candidates to selection and hiring.

2. Candidate Sourcing: Learn different sourcing methods, including job portals, professional networks, employee referrals, recruitment databases, and other talent sources.

3. Resume Screening: Develop practical skills in reviewing resumes and comparing candidate qualifications, experience, and skills with job requirements.

4. Candidate Shortlisting: Learn how to identify and shortlist candidates who best match the requirements of a specific position.

5. Recruitment Tracking: Understand how recruitment trackers and databases are used to monitor candidates, interview stages, follow-ups, and hiring progress.

6. Interview Planning: Learn how HR professionals plan and coordinate interviews based on job requirements and candidate availability.

7. HR & Behavioral Interviews: Understand HR interviews, behavioral interviews, competency-based questions, and candidate assessment methods.

8. Technical Interview Coordination: Learn how HR coordinates with technical teams and hiring managers to schedule and manage technical interview rounds.

9. Interview Feedback: Understand how interview feedback is collected, documented, compared, and used to support candidate selection.

10. Candidate Selection & Offer Communication: Learn the process of candidate selection, offer communication, follow-ups, and maintaining professional candidate relationships.

11. Employee Onboarding: Understand pre-joining communication, joining formalities, documentation, induction, orientation, probation, and onboarding follow-up.

12. Onboarding Documentation: Learn how to prepare and maintain onboarding checklists and ensure required employee documents are completed accurately.

Practical Learning: Trainees will participate in resume screening, candidate shortlisting, mock interviews, interview evaluations, candidate communication, recruitment tracking, and onboarding checklist preparation.

Month 3 – HR Operations & Employee Engagement

1. HR Operations: Understand the day-to-day operational responsibilities of HR and how HR provides ongoing support to employees and management.

2. Employee Records Management: Learn how employee records and HR documentation are created, organized, updated, and maintained confidentially.

3. Attendance Management: Understand attendance tracking, attendance records, regularization, and the importance of accurate attendance information.

4. Leave Management: Learn the process of leave requests, approvals, leave records, and maintaining accurate employee leave information.

5. HR Documentation: Develop practical knowledge of maintaining employee files, HR forms, trackers, and other HR-related documents.

6. HRMS Systems: Understand the purpose of Human Resource Management Systems and how they are used to manage employee information and HR processes.

7. Probation Management: Learn how probation periods are tracked and how HR coordinates probation reviews and employee confirmations.

8. Basic Payroll Coordination: Understand the HR role in basic payroll coordination, including attendance, leave information, employee data, and coordination with payroll teams.

9. Employee Data Management: Learn how accurate and updated employee information is maintained and used for HR operations and reporting.

10. Employee Engagement: Understand employee engagement, satisfaction, motivation, recognition, workplace culture, and employee experience.

11. Employee Communication & Feedback: Learn how HR communicates with employees, collects feedback, identifies concerns, and supports a positive workplace environment.

12. Employee Recognition & Activities: Understand how recognition programs, team activities, and engagement initiatives contribute to employee motivation and workplace culture.

Practical Learning: Trainees will work on employee records, HR trackers, attendance and leave records, documentation, employee feedback forms, engagement initiatives, and workplace communication exercises.

Month 4 – Performance Management & Employee Relations

1. Performance Management: Understand the complete performance management cycle and the role of HR in supporting employees and managers.

2. Goal Setting: Learn how employee goals are established and aligned with individual responsibilities, team objectives, and organizational priorities.

3. KPIs & KRAs: Understand Key Performance Indicators and Key Result Areas and how they are used to measure employee performance.

4. Performance Reviews: Learn how periodic performance reviews are conducted, documented, and communicated to employees.

5. Performance Appraisal: Understand the performance appraisal process and how performance results support employee development and organizational decisions.

6. Employee Feedback: Learn how to provide and manage constructive feedback to improve employee performance and development.

7. Recognition & Performance Improvement: Understand how HR supports employee recognition and identifies areas where performance improvement may be required.

8. Performance Improvement Plans: Understand the purpose and basic structure of Performance Improvement Plans for employees requiring structured performance support.

9. Employee Relations: Learn how HR manages workplace relationships and supports employees and managers in resolving workplace concerns.

10. Grievance Handling: Understand how employee grievances are received, documented, reviewed, and handled professionally.

11. Workplace Conflict Management: Learn how HR supports the resolution of workplace conflicts, communication issues, behavioral concerns, and interpersonal challenges.

12. Confidentiality & Escalation: Understand the importance of confidentiality, proper documentation, and appropriate escalation of workplace matters.

Practical Learning: Trainees will work on KPI/KRA frameworks, performance review forms, feedback scenarios, employee grievance cases, workplace conflict situations, and HR response exercises.

Month 5 – Learning, Development, Retention & Exit Management

1. Learning & Development: Understand the role of Learning and Development in improving employee skills, performance, productivity, and career growth.

2. Training Needs Analysis: Learn how organizations identify training requirements based on performance reviews, manager feedback, employee feedback, skill gaps, and business objectives.

3. Skill-Gap Identification: Understand how HR identifies gaps between existing employee capabilities and the skills required for current or future responsibilities.

4. Employee Development: Learn how organizations support employee growth through training, development plans, mentoring, and career opportunities.

5. Training Planning: Understand how HR prepares training plans based on identified learning requirements and organizational priorities.

6. Training Coordination: Learn how HR coordinates training sessions, participants, trainers, schedules, and training documentation.

7. Training Effectiveness: Understand how organizations evaluate whether training programs have achieved their intended learning and performance objectives.

8. Career Development: Learn how HR supports employees in developing skills and preparing for future career opportunities.

9. Employee Retention: Understand employee retention strategies and the factors that influence employees' decisions to remain with an organization.

10. Employee Turnover & Attrition: Learn about employee turnover and attrition, their common causes, and how HR can analyze workforce trends.

11. Resignation & Exit Management: Understand resignation processes, notice periods, exit formalities, documentation, knowledge transfer, and employee exit coordination.

12. Exit Interviews: Learn how exit interviews are conducted to collect employee feedback and identify opportunities to improve employee experience and retention.

Practical Learning: Trainees will prepare training needs assessments, training plans, training calendars, employee retention strategies, exit interview questionnaires, and exit process checklists.

Month 6 – HR Analytics, Professional Skills & Talent Management

1. HR Analytics: Understand how HR uses employee and workforce data to support decision-making, identify trends, and improve HR processes.

2. HR Metrics: Learn important HR metrics used to monitor workforce performance and HR effectiveness.

3. Headcount Analysis: Understand how employee headcount is tracked and analyzed across departments, teams, roles, and organizational requirements.

4. Attrition & Turnover Analysis: Learn how employee turnover and attrition data can be analyzed to identify workforce trends and retention concerns.

5. Absenteeism Analysis: Understand how absenteeism data is tracked and analyzed to identify attendance trends and workforce-related concerns.

6. Recruitment Metrics: Learn recruitment metrics such as candidate pipeline, selection rates, hiring activity, and recruitment performance.

7. Time-to-Hire: Understand the concept of time-to-hire and how HR can monitor recruitment efficiency.

8. Employee Engagement Metrics: Learn how employee engagement data and feedback can be organized and analyzed to understand workplace experience.

9. HR Reporting: Develop the ability to organize HR information and prepare structured reports for HR teams and management.

10. Basic HR Dashboards: Understand the fundamentals of creating basic HR dashboards to present workforce information and key HR metrics.

11. Spreadsheet-Based HR Management: Learn how spreadsheets can be used to organize employee information, maintain trackers, calculate HR metrics, and prepare reports.

12. Professional HR Communication: Develop professional communication skills required for candidate communication, employee communication, manager coordination, and workplace interactions.

13. Business Email Writing: Learn how to write clear, professional, and appropriate business emails for common HR situations.

14. Workplace Etiquette: Understand corporate etiquette, professional behavior, workplace communication, punctuality, coordination, and appropriate conduct.

15. Problem-Solving & Coordination: Develop practical skills for handling day-to-day HR situations, coordinating with stakeholders, and resolving routine workplace challenges.

16. Talent Management: Understand talent pipelines, candidate experience, employer branding, recruitment strategy, and employee development.

Practical Learning: Trainees will work with sample HR data, HR reports, basic dashboards, professional communication exercises, talent-pipeline activities, candidate-experience scenarios, and employer-branding exercises.

Course Outcomes

Recruitment & Talent Acquisition: Trainees will be able to support recruitment activities, candidate sourcing, resume screening, candidate shortlisting, interview coordination, candidate evaluation, and selection processes.

Employee Onboarding: Trainees will understand pre-joining communication, joining formalities, employee documentation, induction, orientation, and onboarding activities.

HR Operations: Trainees will develop practical knowledge of employee records, attendance, leave management, HR documentation, HRMS systems, probation tracking, and basic payroll coordination.

Employee Engagement: Trainees will understand employee satisfaction, motivation, recognition, workplace culture, employee feedback, and engagement initiatives.

Performance Management: Trainees will gain knowledge of goal setting, KPIs, KRAs, performance reviews, appraisals, employee feedback, recognition, and performance improvement.

Employee Relations: Trainees will learn how to handle workplace concerns, grievances, conflicts, communication issues, and employee relations matters professionally and confidentially.

Learning & Development: Trainees will understand training needs analysis, skill-gap identification, training planning, training coordination, training effectiveness, and career development.

Employee Retention & Exit Management: Trainees will understand attrition, turnover, retention strategies, resignation processes, exit interviews, and employee exit documentation.

HR Analytics & Reporting: Trainees will develop basic skills in HR metrics, headcount analysis, attrition analysis, recruitment metrics, absenteeism, engagement metrics, HR reporting, and basic dashboards.

Professional & Corporate Skills: The program will develop professional communication, business email writing, documentation, coordination, problem-solving, confidentiality, teamwork, time management, workplace
 etiquette, and corporate professionalism.

Benefits of TOXSL Technologies

Placement Opportunity: Top-performing trainees may be considered for employment opportunities at TOXSL Technologies based on their performance, skills, organizational requirements, and available positions.

Real-World Industry Exposure: Gain practical exposure to HR processes and activities within a professional technology company.

Hands-On Practical Experience: Work on practical assignments, recruitment activities, HR documentation, workplace scenarios, case studies, communication exercises, and reporting activities.

Industry Professional Guidance: Learn through practical insights and guidance from experienced professionals and understand workplace expectations.

Corporate & Career Readiness: Build the communication, coordination, documentation, problem-solving, teamwork, and professional skills required to build a successful career in Human Resources.