CII

Programme Objectives:

The learning journey is crafted to empower senior HR professionals with a strategic mindset, advanced functional skillsets, and essential toolsets focused on:

Enhancing HR Impact and Effectiveness: increasing the effectiveness and enabling them to understand the changing dynamics of “work”, “worker” and the “workplace” and be adept at strategizing appropriate people-related interventions for deeper and wider impact.

Redefining the HR Role: Elevating the CHRO as a Strategic Business Leader by aligning HR strategies with organizational goals, driving growth, and enhancing organization’s functional architecture.

Preparing for Future Work Dynamics: preparing HR leaders to adapt to evolving work dynamics, reinforcing their role as key business influencers and ensuring they are ready for future challenges.

Developing Deep Functional and Domain Knowledge: Enhancing HR leaders' expertise in their specific functional areas and domains, integrating advanced knowledge with practical applications to drive effective HR strategies.

Integrating Digital, AI, and Data Analytics: Equipping HR leaders with the ability to leverage state-of-the-art digital tools for strategic decision-making while managing the associated challenges and complexities.

Fostering Change Leadership and Organizational Ambassadorship: enabling HR to be the central force in catalyzing change management and transformation and to be the brand ambassador of the organization.

Cultivating Strategic Business Influence: Providing the skillsets and toolsets for enabling HR leaders to influence strategic decisions and build capabilities for influencing the top leadership and the Board for implementing the strategic plan/ roadmap for the present and the future

Skills Directory

The learning journey aims to develop the following skills at two levels viz “Apply” and “Understanding” levels.

Skills under “Apply”:

Understanding Business Strategy and Creating HR Strategy linked to Business Strategy

Crafting a step-by-step Employee Value Proposition.

Securing Board Alignment and Buy-ins.

Designing and implementing Change Management Systems.

Developing Employee Engagement Frameworks.

Integrating Digital Tools into HR Practices.

Building Talent Management Frameworks for.

Succession Planning.
Promoting Agility, Collaboration, and Resilience.
Talent Development Planning.
Creating a Skills Ecosystem for Critical Roles.

Establishing a 3E (Experience, Exposure, Education) Talent Development Architecture.

Talent Mapping and Assessment for Career and Succession Planning.

Aligning Strategy with Execution through Performance Management Systems.

Designing Pay Models and ESOPs in Rewards and Recognition Strategies.

Managing Industrial Relations (IR) Situations.

Union Negotiation and Wage Settlement Skills.

Skills under “Understanding”:

HR's Role in Mergers and Acquisitions.

Applying Design Thinking for Complex Problem-Solving.

Understanding Labour Laws and the New Wage Code.

Leveraging Analytics and Data Science for Decision-Making.

Interpreting P&L Statements and Balance Sheets.

Developing Employee Engagement Frameworks.

Evaluating HR Systems and Processes for Efficiency.

Designing Organizational Communication Systems.

Establishing a Corporate Governance Structure.

Financial Insights for Enhancing Business Savviness.

Components of the Initiative

This comprehensive 8-month programme is designed to prepare participants to become future-ready HR leaders through a blend of real-world business applications, industry case studies, and hands-on project work. The critical components of the learning journey are:

Three in-person, instructor-led modules

each lasting 5 full days, totalling 15 days of face-to-face contact.

Six online virtual modules

interspersed between the three in-person sessions.

Organization-specific Action Learning Projects

to apply concepts to real-world challenges within participants' organizations.

The entire journey encompasses 100 hours of in-person learning and 25 hours of live virtual learning.

Learning Design Elements

The programme’s design integrates several innovative and effective elements to ensure a comprehensive learning experience:

Blended Learning

Combines in-person and live online sessions to provide a flexible and comprehensive learning experience.

Immersive

Incorporates interactive elements such as leadership huddles, simulations, gamification, and learning journeys to enhance engagement and learning.

Action Learning Project:

Tackle real-world HR challenges, applying learned concepts to develop strategic solutions that drive organizational success. Participants will work on projects that align HR initiatives with business objectives, enhancing their problem-solving skills and delivering impactful results.

1-1 Co-Mentoring Sessions:

Personalized mentoring from experienced industry professionals and faculty to provide tailored guidance and support.

Engaging

Focuses on peer-to-peer learning, networking opportunities, and access to a prestigious “alumni” network to foster collaborations and professional connections.

Experiential

Provide hands-on learning through projects and real-world case studies to ensure practical application of concepts.

Assimilation Checks

Includes integrated assessments and individual feedback reports to monitor and evaluate learning effectiveness.

Certification

Receive a Prestigious Certificate of Completion from CII based on multi-component assessments.

USP's of the Learning Journey

For practitioners, by practitioners: The design is conceptualized by leading CHROs of India Inc. with a practitioner’s orientation and will be conducted as an experiential learning journey over eight months.

Developing a bouquet of skills at the "Application" & “Understand” levels of Bloom's Taxonomy, which enhances practical relevance, problem-solving skills, and immediate impact by focusing on real-world implementation of knowledge.

Multiple learning methodologies to strengthen the learning impact.

Will be facilitated by High-Quality Faculty members including industry practitioners and eminent academicians from business schools of high repute to ensure both rigour and practicality resulting in a world-class learning experience.

Each participant will be guided by an experienced CHRO, who is also a Certified Coach at the PCC level, serving as their Executive Coach and anchoring their learning journey throughout the programme.

The CII Advantage: Participants to get access to the wisdom of the CII membership pool who will bring LIVE case studies that will enrich the learning experience.

Course Content and Coverage

Physical Modules

Module 1: Strategic Innovator

Module	Skills
Translating Business strategy to People Strategy Managing People Strategy in Board Room Employee Value Proposition	Understanding the elements of business strategy and how the same links to growth and transformation Linking business strategy to create people choices so as to evolve an HR strategy linked to business (To include Life cycle of employment, redundancy, reskilling, diversity and happiness) How to use the strategy for Transformation Linking strategy to purpose/values and evolving behaviours for business transformation and growth. Creating and managing People Strategy in Board Room. Creating an employee value proposition to build the employer brand

Module

Skills

Translating Business strategy to People Strategy
Managing People Strategy in Board Room
Employee Value Proposition

Understanding the elements of business strategy and how the same links to growth and transformation
Linking business strategy to create people choices so as to evolve an HR strategy linked to business (To include Life cycle of employment, redundancy, reskilling, diversity and happiness)
How to use the strategy for Transformation
Linking strategy to purpose/values and evolving behaviours for business transformation and growth.
Creating and managing People Strategy in Board Room.
Creating an employee value proposition to build the employer brand

Module 5: Strategic Enabler

Module	Skills
Crafting Employee Exp - Tech Enabled Transformation IR + Negotiations Diversified DEI	Employee Experience What and linkage to Technology EX & Future of Work Best practices in Tech Implementation Sustaining Transformation in Employee Experience Creating and managing People Strategy in Board Room. Creating an employee value proposition to build the employer brand Industrial Relations Industrial Disputes act, Conflict Resolution, Practical tips to managing Strikes and lockouts, Charter of Demands & Managing Negotiations, Arbitration, Conciliation, Signing of Settlements, Re-structuring using IR Principles, Managing Trade Unions, Trade Unions Act 1926, Understanding of the Industrial Employment Standing Orders Act 1946 , MRTU & PULP Act 1971. Diversified DEI Understanding Diversity & Diversified DEI, Culture to build Diversified DEI. Creating Equity and inclusion in the organization, the ways and means to make it happen and principles to be followed to create a sustainable eco-system to make Diversified DEI a reality. Understanding Biases, Acknowledging Biases and developing technology to minimize biases in Organizational Eco- System Best practices in Diversified DEI and Role of CHRO to work with CEO and Leadership Team.

Module

Skills

Crafting Employee Exp - Tech Enabled Transformation
IR + Negotiations
Diversified DEI

Employee Experience
- What and linkage to Technology
- EX & Future of Work
- Best practices in Tech Implementation
- Sustaining Transformation in Employee Experience
- Creating and managing People Strategy in Board Room.
- Creating an employee value proposition to build the employer brand

Industrial Relations
- Industrial Disputes act, Conflict Resolution, Practical tips to managing Strikes and lockouts,
- Charter of Demands & Managing Negotiations,
- Arbitration, Conciliation, Signing of Settlements,
- Re-structuring using IR Principles,
- Managing Trade Unions, Trade Unions Act 1926,
- Understanding of the Industrial Employment Standing Orders Act 1946 ,
- MRTU & PULP Act 1971.

Diversified DEI
- Understanding Diversity & Diversified DEI, Culture to build Diversified DEI.
- Creating Equity and inclusion in the organization, the ways and means to make it happen and principles to be followed to create a sustainable eco-system to make Diversified DEI a reality.
- Understanding Biases, Acknowledging Biases and developing technology to minimize biases in Organizational Eco- System
- Best practices in Diversified DEI and Role of CHRO to work with CEO and Leadership Team.

Module 9: Strategic Architect -Creating Eco-system for

Module	Skills
Performance Talent Management Learning & Development Reward & Recognition	Strategy linked to Performance Management connected with Roles & Goals to result in Financial Performance at an organizational level. Design and Execute Agility and Collaboration by seamless connect of Purpose, Roles & Goals with PMS Talent to value – an innovative talent management process to link talent, development and value creation in organization as an integrated talent management process Designing a Learning Agenda with learning journeys, career growths linked to talent pipeline and “S” curves of capability to create a development plan across the organization with a well throughout learning management system to create learning experience integrated to life cycle of talent. An employee champion role to create rejuvenations in roles to avoid redundancy and promote joyful jobs. Concept of Reward, how it leads to recognition, designing grades and levels linked to structures, understanding job Evaluation, designing compensation philosophy, policy & structure including positioning, designing a Comp – Basket, Managing a survey, gaining insights from survey for annual reviews, designing long term incentives,

Module

Skills

Performance
Talent Management
Learning & Development
Reward & Recognition

Strategy linked to Performance Management connected with Roles & Goals to result in Financial Performance at an organizational level.
Design and Execute Agility and Collaboration by seamless connect of Purpose, Roles & Goals with PMS
Talent to value – an innovative talent management process to link talent, development and value creation in organization as an integrated talent management process
Designing a Learning Agenda with learning journeys, career growths linked to talent pipeline and “S” curves of capability to create a development plan across the organization with a well throughout learning management system to create learning experience integrated to life cycle of talent.
An employee champion role to create rejuvenations in roles to avoid redundancy and promote joyful jobs.
Concept of Reward, how it leads to recognition, designing grades and levels linked to structures, understanding job Evaluation, designing compensation philosophy, policy & structure including positioning, designing a Comp – Basket, Managing a survey, gaining insights from survey for annual reviews, designing long term incentives,

Live Virtual Modules

Module 2 : Corporate Governance & Structure

Module	Skills
Corporate Governance & Structure	Ethics ESG

Module 3: Mergers & Acquisition

Module	Skills
Mergers & Acquisition	Role of HR in M&A How can HR add value into the M&A process Understanding culture in the context of M&A and how can one draw cultural insights that could work as well as counter productive People/HR insights that can derail and strengthen the M&A Compliance related insights Skills that can be leveraged and those that can pose challenges

Module 4: Financial understanding for developing Business savviness

Module	Skills
Financial understanding for developing Business savviness	Balance sheet , P&L and Financial ratio for business understanding How Goals linked to roles translate to ROS, ROCE, Inventory Turnover ration Business , finance & HR how does this Troika work

Module 6: Organizational Design

Module	Skills
Organizational Design	Principles to adopt in Org Design. What structure for what type application Designing an Org Chart

Module 7: Design Thinking

Module	Skills
Design Thinking	Creative thinking and innovation skills Improve decision making abilities Experimentation and agility

Module 8: Industrial Relations – The New wage Code

Module	Skills
Industrial Relations – The New wage Code	Applying implications of New wage Code in Organization

Background

Message From Chairman

Sanjay Behl

Programme Objectives:

Skills Directory

Skills under “Apply”:

Skills under “Understanding”:

Learning Design Elements

Message From Programme Director

Dr. Prince Augustin

The Advisory Council

Course Content and Coverage

Physical Modules

Module 1: Strategic Innovator

Module 5: Strategic Enabler

Module 9: Strategic Architect -Creating Eco-system for

Live Virtual Modules

Module 2 : Corporate Governance & Structure

Module 3: Mergers & Acquisition

Module 4: Financial understanding for developing Business savviness

Module 6: Organizational Design

Module 7: Design Thinking

Module 8: Industrial Relations – The New wage Code