Professional Certification in Strategic HR – Hire to Retire

What is HR – Hire to Retire?

The "Hire to Retire" concept in Human Resources (HR) refers to the complete lifecycle of an employee within an organization, from the initial hiring process to their eventual retirement. This end-to-end process encompasses all HR activities involved in recruiting, onboarding, developing, managing, and eventually offboarding employees.

What You Will Learn

Human Capital ManagementHuman Capital Management: A Strategic Partnership Approach

Strategic HR Strategic HR: The Complete Employee Lifecycle

Building a High-Performing WorkforceBuilding a High-Performing Workforce

Strategic Human Capital ManagementStrategic Human Capital Management

HRBP Skills and CompetenciesHRBP Skills and Competencies

Who can Enroll?

The "Hire to Retire" professional certificate course is tailored for HR professionals, talent managers, business leaders, and consultants who seek to master the full spectrum of employee lifecycle management. Whether you're currently in HR, leading teams, or aiming to enter the field, this course provides the strategic skills necessary to oversee every stage of the employee journey, from recruitment to retirement. It’s also ideal for consultants looking to deepen their understanding and better support their clients.

This course empowers you to enhance your expertise in managing the complete employee experience within any organization.

Prerequisites & Eligibility

Graduate

Did You Know?

Hire to Retire processes and HR management systems are expected to grow significantly by 2030, driven by the increasing emphasis on employee experience, digital transformation, and strategic workforce management. Experts predict that the market for HR technology, including Hire to Retire solutions, could grow by 8-10% annually, leading to a substantial overall increase by 2030.

Hire to Retire Benefits

benefit
Streamlined Processes
Employee Experience
Enhanced Employee Experience
Talent Management
Better Talent Management
Data-Driven Decisions
Data-Driven Decisions
Organizational Alignment
Improved Organizational Alignment

Career Opportunities

HR Generalist:

Manages various HR functions, including recruitment, employee relations, benefits administration, and compliance with employment laws.

Talent Acquisition Specialist:

Focuses on sourcing, attracting, and hiring top talent to meet the organization’s staffing needs.

Employee Relations Manager:

Handles employee relations issues, resolves workplace conflicts, and ensures a positive work environment in compliance with company policies.

HR Operations Manager:

Oversees the day-to-day HR operations, ensuring efficient processes in payroll, benefits administration, and HR systems management.

Retirement Planning Specialist:

Advises employees on retirement options, assists in creating retirement plans, and ensures compliance with relevant regulations and policies.

Hear from the Industry Experts

Frequently Asked Questions

Ans : The "Hire to Retire" course is a comprehensive program designed to equip HR professionals, managers, and business leaders with the skills needed to manage the entire employee lifecycle, from recruitment to retirement.

Ans : Yes, the "Hire to Retire" professional certificate course is available online, allowing you to learn at your own pace and from anywhere in the world.

Ans : Yes, upon successful completion of the course, you will receive a professional certificate that you can showcase to enhance your career opportunities.

Ans : The course will provide you with strategic HR skills, enhance your ability to manage the employee lifecycle, and open up career opportunities in HR management, talent acquisition, and other related fields.

Key Features

Instruction by digital marketing experts

Taught by experienced HR professionals

Hands-on experience with AI tools

Practical insights and real-world applications

Flexible online learning format

Online and on-campus options available

Industry-recognized certification

Recognized certification upon completion

  • Unit 1: Hr Business Partner Overview
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control
  • Unit 2: Human Resource Planning
    • Nature of Human Resource Management
    • The Employee Life Cycle
    • Human Resource Planning
    • Human Resource Practices
  • Unit 3: Recruitment & Selection
    • End-to-End Recruitment Process
    • Job Analysis, Job Advertisement
    • Industry Mapping
    • Head Hunting and Blind Recruitment
    • Profile Sourcing – Hands-on Experience on Job Portals i.e., Naukri | Monster | Timesjob | LinkedIn
    • Sourcing Methodologies – Boolean Search, Keyword Search
    • Screening, Short-Listing of Resume.
  • Unit 4: Recruitment & Selection
    • End-to-End Recruitment Process
    • Job Analysis, Job Advertisement
    • Industry Mapping
    • Head Hunting and Blind Recruitment
    • Profile Sourcing – Hands-on Experience on Job Portals i.e., Naukri | Monster | Timesjob | LinkedIn
    • Sourcing Methodologies – Boolean Search, Keyword Search
    • Screening, Short-Listing of Resume.
  • Unit 5: Learning & Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 6: HR Stakeholders
    • HR stakeholders have evolved from internal (employees, line managers, organization) to external (customers, investors, community)
    • Employees
    • Line Managers
    • Organization
    • Customers
    • Investors
    • Community
  • Unit 7: HRBP Case study
    • Analyze real-world HRBP
    • Understand how HR Business Partners drive business success by aligning HR strategies with organizational goals and addressing complex people challenges.
  • Unit 8: HR Organization
    • The structure of the HR department is built on three principles:
    • Separate HR essential/transaction work (increasingly delivered with technology) from strategic work (delivered by HR professionals and line managers).
    • The HR organization should match business strategy and organization:
    • Single business—functional HR.
    • Multiple businesses—decentralized HR.
    • Diversified/allied business strategy with matrix structure—HR as professional services (centers of expertise, shared services, embedded HR).
    • In most large firms, businesses have a matrix or diversified/allied strategy and structure, so HR operates as a professional services firm within the organization
  • Unit 9 - HR Case Study Discussion – HR Role - We'll delve into the key stages
    • Develop the ability to analyze HR strategies in the real world.
    • Apply HR strategies in real-world case studies
    • Case studies gaining insights into effective problem-solving and decision-making in managing organizational challenges.
  • Unit 10 : HR Case Study Discussion – HR SWOT
    • Analyze and apply the SWOT (Strengths, Weaknesses, Opportunities, Threats) framework in HR case studies
    • Evaluate HR practices and strategies
    • Identifying areas for improvement and potential growth opportunities within an organization.
  • Unit 11: HR Case Study Discussion – HRBP Challenges
    • Aanalyze real-world HRBP challenges through case study discussions
    • Gain insights into how HR Business Partners navigate complex organizational issues
    • Align strategies with business needs
    • Overcome obstacles in managing talent and performance.
  • Unit 12: HR Organization
    • Three principles for the structure of the HR department.
    • Single business—functional HR.
    • Multiple businesses—decentralized HR.
    • Diversified/allied business strategy with matrix structure

  • Unit 1 - Recruitment & Selection
    • End-to-End Recruitment Process
    • Job Analysis, Job Advertisement
    • Industry Mapping
    • Head Hunting and Blind Recruitment
    • Profile Sourcing – Hands-on Experience on Job Portals i.e., Naukri | Monster | Timesjob | LinkedIn
    • Sourcing Methodologies – Boolean Search, Keyword Search
    • Screening, Short-Listing of Resume.
  • Unit 2 - Employee Relationship Management
    • Joining Formalities and Relieving Procedure
    • Exit Interviews
    • Employee Engagement
    • Communication Downward, Upward, Horizontal
    • Gamification and Modern age engagement activity
    • Be open to coach and mentor
    • Open to new Idea and Initiative
    • Human Resource Round Table
    • Practical Role Play for Employee Relationship Building
    • Grievances
  • Unit 3. HR Policies
    • Why Policies, Steps to Frame HR Policy?
    • HR Policy Framework/Checklist
    • Attendance Policy
    • Leave policy
    • LTA and Reimbursement Policy
    • Code of Ethics and Business Conduct
    • Email, Internet, and Computer use Policy
    • Confidentiality and Non-Disclosure Policy
    • Effective Retention Policies
  • Unit 4: Learning and Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 5. Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 6. Employee Relationship Management
    • Joining Formalities and Relieving Procedure
    • Exit Interviews
    • Employee Engagement
    • Communication Downward, Upward, Horizontal
    • Gamification and Modern age engagement activity
    • Be open to coach and mentor
    • Open to new Idea and Initiative
    • Human Resource Round Table
    • Practical Role Play for Employee Relationship Building
    • Grievances
  • Unit 7. Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 8: HR Policies
    • Why Policies, Steps to Frame HR Policy?
    • HR Policy Framework/Checklist
    • Attendance Policy
    • Leave policy
    • LTA and Reimbursement Policy
    • Code of Ethics and Business Conduct
    • Email, Internet, and Computer use Policy
    • Confidentiality and Non-Disclosure Policy
    • Effective Retention Policies
  • Unit 9: Learning and Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 10.: Learning and Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 11. Recruitment and Selections
    • End-to-End Recruitment Process
    • Job Analysis, Job Advertisement
    • Industry Mapping
    • Head Hunting and Blind Recruitment
    • Profile Sourcing – Hands-on Experience on Job Portals i.e., Naukri | Monster | Timesjob | LinkedIn
    • Sourcing Methodologies – Boolean Search, Keyword Search
    • Screening, Short-Listing of Resume.
  • Unit 12: HR -Business Partner
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control
  • Unit 13: HR Policies
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control
  • Unit 14: HR Policies
    • Why Policies, Steps to Frame HR Policy?
    • HR Policy Framework/Checklist
    • Attendance Policy
    • Leave policy
    • LTA and Reimbursement Policy
    • Code of Ethics and Business Conduct
    • Email, Internet, and Computer use Policy
    • Confidentiality and Non-Disclosure Policy
    • Effective Retention Policies
  • Unit 15: HR -Business Partner
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control

  • Unit 1: Overview of Payroll Management
    • The Role of Payroll Department in an Organization
    • Income Under The Head Salaries u/s 17(1) of Income Tax Act, 1961
    • Claim and Reimbursement Management
    • Attendance Management System and Resignation (Full and Final) of Exits
  • Unit 2: Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 3: Compensation And Benefits
    • Payroll Processing
    • Tax Planning for Salaried Employees
    • Mathematical Functions
    • Date and Time Function
    • Text Functions and Data Validation
    • Logical Functions
    • Lookup and Reference Functions
    • Data Collection Method
  • Unit 4: Compensation And Benefits
    • Payroll Processing
    • Tax Planning for Salaried Employees
    • Mathematical Functions
    • Date and Time Function
    • Text Functions and Data Validation
    • Logical Functions
    • Lookup and Reference Functions
    • Data Collection Method
  • Unit 5. Compensation And Benefits
    • Payroll Processing
    • Tax Planning for Salaried Employees
    • Mathematical Functions
    • Date and Time Function
    • Text Functions and Data Validation
    • Logical Functions
    • Lookup and Reference Functions
    • Data Collection Method
  • Unit 6. Tax saving Investment Deductions and Exemptions
    • Deduction (u/s 80C - u/s 80U) of Chapter VI-A of Income Tax Act, 1961
    • Validation or Examination of Investment Proofs and Reimbursement Claims
    • LTA, HRA, Leave Encashment, and Gratuity Exemption Calculations
    • Deduction of Entertainment Allowance and Professional Tax:
    • Deduction of Interest on Housing Loan u/s 24(b) of Income Tax Act, 1961
  • Unit 7.
    • Deduction (u/s 80C - u/s 80U) of Chapter VI-A of Income Tax Act, 1961
    • Validation or Examination of Investment Proofs and Reimbursement Claims
    • LTA, HRA, Leave Encashment, and Gratuity Exemption Calculations
    • Deduction of Entertainment Allowance and Professional Tax:
    • Deduction of Interest on Housing Loan u/s 24(b) of Income Tax Act, 1961
  • Unit 8. Compliances & computation
    • Employee Provident Fund - PF
    • Employee State Insurance - ESI
    • Professional Tax - PTAX (PT)
    • Labor Welfare Fund - LWF
    • Tax Deduction at Source - TDS
  • Unit 9. Employee Relationship Management
    • Joining Formalities and Relieving Procedure
    • Exit Interviews
    • Employee Engagement
    • Communication Downward, Upward, Horizontal
    • Gamification and Modern age engagement activity
    • Be open to coach and mentor
    • Open to new Idea and Initiative
    • Human Resource Round Table
    • Practical Role Play for Employee Relationship Building
    • Grievances
  • Unit 10. Employee Relationship Management
    • Joining Formalities and Relieving Procedure
    • Exit Interviews
    • Employee Engagement
    • Communication Downward, Upward, Horizontal
    • Gamification and Modern age engagement activity
    • Be open to coach and mentor
    • Open to new Idea and Initiative
    • Human Resource Round Table
    • Practical Role Play for Employee Relationship Building
    • Grievances
  • Unit 11. HR -Business Partner
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control
  • Unit 12. Employee Relationship Management
    • Joining Formalities and Relieving Procedure
    • Exit Interviews
    • Employee Engagement
    • Communication Downward, Upward, Horizontal
    • Gamification and Modern age engagement activity
    • Be open to coach and mentor
    • Open to new Idea and Initiative
    • Human Resource Round Table
    • Practical Role Play for Employee Relationship Building
    • Grievances

  • Unit 1: Learning and Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 2: HR Policies
    1. Why Policies, Steps to Frame HR Policy?
    • HR Policy Framework/Checklist
    • Attendance Policy
    • Leave policy
    • LTA and Reimbursement Policy
    • Code of Ethics and Business Conduct
    • Email, Internet, and Computer use Policy
    • Confidentiality and Non-Disclosure Policy
    • Effective Retention Policies
  • Unit 3: HR Policies
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 4: Statutory and Legal Compliances
    • Employees Provident Fund (EPF)
    • Payment of Bonus
    • Employees State Insurance (ESI)
    • Payment of Gratuity
  • Unit 5: Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 6. Learning and Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 7: People DemographicHR -Business Partner
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control
  • Unit 8: Learning and Organizational Development
    • Build Core and Functional Competency Frameworks
    • Learning Need Analysis/ Module Design/ Budgeting / Calendar
    • Assessment Processes and Feedback Analysis
    • ROI Measurement
    • Organizational Diagnosis/Assessment
  • Unit 9: Compensation And Benefits
    • Payroll Processing
    • Tax Planning for Salaried Employees
    • Mathematical Functions
    • Date and Time Function
    • Text Functions and Data Validation
    • Logical Functions
    • Lookup and Reference Functions
    • Data Collection Method
  • Unit 10: Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 11: Corporate IR / Labour Law Compliances
    • Disciplinary Action/ Termination/ Misconduct
    • Contract Labour (Regulation and Abolition) Act 1970
    • SHWW Act, 2013 (New Topic Added)
    • Shops and Establishment Act
    • Factory Act, 1948
    • BOWC (Building and Other Constructions Workers) Act, 1996
    • Trade Union
    • Industrial Disputes Act, 1947 (New Topic Added)
    • Minimum Wages Act
    • Apprenticeship Act, 1961 (New Topic Added)
    • HR Audit
  • Unit 12: Corporate IR/ Labour Law Compliances
    • Disciplinary Action/ Termination/ Misconduct
    • Contract Labour (Regulation and Abolition) Act 1970
    • SHWW Act, 2013 (New Topic Added)
    • Shops and Establishment Act
    • Factory Act, 1948
    • BOWC (Building and Other Constructions Workers) Act, 1996
    • Trade Union
    • Industrial Disputes Act, 1947 (New Topic Added)
    • Minimum Wages Act
    • Apprenticeship Act, 1961 (New Topic Added)
    • HR Audit

  • Unit 1: HR Value Added
    • The type of value HR delivers has evolved from efficiency to functional excellence to strategic HR to outside-in
    • Efficiency (Foundational Phase)
    • Functional Excellence
    • Strategic HR
    • Outside-In HR (Modern Phase)
  • Unit 2: Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 3: HR -Business Partner
    • Contributions of HR from Business Perspective
    • Review and Analyze Business Unit Data
    • Employee Budgeting and Manpower Planning
    • Workforce Planning, Succession Planning, Career
    • Architecture Program and Skills Assessment
    • Attrition Issues and Control
  • Unit 4: HR Work Style
    • While HR structure matters in assigning roles and accountabilities, HR professionals need to build relationships with each other inside HR and with those outside HR. Relationships require:
    • Sharing a common purpose.
    • Respecting differences.
    • Governing, accepting, and connecting.
    • Showing empathy/care for others.
    • Sharing experiences.
    • Growing together
  • Unit 5. Performance Management System
    • Design a PMS System
    • Goal Cascading
    • Mapping the KRAs and KPIs
    • Link Reward System to Achievement of KRAs
    • Performance Counseling Techniques
    • Reward and Recognition System.
    • Performance Report and Dashboard
    • Timelines Quarterly and Mid-Year Reviews
  • Unit 6: HR Business Partner 2.0
    • Introduction to HR Business Partner 2.0
    • Strategic HR Planning
    • Talent Management and Workforce Planning
    • Performance Management and Total Rewards
    • Change Management and Organizational Development
    • Employee Relations and Legal Compliance
    • HR Technology and Data Analytics
    • Business Communication and Presentation Skills
    • HR Business Partnering in a Global Context
  • Unit 7: HR Business Partner 2.0

  • Role of an HR in Change Management This topic will delve in understanding how:

    • Introduction to HR Business Partner 2.0
    • Strategic HR Planning
    • Talent Management and Workforce Planning
    • Performance Management and Total Rewards
    • Change Management and Organizational Development
    • Employee Relations and Legal Compliance
    • HR Technology and Data Analytics
    • Business Communication and Presentation Skills
    • HR Business Partnering in a Global Context
  • Unit 8:
    • Identify a specific HR challenge
    • Collect relevant data to understand the root cause and scope of the issue.
    • Design an AI-driven solution to address it effectively.
    • Improve efficiency, decision-making, or employee satisfaction using AI tools and technologies.
    • Evaluate the solution's performance using metrics like accuracy, processing time, or user satisfaction
    • Prepare a compelling presentation explaining the problem, solution, methodology, and results.
  • Unit 9: AI-Enhanced HR Solution (Capstone Project)
    • Develop an AI-driven solution
    • Optimize and enhance Human Resource (HR) functions.
    • Automate routine HR tasks
    • Improve decision-making through data insights and predictive analytics.
  • Unit 10: Corporate IR / Labour Law Compliances
    • Disciplinary Action/ termination/ misconduct
    • Contract Labour (Regulation and Abolition) Act 1970
    • SHWW Act, 2013 (New Topic Added)
    • Shops and Establishment Act
    • Factory Act, 1948
    • BOWC (Building and Other Constructions Workers) Act, 1996
    • Trade Union
    • Industrial Disputes Act, 1947 (New Topic Added)
    • Minimum Wages Act
    • Apprenticeship Act, 1961 (New Topic Added)
    • HR Audit
  • Unit 11: Statutory and Legal Compliances
    • Employees Provident Fund (EPF)
    • Payment of Bonus
    • Employees State Insurance (ESI)
    • Payment of Gratuity
  • Unit 12:
    • Design and implement a comprehensive Hire to Retire cycle
    • Integrating all key HR processes from recruitment to retirement
    • Ensuring a seamless employee experience and organizational alignment.

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