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

  • Module 1: HRBP Role & Strategic Alignment
    • 1.1 Evolution of the HR Business Partner role
    • 1.2 Difference between HRBP, HR Generalist & HR Specialist
    • 1.3 Strategic HR vs Operational HR
    • 1.4 Aligning HR with business strategy
    • 1.5 Case Study: HR as a Strategic Partner
  • Module 2: Workforce Planning & Talent Management
    • 2.1 Workforce analytics & planning techniques
    • 2.2 Talent acquisition strategies aligned with business needs
    • 2.3 Succession planning & internal mobility
    • 2.4 Role of HRBP in employer branding
    • 2.5 Tools for workforce planning & dashboards
  • Module 3: Employee Engagement & Experience
    • 3.1 Building a culture of engagement
    • 3.2 Designing employee experience journeys
    • 3.3 Employee motivation & retention strategies
    • 3.4 Role of HRBP in DEI (Diversity, Equity & Inclusion)
    • 3.5 Case Study: Engagement interventions
  • Module 4: Performance & Capability Development
    • 4.1 Performance management frameworks
    • 4.2 Coaching & mentoring for managers
    • 4.3 Learning & development planning
    • 4.4 Linking employee development to organizational goals
    • 4.5 HRBP as a talent coach
  • Module 5: Compensation, Rewards & HR Policies
    • 5.1 Compensation strategy & pay structures
    • 5.2 Incentives, recognition & benefits
    • 5.3 HR policies & compliance
    • 5.4 Global vs local HR policy considerations
  • Module 6: HRBP as Change Agent
    • 6.1 Common Payroll Errors and How to Fix Them
    • 6.2 Payroll Auditing Process
    • 6.3 Internal Controls in Payroll
    • 6.4 Reconciliation of Payroll vs Accounting Sample Audit Checklist
  • Module 7: Emerging Trends and Best Practices
    • 7.1 Cloud-based Payroll Systems
    • 7.2 Data Security in Payroll
    • 7.3 Integration with ERP Systems
    • 7.4 Legal Updates in Payroll (2025)
    • 7.5 Case Study: Best-in-class Payroll Process

Course Name: HR Payroll

  • Module 1: Statutory and Legal Compliance
    • 1.1 Employees’ Provident Fund (EPF)
    • 1.2 Payment of Bonus
    • 1.3 Employees’ State Insurance (ESI)
    • 1.4 Payment of Gratuity
  • Module 2: Payroll Components and Calculation
    • 2.1 Salary Structure Design
    • 2.2 Basic Salary, Allowances, Benefits
    • 2.3 Statutory Deductions
    • 2.4 Provident Fund (PF)
    • 2.5 Employee State Insurance (ESI)
    • 2.6 Professional Tax (PT)
    • 2.7 Income Tax (TDS)
    • 2.8 Overtime, Bonus, and Incentive Calculation
    • 2.9 Leave Encashment and Deductions
    • 2.10 Payroll Formulae and Calculation Scenarios (Hands-on exercises)
  • Module 3: Statutory Compliance and Reporting
    • 3.1 Understanding Labor Laws Related to Payroll
    • 3.2 Payment of Wages Act
    • 3.3 Minimum Wages Act
    • 3.4 PF & ESI Regulations
    • 3.5 Filing Returns
    • 3.6 PF Returns (Form 3A, 6A)
    • 3.7 ESI Returns (Form 5 & 6)
    • 3.8 TDS Return Filing (Form 24Q)
    • 3.9 Maintaining Employee Records
    • 3.10 Penalties for Non-Compliance
    • 3.11 Practical Case Study: Compliance Scenario
  • Module 4: Payroll System Configuration & Automation
    • 4.1 Introduction to Payroll Software (e.g., SAP, Tally, Zoho Payroll, ADP)
    • 4.2 Setting Up Employee Profiles
    • 4.3 Defining Salary Components in Software
    • 4.4 Payroll Processing Steps (Auto vs. Manual)

  • Module 1: Statutory and Legal Compliance
    • 1.1 Employees’ Provident Fund (EPF)
    • 1.2 Payment of Bonus
    • 1.3 Employees’ State Insurance (ESI)
    • 1.4 Payment of Gratuity
  • Module 2: Compensation And Benefits
    • 2.1 Payroll Processing
    • 2.2 Tax Planning for Salaried Employees
    • 2.3 Mathematical Functions
    • 2.4 Date and Time Function
    • 2.5 Text Functions and Data Validation
    • 2.6 Logical Functions
    • 2.7 Look up and Reference Functions
    • 2.8 Data Collection Method
  • Module 3: Corporate IR/Labour Law Compliance
    • 3.1 Disciplinary Action/Termination/Misconduct
    • 3.2 Contract Labor (Regulation And Abolition) Act 1970
    • 3.3 Shww Act, 2013
    • 3.4 Shops And Establishments Act
    • 3.5 Factory Act, 1948
    • 3.6 Bowc (Building And Other Constructions Workers) Act, 1996
    • 3.7 Trade Union
    • 3.8 Industrial Disputes Act, 1947 (New Topic Added)
    • 3.9 Minimum Wages Act
    • 3.10 Apprenticeship Act, 1961 (New Topic Added)
    • 3.11 Hr Audit
  • Module 4: Performance Management System
    • 4.1 Design a PMS System
    • 4.2 Goal Cascading
    • 4.3 Mapping the KRAs and KPIs
    • 4.4 Link Reward System to Achievement of KRAs
    • 4.5 Performance Counseling Techniques
    • 4.6 Reward and Recognition System.
    • 4.7 Performance Report and Dashboard
    • 4.8 Timelines Quarterly and Mid-Year Reviews
  • Module 5: Learning and Organizational Development
    • 5.1 Build Core and Functional Competency Frameworks
    • 5.2 Learning Need Analysis/Module Design /Budgeting/ Calendar
    • 5.3 Assessment Processes and Feedback Analysis
    • 5.4 ROI Measurement
    • 5.5 Organizational Diagnosis / Assessment
  • Module 6: HR Policies
    • 6.1 Why Policies, Steps to Frame HR Policy?
    • 6.2 HR Policy Framework/Checklist
    • 6.3 Attendance Policy
    • 6.4 Leave policy
    • 6.5 LTA and Reimbursement Policy
    • 6.6 Code of Ethics and Business Conduct
    • 6.7 Email, Internet and Computer use Policy
    • 6.8 Confidentiality and Non-Disclosure Policy
    • 6.9 Effective Retention Policies
  • Module 7: HR-Business Partner
    • 7.1 Contributions of HR from Business Perspective
    • 7.2 Review and Analyze Business Unit Data
    • 7.3 Employee Budgeting and ManPower Planning
    • 7.4 Workforce Planning, Succession Planning, Career
    • 7.5 Architecture Program and Skills Assessment
    • 7.6 Attrition Issues and Control
  • Module 8: Employee Relationship Management
    • 8.1 Joining Formalities and Relieving Procedure
    • 8.2 Exit Interviews
    • 8.3 Employee Engagement
    • 8.4 Communication Downward, Upward, Horizontal
    • 8.5 Gamification and Modern age engagement activity
    • 8.6 Be open to coach and mentor
    • 8.7 Open to new Idea and Initiative
    • 8.8 Human Resource Round Table
    • 8.9 Practical Role Play for Employee Relationship Building
    • 8.10 Grievances
  • Module 9: Recruitment and Selection
    • 9.1 End-to-End Recruitment Process
    • 9.2 Job Analysis, Job Advertisement
    • 9.3 Industry Mapping
    • 9.4 Head Hunting and Blind Recruitment
    • 9.5 Profile Sourcing – Hands-on Experience on Job Portals, i.e., Naukri | Monster | Timesjob | LinkedIn
    • 9.6 Sourcing Methodologies – Boolean Search, Keyword Search
    • 9.7 Screening, Short-Listing of Resume

Sample Certificate

Sample Certificate
Grading & Award of Class for Our Online Certificate Programme
Marks Letter Grade Description Grade Point
90 to 100 O Outstanding 10
80 to 89 A+ Excellent 9
70 to 79 A Very Good 8
60 to 69 B+ Good 7
50 to 59 B Above Average 6
45 to 49 C Average 5
40 to 44 P Pass 4
00 to 39 F Fail 0
AB AB Absent 0

Marks obtained by a student will be converted into grades at the time of result declaration.

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