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How to Become a Chief Human Resources Officer (CHRO) or Vice President of HR?

How to Become a Chief Human Resources Officer (CHRO) or Vice President of HR?

Curriculum

21 Sections
124 Lessons
10 Weeks

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Introduction
2
- 1.1
  What is HR
- 1.2
  Why is HR a necessity?
Strategic Leadership in Human Resources
5
- 2.1
  Strategic HR Leadership
- 2.2
  Understanding the Role of CHRO/VP of HR in Organizational Strategy
- 2.3
  Overview of Key Responsibilities and Challenges
- 2.4
  Importance of Aligning HR Initiatives with Business Objectives
- 2.5
  Case Studies
Strategic Planning and Organizational Development
2
- 3.1
  Strategic Planning and Organizational Development
- 3.2
  Implementing Change Management Initiatives
Recruitment and Selection
10
- 4.1
  Job Analysis
- 4.2
  Job Descriptions
- 4.3
  Job Postings
- 4.4
  Candidate Sourcing
- 4.5
  Screening and Shortlisting
- 4.6
  Interviews
- 4.7
  Assessment and Evaluation
- 4.8
  Reference Checks
- 4.9
  Offer and Onboarding
- 4.10
  Rest
Training and Development
8
- 5.1
  Orientation and Onboarding
- 5.2
  Skill Development
- 5.3
  Leadership Development
- 5.4
  Career Development
- 5.5
  Professional Development
- 5.6
  Performance Improvement
- 5.7
  Training Evaluation
- 5.8
  Continuous Learning Culture
Performance Management
10
- 6.1
  Setting Performance Standards
- 6.2
  Performance Planning
- 6.3
  Ongoing Monitoring and Feedback
- 6.4
  Performance Reviews
- 6.5
  Feedback and Coaching
- 6.6
  Performance Improvement Plans (PIPs)
- 6.7
  Recognition and Rewards
- 6.8
  Performance Analytics and Reporting
- 6.9
  Case Study
- 6.10
  Answer
Talent Acquisition and Recruitment
9
- 7.1
  Introduction
- 7.2
  1- Key Responsibilities
- 7.3
  Attracting Candidates
- 7.4
  Sourcing Candidates
- 7.5
  Hiring Process Management
- 7.6
  Team Structure
- 7.7
  Division by Job Functions or Business Units
- 7.8
  Rest
- 7.9
  Case Studies
Compensation and Benefits
6
- 8.1
  Salary Structures
- 8.2
  Bonuses and Incentives
- 8.3
  Health Benefits
- 8.4
  Retirement Plans
- 8.5
  Other Perks and Benefits
- 8.6
  Compensation Strategy and Market Analysis
Employee Relations
9
- 9.1
  Addressing Employee Concerns
- 9.2
  Handling Grievances
- 9.3
  Promoting a Positive Work Environment
- 9.4
  Fostering Open Communication
- 9.5
  Training and Development
- 9.6
  Legal Compliance and Ethics
- 9.7
  Rest
- 9.8
  Case Study
- 9.9
  Answer
Legal and Compliance
5
- 10.1
  Understanding Employment Laws and Regulations
- 10.2
  Handling Legal Issues and Claims
- 10.3
  Maintaining Accurate Records and Documentation
- 10.4
  Training and Education
- 10.5
  Legal Counsel and Collaboration
Human Resource Planning
7
- 11.1
  Analyzing Organizational Goals and Objectives
- 11.2
  Assessing Current Workforce Capabilities
- 11.3
  Identifying HR Gaps and Needs
- 11.4
  Developing HR Strategies and Initiatives
- 11.5
  Monitoring and Evaluating HR Strategies
- 11.6
  Adapting to Change and Uncertainty
- 11.7
  Rest
Diversity and Inclusion
5
- 12.1
  Understanding Diversity and Inclusion
- 12.2
  Implementing Diversity Initiatives
- 12.3
  Providing Training and Education
- 12.4
  Fostering a Culture of Inclusion
- 12.5
  Measuring and Evaluating Progress
Employee Engagement and Retention
5
- 13.1
  Understanding Employee Engagement and Retention
- 13.2
  Measuring Employee Engagement and Satisfaction
- 13.3
  Implementing Retention Programs and Initiatives
- 13.4
  Addressing Factors Leading to Turnover
- 13.5
  Building a Positive Work Environment and Culture
HR Technology and Systems
4
- 14.1
  Understanding HR Technology and Systems
- 14.2
  Key HR Technology and Systems
- 14.3
  Benefits of HR Technology
- 14.4
  Implementation and Integration
Organizational Development
4
- 15.1
  Understanding Organizational Development
- 15.2
  Key Components of Organizational Development
- 15.3
  Benefits of Organizational Development
- 15.4
  Implementation and Execution
HR Operations
7
- 16.1
  HRIS Management
- 16.2
  Administrative Tasks
- 16.3
  HR Analytics
- 16.4
  Compliance Reporting
- 16.5
  Policy and Procedure Implementation
- 16.6
  Rest
- 16.7
  Case Studies
Diversity, Equity, and Inclusion (DEI)
4
- 17.1
  Diversity
- 17.2
  Equity
- 17.3
  Inclusion
- 17.4
  Case Studies
HR Analytics and Metrics
7
- 18.1
  Data Analysis and Trend Identification
- 18.2
  Performance Measurement
- 18.3
  Workforce Planning and Talent Management
- 18.4
  Collaboration and Strategic Decision-Making
- 18.5
  Continuous Improvement and Innovation
- 18.6
  Rest
- 18.7
  Case Studies
HR Aspects
5
- 19.1
  Other Aspects
- 19.2
  HR Metrics and KPIs
- 19.3
  Example
- 19.4
  Example: How HR plans
- 19.5
  How HR is Planning For Process?
Ethical Leadership and Compliance
4
- 20.1
  Promoting Ethical Behavior within the Organization
- 20.2
  Ensuring Compliance with HR Laws and Regulations
- 20.3
  Handling Ethical Dilemmas in HR
- 20.4
  Case Studies
Communication and Stakeholder Management
6
- 21.1
  Effective Communication Strategies for HR Leaders
- 21.2
  Building Relationships with Internal and External Stakeholders
- 21.3
  Managing Conflicts and Negotiations
- 21.4
  Case Studies
- 21.5
  Exam
- 21.6
  Contact From

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Analyzing Organizational Goals and Objectives

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