Certified HR Business Partner 2.0 [cHRBP]- 12th Batch

Objective:

• Introduce the concept and practice of HR business partnering in modern organizations.
• Explore the dimensions and evolving roles of HRBP 2.0.
• Develop the capabilities and mindset essential for effective HR business partnering.
• Build knowledge of business acumen and strategy alignment for HR professionals.
• Enhance understanding of financial intelligence for HR decision-making.
• Provide insights into strategic human resource management and its organizational impact.
• Equip participants with tools for effective strategic workforce planning.
• Train participants in using HR analytics for data-driven business decisions.
• Prepare participants to design and implement succession management strategies.
• Establish the role of HRBP as an internal consultant to drive organizational change.

Modules:

Module-1: HR Business Partnering: Concept & Practice

Module-2: Dimensions For HRBP 2.0

Module-3: HRBP Capabilities and Mindset

Module-4: Business Acumen & Business Strategy

Module-5: Financial Intelligence for HRBP

Module-6: Strategic Human Resource Management

Module-7: Strategic Workforce Planning

Module-8: HR Analytics for Business Decisions

Module-9: Succession Management for Business Continuity

Module-10: HRBP as Internal Consultant

Upon completing the cHRBP program, participants will:

• Understand the principles and practices of HR business partnering.
• Articulate the key dimensions and evolving roles of HRBP 2.0.
• Develop and apply the capabilities and mindset needed for strategic HR leadership.
• Align HR strategies with organizational business objectives.
• Demonstrate financial intelligence in HR-related decision-making processes.
• Implement strategic human resource management practices effectively.
• Create and execute workforce plans that address current and future business needs.
• Leverage HR analytics to provide actionable insights for business decisions.
• Design and manage succession planning strategies to ensure business continuity.
• Operate as a trusted internal consultant, influencing stakeholders and driving organizational success.

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.”

“The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®)  criteria for recertification credit pre-approval.”

“This program is valid for 20 recertification points for APTD & CPTD of Association for Talent Development USA     

Features:
Duration: 4 Months
Class: 10 Sessions
Class schedule: Friday 02:00 PM - 04:00 PM GMT
Short Video Material: Will Provided
Mode of Learning: Virtual Class (Via Zoom)

Exam Method:

• Case Based Quiz
  • Total Quiz: 10
  • Mark for Each Quiz: 20
  • 70% Passing Mark
     
• Number of Online Final Exams: 01
  • Number of  MCQ Questions: 50
  • Exam Duration: 60 Minutes
  • Total Marks: 100
  • Pass Mark: 70%

Assignment: 

• Total Assignments: 02
• 01 Pre-Course Assignment (Learning Purpose)
• 01 Capstone Projects
  • Each Assignment Marks: 300
  • Pass Mark: 70%

'One of the best Program in HR Business Partnering. I have learnt about Business, Finance and its connection with HR' - Head of HR, MNC, Nigeria

'This is a comprehensive applocation focused course on HRBP. Perfectly covered all the dimensions of HRBP' - HRBP-Manufacturing Concern, Bangladesh

• Strategic Thinking
  • Ability to align HR strategies with organizational objectives to drive business outcomes.
• Business Acumen
  • Understanding of business operations, financial concepts, and market dynamics to contribute to strategic discussions.
• HR Analytics Proficiency
  • Expertise in interpreting data and utilizing analytics to inform HR and business decisions.
• Workforce Planning Expertise
  • Skills to anticipate workforce needs and design plans that ensure long-term organizational success.
• Consultative Skills
  • Capability to act as an internal consultant, influencing stakeholders and providing strategic advice.
• Change Management
  • Proficiency in leading and managing organizational change initiatives effectively.
• Succession Planning Mastery
  • Ability to design and implement strategies that ensure leadership continuity and talent readiness.
• Financial Intelligence
  • Knowledge of financial concepts to assess and articulate the impact of HR decisions on organizational profitability.