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Human Resources Management

Certificate Program for Indian Executives

*Three-month zero-interest EMI Option available

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Build on your people management skills

Talentedge is proud to offer Human Resources Management Certificate Program for Indian Executives in collaboration with eCornell, Cornell University’s online learning platform.

Whether you’re a specialist or a beginner in the world of human resources, there are a few core competencies that every HR executive should possess.

A certificate in Human Resources Management from eCornell provides you with the foundation that you need for a successful career in the domain by laying out the pathway for you to align your HR department to your organizational goals. The HR certificate offered by eCornell follows a result-oriented and practical approach, delving into real-world examples and exercises. By the end of this program, you will possess the skills necessary to develop and implement successful HR practices that will enable your organization to improve its performance by reducing attrition and through better overall people management. The program gives you in-depth instruction on the essential components of human resources. Courses cover how to train managers to deliver effective performance feedback, ways to identify effective planning, recruitment, and selection practices, how to promote widespread employee engagement and how to counter bias in the workplace.

Syllabus

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Aligning Employee Performance with Organizational Goals
Total Rewards Compensation
Navigating Labor Relations
Facilitating Staffing Decisions
Driving Engagement for HR
Employee Training and Development
Countering Bias in the Workplace for HR
Fostering a Coaching Culture
Consulting Skills for Internal HR
What You Will Learn
Benefit
360-Degree Implementation of HR Frameworks

Recognize and apply elements of the total rewards framework, deliver effective performance feedback, rate employees accurately, and mitigate legal risk

Benefit
Positively Affect Relationships among Management, Unions and Employees

Analyze labor relations environments, understanding regulatory and organizational elements and how they affect relationships between management, unions and employees

Benefit
Align Staffing Strategies with Business Strategies

Identify effective planning, recruitment, and selection practices to align selection and staffing strategies with business strategies

Benefit
Enhance Employee Engagement

Diagnose root causes of suboptimal levels of engagement among different employee groups, recognize unconscious bias and how it affects the way that people perceive, evaluate, and react to others and identify appropriate solutions

Benefit
Training and Development

Choose training methods, technologies and content that are appropriate for the learner population

Benefit
Develop an Internal Consulting Relationship with Employees

Learn ways to launch an internal consulting relationship based on a written or verbal contract

What Will You Earn

  • Certificate of Completion in Human Resources Management
  • 72 Professional Development Hours (7.2 CEUs)
  • 54 Continuing Education Units (CEUs) Toward PHR Recertification
  • 54 Professional Development Credits (PDCs) Toward SHRM-CP and SHRM-SCP Recertification

View Sample Certificate

Participation-Certificate

Inside the Program

  • Courses begin every 2 weeks, so you can start whenever you’re ready. You can take the courses back to back or take time off between your courses.
  • Students spend approximately 3-5 hours per week.
  • Lectures, text transcripts, readings, discussions, and projects are accessible 24 hours a day for three weeks each.
  • Courses include multiple-choice quizzes and instructor-moderated discussions. A final project is required for each course, allowing you to practice what you’ve learned in a real-world context
  • Expect plenty of opportunities for collaboration and networking with fellow participants both during and after your courses.

Eligibility

  • Graduates (10+2+3) or Diploma Holders (only 10+2+3) from a recognized university (UGC/AICTE/DEC/AIU/State Government) in any discipline
  • Proficiency in English, spoken & written, is mandatory

Who Should Enroll?

  • Global HR professionals from for-profits, NGOs, and governmental agencies
  • Line-level HR professionals with 0-5 years' experience
  • Aspiring HR professionals

Program Details

  • Duration: 4.5 months
  • No. of Courses: 9
  • Effort: 3-5 hours per week
  • Format: 100% online
  • Model: Instructor-led
ABOUT eCornell

As Cornell University’s online learning unit, eCornell delivers online professional certificate programs to individuals and organizations around the world. Courses are personally developed by Cornell faculty with expertise in a wide range of topics, including hospitality, leadership and management, marketing, human resource, technology and data analytics. Students learn in an interactive, small class format to gain skills they can immediately apply in their organizations. eCornell has offered online learning courses and certificate programs for 18 years to over 150,000 students at more than 2,000 companies.

Faculty
Alex Colvin

Alex Colvin

Professor, Cornell ILR School

Alexander Colvin is Associate Dean for Academic Affairs, Diversity, and Faculty Development and the Martin F. Scheinman Professor of Conflict Resolution at the ILR School, Cornell University. He is an associate member of the Cornell Law Faculty. His research and teaching focuses on employment dispute resolution, with a particular emphasis on procedures in non-union workplaces and the impact of the legal environment on organizations. Read Less
Christopher Collins

Christopher Collins

Associate Professor, Cornell ILR School

Christopher J. Collins is an Associate Professor of Human Resource Management and Director of CAHRS in the ILR School at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland. Dr. Collins’ teaches, conducts research, and does consulting in the areas of strategic human resource management, the role of HR practices and leadership in driving employee engagement, and the role of HR in driving firm innovation and knowledge creation. His research has been accepted for publication in the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, and Human Performance. In addition, Dr. Collins serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, the Journal of Management, and Personnel Psychology. He currently teaches courses in Human Resource Management, Organizational Consulting, and Business Strategy to masters and undergraduate students in the ILR School at Cornell University. Dr. Collins has taught executive development programs at Cornell University and the Society of Human Resource Management. He has also worked as a private HR consultant or conducted executive development programs to multiple Fortune 500 organizations and several startup organizations. His consulting work has primarily focused on talent management, employee engagement, and strategic HR planning. Dr. Collins is a member of the Academy of Management, Strategic Management Society, and Society for Human Resource Management. Read Less
Diane Burton

Diane Burton

Associate Professor, Cornell ILR School

Diane Burton is a faculty member in the ILR School at Cornell University. Her primary appointment is in human resource studies with courtesy appointments in organizational behavior and sociology. Prior to joining the Cornell faculty in 2009, she was a faculty member at the MIT Sloan School of Management. Dr. Burton started her academic career at the Harvard Business School teaching leadership and organizational behavior. She earned her Ph.D. in sociology at Stanford University and served as a lecturer and researcher in organizational behavior and human resources management at the Stanford Graduate School of Business. Read Less
Lisa Nishii

Lisa Nishii

Associate Professor, Cornell ILR School

Lisa Nishii joined the faculty of the Human Resource Studies department at the ILR School, Cornell University after receiving her Ph.D. and M.A. in Organizational Psychology from the University of Maryland, and a B.A in economics from Wellesley College. Nishii is an expert on inclusion in organizations. Her research focuses on the confluence of organizational practices, leadership behaviors, and climate for inclusion on individual and group-level outcomes. Using multi-level and multi-method research designs across a number of large-scale federally funded projects, she has found that leaders play an important role in shaping inclusion. In particular, the extent to which leaders role model inclusive behaviors, clarify the learning and innovation benefits of diversity for the group’s work, and set strong norms related to interpersonal interactions, determines the inclusiveness of their workgroup climates. In turn, workgroup climate has important implications for the authenticity of the relationship that group members develop, the positive versus negative quality of relational ties, the information that is shared among group members, the extent of conflict that is experienced, and ultimately the creativity, financial performance, and turnover rates associated with these groups. Workgroup climate also impacts individual-level experiences of discrimination versus inclusion, as well as engagement and performance. She is currently developing and testing the effectiveness of training interventions for leaders as well as for in-tact teams on how to cultivate workgroup inclusion. Nishii’s earlier research focused primarily on diversity in individual-level cognition and behavior as determined by national culture. Nishii actively publishes in top-tier journals, including the Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Science, and serves on the editorial boards for AMR, AMJ, and JAP. She is currently the Chair of the Academy of Management’s Gender and Diversity in Organizations Division, and the Chair of the ILR School’s International Programs. She serves on a variety of college and university-level councils for diversity, globalization, and engaged learning. Nishii also consults with multinational companies, primarily related to diversity and inclusion and organizational assessment. Read Less
Brad Bell

Brad Bell

Professor, Cornell ILR School

Bradford S. Bell is an Associate Professor of Human Resource Studies and Director of Human Capital Development and Executive Education in the School of Industrial and Labor Relations at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his M.A. and Ph.D. in Industrial and Organizational Psychology from Michigan State University. Dr. Bell teaches courses in Human Resource Management, Training and Development, and Work Groups and Teams to graduate and undergraduate students. Dr. Bell worked in the management and organization development department of First USA Bank/Banc One and has worked as an HR consultant for multiple private and public firms. Dr. Bell is a member of the Academy of Management, Society for Industrial and Organizational Psychology, and American Psychological Association. Read Less
Harry Katz

Harry Katz

Professor, Cornell ILR School

Harry C. Katz is the Jack Sheinkman Professor of Collective Bargaining at the School of Industrial & Labor Relations, Cornell University. He received his Ph.D. in Economics from the University of California at Berkeley. After teaching at MIT he came to the New York State School of Industrial and Labor Relations at Cornell University in 1985. Read Less
Stephanie Thomas

Stephanie Thomas

Professor, Cornell ILR School

Stephanie R. Thomas is a Lecturer in the Department of Economics at Cornell University. She teaches courses in microeconomics, labor economics and personnel economics. From August 2013 through June 2016, Dr. Thomas also served as the Program Director of the ILR School’s Institute for Compensation Studies, an interdisciplinary initiative that analyzes, teaches and communicates about monetary and non-monetary rewards from work. Dr. Thomas earned her Ph.D. in Economics from the New School for Social Research. Read Less
Kevin Hallock

Kevin Hallock

Dean, Cornell SC Johnson College Of Business

Kevin F. Hallock is Dean and Professor of Strategy and Business Economics at the Cornell SC Johnson College of Business and the Joseph R. Rich ’80 Professor of Economics and Human Resource Studies and Founding Director of the Institute for Compensation Studies in the ILR School at Cornell University. Previous Cornell positions include the Chair of the University Financial Policy Committee, the Kenneth F. Kahn ’69 Dean of the School of Industrial and Labor Relations, and the Donald C. Opatrny ’74 Chair of the University-Wide Department of Economics. He is also a Research Associate at the National Bureau of Economic Research. In 2013, he was elected a Fellow of the National Academy of Human Resources. Kevin’s work has covered a variety of topics including executive compensation, compensation design, discrimination, compensation of persons with disabilities, strikes, the gender gap, job loss, the link between labor and financial markets, the valuation of employee stock options, compensation of leaders of for-profits, nonprofits and labor unions, retirement, and quantile regression. His current research is focused on labor markets, executive compensation, and the plan design and mix of employee compensation. His work has been published in a variety of outlets including the American Economic Review, the Journal of Corporate Finance, the Journal of Labor Economics, the Journal of Financial and Quantitative Analysis, the Journal of Public Economics, the Industrial and Labor Relations Review, Industrial Relations, and the Journal of Economic Perspectives. Funding for his research has come from various sources, including the American Compensation Association, the National Bureau of Economic Research, the U.S. Department of Labor, the U.S. Department of Education and the Alfred P. Sloan Foundation. He is the recipient of the Albert Reese Award for the Best Dissertation in Labor Economics from the Industrial Relations Section at Princeton University and the John Dunlop Outstanding Young Scholar Award from the Labor and Employment Relations Association. He earned a B.A. in Economics, Summa Cum Laude, from the University of Massachusetts at Amherst in 1991, an M.A. in Economics from Princeton University in 1993 and a Ph.D. in Economics from Princeton University in 1995. Read Less
Linda Barrington

Linda Barrington

Associate Dean For Outreach, Cornell SC Johnson College Of Business

Linda Barrington is the Associate Dean for External Relations in the Cornell SC Johnson College of Business, as well as the executive director of Cornell’s Institute for Compensation Studies. Dr. Barrington’s published research addresses employee compensation, gender issues in the workplace, employees with disabilities, and workforce demographics. Read Less
John Hausknecht

John Hausknecht

Associate Professor, Cornell ILR School

John Hausknecht is an associate professor of human resource studies at Cornell University. He earned his Ph.D. in 2003 from Penn State University with a major in industrial/organizational psychology and minor in management. He received the 2004 S. Rains Wallace Award for the best dissertation in the field of industrial/organizational psychology. Professor Hausknecht’s research primarily falls within the domain of staffing and has appeared in the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. Recent papers have examined applicant persistence in selection settings, reactions to company hiring practices, and predictors and consequences of collective-level absenteeism and turnover. He currently serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. Professor Hausknecht teaches undergraduate and graduate-level courses on human resource management, staffing organizations, and HR analytics. He received the ILR School’s MacIntyre award for exemplary teaching in 2008. Prior to academia, he worked as a consultant to Fortune 500 firms in the areas of leadership assessment, talent management, and organizational change. Professor Hausknecht is a member of the Academy of Management, American Psychological Association, Society for Industrial and Organizational Psychology, and Society for Human Resource Management. Read Less
Key Highlights
  • 16+ hours of Live and Interactive sessions by c-suite practitioners
  • Learn through contemporary and relevant case studies in the Indian Industry
  • Gain a deeper understanding of leadership experience in India through Leadership Arena
  • Peer learning through live discussions, group assignments, and concept simulations
Delivery Methodology
  • Home Read (A Pre-requisite): Content will be shared a week in advance for the learners to pre-read the modules before the sessions begin. Each batch starts with a pre-test, and the scores published in real-time. Practitioner time is utilized in ensuring 100% concept clarity. Each session ends with a post-test to assess real-time improvement.
  • Virtual Delivery: All sessions conducted in a synchronous mode over the Talentedge platform.
Fee Structure
Program Fee INR 195000
Discounted fee INR 70000
Block payment INR 8475 +GST
Balance Payment INR 61525 +GST

*Three-month zero-interest EMI Option available

Note: Cohorts have limited seats only and admission is on first come first serve basis for qualifying participants

Application Process

All applications for this program must be made through online registration on the website. As a part of the application process, you will be required to furnish details about your educational qualification and professional work experience. On payment of the full programme fee, your Talentedge Academic Counsellor will complete your student registration process with eCornell post which you will start to receive all communication and course related access credential from eCornell directly.

In case payment is being made online through Credit Card/Debit Card, please ensure that you have the Credit Card/Debit Card with you at the time of filling out the online Application Form at https://talentedge.com/. If you have opted to pay the Application Fee/Instalments of the Fee through Demand Draft/Pay Orders, then please ensure that the Demand Draft/Pay Orders for the applicable amount is made favoring “Arrina Education Services Private Limited” payable at Mumbai and is sent to the address provided below along with the downloaded copy of your Application Form. Please ensure that you write your Name, Course Name and Contact number at the back of your Demand Draft/Pay Order.

All Demand Draft/Pay Orders along with a downloaded copy of your Application Form must be sent to.

Student Relations Manager,

TALENTEDGE,

21, Institutional Area, Sector 32,

Gurgaon 122003, Haryana, INDIA.

Cancellation Policy

Refund Policy

  • Students can claim a refund for the amount paid towards the program at any time before the batch commencement date by raising a request with their Student Relationship Manager. A processing fee of Rs. 10,000 will be levied. If less than Rs. 10,000 has been paid in total, the student shall not be eligible for any refund in such a case.
  • Students shall not be eligible for any refund under any circumstances if any such refund requests are raised after the batch commencement date, and students will continue to pay the EMI for the loan (if applicable), and such loan cannot be cancelled. This is also applicable for those students who could not complete their payment and could not be enrolled in the batch they opted for. However, students can raise a request for the pre-program deferral as per the policy given below for the same.

Deferral Policy: (Pre-Program Commencement)

  • If a student is unable to commence with the current batch due to unavoidable circumstances and requests a deferral before the cohort starts, we provide the opportunity for the student to defer to another batch.
  • However, the student will be required to pay 50% of the total course fee amount (inclusive of taxes) before the deferral can be approved. Until this is completed, the student will be assumed to be continuing in the same batch.
  • The student has time until the current cohort launch date to make the payment of the 40% program fee, after which the deferral request will expire. Once the deferral window has expired and the student asks for a refund thereafter, the above-mentioned applicable refund policy will apply.
  • No additional deferral fee is required to be paid by the student in the above-given scenario.

Deferral Policy: (Post Program Commencement)

  • If a student is having severe issues dedicating time to the course, we provide the opportunity for the student to defer to another batch.
  • A student may request deferral to either of the scheduled cohorts beginning the following year from the batch start date of the student's initial batch only once.
  • The student will be required to pay a deferral fee of 10% of the total course fee (plus taxes) along with the differential program fees between the two batches (if applicable). The deferral request will be approved once the deferral fee is paid. Until this is completed, the student will be assumed to be continuing in the same cohort.
  • If the student completes the deferral payment, the student’s login will be disabled, and the student will leave the deferred batch and start learning on the new batch from the last assignment that was graded in the deferred batch. All grades and progress up to that point will be carried over to the new cohort in their entirety.
  • The deferral can only be requested while the batch for which the student has enrolled is ongoing. Once the batch has been completed, deferral requests will not be entertained. For clarification, "batch completion" here shall mean the "last grace deadline" as communicated by Talentedge/upGrad
  • The deferral can only be requested while the batch for which the student has enrolled is ongoing. Once the batch has been completed, deferral requests will not be entertained. For clarification, "batch completion" here shall mean the "last grace deadline" as communicated by Talentedge/upGrad

All cases of deferral require explicit approval from the institution and will be accepted only if the institution agrees. In the event of non-agreement, we will follow the refund policy above.

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