Gain leaders’ trust to sharpen the

human capital agenda

Navigate across contexts to create Understand business imperatives,

tangible impact connect people initiatives
 Learners
empowered
through bespoke
projects last year

Flagship certificate courses for HR Journeys covering

professionals HR across roles
and career stages

Bespoke HR capability journeys for

organizations

Alumni Course
refer someone recommendation
for a course score

HR
Professionals
empowered to
impact business
outcomes
 Comprehensive
Assessment

Assignment

Learning Lab

Online Discussion

E-Learnings

Registration
 Candidate Interviewing Diversity &
Selection
Experience Inclusion

Talent Success Next

Final Final
Analytics Partnering Generation Assessment
Supply Profiles Skills Assessment
TA

Day 1 Day 2 Day 3 Assessment

Learning journey spanning across four contact classes and a comprehensive online assessment

Online Learning Modules*

*Active for one year

 Final Assessment

Assignments

Class Participation

Online Discussion
• Final Assessment can only be taken
after attending all eight modules
E-Learnings
• Minimum 50% is required in the final
assessment

• At least 50% aggregate score is required to

complete the certification
 Talent Supply
Provide a framework to identify TA priorities

Objectives

• Understand the evolution of Talent Acquisition as a function

beyond recruitment

• Analyze strategic talent priorities under the broad themes of

market maturity, organization readiness, and organization
aspiration

• Explore the TA value chain and understand stakeholder Outcomes

expectations
• Leverage the micro and macro factors affecting the
talent supply

• Prioritize areas of focus to attract and hire the right

talent

• Translate business requirements to hiring needs

through structured workforce planning
 Success Profiles
Identify success factors for critical roles

Objectives

• Develop a working understanding of role requirements through

tools such as Job Descriptions

• Analyze role requirements to identify required KSAPCs for

success in a role

• Customize success factors basis role, organization

environment and industry context Outcomes

• Write effective job descriptions mapped to

organization levels

• Create success profiles for effective assessments

• Partner with hiring managers to build alignment

 Candidate Experience
Bring the employer brand alive through the
candidate experience

Objectives

• Learn the role of employer brand as a differentiator in today’s

talent market

• Understand the linkage between consumer brand and employer

brand

• Review the candidate experience to check alignment with the

employer brand Outcomes

• Engage with candidates across the various

touchpoints of the TA process

• Make relevant design choices to align candidate

experience with EVP factors

• Communicate effectively with candidates to

actualize brand experience
 Selection
Identify relevant selection tools for right hiring
decisions

Objectives

• Understand reliability and validity considerations across

selection tools

• Learn how to map the right tools to each step in the hiring
funnel basis role and level

• Master how to make the right hiring decisions using inputs

from a variety of tools Outcomes

• Learn to look at the holistic human being while

making hiring decisions

• Select the appropriate tools in your selection process

based on the role requirement

• Gather inputs towards hiring decision across the

hiring funnel
 Interviewing
Conduct interviews to evaluate job and
organization fit

Objectives

• Use standard and relevant questions to gather appropriate

evidence for hiring decisions

• Learn how to use the STAR (Situation Task Action Result)

model while interviewing

• Prepare interviewers to use the ORCE (Observe Record

Outcomes
Classify Evaluate) Model for evaluating responses
• Implement structured interviews for a fair and
objective process

• Build interview guides with behavioral probes

• Deploy asynchronous video-based interviews for

better efficiency and experience
 Diversity & Inclusion
Understand how to hire and enable diverse
talent groups

Objectives

• Understand why diversity is a top priority for the Talent

Acquisition function

• Know the essentials for a fair selection to encourage

diversity in the organization

• Learn how to eliminate bias from the recruitment process

Outcomes

• Encourage diverse talent groups to apply to and

work with your organization

• Design an objective selection process that does not

discriminate against any talent group

• Boost your employer brand and attract / retain

diverse workforce
 Analytics
Enable data-driven talent supply decisions

Objectives

• Learn basic statistical tools to analyze relevant data sets

• Drive actionable insights towards improvement and impact in

Talent Acquisition

• Build predictive models to help TA professionals take effective

decisions and actions
Outcomes

• Choose the right set of metrics to govern talent

acquisition

• Harness analytics to measure and improve talent

acquisition processes and outcomes

• Review data, uncover insights, and drive decision

making for effectiveness
 Partnering Skills
Emerge as a Trusted Advisor for stakeholders

Objectives

• Learn the business partnership steps of Engage, Listen, Frame,

Envision and Commit

• Explore what line managers are looking for and communicate

with them effectively

• Practice to build a compelling business case for TA initiatives

Outcomes

• Apply consulting skills when you engage with hiring

managers and business leaders

• Analyze your organization and position to hire the

best talent

• Transform from being a functional role holder to a

business driver
 Next Generation TA
Leverage emerging trends in TA

Objectives

• Get acquainted with emerging trends in the function

• Explore the application of technology to improve internal

process and stakeholder experience

• Identify new digital skills to hire for in order to build a future-

ready workforce
Outcomes

• Proactively engage on future skills with business

managers

• Leverage the gig economy to hire for niche or short-

term skills

• Mindfully deploy technology and analytics to

measure Return on Investment
Pritish manages the Aon HR Learning Center (AHLC) portfolio.
In his role, he directly leads the business operations, sales and
go-to market strategy for AHLC. He also supports content
creation initiatives for various priority modules in HR and
manager capability. He enjoys facilitation and often leads
public programs for AHLC, apart from facilitator capability
building initiatives.

In his new role, Pritish also helps drive the commercial

strategy of the consulting business by focusing on new
business incubation. He also leads the Aon HR Knowledge
Center, that drives the sales excellence and knowledge
Pritish Gandhi
management agenda of the organization.
Leader,
Aon HR Learning
Pritish has actively contributed to Aon’s flagship research: Top
Center
Companies for Leaders and Best Employers. He has
published articles such as Engaged Leaders Drive
Engagement and Best Practices in Global Mobility. In his
earlier role, he was a part of a regional team which designed
the Best Employers 2.0 framework.
Pritish’s Mantra
We shape our buildings;
thereafter they shape us
Winston Churchill
Pooja Goenka leads content development at AHLC – Aon HR
Learning Center and looks after content creation and
customization for client projects and public workshops. She
has anchored the development of multiple AHLC courses such
as BEI, Talent Acquisition and HR Analytics.

Prior to Aon, she was a Consultant at DDI India. During her

stint at DDI, she managed client projects across the gamut of
talent management ranging from testing solutions, 360
surveys, behavioral interviewing interventions and competency
building to assessment design, implementation, coaching and
succession planning. She also supported the marketing and
business development teams in various initiatives and client Pooja Goenka
interactions. After DDI, she worked as an independent Content Leader,
consultant in the fields of employee engagement, talent Aon HR
management and training facilitation. She has worked with Learning Center
clients across industries such as Manufacturing, IT, Business
Conglomerates and BFSI.

Pooja has a Master’s degree in Human Resources and Labour

Relations from Tata Institute of Social Sciences, Mumbai and a Pooja's Mantra
Bachelor’s degree in Psychology and Organizational Studies
Don’t try to become a man
from the University of Michigan. She is certified as a
of success, rather try to
Facilitator, Assessor, BEI Interviewer and Coach. She is also
become a man of value
certified on psychometric inventories such as Hogan and
ADEPT-15. Albert Einstein
Shivanker Singh leads the pre hiring arm of Aon’s Selection
and Assessment business in India. His span of work at the firm
has projects that involve creation of HR strategy, HR
Effectiveness and integrated HR Transformation projects.

In the area of selection and assessment, Shivanker has led

projects for organizations in the QSR and IT/ ITeS industries,
developing competency frameworks and delivering
assessment and selection tools through Aon’s online platform.
His expertise lies in the HR analytics involved in the design
and post implementation ROI analysis.

He has also been part of integrated HR Transformation Shivanker Singh

projects for a number of family led enterprises. These projects Lead,
typically include a gamut of interventions, including the design Behavioral
of the organization’s structure, levels, job descriptions, and Assessments,
talent management processes. CoCubes, An Aon
Company

Shivanker is a Mechanical Engineer and an MBA(HR). He also

has a Dual Masters degree in Operations Research (Advanced Shivanker’s Mantra
Analytics) and HR/OD from The Pennsylvania State
University, USA. Data is just like crudeoil, is
valuable, but if unrefined it
cannot be really used
Michael Palmer
 Participant Certification
Terms & Conditions Learning Center Handbook Certified Talent
Click to view Classroom sessions Pre-reads Acquisition
24 hours 6 hours Professional

Connect with us
aonahlc@aon.com
+91 97111 92301 Course Fee (inclusive of taxes)
INR 50,000
Participation will be confirmed post payment
Aon AHLC Inquiry Mailbox Renny Koshy
aonahlc@aon.com renny.koshy@aon.com
011 43145500 +91 971 119 2301