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Pagre-rekrut gamit ang AI: Awtomat at Optimize [FIL]

PapaHR ⇢ HR, SHRM, AI ChatGPT, Analytics, Management, Leadership PHRi Certification, Business Skills, People, Marketing, Project

0(279 students)

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All Levels

About this course

Ang kursong “AI in Recruiting and Sourcing” sa Mike Pritula Academy ay idinisenyo upang bigyan ang mga HR professionals, recruiters, at sourcers ng kaalaman at kasanayan para epektibong maisama ang artificial intelligence (AI) sa kanilang mga proseso ng recruitment. Sa pamamagitan ng paggamit ng AI tools, maaaring mapahusay ng mga kalahok ang kahusayan, makaakit ng de-kalidad na mga kandidato, at mapanatili ang kompetitibong bentahe sa talent acquisition. Ano ang Matututuhan Mo:• Mga Oportunidad at Trend ng AI sa Recruiting at Sourcing: Pag-unawa sa papel ng AI sa modernong recruitment, kabilang ang mga pinakabagong trend, inobasyon, at matagumpay na mga case study.

• Pag-optimize ng Job Texts at Larawan gamit ang AI: Paano nakatutulong ang AI sa paggawa at pagpapahusay ng job descriptions, pagsusuri ng job ads, at awtomatikong paggawa ng mga larawan para sa postings. • Awtomatikong Pagpili ng Kandidato: Pagkilala kung paano pinapahusay ng AI ang paghahanap at pagpili ng kandidato, kabilang ang paggamit ng algorithms at integrasyon sa Applicant Tracking Systems (ATS). • Automation ng Sourcing at Komunikasyon sa Kandidato: Paggamit ng AI tools para sa pag-automate ng sourcing, komunikasyon, at personalized na mensahe upang mapabuti ang engagement at response rate.

• Pagsusuri ng Kandidato at Analisis ng Panayam: Paano ginagamit ang AI sa pagtatasa ng kompetensya ng kandidato, pag-analisa ng panayam, at paggamit ng tools para sa transcription at objective assessment. • Pagpapalakas ng Employer Branding at Recruitment Marketing: Paano pinatitibay ng AI ang employer brand, sinusuri ang interaksyon ng mga kandidato, at ina-automate ang recruitment marketing. Programa ng Kurso:1.

Mga Oportunidad at Trend ng AI sa Recruiting at SourcingPanimula sa AI at papel nito sa modernong recruiting. Pinakabagong trend at inobasyon sa AI para sa recruiting. Mga matagumpay na halimbawa ng AI applications.

Mga posibleng risk at hamon sa paggamit ng AI. Mga prediksyon para sa hinaharap. 2.

Pagtrabaho sa Job Texts at Larawan para sa Job PostingsPaano nakatutulong ang AI sa paggawa at pag-optimize ng job descriptions. Paggamit ng AI para gawing mas kaakit-akit ang job ads. Awtomatikong paggawa at pag-optimize ng mga larawan gamit ang AI.

Mga praktikal na halimbawa at tools. Rekomendasyon para sa epektibong job ads. 3.

Awtomatikong Pagpili ng Kandidato para sa VacanciesPaano pinapahusay ng AI ang proseso ng pagpili ng kandidato. Mga tools at algorithms para sa automatic matching. Integrasyon sa ATS.

Mga case study ng paggamit ng AI. Mga best practice at estratehiya. 4.

Automation ng Sourcing at Komunikasyon sa KandidatoMga AI tools para sa sourcing. Plugins at tools para sa mas mahusay na komunikasyon. Pag-automate ng email sequences.

Mga halimbawa ng epektibong sourcing techniques. Paglikha ng personalized na messages. 5.

Pagtatasa ng Kandidato at Analisis ng PanayamApplication ng AI para sa skills at competency assessment. AI sa pagsasagawa at analisis ng panayam. Mga tools para sa transcription at analysis.

Objective candidate assessment gamit ang AI. Pag-iwas sa bias sa assessment. 6.

Pagpapalakas ng Employer Branding at Recruitment MarketingPapel ng AI sa employer brand. Paggamit ng AI para suriin at pagandahin ang candidate interactions. Automation ng recruitment marketing.

Mga matagumpay na estratehiya sa marketing. Pagsukat ng pagiging epektibo ng campaigns. Mga Katangian ng Kurso:• Ekspertong Pagtuturo: Matuto mula kay Mike Pritula, isang bihasang HR leader na may malawak na karanasan sa AI sa recruitment.

• Flexible Learning: Anim na recorded lessons na maaaring kunin ayon sa sariling bilis. • Praktikal na Aplikasyon: Mga homework assignments na may personalized feedback. • Interactive Community: Dedicated Q&A chat para sa diskusyon at pagbabahagi ng karanasan.

• Sertipikasyon: Diploma pagkatapos ng matagumpay na pagtatapos ng kurso. Para Kanino:• Recruiters at Sourcers: Mga propesyonal na gustong manatiling updated sa AI advancements. • HR Specialists: Nais mapahusay ang kahusayan sa talent acquisition gamit ang AI tools.

• Talent Acquisition Managers: Mga lider na gustong i-optimize ang recruitment processes at palakasin ang employer brand gamit ang AI. Sa pamamagitan ng pag-master ng AI applications sa recruiting at sourcing, maaari mong pabilisin ang hiring process, makaakit ng top talent, at mapanatili ang kompetitibong bentahe sa industriya. Mag-enroll na ngayon upang iangat ang iyong recruitment strategies!

Ang kursong ito ay gumagamit ng artificial intelligence. Tinitiyak nito ang makabagong kaalaman at pinakabagong mga praktis. Ang kursong ito ay may kasamang promosyon.

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Level: All Levels

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Duration: Self-paced

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Instructor: PapaHR ⇢ HR, SHRM, AI ChatGPT, Analytics, Management, Leadership PHRi Certification, Business Skills, People, Marketing, Project

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This course contains the use of artificial intelligence.Starts from Beginner (Fresher) --> Intermediate (HR Manager) --> Advanced (HR Practitioner/HR Management Consultant)Here we cover all the 3 levels.Human Resource Management is concerned with the people dimension in management. It is the Management of Human resources by attracting, developing, utilizing, retaining and motivating the human resources to achieve organisation’s objective. Or in simple terms, effective and efficient management of the human resources of office to achieve company’s objective. Here you will learn about all the functions of HRM in detail with interesting sessions, live projects, case studies, articles, demos and templatesHuman Resource Management (All the levels - Basic to Advanced)This program will cover all the functions of HR with real-life examples.Introduction to HR: Analyze real-world HR scenarios and explore key competencies required to overcome common workplace challenges.Workforce Planning: Evaluate key factors influencing workforce planning decisions and identify recent trends across diverse industries.Competency-Based Job Analysis: Conduct competency-based job analysis to align roles with organizational goals.Recruitment and Selection: Implement current recruitment and selection best practices.Training and Development: Design effective training programs using Instructional System Design (ISD) principles, including needs analysis, measurable objectives, and engaging training delivery.Labor Laws: Summarize key labor laws and their objectives, including the latest amendments.Remuneration and Compensation: Design equitable salary structures that create mutual value for both employers and employees, and demonstrate proficiency in TDS calculations.Performance Management: Select and apply appropriate performance management methods to drive employee performance.Disciplinary Procedures: Implement legally sound disciplinary procedures to minimize organizational risk and potential penalties.HRIS (Human Resources Information Systems): Utilize MS Excel, Google Drive, and SaaS-based HR software solutions to streamline HR processes.HR Analytics: Calculate and analyze common HR metrics to identify trends and inform data-driven decisions.Email Communication: Improve email etiquette and apply email marketing techniques to enhance HR communications.Employee Engagement: Implement psychological principles and current best practices to foster employee engagement and improve workplace morale.Business Acumen: Define and apply common business terminologies and concepts to enhance HR's strategic role within the organization.Human Resources of a company play a very role in the success of a company. Hence having a strong background in the same is really essential.Section 1: Introduction to Human Resource Management1. Self AssessmentTo check your current knowledge of HR domain2. What is HRM?Explain the meaning of Human Resource Management.Explain the nature, scope, and objective of HRM.Explain how the role of HR grows and changes with the size of the company.Explain the correlation between the industry (number of employees) and the number of HRs required.Describe the evolution of HRM, globally and in India.Explain the meaning and differences between different terms related to HRM.3. Functions of HRMDescribe in brief the different functions of HRM.4. Challenges in the HR roleDescribe the challenges faced in HRM.Debunk the myths about an HR.5. HR - Competencies RequiredList the competencies required by an HRExplain the importance of each competency.Section 2: Manpower Planning and Job Analysis1. Meaning and Importance of Manpower PlanningExplain the meaning and importance of right manpower planning. (Explain the meaning of manpower planning.)Discuss the importance of manpower planning with the help of a case study.Explain types of manpower.2. Steps Involved in Manpower PlanningIllustrate the steps in manpower planning.3. Example of steps Involved in Manpower planningIllustrate the steps Involved in Manpower planning with an example4. Factors in forcasting Manpower requirementDescribe different techniques of forecasting.Describe the common factors affecting manpower planningDescribe the current trends in the industry.Section 3: Job Analysis (Traditional and Competency-based)1. Meaning of Job Analysis and Competency-based job analysisExplain the meaning of job analysis and its components- job description and job specification.2. Competency-based Job AnalysisExplain the competency based job analysis and its application.Design a competency based job analysis.3. Sources for Collecting InformationDescribe the sources for collecting information.Section 4: Recruitment and Selection1. Meaning of Recruitment and SelectionExplain the meaning of recruitment and selection.2. Steps Involved in Recruitment and SelectionDescribe the steps in recruitment and selection.3. Meaning of SourcingExplain the meaning of sourcing.4. Different sources of RecruitmentExplain the different sources5. Job portalsUse different job portals for searching candidates.Apply the sourcing tips to search for candidates effectively.Explain the various aspects of resume screening.Apply various tips for screening resumes.4. HR/Preliminary Screening callListen to a mock call and analyse the common mistakes made by an HR in an HR screening call.Make an HR screening call.Write a proper email sharing job details with the candidate.5. Assessment TestsDescribe different types of assessment tests.Explain what constitutes intelligent behaviour.Understand the difference between intelligence and aptitude.Explain the concept of IQ.Describe different methods that are used to assess psychological attributes.6. In-Person InterviewDescribe structured and unstructured Interviews.7. Common hiring biasesIdentify common biases that are present while conducting in-person interviews.8. Decision and Job OfferDifferentiate between offer letter, letter of intent, and appointment letter.Apply tips on salary negotiation.8. Background CheckDescribe the current trends in conducting background checks.10. OnboardingDescribe the current trends in onboarding.11. Common TerminologiesExplain common terminologies with reference to recruitment and selection.Explain the commonly used terms in different departments- IT, marketing, finance.Explain the commonly used terms in the retail industry.12. Challenges in RecruitmentDescribe the challenges faced in recruitment.Case-study - GoogleSection 5: Training and Development1. Meaning and Importance of Training and DevelopmentExplain the meaning and importance of training and development.Differences between training and development.2. Communication basic - elementsExplain the elements and the importance of each3. Communication basics - 7 CsExplain the 7Cs of Communication and apply it to improve the communication4. ADDIE modelExplain the meaning of Instructional System Design (ISD).Illustrate the ADDIE model.5. AnalyseDo Training need AnalysisStudy 5Ws and 2Hs in detail6. DesignDesign Session PlanExplain the meaning of session plan.Illustrate Bloom's Taxonomy.Explain the different methodologies of training delivery.Apply Bloom's Taxonomy to design a session plan.7. DevelopDevelop the training content and learn engagement tips7. ImplementDelivering a Training ProgramApply the tips and tricks while delivering a training program.8. EvaluateMeasuring the Success of Training ProgramExplain the Kirk Patrick modelCase StudySection 6: Labour Laws and Statutory Compliances1. Why do we need to be very strong in Labour lawsExplain the importance of Labour laws in the life of HRs2. Labour Laws and Statutory CompliancesWhat are different labour laws and their objectivesSection 7: Remuneration and Compensation Management1. Meaning of Remuneration and CompensationExplain the meaning of remuneration and compensation.2. Components of SalaryExplain the key components of salary.3. Tax Deduction at Source (TDS)Explain the meaning of TDS.Apply the various tax exemption schemes of the government for tax saving.Calculate TDS.List the differences between net take home salary, gross salary, and CTC.Explain what form 16 is.List the differences between financial year, assessment year and calendar year.Design a salary structure.Section 8: Performance Management System1. Meaning and key stepsExplain the meaning of performance management system.Explain the importance of effective performance management.Illustrate the key steps in performance management system2. What should we assess?Describe different parameters that can be assessed3. Performance Management System vs. Performance AppraisalDescribe performance appraisal.Distinguish between performance management system and performance appraisal.4. Key characteristicsIllustrate the key characteristics of an effective Performance Management system5. SMARTgoal settingsExplain SMART goal settings6. KRAs and KPIsExplain KRAs and KPIs7. Checklist methodExplain Checklist method8. Critical Incidents methodExplain Critical Incidents method9. Behaviourally Anchored Rating Scale (BARS)Explain Behaviourally Anchored Rating Scale10. Behavioural Observation Scale (BOS)Explain Behavioural Observation Scale11. Multi-source AppraisalExplain Multi-source Appraisal and common types12. Forced Distribution/Bell CurveExplain Forced Distribution/Bell Curve13. Assessment Development Centre (ADC)Explain Assessment Development Centre14. Balanced Score Card (BSC)Explain Balanced Score Card15. Management by Objective (MBO)Explain Management by Objective16. Objectives and Key Results (OKR)Explain OKR17. Human Resource (cost) AccountingExplain Human Resource (cost) Accounting18. Psychological and Psychometric testsExplain Psychological and Psychometric tests19. Giving constructive feedbacksApply giving constructive feedbacksCasestudiesSection 9: Disciplinary Procedure1. Process of Taking Disciplinary ActionDescribe the process of taking disciplinary action.Describe different scenarios that occur in the workplace.2. Handling difficult conversationsExplain the STAR model for sharing feedback.Section 10: Human Resource Information System (HRIS)1. Meaning and Scope?Explain the meaning and scope of HRIS.Describe common trends.2. Working with MS ExcelUse the common features of MS Excel.3. Working with Google DriveCreate a Google form.Use Google DriveCase-studySection 11: HR Analytics1. Trends in HR AnalyticsExplain the trends in HR AnalyticsWhat is the future2. Commonly used HR metricsExplain and practice the commonly used HR metricsSection 12: Business Communication1. Email EtiquettesApply the do's and dont's of writing proper emails2. Email marketingWhy HRs should know EMail marketingApply Email marketing effectivelySection 13: Employee Engagement and HR Branding1. Employee satisfaction vs. Employee motivation vs. Employee engagementExplain the meaning and importance of employee motivation, employee satisfaction and employee engagement2. HR BrandingExplain the meaning of HR branding and its importance.3. Importance and Key driversList the key drivers of employee engagement.4. Industrial Organisation psychologyExplain Industrial Organisation psychology.5. Conscious and unconscious mindExplain the meaning and importance of Conscious and unconscious mindApplications6. Maslow's hierarchy of needs.Describe the theory of Maslow's hierarchy of needs.Applications7. LSD model by Devdutt PattanaikExplain the meaning and importance of LSD model by Devdutt PattanaikApplications8. DISC modelDescribe the psychological attributes of people.Applications9. Belbin team roleExplain the Belbin team role to understand how people work in teams.Applications10. Types of leavesImportance of leaves in work-life balanceExplain different types of leaves and how to design Leave policy11. Know your competitors and trendsKnow your competitors and trends and learn from themSection 14: Business Acumen1. Business acumen meaning and its importanceExplain the meaning of BusinessExplain by HRs need to be very good in Business Acumen2. Finance for non-finance peopleUnderstand the commonly used terms with respect to business.Explain the concept of net sale, gross sale, turnover, profits, margins, revenue, EBITDA, variable and fixed expenses.Section 15: Leadership Quotient (LQ)1. Self-assessment and common mythsDo self-assessment to understand the current perspectiveBust common myths in leadership2. Softskills and Hard skillsExplain the meaning of SoftskillsExplain the meaning of HarskillsImportance of both the growth of an individual3. Conflict ManagementImportance of conflict managementLearn interesting tactics for Conflict management4. Assertive Communication techniquesMeaning of assertive communicationLearn various assertive communication techniques5. Change ManagementApply ADKAR model of Change managementStarts from Beginner (Fresher) --> Intermediate (HR Manager) --> Advanced (HR Practitioner/HR Management Consultant)Get Ready-to-use Templates forEmployee ManualLeave PolicyJob Application FormOffer LetterAppointment LetterJoining ReportMaster DataExperience CertificatePerformance Management policyGoal settingAppraisal FormDisciplinary EnquiryEmployee Pulse surveyExit Formand many moreDemos:Job portalOnboardingPayroll ProcessingHRISand many moreLive ProjectsAnalyse various case studies and articles

Diploma Course in Labour Laws and Statutory Compliances

Aakaro Consulting

Law has a very important role to play in what any HR manager does in a day, though it may not be always apparent. You actually require a good hold of different laws starting from the recruitment, to their onboarding, mandatory paper work, different benefits such as PF, ESI, bonus, gratuity etc.Also you will need to ensure that the decision of dismissal is taken after proper disciplinary proceedings. If you do not follow proper procedures, the company may have to pay compensation for wrongful termination or reinstate the employee with back wages in some cases.In fact, as you go up the chain, legal knowledge becomes indispensable. Let’s say you are drafting a leave policy for a company, and fail to check the relevant Shops and Establishments Act of the state, you will almost certainly get it wrong. The consequence can be paying heavy fines by the company if an inspector comes visiting, a potentially negative impact on the brand and embarrassment in front of other employees.Also if you talk about different functions of HR such as Recruitment, Training and Development, Performance Appraisal, Grievance handling etc then you will notice that a part, small to big, is played by the respective managers as well. But labour laws are something which other people usually don’t have much of an idea and if you make this strong then this will give you a lot of importance and growth in that company.Some of the key laws covered:IntroductionNew amendments (Code on Wages/ Code on Occupational Safety, Health and Working Conditions/ Code on Industrial Relations/Code on Social Security)Apprentices Act, 1961Bonded Labour System (Abolition) Act, 1976Child and Adolescent Labour ( Prohibition and Regulation) Act, 1986Contract Labour (Regulation and Abolition) Act, 1970Employee’s Compensation Act, 1923Employees’ Provident Funds and Miscellaneous Provisions Act, 1952Employees’ State Insurance Act, 1948Equal Remuneration Act, 1976Exemption from Furnishing Returns and Maintaining Register by certain establishments Act, 1988Factories Act, 1948Industrial Employment (Standing Orders) Act 1946Industrial Disputes Act, 1947Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979Maternity Benefit Act, 1961Minimum Wages Act, 1948Payment of Bonus Act, 1965Payment of Gratuity Act, 1972Payment of Wages Act, 1936Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013Shop and Establishment ActThe Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959Trade Unions Act, 1926

Certificate course in Prevention of Sexual Harassment (POSH)

Aakaro Consulting

Self-Assessment questions:Are men also covered in the ActIf a guy proposes to a girl for marriage/for a date. Is this sexual harassment?If a male friend has hugged her female friend. Is this sexual harassment?If something happens while travelling in an office bus. Does this come under this act?A female staff has got her nails painted and a male staff teases her for that. Is this sexual harassment?Now if this same male staff is the husband of this female staff and teases her for her nail paint. Then is this sexual harassment?Starring/winking. Is this sexual harassment?Do you want to ensure compliance with the latest laws and regulations related to sexual harassment prevention? Look no further! Our comprehensive online course in Prevention of Sexual Harassment (POSH) at the Workplace is designed to equip you with the knowledge and skills needed to address and prevent sexual harassment incidents effectively.Key Features of Our Certificate Course:Expert-Led Content: Learn from industry-leading experts who have extensive experience in the field of sexual harassment prevention and workplace safety.Comprehensive Curriculum: Our course covers a wide range of topics, including understanding sexual harassment, legal frameworks, policy development, complaint handling, and creating a respectful workplace culture.Flexible Learning: Access the course materials anytime, anywhere, at your own pace. Fit your learning journey into your busy schedule.Practical Insights: Gain practical insights and best practices for implementing preventive measures and fostering a harassment-free workplace environment.Certification: Upon successful completion of the course, receive a prestigious certificate that validates your knowledge and commitment to creating a safe and inclusive workplace.We will be covering this and many more topics in detail.Section 1: Self-Assessment and ObjectivesSelf-Assessment and ObjectivesSection 2: IntroductionPurpose of Sexual Harassment of Women at Workplace Act, 2013HistoryApplicability and ScopeSection 3: Sexual HarassmentMeaningTypesDifferent scenariosSection 4: Complaint CommitteeComplaint CommitteePowersComplaint Mechanism and TimelinesSection 5: EmployerDuties and obligationsPenaltiesSection 6: Rights of Complainant and RespondentComplainantRespondentSection 7: FAQsFAQsDon't miss this opportunity to make a positive impact and create a safer workplace for everyone.

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Pagre-rekrut gamit ang AI: Awtomat at Optimize [FIL]

About this course

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Available Coupons

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This course includes:

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Diploma Course in Human Resource Management (HRM)

Diploma Course in Labour Laws and Statutory Compliances

Certificate course in Prevention of Sexual Harassment (POSH)

Pagre-rekrut gamit ang AI: Awtomat at Optimize [FIL]

About this course

Skills you'll gain

Available Coupons

Course Information

This course includes:

Share this course

You May Also Like

Diploma Course in Human Resource Management (HRM)

Diploma Course in Labour Laws and Statutory Compliances

Certificate course in Prevention of Sexual Harassment (POSH)