Competency Based Curriculum Human Resource Executive
GOVERNMENT OF INDIAMINISTRY OF SKILL DEVELOPMENT & ENTREPRENEURSHIPDIRECTORATE GENERAL OF TRAININGCOMPETENCY BASED CURRICULUMHUMAN RESOURCE EXECUTIVE(Duration: One Year)CRAFTSMEN TRAINING SCHEME (CTS)NSQF LEVEL- 4SECTOR –OFFICE ADMINISTRATION AND FACILITYMANAGEMENT1
HUMAN RESOURCEEXECUTIVE(Non-Engineering Trade)(Revised in 2019)Version: 1.2CRAFTSMEN TRAINING SCHEME (CTS)NSQF LEVEL - 4Developed ByMinistry of Skill Development and EntrepreneurshipDirectorate General of TrainingCENTRAL STAFF TRAINING AND RESEARCH INSTITUTEEN-81, Sector-V, Salt Lake City,Kolkata – 700 091www.cstaricalcutta.gov.in2
CONTENTSS No.TopicsPage No.1.Course Information12.Training System23.Job Role64.General Information75.Learning Outcome96.Assessment Criteria107.Trade Syllabus15Annexure I (List of Trade Tools & Equipment)34Annexure II (List of Trade experts)363
Human Resource Executive1. COURSE INFORMATIONDuring the one-year duration of “Human Resource Executive” trade, a candidate istrained on professional skill, professional knowledge and Employability skillrelated to job role.In addition to this, a candidate is entrusted to undertake project work and extracurricularactivities to build up confidence. The broad components covered under Professional Skillsubject are as below:The trainee learns about basic computer, internet skills, Elementary first aid. The traineegets the idea of Communication skills, functional grammar Entrepreneurship, Quality concepts,advanced internet applications, Occupational safety & health, and basic concepts of economics.The trainee will practice about functional grammar to develop written skills required to work inany sector as well as the complete knowledge of MS- word, Excel, PowerPoint along with basicand advanced internet application. Trainee will also be able to prepare reports, role-playing,delivering presentations and they undergo training also. The trainee learns to use moderntechnology for collection of data and input recommendations.The trainee practices on designing different kinds of formats, modules, review andfeedback charts. The trainee is also made aware about the career opportunities available forthem at entry level and what different job positions they can hold after joining the particularconcern. The trainees are thoroughly acknowledged with the ideas of how to manage thedatabase in the organization, designing wage and salary compensation, designing andimplementing training programs, effective appraisal and evaluative manpower system,managing personnel issues and handling negotiations and how to inculcate workersparticipation for proper corporate governance. At the end of the semester, every trainee has tosubmit a project work done by him or her during his or her training time at the end of the year.1
Human Resource Executive2. TRAINING SYSTEM2.1 GENERALThe Directorate General of Training (DGT) under Ministry of Skill Development &Entrepreneurship offers a range of vocational training courses catering to the need of differentsectors of economy/ Labour market. The vocational training programmes are delivered underthe aegis of Directorate General of Training (DGT). Craftsman Training Scheme (CTS) withvariants and Apprenticeship Training Scheme (ATS) are two pioneer schemes of DGT forstrengthening vocational training.‘Human Resource Executive’ trade under CTS is one of the popular courses deliverednationwide through a network of ITIs. The course is of one year duration. It mainly consists ofDomain area and Core area. The Domain area (Trade Theory & Practical) imparts professionalskills and knowledge. While the core area(Employability Skill) imparts requisite core skills,knowledge and life skills. After passing out the training program, the trainee is awardedNational Trade Certificate (NTC) by DGT which is recognized worldwide.Candidates broadly need to demonstrate that they are able to: Read and interpret technical parameters/documents, plan and organize work processes,identify necessary materials and tools;Perform tasks with due consideration to safety rules, accident prevention regulationsand environmental protection stipulations;Apply professional skill, knowledge & employability skills while performing jobs. Document the technical parameters related to the task undertaken.2.2 PROGRESSION PATHWAYS Can join industry as Craftsman and will progress further as Senior Craftsman, Supervisorand can rise up to the level of Manager.Can become Entrepreneur in the related field.Can join Apprenticeship programs in different types of industries leading to a NationalApprenticeship certificate (NAC).Can join Crafts Instructor Training Scheme (CITS) in the trade for becoming an instructorin ITIs.Can join Advanced Diploma (Vocational) courses under DGT as applicable.2
Human Resource Executive2.3 COURSE STRUCTURETable below depicts the distribution of training hours across various course elementsduring a period of one year: -S No.123Course ElementProfessional Skill (Trade Practical)Professional Knowledge (Trade Theory)Employability SkillsTotalNotional TrainingHours120024016016002.4 ASSESSMENT & CERTIFICATIONThe trainee will be tested for his skill, knowledge and attitude during the period of coursethrough formative assessment and at the end of the training programme through summativeassessment as notified by the DGT from time to time.a) The Continuous Assessment (Internal) during the period of training will be done byFormative Assessment Method by testing for assessment criteria listed against learningoutcomes. The training institute has to maintain an individual trainee portfolio as detailed inassessment guideline. The marks of internal assessment will be as per the formative assessmenttemplate provided on www.bharatskills.gov.inb) The final assessment will be in the form of summative assessment method. The All IndiaTrade Test for awarding NTC will be conducted by Controller of examinations, DGT as per theguidelines. The pattern and marking structure is being notified by DGT from time to time. Thelearning outcome and assessment criteria will be the basis for setting question papers forfinal assessment. The examiner during final examination will also check the individualtrainee’s profile as detailed in assessment guideline before giving marks for practicalexamination.2.4.1 PASS REGULATIONFor the purposes of determining the overall result, weightage of 100% is applied for sixmonths and one year duration courses and 50% weightage is applied to each examination fortwo years courses. The minimum pass percent for Trade Practical and Formative assessment is60% & for all other subjects is 33%. There will be no Grace marks.3
Human Resource Executive2.4.2 ASSESSMENT GUIDELINEAppropriate arrangements should be made to ensure that there will be no artificialbarriers to assessment. The nature of special needs should be taken into account whileundertaking the assessment. Due consideration should be given while assessing for teamwork,avoidance/reduction of scrap/wastage and disposal of scrap/waste as per procedure,behavioral attitude, sensitivity to the environment and regularity in training. The sensitivitytowards OSHE and self-learning attitude are to be considered while assessing competency.Assessment will be evidence based comprising the following: Job carried out in labs/workshopRecord book/ daily diaryAnswer sheet of assessmentViva-voceProgress chartAttendance and punctualityAssignmentProject workEvidences and records of internal (Formative) assessments are to be preserved untilforthcoming examination for audit and verification by examining body. The following markingpattern to be adopted while assessing:Performance LevelEvidence(a) Weightage in the range of 60%-75% to be allotted during assessment Demonstration of good skills and accuracyin the field of work/ assignments. A fairly good level of neatness andconsistency to accomplish job activities. Occasional support in completing the task/job.For performance in this grade, the candidateshould produce work which demonstratesattainment of an acceptable standard ofcraftsmanship with occasional guidance, anddue regard for safety procedures andpractices(b)Weightage in the range of 75%-90% to be allotted during assessment Good skill levels and accuracy in the fieldof work/ assignments. A good level of neatness and consistencyto accomplish job activities.For this grade, a candidate should producework which demonstrates attainment of areasonable standard of craftsmanship, withlittle guidance, and regard for safety4
Human Resource Executiveprocedures and practices Little support in completing the task/job.(c) Weightage in the range of more than 90% to be allotted during assessment High skill levels and accuracy in the field ofwork/ assignments. A high level of neatness and consistency toaccomplish job activities. Minimal or no support in completing thetask/ job.For performance in this grade, thecandidate, with minimal or no support inorganization and execution and with dueregard for safety procedures and practices,has produced work which demonstratesattainment of a high standard ofcraftsmanship.5
Human Resource Executive3. JOB ROLEManpower Officer/Area Manager, Human Resource; assesses manpower supply andrequirements, prepares schemes for meeting shortages, conducts enquiry into employmentmarket trends and other man power problems and makes plans for efficient utilization ofhuman resources and achievement of nations major objectives. Plans, organizes and conductssurveys for collection of data regarding manpower availability and utilization in differentspheres of economic activity, and analyses data from all available sources like census reportsand special studies for preparation of reports on selected aspects of manpower problems.Identifies fields to which flow of manpower is not adequate and takes appropriate steps toaccelerate flow. Studies problem; of manpower training, labour mobility, labour forceparticipation, relationship of educational and training programmes to demand for special skills,and labour utilization in different fields of economic activity. May specialize in any field of studylike problems relating to availability and utilization of scientific manpower, managerialpersonnel, technical and low-skilled personnel, or white-collar workers. May also examinerecruitment and employment matters, service conditions etc., and advise on formulation ofmanpower policies.Human Resource Manager; plans, directs, and co-ordinates human resource managementactivities of an organization to maximize the strategic use of human resources and maintainfunctions such as employee compensation, recruitment, personnel policies, and regulatorycompliance. Administer compensation, benefits and performance management systems, andsafety and recreation programmes. Advise managers on organizational policy matters such asequal employment opportunity and sexual harassment, and recommend needed changes.Allocate human resources, ensuring appropriate matches between personnel. Analysestatistical data and reports to identify and determine causes of personnel problems anddevelop recommendations for improvement of organization's personnel policies and practices.Analyze training needs to design employee development, language training and health andsafety programmes. Conduct exit interviews to identify reasons for employee termination.Develop, administer and evaluate applicant tests. Identify staff vacancies and recruit, interviewand select applicants. Maintain records and compile statistical reports concerning personnelrelated data such as hires, transfers, performance appraisals, and absenteeism rates. Negotiatebargaining agreements and help interpret labour contracts.Reference NCO-2015:(i)(ii)2424.0100 - Manpower Officer/Area Manager, Human Resource2424.0300 - Human Resource Manager6
Human Resource Executive4. GENERAL INFORMATIONName of the TradeHUMAN RESOURCE EXECUTIVETrade CodeDGT/1087NCO - 20152424.0100, 2424.0300NSQF LevelLevel-4Duration of CraftsmenTrainingOne Year (1600 Hours)Entry QualificationPassed 10th class examinationMinimum Age14 years as on first day of academic session.Eligibility for PwDLD,CP,LC,DW,AA,LV,AUTISMUnit Strength (No. ofStudent)24 (There is no separate provision of supernumerary seats)Space Norms50 Sq. mPower Norms4 KWInstructors Qualification for:(i) Human ResourceExecutive TradeB.Voc/Degree in Human Resource Management from recognizedUGC university/College with one year experience in the relevantfield.ORDiploma (Minimum 2 years) in Human Resource Management fromrecognized board of education or relevant Advanced Diploma(Vocational) from DGT with two years experience in the relevantfield.ORNTC/ NAC passed in the trade of “Human Resource Executive” withthree years experience in the relevant field.Essential Qualification:Relevant National Craft Instructor Certificate (NCIC) in any of thevariants under DGT.Note: - Out of two Instructors required for the unit of 2(1 1), one7
Human Resource Executive(ii) Employability Skill(iii) Minimum Age forInstructorList of Tools andEquipmentmust have Degree/Diploma and other must have NTC/NACqualifications. However both of them must possess NCIC in any ofits variants.MBA/ BBA / Any Graduate/ Diploma in any discipline with Two years’experience with short term ToT Course in Employability Skills fromDGT institutes.(Must have studied English/ Communication Skills and BasicComputer at 12th / Diploma level and above)ORExisting Social Studies Instructors in ITIs with short term ToT Coursein Employability Skills from DGT institutes.21 YearsAs per Annexure – IDistribution of training on hourly basis: (Indicative only)Total Hrs /weekTrade PracticalTrade TheoryEmployability Skills40 Hours30 Hours6 Hours4 Hours8
Human Resource Executive5. LEARNING OUTCOMELearning outcomes are a reflection of total competencies of a trainee and assessmentwill be carried out as per the assessment criteria.5.1LEARNING OUTCOMES (TRADE .Develop communication skill on English language.Identify and select various official English languages for official works.Generate a personalized informal official letter of appropriate structure complyingwith MS office applications.Display competence in oral, written, and visual communication.Apply safe working practices with OSH legislations in India.Select the appropriate search engines for creation of document and data record withproper internet skill.Apply the proper corporate guidelines for women at work placeIdentify the conceptual skills andquantitative skills in an economic context as perIndian scenario.Performa range of recognised time management techniques.Identify and select key terms, theories/concepts and practices within the field ofHRM.Analyze the demand and need of the market for the trained / skilled personnel.Recognize different ways of converting job evaluation point scores to wages.Compare and contrast the different techniques involved in the performance appraisalprocess.Develop, analyze and apply training strategies and specifications for the delivery oftraining programs.Develop best practice of mediation and negotiation processes and bargaining.Develop role of HR planning in functions such as training and development, healthand safety at work.Identify the Human Resource Management effective in workers participation incorporate governance.9
Human Resource Executive6. ASSESSMENT CRITERIALEARNING OUTCOMESASSESSMENT CRITERIA1. Develop communication Identify vowels and Consonants, word making with Pronunciation.skill on English language. Transform the Sentences, adjectives of Comparison, Voice Changeand Narration.Change of tenses, Spellings and Vocabulary Building by usingSynonym and Antonym and words often Confused.Identify Reading and its types like – Skimming, Scanning, Cognates.Develop text structures.Read current news and giving opinions.Engage into Group Discussions.Prepare of news Reports, elementary office reports, memos andnotices.2. Identifyandselect Construct of Simple sentences.various official English Prepare of news reports, paragraphs.language for official Demonstration of form filling, addressing envelopes.works.Demonstration of layout of letters, writing requests, answering toqueries.Draft of letters of application, letters of appointments.Draft of Office notification and job orders.Exercises of simple comprehension.3. Generate a personalizedinformal official letter ofappropriate structurecomplying with MS officeapplications.Operate operating system and start with MS Word, how to type,edit a content, how to mail merge, how to print.Determining the compilation of reports and projects, passwordprotection of documents and how to convert it into a pdf.MS Excel- getting started excel as a database manager, excel as acalculating application, some basic calculations and formulatingTechniques.Performing few commands like how to edit and format andcompilation of reports-targets or number driven, and passwordprotection of excel sheets.MS PowerPoint- getting started, PowerPoint as a presentation10
Human Resource Executivemanager, how one can present business ideas using a slide system.Creating presentations, editing formatting a presentation andpresentations on corporate business briefs.4. Display competence in Speaking on self, career aspirations, on any given topicsoral, written, and visual Speaking on the spot –extempore, just a minute, role-play, andcommunication.dialogue deliveries.Demonstration of Group discussions and role-playHow to use interjections while raising a query and answering aquery.5. Applysafeworking General guidelines of how to prevent an accident from happening –practiceswithOSH depending on job types.legislations in India.Humanity and helping colleagues, how to prevent oneself inemergency.Learning how and when to evacuate in case of an emergency –earthquake, fire, terror attack, etc.Workmen’s Compensation Act & ESI Act to be explained withexamples & case studies.Practical aspects of Factories Act.6. Select the appropriatesearchenginesforcreation of documentand data record withproper internet skill.How to open a mail account or use Outlook Express MS Outlook.Sending mails, answering mails.Security issues and passwords.Online marketing basics; ecommerce and m-commerce.Online marketing reports, software’s to convert data in differentforms freeware; concepts of spyware, malware and internetsecurity.Resume building, introductory notes, e-mail communication,request for meetings and written acknowledgements.7. Apply the propercorporate guidelines forwomen at work placeDemonstration organizations role in enforcing OSH of employees.Demonstration Workplace Ergonomics and evacuations and first aidin case of emergency – earthquake, fire and terror attacks. Andemergency numbers.Case studies related to the concept of Quarantine to deal andunderstand the diseases and Employment Politics.Describing the Govt. and corporate guidelines for women at11
Human Resource Executiveworkplace, and also the legal defence sought by women in herworking environment.8. Identify the conceptualskills and quantitativeskills in an economiccontext as per IndianscenarioWhy do we need economics – case studies from real life examples?Demonstrating the different market structures and commonproblem like unemployment , inflation etc.Meaning of planned economy and comparison of Indian andChinese economy.how the knowledge of economic growth help you as anentrepreneurHow can modern economic thought involving National EconomicPlanning ensure the survival of the weakest.Review of the concepts- happy capitalism, trickle up theory, wealthat the bottom of the pyramid, Hindu growth rate.9. Perform a range ofDetermining value of time for a business.recognized timeDemonstrate how the time management leads to punctuality andmanagement techniques. regularity leads to positive attitude towards workScheduling your day , prioritizing your work and planning of thegoalsDemonstration of project planning processes and respecting otherstime.10.Identify and selectkey terms,theories/conceptsand practices withinthe field of HRM.Determine the concepts of HRM.Determining the HR jobs in India at the entry level.Demonstrating the HR models and HR wheels.Demonstration the hierarchy and working of HR department.Demonstrate operation of sprinkler irrigation system.Case studies on different Organisational Hierarchies-steep-flattransparent and non-transparent.11. Analyze the demandand need of the marketfor the trained / skilledpersonnel.Difference in the concepts of selection and Recruitment.Describing the process of job analysis along with the need, demandand supply of labour.How to manage the database of an organisationSegregation of CVs as per the functional areas, filing and coding.Describing that how the organisation work towards meeting theirinternal demands and how they manage the demand and supply12
Human Resource Executiveimbalances.12. Recognize differentways of converting jobevaluation point scoresto wages.Designing the procedures – what to pay, who to pay, what is themarket rate, why rates are sometime same and sometime differ.Describing the basic framework of calculating compensation andhow to communicate the packages.Describing what is included in the package and what is the conceptof cost to the company.Describing difference in salary, minimum wage and governments’role.Demonstration the formulas of components in compensation likebenefits, allowances, bonus, incentives.Scope of method of redressal in case any dispute arise on accountof Compensation administration.13. Compare and contrastthe different techniquesinvolved in theperformance appraisalprocess.Designing of effective appraisal system using the differenttechniques.Demonstrating the role of Jr., Hr Executive in the appraisalfunctions.How to fill the appraisal forms, managing the database.Coordination of data of head office with branch offices andfeedback mechanism with secrecy to be maintained.14. Develop, analyze andapply training strategiesand specifications forthe delivery of trainingprograms.Training need analysis- why to train, who to train, when to train andhow to train.Creation of training manuals.Accumulation of data in HRIS.Demonstrating the contribution of training in Career advancement.15. Develop best practice ofmediation andnegotiation processesand bargaining.SWOT analysis of a simulated situation of negotiations andbargainingHow the corrective actions needs to be taken in case of disputesarising at workplace.case studies adherence to Govt. jurisdiction and how to handleviolent situationsDescribing the role of Supervisor, Plant Manager and PersonnelManager.13
Human Resource Executive16. Develop role of HRplanning in functionssuch as training anddevelopment, healthand safety at work.Demonstrating the welfare amenities and accident preventiontechniques.Demonstrating the attire in work environment-helmet, gloves,boots, eye guards, earplugs.Working of employee grievance and redressal mechanism in anorganization.Basic understanding of fringe benefits.17. Identify the HumanResource Managementeffective in workersparticipation incorporate governance.A brief orientation of European System.Case studies and Role plays concerning the social security.Orientation to legal role of employer in workers participation inmanagement.14
Human Resource Executive7. TRADE SYLLABUSSYLLABUS FORHUMAN RESOURCE EXECUTIVE TRADEDURATION: ONE YEARDurationProfessionalSkill 30Hrs;ProfessionalKnowledge06 HrsReferenceLearning OutcomeDevelop1.communicationskill on Englishlanguage.2.3.4.5.6.ProfessionalSkill 90Hrs;ProfessionalKnowledge18HrsIdentify and select 7.variousofficialEnglish languages 8.for official works.9.Professional Skills(Trade Practical)With Indicative HoursOrientationtotheprogrammeexpectationsout of the student’s aimsand objectives of thecourse. (05 hrs.)Learning outcomes, the wayforwardwiththeprogramme/coursebreakup. (05 hrs.)Linkingthejobopportunities with theprogramme of study. iation marks. (05hrs.)Intonation using a particulartone. (05 hrs.)Diction use of word andspeech using audio-visualaids. (05 hrs.)Transformationofsentences. (08 hrs.)Adjectives of comparison.(05 hrs.)Voice change, narration,change of tense, spellingsandvocabularydevelopment. (07 hrs.)15Professional Knowledge(Trade Theory)GeneralIntroductionProgramme.toOrientation to vowels andConsonants, word making, andPronunciation. (06 ect statements- written andverbalReading – purpose, skimmingtake the best part, scanningreadingwithattention,cognates relative words, text
Human Resource ExecutiveProfessionalSkill 90Hrs;ProfessionalKnowledge18 s.10. Reading simple English withpreparations, news reports,elementary office reports/memos/notices. (10hrs.)11. Reading current news andgiving opinions or engaginginto group discussions.(10hrs.)12. Construction of simplesentences. (10 hrs.)13. Preparation of news reports, paragraphs; form filling,addressing envelopes ,layout of letters. (15hrs.)14. Writing requests. (10 hrs.)15. Answering to queries –written and over email,letters of application, lettersof appointments, officenotifications,job-orders,simple comprehension. (15hrs.)16. Computer – its use andapplication. (01 hr.)17. How to put together thekeyboard, the mouse, themonitor and the printerports to the CPU tower. (01hr.)18. Use Computer as an inputand output device. (01 hr.)19. Identify Types of memoryviz. hard disk, CD, pen drive,external hard disk. (01 hr.)MS Word –20. Getting started; (01 hr.)21. How to type, format, editcontent. (10 hrs.)22. How to mail merge. (01 hr.)16structures,Writing – how to put thoughtsin written texts, minimizingerrors, crosschecking for errors,filing reports. (18 hrs.)Computer overviewOffice Application- MS wordOffice Applications – MS ExcelOffice Applications – MSPowerPointBasic Internet application(18 hrs.)
Human Resource Executive23. How to convert into a pdf.(01 hr.)24. How to print; compilation ofproject / business reports.(01 hr.)25. Password protection ofdocuments. (02 hrs.)MS Excel –26. Getting started. (01 hr.)27. Excelas adatabasemanager. (05 hrs.)28. Excel as a calculatingapplication. (11hrs.)29. Some basic calculation andformulation techniques. (10hrs.)30. How to edit and format. (03hrs.)31. Password protection ofexcel sheets. (02 hrs.)MS PowerPoint32. Getting started. (01 hr.)33. PowerPointasapresentation manager. (01hr.)34. How one can presentbusiness ideas using a slidesystem,creatingpresentations, Editing andformatting a presentation;Real life presentations oncorporate / business briefs.(20 hrs.)35. Presentation styles andtypes. (05 hrs.)36. Book presentations, moviepresentations,corporate17
Human Resource Executive37.38.39.ProfessionalSkill 60Hrs;ProfessionalKnowledge12 HrsDisplaycompetence inoral, written, andvisualcommunication.40.41.42.ProfessionalSkill 30Hrs;ProfessionalKnowledge06 HrsApply safe working 43.practices with OSHlegislations inIndia.44.45.presentations . (05 hrs.)What is the internet, whatare browsers and how tobrowse. (04 hr.)How to search on searchengines. (01 hr.)How to create a documentwith data copied from theinternet. (01 hr.)Speaking with preparation –on self, family, careeraspirations, on any giventopics. (20 hrs.)Radio jockeying, introducingseniors, initiating businessconversations,salespitching , ending businessmeetings , body language toimpress others, readingother’s body language. (20hrs.)Speaking on the spotextempore , Just a minute ,flip-back; role plays,dialogues,groupdiscussions, interjection ,raising a query, answering aquery . (20 hrs.)General guidelines of howto prevent an accident fromhappening – depending onjob types.(05 hrs.)Humanityandhelpingcolleagues, how to preventoneself in emergency. (05hrs.)Learning how and when toevacuate in case of anemergency – earthquake,18Speaking – how to expressyourself verbally, importance ofgood spoken communication inany field of advancementBusiness Communication –verbal(12 hrs.)Accidenttechniques,preventionOccupational Safety and Healthlegislations in India(06 hrs.)
Human Resource Executive46.47.ProfessionalSkill 30Hrs;ProfessionalKnowledge06 HrsSelecttheappropriate searchenginesforcreationofdocumentanddata record re, terror attack, etc.; howshould office spaces bedesigned–workplaceergonomics; need for firstaid, fire extinguisher ories Act. (05 hrs.)Workmen’s CompensationAct & ESI Act to beexplained with examples &case studies. (05 hrs.)How to open a mail accountor use Outlook Express MSOutlook. (02hrs.)Sending mails, answeringmails. (02 hrs.)Securityissuesandpasswords. (02 hrs.)Online marketing basics;ecommerceandmcommerce. (10 hrs.)Introduction to financialtools. Online marketingreports. (04 hrs.)Software’s to convert datain different forms freeware;conceptsofspyware,malaware and internetsecurity. (03 hrs.)Resumebuilding,introductory notes, e-mailcommunication, request formeetingsandwrittenacknowledgements.(05hrs.)What is the concept ofquarantine? (02 hrs.)19Advanced internet applicationBusiness Applications and ITBusinessWritten(06 hrs.)Communication-
Human Resource ExecutiveProfessionalSkill 30Hrs;ProfessionalKnowledge06 HrsProfessionalSkill 30Hrs;ProfessionalKnowledge06HrsApply the propercorporateguidelines forwomen at workplace.Displaycompetence inoral, written, andvisualcommunication.Identify theconceptual skillsand quantitativeskills in aneconomic contextas per Indianscenario.56. What are the governmentand corporate guidelines forwomen at work? (05 hrs.)57. What is meant by social orphysical abuse of a woman?(05 hrs.)58. What are the legal defensesought by a
Human Resource Executive Name of the Trade HUMAN RESOURCE EXECUTIVE Trade Code DGT/1087 NCO - 2015 2424.0100, 2424.0300 NSQF Level Level-4 Duration of Craftsmen Training One Year (1600 Hours) Entry Qualification Passed 10th class examination Minimum Age 14 years as on first day of academic session. Eligibility for PwD LD,CP,LC,DW,AA,LV,AUTISM
UNESCO EDUCATION SECTOR 5 Systems thinking competency Anticipatory competency Normative competency Strategic competency Collaboration competency Critical thinking Self-awareness competency Integrated problem-solving competency Promotion of key competencies for sustainability ESD enables all individuals to contribute to achieving the SDGs by equipping them
1 Introduction 1 1.1 Background of the Study 1 1.1.1 Definition and meaning of Competency 2 1.1.2 History and Evolution of Competencies 8 1.1.3 Competencies for Sales Staff 12 1.1.4 The Sales Competency Model 19 1.1.5 ASTD Competency Model 20 1.1.6 Competency Mapping 24 1.1.7 Model of Competency Mapping 27
2.1 Competency Dictionary; in which competencies are described according to a specific competency model. The Competency dictionary is established according to the following format: Competency clusters: Represent a group of competencies that are naturally linked with one another as well as specific areas in HR.
A Short History of Competency-Based Education in the U.S. 10 A Vision for a Competency-Based System 12 Current Competency-Focused Degree Programs in the U.S. 12 Competency Frameworks within Traditional Course-Based Programs 13 Community College Examples 14 Public 4-Year Institution Example 16
1. The Competency Catalog serves as immediate reference and guide of HRMD to support the following activities: a) Recruitment and Selection Development of Competency-based assessment tools Development of Competency-based Job Descriptions b) Development of Competency-based Performance Management System by building a fair
Ans Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management.
Outpatient Competency and Jail-Based Competency Restoration Outcomes La Quinta Swan, HHSC JCAFS Access Subcommittee. Competency Restoration . Andrews Center Behavioral Healthcare System (Tyler) Heart of Texas Region MHMR Center (Waco) Central Counties Services (Belton) 6/17/2021 4. OCR: Services (1 of 2)
Human Resource Management Human Resource Policy QUADRANT-I Module 4: Human Resource Policy 1. Learning Outcome 2. Definition 3. Employee understanding on HR Policy 4. Benefits of policy 5. Specific Personal policies 6. Responsibility for policy making 7. Formulation of Human Resource Policy 8. Principles 9. Procedures 10. Programs 11. Summary 1.
