Functional Domain-1: Talent Acquisition & Workforce Planning

This functional domain (FD-1) provides a strategic and competency-driven approach to attracting, selecting, and retaining the right talent. It links recruitment efforts directly to business outcomes and equips HR professionals with the tools to implement strategic workforce planning, competency-based hiring, and talent pipeline development. The applied competencies covered in this domain focus on building a recruitment architecture aligned with organizational goals and future workforce needs.

Applied Competency-1: Business Centric Recruitment Selection Framework

Introduction:
This competency module introduces the Competency-based Recruitment & Selection System —a structured approach to aligning hiring practices with business goals and organizational strategy. It emphasizes integrating job role expectations, key performance indicators (KPIs), and business metrics into the recruitment and selection lifecycle.

Objectives:

1. To align recruitment frameworks with business goals using competency-based methodologies.
2. To embed KPIs and role expectations into job design and selection criteria.
3. To ensure recruitment decisions are defensible, data-driven, and performance-linked.

Competencies:

• Strategic Role Mapping: Ability to design recruitment processes around business priorities and success metrics.
• KPI-Linked Selection Design: Skill in integrating KPIs into job descriptions, assessments, and interview questions.
• Evidence-Based Hiring Decisions: Proficiency in applying structured tools to make consistent, legally defensible hiring choices.

Applied Competency-2: Sourcing the RIGHT Talent Pillar of Recruitment

Introduction:
This module focuses on talent sourcing strategies that emphasize quality of hire over quantity. It explores passive vs. active sourcing, social recruiting, employer branding, and channel effectiveness analysis to ensure that hiring inputs align with future organizational needs.

Objectives:

1. To identify the most effective channels for sourcing talent aligned with strategic business functions.
2. To enhance employer brand positioning to attract top talent.
3. To use metrics for evaluating sourcing effectiveness and ROI.

Competencies:

• Sourcing Channel Strategy: Competence in mapping sourcing tactics to role complexity and urgency.
• Employer Branding Execution: Skill in positioning the organization as an employer of choice on digital platforms.
• Talent Funnel Optimization: Ability to monitor and refine the recruitment funnel for conversion, cost, and quality.

Applied Competency-3: Behavioral & Competency Based Interviewing

Introduction:
This module builds capability in designing and conducting structured interviews that assess candidates on behavioral indicators and core competencies. It ensures alignment with organizational culture and role-specific expectations while minimizing bias.

Objectives:

1. To structure interview formats around validated competencies and behavioral predictors.
2. To develop interview guides and scoring tools that ensure fairness and consistency.
3. To train hiring panels to interpret behavioral evidence accurately and objectively.

Competencies:

• Competency Framework Application: Skill in identifying and applying relevant behavioral indicators to assess fit.
• Structured Interviewing Mastery: Ability to conduct consistent, unbiased interviews using STAR methodology and scorecards.
• Assessment Calibration: Competence in calibrating interview panels for objective decision-making and inter-rater reliability.

Applied Competency-4: Strategic Workforce Planning

Introduction:
This module integrates workforce planning into the broader business strategy using a human capital lens. Participants learn to forecast talent needs, identify skill gaps, and design interventions that build workforce capability over time in alignment with the HRBP (Human Resource Business Partner) and CRSS frameworks.

Objectives:

1. To develop workforce plans that support organizational goals, growth, and transformation.
2. To analyze internal and external labor market trends for talent forecasting.
3. To translate business strategy into workforce capability maps and staffing actions.

Competencies:

• Workforce Demand Forecasting: Proficiency in forecasting short- and long-term staffing needs based on business trends.
• Gap Analysis & Strategic Interventions: Ability to identify workforce gaps and recommend learning, hiring, or restructuring solutions.
• HRBP Alignment: Skill in partnering with business leaders to develop workforce strategies rooted in performance and value delivery.

Functional Domain-2: HR Business Partnering

This functional domain (FD-2) empowers HR professionals to transform into strategic partners who drive business outcomes. The domain develops core capabilities in aligning HR practices with business strategy, cultivating commercial awareness, and using financial and operational insights to influence executive decision-making. HRBPs are expected to move beyond transactional support to become value-creating business enablers.

Applied Competency-1: HR Business Partner – Concept & Competency

Introduction:
This module introduces the HR Business Partner (HRBP) concept and its evolution in modern organizations. It outlines the strategic role of HRBPs in influencing business results, driving organizational change, and acting as a bridge between business needs and people strategy.

Objectives:

1. To understand the strategic role and responsibilities of an HR Business Partner.
2. To identify the competencies and mindset required to be an effective HRBP.
3. To differentiate between operational HR and strategic HR partnering.

Competencies:

• Strategic Alignment: Ability to align HR interventions with business strategy and outcomes.
• Influencing & Partnering: Skill in building credibility and influencing stakeholders across business functions.
• Change Advocacy: Capacity to drive and support change initiatives as a trusted advisor.

Applied Competency-2: Dimensions of HRBP 2.0

Introduction:
This module explores HRBP 2.0, the evolved model of business partnering that integrates talent, data, agility, and technology. It highlights the multi-dimensional role of HRBPs in analytics, leadership development, transformation, and cross-functional collaboration.

Objectives:

1. To examine the four dimensions of HRBP 2.0—people, process, performance, and analytics.
2. To understand how HRBPs contribute across organizational levels.
3. To analyze how the HRBP role adapts to digital transformation and agile environments.

Competencies:

• Cross-Functional Collaboration: Ability to work across silos and drive integrated business solutions.
• HR Analytics Literacy: Skill in interpreting HR and business data to inform decisions.
• Agility & Innovation Orientation: Competence in adapting to rapid changes and driving innovative HR practices.

Applied Competency-3: Business Acumen & Business Strategy

Introduction:
This module builds commercial and strategic acumen among HR professionals, enabling them to understand the business landscape, industry dynamics, and organizational value chain. It enhances the HRBP's ability to speak the language of business and contribute meaningfully to strategy discussions.

Objectives:

1. To develop a strong understanding of business models, functions, and performance drivers.
2. To interpret key industry and market trends impacting HR decisions.
3. To contribute to strategy formulation through HR lenses.

Competencies:

• Business Value Chain Understanding: Ability to link HR initiatives to operational and financial metrics.
• Strategic Thinking: Capacity to see the big picture and contribute to long-term planning.
• Commercial Judgment: Skill in making people decisions based on business imperatives.

Applied Competency-4: Financial Intelligence for HRBP

Introduction:
This module provides HRBPs with a working knowledge of financial principles and statements. It enables them to interpret financial data, understand cost structures, and contribute to budgeting, forecasting, and investment decisions affecting human capital.

Objectives:

1. To develop financial literacy in reading and interpreting key financial statements.
2. To understand the financial implications of HR decisions, including ROI on talent initiatives.
3. To engage in financial planning and cost management relevant to HR and business.

Competencies:

• Financial Literacy for HR: Ability to interpret P&L, balance sheet, and cash flow in HR context.
• ROI-Focused Decision Making: Competence in measuring returns on HR investments like L&D, hiring, retention.
• Cost Control Awareness: Skill in managing and optimizing people-related costs across departments.

Functional Domain-3: Learning & Organization Development

This functional domain (FD-3) equips HR professionals and OD practitioners with the essential tools and insights to drive continuous learning, enhance organizational effectiveness, and support sustainable change. By integrating L&D strategies with OD frameworks, this domain fosters agile cultures and high-performance workplaces.

Applied Competency-1: Learning & Development Essentials

Introduction:
This module introduces the fundamental principles of Learning & Development (L&D) and its strategic importance in driving employee performance and business growth. It covers the learning cycle, training needs assessment, and the basics of designing effective learning interventions.

Objectives:

1. To understand the core concepts, scope, and strategic value of L&D.
2. To explore the learning cycle and its relevance to individual and organizational development.
3. To introduce techniques for identifying and addressing training needs.

Competencies:

• Learning Needs Analysis (LNA): Ability to systematically assess skills gaps and training requirements.
• Instructional Design Awareness: Familiarity with methods to design effective learning experiences.
• Facilitation Readiness: Skill in supporting or delivering engaging learning sessions.

Applied Competency-2: Introduction to Organization Development

Introduction:
This module provides a foundational overview of Organization Development (OD) as a planned, data-driven effort to improve organizational effectiveness and employee well-being. It explains the evolution, principles, and strategic intent of OD in today’s complex environments.

Objectives:

1. To define the scope and purpose of OD as a strategic discipline.
2. To understand the historical evolution and theoretical underpinnings of OD.
3. To explore the alignment between OD and business strategy.

Competencies:

• OD Conceptual Understanding: Knowledge of OD frameworks, values, and goals.
• Change Readiness Sensitivity: Awareness of organizational dynamics in times of transformation.
• Systemic Thinking: Ability to view the organization as an interconnected system when diagnosing challenges.

Applied Competency-3: OD Practitioner Role & Responsibility

Introduction:
This module outlines the role of OD practitioners as internal or external agents of change. It emphasizes the skills, ethics, and stakeholder management strategies required to drive OD initiatives and influence organizational outcomes.

Objectives:

1. To define the responsibilities of OD practitioners within the organization.
2. To highlight ethical considerations, credibility, and trust in OD roles.
3. To examine stakeholder engagement and change facilitation practices.

Competencies:

• OD Consulting Skills: Ability to facilitate discussions, interventions, and change processes.
• Ethical Practice in OD: Awareness of confidentiality, fairness, and integrity in OD work.
• Stakeholder Engagement: Competence in building relationships across organizational levels.

Applied Competency-4: Essentials of OD Interventions

Introduction:
This module introduces the tools and techniques of OD interventions, such as team-building, process consultation, and performance feedback mechanisms. It provides a practical understanding of when and how to apply OD interventions to address specific organizational needs.

Objectives:

1. To identify and classify different types of OD interventions.
2. To understand the design and implementation of interventions based on diagnosis.
3. To analyze the impact of interventions on organizational effectiveness and culture.

Competencies:

• Intervention Design Skill: Ability to plan appropriate interventions aligned with diagnosed needs.
• Data-Informed Decision Making: Skill in using organizational data to design targeted development activities.
• Change Facilitation: Competence in supporting teams and leaders through intervention-driven transformation.

Functional Domain-4: Performance Management

Introduction:
This functional domain develops a holistic understanding of Performance Management (PM) frameworks aligned with business goals and talent development. It equips professionals with modern tools and techniques to manage performance through competencies, KPIs, benchmarking, and rewards, ensuring a culture of accountability and excellence.

Applied Competency-1: Competency-Based Performance Management System

Introduction:
This module focuses on building and implementing a Competency-Based Performance Management System (CBPMS). It integrates behavioral and technical competencies into performance evaluation processes to promote fair and development-focused assessments.

Objectives:

1. To define the concept and structure of a competency-based performance system.
2. To map organizational roles with core, functional, and leadership competencies.
3. To integrate competencies into performance assessment and development plans.

Competencies:

• Competency Mapping: Ability to link job roles to defined competency frameworks.
• Performance Dialogue Facilitation: Skill in conducting reviews using competency-based language.
• Developmental Feedback Delivery: Capability to translate performance gaps into training needs.

Applied Competency-2: Performance Benchmarking & Goal Setting

Introduction:
This module emphasizes setting SMART goals and using performance benchmarks to track and enhance individual and team productivity. It supports aligning performance expectations with organizational strategy.

Objectives:

1. To explore performance benchmarking techniques and their relevance in goal setting.
2. To apply the SMART framework for setting measurable and achievable goals.
3. To ensure alignment between team, departmental, and organizational objectives.

Competencies:

• Benchmarking Analysis: Ability to compare performance against industry and internal standards.
• Goal Setting Expertise: Proficiency in crafting aligned, measurable performance goals.
• Performance Alignment: Skill in cascading organizational objectives to individual KPIs.

Applied Competency-3: KPI-Based Performance Management System

Introduction:
This module introduces Key Performance Indicators (KPIs) as central tools in measuring and managing employee and business outcomes. It helps HR professionals link KPIs to strategic outcomes across functions.

Objectives:

1. To define and differentiate between KPIs, KRAs, and performance indicators.
2. To establish a KPI-based system for tracking productivity and results.
3. To integrate KPIs into performance appraisals and continuous feedback mechanisms.

Competencies:

• KPI Design & Deployment: Skill in identifying relevant KPIs for different roles.
• Data Interpretation for Performance: Competency in analyzing KPI dashboards and reports.
• Outcome-Focused Appraisal Management: Ability to base reviews on clear, objective metrics.

Applied Competency-4: Annual Merit Review

Introduction:
This module details the Annual Merit Review (AMR) process used to determine salary revisions, promotions, and rewards based on performance outcomes and organizational budgets. It promotes equity and motivation through structured review systems.

Objectives:

1. To understand the linkage between performance ratings and merit-based rewards.
2. To explore guidelines, calibration, and governance in annual review processes.
3. To examine how AMR influences retention, motivation, and compensation strategy.

Competencies:

• Merit Evaluation Competence: Skill in evaluating and calibrating merit increases fairly.
• Compensation Insight: Understanding of how performance links to pay and benefits.
• Equity & Governance Application: Capability to apply fair practices and policies in review cycles.

Functional Domain-5: Financial Intelligence for HR

Introduction:
This functional domain bridges the gap between HR and Finance by strengthening the financial literacy and decision-making capability of HR professionals. It empowers them to understand organizational financial statements, interpret key business ratios, manage employee-related taxes, and contribute strategically to cost-efficient HR planning.

Applied Competency-1: Employee Tax Management

Introduction:
This module equips HR professionals with practical knowledge of employee income tax regulations, payroll compliance, and statutory reporting responsibilities. It ensures smooth coordination with finance and tax authorities.

Objectives:

1. To understand the fundamentals of employee income tax laws and statutory deductions.
2. To ensure proper compliance in salary structuring, deductions, and benefits.
3. To enable effective communication with employees and authorities regarding tax matters.

Competencies:

• Tax Calculation Proficiency: Ability to compute tax liabilities, exemptions, and deductions for employees.
• Payroll Compliance Management: Skill in ensuring timely PF, ESI, TDS, and other deductions.
• Tax Advisory Communication: Capability to guide employees on tax-saving instruments and declarations.

Applied Competency-2: HR Accounting

Introduction:
This module introduces the concept of HR as an accounting contributor, enabling HR professionals to collaborate on budgeting, cost reporting, and financial controls concerning human capital.

Objectives:

1. To recognize key accounting components relevant to HR operations.
2. To align HR budgeting with organizational cost and financial control mechanisms.
3. To prepare and review HR-related financial documentation and audits.

Competencies:

• HR Budgeting Acumen: Ability to create and monitor HR department budgets and forecasts.
• Cost Allocation Skills: Understanding of how HR costs are categorized and reported.
• Financial Collaboration: Competency in liaising with finance for audits, reconciliations, and reporting.

Applied Competency-3: Basics about Finance & Accounting

Introduction:
This module builds foundational knowledge in accounting principles and financial statements to enhance HR’s contribution to business decision-making.

Objectives:

1. To understand core accounting principles such as accrual, matching, and dual entry.
2. To interpret balance sheets, income statements, and cash flow reports.
3. To apply basic financial concepts in workforce planning and organizational initiatives.

Competencies:

• Financial Literacy: Basic understanding of accounting terms, ledgers, and statements.
• Data Interpretation: Skill in reading and interpreting financial reports to assess business health.
• Strategic Financial Thinking: Ability to align HR decisions with financial outcomes.

Applied Competency-4: Business Ratio & Its Application

Introduction:
This module focuses on financial ratios such as profitability, liquidity, efficiency, and leverage ratios and their relevance in HR and business decision-making.

Objectives:

1. To define and understand key business ratios used in financial analysis.
2. To interpret ratios for workforce efficiency, productivity, and investment analysis.
3. To use ratios to justify HR interventions and budgeting.

Competencies:

• Ratio Interpretation Skills: Ability to assess company performance using financial ratios.
• HR Impact Measurement: Capability to relate workforce metrics with financial outcomes.
• Analytical Decision-Making: Skill in using ratio analysis for strategic HR decisions.

Functional Domain-6: Compensation & Reward Management

Introduction:
This functional domain focuses on developing strategic and practical knowledge in compensation structures, job evaluation, merit-based reviews, and incentive planning. It enables HR professionals to attract, motivate, and retain talent by ensuring equitable and performance-aligned compensation frameworks.

Applied Competency-1: Designing Competitive Pay & Benefit Structure

Introduction:
This module enables HR professionals to design salary and benefits structures that are competitive, cost-effective, and compliant with market benchmarks and internal equity.

Objectives:

1. To understand the principles of market-based pay structuring and internal equity.
2. To align compensation with organizational strategy, roles, and employee expectations.
3. To ensure legal compliance and budget adherence in salary and benefit designs.

Competencies:

• Salary Structuring Skills: Ability to design base pay and variable components aligned with benchmarks.
• Benefit Planning Expertise: Skill in integrating non-monetary benefits like insurance, leave policies, and retirement plans.
• Market Intelligence: Capability to interpret compensation surveys and apply relevant market data.

Applied Competency-2: Job Evaluation

Introduction:
This module introduces systematic methods for evaluating jobs based on responsibilities, required competencies, and relative value to the organization.

Objectives:

1. To explore various job evaluation techniques such as point factor, ranking, and classification methods.
2. To ensure fair and consistent job grading across departments and levels.
3. To connect job evaluation outcomes with pay structure and organizational hierarchy.

Competencies:

• Analytical Job Assessment: Ability to evaluate job roles using objective criteria.
• Grading Structure Design: Competency in designing and maintaining organizational job levels.
• Internal Equity Management: Ensuring fair compensation through consistent job comparisons.

Applied Competency-3: Annual Merit Review

Introduction:
This module emphasizes performance-based salary progression and how annual reviews align individual contributions with compensation adjustments.

Objectives:

1. To design merit review systems tied to performance evaluation frameworks.
2. To promote a pay-for-performance culture while maintaining equity.
3. To equip HR professionals with tools for managing appraisal-linked salary increments.

Competencies:

• Merit Policy Application: Skill in developing and implementing annual merit review guidelines.
• Performance-Pay Linkage: Competency in translating appraisal scores into compensation decisions.
• Communication of Rewards: Ability to manage sensitive compensation discussions transparently and fairly.

Applied Competency-4: Designing Performance-linked Incentive Structure

Introduction:
This module explores strategic and operational models for developing performance-driven incentives that drive productivity and accountability.

Objectives:

1. To identify and define performance metrics suitable for incentive plans.
2. To create short- and long-term incentive schemes based on organizational and team goals.
3. To ensure fairness, clarity, and motivation through well-structured incentive policies.

Competencies:

• Incentive Scheme Development: Skill in designing monetary and non-monetary performance incentives.
• Alignment with KPIs: Competency in integrating incentive plans with key performance indicators (KPIs).
• ROI-Driven Rewarding: Ability to measure the impact of incentives on organizational performance and engagement.
   

Functional Domain-7: Strategic Human Resource Management

Introduction:
This functional domain focuses on aligning human resource practices with long-term business strategies. It empowers HR professionals to take on strategic roles, contribute to corporate decision-making, and drive value creation. The domain bridges operational HR with strategic outcomes through business-driven HR practices and leadership development.

Applied Competency-1: The Concept of Strategic Human Resource Management

Introduction:
This module introduces the foundational principles of Strategic Human Resource Management (SHRM), emphasizing how HR can proactively contribute to business sustainability and competitive advantage.

Objectives:

1. To understand the evolution and significance of SHRM in modern organizations.
2. To distinguish between traditional HR and strategic HR practices.
3. To explore SHRM models and their application across industries.

Competencies:

• Strategic Thinking: Ability to connect HR policies with long-term business goals.
• Systemic Alignment: Skill in integrating HR strategy with organizational vision and values.
• Evidence-Based HR Planning: Capability to design HR initiatives based on strategic analysis and workforce trends.

Applied Competency-2: The Strategic Role of HR

Introduction:
This module focuses on how HR transforms from a support function to a strategic partner that shapes organizational outcomes, innovation, and growth.

Objectives:

1. To identify the evolving expectations from HR leaders in the C-suite.
2. To evaluate the strategic impact of HR initiatives on profitability and performance.
3. To build HR’s role as a change leader in dynamic business environments.

Competencies:

• Business Partnering Skills: Ability to collaborate with other departments to achieve strategic goals.
• Change Management Proficiency: Competency in leading and managing organizational transformations.
• Strategic Workforce Leadership: Skills in aligning talent strategies with enterprise-wide objectives.

Applied Competency-3: The Essence of Business-Driven HR

Introduction:
This module explores the critical shift towards business-centric HR that focuses on metrics, agility, and impact rather than processes alone. It positions HR as a revenue enabler.

Objectives:

1. To reframe HR roles through a business lens.
2. To embed business drivers into HR policies, systems, and interventions.
3. To track HR effectiveness using data-driven metrics and ROI frameworks.

Competencies:

• Business Acumen in HR: Ability to interpret business needs and align HR strategies accordingly.
• HR ROI Evaluation: Skill in measuring the business impact of HR programs.
• Agile HR Operations: Competency in adapting HR processes to fast-changing business priorities.

Applied Competency-4: CHRO to CEO – Concept, Competency & Challenges

Introduction:
This advanced module highlights the leadership transformation from Chief Human Resource Officer (CHRO) to Chief Executive Officer (CEO), identifying the competencies, mindset, and challenges involved in this strategic journey.

Objectives:

1. To understand the leadership trajectory from HR head to business leader.
2. To identify the core strategic, financial, and operational competencies needed by CHROs to step into CEO roles.
3. To address the key challenges and resistance faced during this transition.

Competencies:

• Enterprise Leadership: Ability to think beyond HR and lead cross-functional areas.
• Strategic Decision-Making: Skill in managing risk, innovation, and long-term growth from a CEO’s perspective.
• CEO Readiness: Competency in influencing boards, investors, and stakeholders as a top-level executive.
   

Functional Domain-8: International Human Resource Management (IHRM)

Introduction:
This domain equips HR professionals to effectively manage talent across global boundaries. It emphasizes comparative HR practices, international staffing, cross-cultural management, and industrial relations in diverse national and regulatory environments. The focus is on aligning HR strategies with global business goals and navigating the complexity of international labor dynamics.

Applied Competency-1: Internationalization – Context, Strategy, Structure & Process

Introduction:
This module explores the strategic process of internationalization, addressing how global organizations align their HR practices with diverse geographic, legal, and cultural environments.

Objectives:

1. To understand the drivers and challenges of internationalization in HR.
2. To examine different international business strategies and organizational structures.
3. To evaluate the HR implications of expanding into global markets.

Competencies:

• Global Strategic Alignment: Ability to align HR practices with international business goals.
• Cultural Adaptability: Competency in managing HR challenges across different cultural contexts.
• International Business Insight: Understanding of structural and strategic models for global expansion.

Applied Competency-2: Core HR Functions – A Comparative & International Perspective

Introduction:
This module examines how core HR functions, including recruitment, training, compensation, and performance management, vary across countries and regions due to institutional, cultural, and regulatory differences.

Objectives:

1. To explore differences in HR functions across major global economies.
2. To analyze the impact of legal and cultural systems on HR policies and practices.
3. To develop strategies for adapting HR functions for international operations.

Competencies:

• Comparative HR Expertise: Ability to differentiate and apply HR practices across jurisdictions.
• Cross-Border Policy Development: Competency in creating flexible yet compliant HR systems.
• Multinational HR Governance: Skill in managing consistency and localization of HR practices globally.

Applied Competency-3: Managing an International Staff

Introduction:
This module emphasizes the effective management of international employees, including expatriates, third-country nationals, and local hires. It covers recruitment, compensation, repatriation, and cross-cultural integration.

Objectives:

1. To understand the challenges of expatriate management and global mobility.
2. To design effective international compensation and benefit packages.
3. To foster cross-cultural communication and team effectiveness.

Competencies:

• Global Mobility Management: Expertise in deploying and supporting international assignees.
• Intercultural Communication: Ability to bridge cultural gaps in team and leadership dynamics.
• Expatriate Lifecycle Management: Proficiency in onboarding, supporting, and repatriating international staff.

Applied Competency-4: Industrial Relations – A Comparative & International Perspective

Introduction:
This module provides insight into how industrial relations systems vary globally and how organizations can effectively manage labor relations, unions, and collective bargaining in diverse socio-political contexts.

Objectives:

1. To compare labor relations systems across different countries.
2. To understand the role of trade unions and labor laws in global HR strategy.
3. To develop strategies for effective labor negotiations and compliance.

Competencies:

• Global IR Understanding: Knowledge of international labor relations frameworks and differences.
• Compliance & Negotiation Skills: Ability to navigate international labor laws and union engagements.
• Industrial Diplomacy: Skill in managing harmonious employer-employee relations in multicultural settings.