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Certifications > Generalist > HRBP Advanced

HRBP Advanced

 HRBP Advanced certification validates your mastery in the area of HR Leadership and demonstrates you have exceptional skills in managing and running the HR Function. It also showcases your understanding of the strategic nature of HR in helping businesses achieve their goals.

Certifications Partner :

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45 hours on-demand video

90 Quiz

30 hours of Instructor Led Live Online Boot camps

4 Mock Tests

22 Modules & 12 Articles

6 month CPD membership

CHRMP credential holders work at

Amazon
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Capgemini
Walmart
United Nation
Google

Course Overview

The field of HR is dynamic, and we understand the importance of keeping up with the industry demands and expectations. As the world of work transforms and HR professionals lead their organisations through this time, they must continue to develop professionally. Earning your CHRMP certification demonstrates to your organization and future employers a serious commitment to the profession of HR. In the highly competitive and crowded job market, CHRMP helps you stay ahead.

Learning Outcome

Conduct Job Analysis in a scientific manner using various methodologies
Conduct a Competency Mapping exercise and develop a competency matrix
Perform HR planning for a specific department or the organisation
Conduct competency based Behavioural Event Interviews (BEI)
Choose between appraisal methods, set performance standards and create a succession plan
Manage the L&D function for an organisation using the ADDIE model - with a focus on TNA and measuring training effectiveness
Enhance employee engagement, measure and control key metrics like absenteeism and attrition rates
Do compensation planning, create pay structures and salary plans to align with organisational goals

Preview what our Lessons look like


Gain The Upper Hand & Stand Out From The Crowd

Mercer Mettl Validated CHRMP certification is highly acclaimed among HR professionals across the globe.
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What Makes CHRMP HR Advanced Certification The Most In Demand HR Advanced Course

Gain a Global Certification validated by Mercer Mettl, establishing proof of competency
Digital Certificate through Accredible, verified and secured with Blockchain technology​
Unlimited access to HRBP Advanced Certification course for 1 year
Practical learning from industry professionals and consultants to Fortune 100 companies
Comprehensive learning experience through self-paced, high quality(4K) learning modules
Weekly live sessions to clarify topics and ensure two-way communication (optional)
Take the exam from your home via web proctoring
Complimentary access to career resources to assist with job search and career growth
Belong to a network of credential holders from over 58+ countries

What will you learn

Learning Objectives

  • Acquire foundational HRBP knowledge.
  • Develop skills for strategic alignment with organizational goals.
  • Enhance stakeholder engagement and influence.
  • Gain proficiency in strategic workforce planning and talent management.
  • Navigate and lead organizational change effectively.
  • Leverage HR analytics and data for informed decision-making.

Focus areas

  • Introduction to the HRBP role and its significance.
  • Aligning HR strategies with organizational goals.
  • Building effective relationships and influencing stakeholders.
  • Strategic workforce planning and talent management basics.
  • Leading organizational change initiatives effectively.
  • Leveraging HR analytics and data for informed decision-making.

Learning Objectives

  • Conduct Job analyses in a scientific manner using various research methodologies
  • Create Job descriptions and job specifications for various roles

Focus areas

  • Introduction to Job analysis.
  • Methods of Job analysis.
  • Sources of data.
  • Job data segregation.
  • Job descriptions and Job specifications.
  • Creation of Job descriptions and Job specifications.

Learning Objectives

  • Identify and enumerate the competencies required for various roles
  • Distinguish between Job Description/Job Specifications and Competency Matrix
  • Create Competency indicators for different competency areas
  • Design and develop the Competency Matrix
  • Use Competency Matrix for various HR functions in an organization
  • Develop Competency framework using Competency areas, indicators and levels

Focus Areas

  • Introduction to competency-based HRM
  • Understanding competencies
  • Competency-based HRM vs traditional HRM
  • Competency mapping 
  • Writing competency indicators
  • Understanding competency 
  • Understanding competency matrix
  • Competency Assessment

Learning objectives

  • Perform HR planning for a specific department or the organisation as a whole.
  • Apply the latest industry trends in recruitment and selection to organisational needs.
  • Construct different selection tests to assess competencies and skills of candidates.
  • Negotiate effectively with candidates to arrive at win-win scenarios. 
  • Innovate and influence to bring about positive change in recruitment. 
  • Devise good behavioural questions on required criteria. 
  • Defend selection choices and provide data for these

Focus areas

  • Organisational planning for recruitment. 
  • Staffing – workforce planning. 
  • Case study – manpower planning. 
  • Recruitment – concepts and strategies. 
  • Trends in recruitment 
  • Selection process 
  • Selection test design 
  • Standards and objectives
  • Reliabiliy and validity.

Learning objectives

  • Demonstrate the superiority of behavioural interviewing vis-à-vis traditional interviewing as a technique for candidate selection. 
  • Construct effective BEI questions to test competencies required for a role. 
  • Use strategies and skills to probe and elicit relevant information and details during an interview. 
  • Identify the STAR in a candidate’s response

 

Focus areas

  • Introduction to the job interview
  • Types of interview questions
  • The behavioural event interview
  • Structure of a behavioural event interview
  • Finding the STAR
  • Strategies for conducting an effective BEI

Learning Objectives

  • Prepare the different types of agreements and contracts used by the HR department.
  • Understand the critical and the general criteria for background verification. 
  • Assist new joinees with completion of forms and joining formalities. 
  • Design HR processes and systems to improve effectiveness of HR operations. 
  • Maintain data integrity through accuracy and attention to detail. 
  • Review candidate application forms and initiate background verification.

Focus areas

  • Introduction to some HR agreements / contracts. 
  • Offer letter. 
  • Appointment letter. 
  • Terms of employment. 
  • Bonds. 
  • Contracts and service agreements. 
  • Background verification. 
  • Joining formalities 
  • Leave Management

Learning Objectives

  • Identify the critical people factors impacting strategic decisions in organisations. 
  • Design complex HR architecture, policies and processes for effective resource management. 
  • Appraise and modify existing HR policies or formulate comprehensive policies as per guideline

 

Focus areas

  • Introduction to HR policies. 
  • Vision and value alignment in HR policies. 
  • Policy classification. 
  • Understanding of HR policies and procedures. 
  • Creation of HR policies. 
  • Structure of HR Policies. 
  • Most used HR Policies. 
  • Case discussion.

Learning Objectives

  • Create questionnaires for employee engagement surveys. 
  • Design a robust exit interview questionnaire. 
  • Calculate absenteeism and attrition rate and devise measures to control them. 
  • Explore options for improving performance or changing behaviour before recommending terminations.
  • Collect and analyse data on retention and employment experience of employees. 
  • Formulate ER initiatives, keeping in mind Maslow’s Hierarchy of Needs.

 

Focus areas

  • Introduction to employee engagement. 
  • Need for employee engagement. 
  • Factors affecting employee engagement. 
  • Meeting human needs through employee engagement. 
  • Understanding and measuring absenteeism. 
  • Understanding and measuring attrition. 
  • Assessment centres. 
  • Employee engagement surveys. 
  • Employee engagement and other functions in HR 

Learning Objectives

  • Manage the L&D function for an organisation using the ADDIE Model.
  • Conduct needs analyses for relevant positions within an organisation.
  • Implement experiential learning techniques to bring about positive change. 
  • Apply adult learning principles in designing training programmes.
  • Create L1 feedback forms and L2 pre-/post-training self-evaluation forms.
  • Evaluate the effectiveness of training programs at various levels of Kirkpatrick’s model
  • Prepare Training Calendar for an organisation
  • Use the different stages of Skill Development for finding the right training programs
  • Apply the tenets and the principles of Instructional Design in creating the training interventions
  • Choose appropriate training techniques and tools based on training objectives, learner characteristics, and organisational restrictions.

 Focus Areas

  • Introduction to Learning and Development. 
  • DNA of training – KSA.
  • Four levels of skill development. Types of learning programmes. Approaches to training.
  • ADDIE Model – an introduction to the phases.
  • Analysis:
  • Methods
  • Triangulation;
  • Report;
  • Design,
  • Learning models;
  • Kolb’s experiential learning cycle;    Bloom’s taxonomy;
  • Designing training plans;   Development;
  • Implementation;
  • Evaluation (criteria of evaluation, methods and Kirkpatrick’s Model)
  • L1 feedback forms and L2 pre-/ post-training self-evaluation forms for participants.
  • Evaluate the effectiveness of training programmes based on Kirkpatrick’s evaluation model..

Learning Objectives

  • Establish performance standards for appraisal. 
  • Enumerate the correct metric to be used as KPIs and KRAs for roles in MBO. 
  • Evaluate the numerous appraisal methods and select the one best suited to the organisation’s culture and requirements. 
  • Analyse performance appraisal data, diagnose errors and recommend corrective actions. 
  • Coach managers on the organisation’s performance appraisal process. 
  • Devise behaviour statements that can be used as a part of BARS. 
  • Deploy succession planning systems to protect critical roles. 
  • Develop performance improvement plans

 

Focus areas

  • Introduction to performance management. 
  • Importance of performance management processes. 
  • Objectives and uses of performance management. 
  • Performance Appraisal process 
  • Traditional methods of performance appraisal 
  • Critical Incident Method 
  • Graphic rating scale method 
  • Behaviourally anchored rating scales 
  • Management by objectives. 
  • 360-degree appraisal. 
  • Assessment centres

Learning Objectives

  • Balance the various equities impacting compensation planning.
  • Formulate strategies for reducing compensation turnover
  • Understand pay structures and salary plans that are consistent with the organisation’s goals.
  • Develop reward systems to encourage performance and retain employees. 
  • Demonstrate awareness of statutory compliances, government and laws. 
  • Analyse latest trends and schemes in compensation to gauge alignment with the work environment

Focus areas

  • Designing compensation plans.
  • Internal equity. 
  • External equity
  • Individual equity. 
  • Salary slabs. 
  • Flexible structures. 
  • Survey studies. Salary trends. Emerging trends. 
  • Optimisation of compensation. 
  • Point plan method.

Learning Objectives

  • Define Design Thinking, its steps, and the overarching process.
  • Recognize the significance of empathy in HR within the context of Design Thinking.
  • Identify and use the 10 relevant Design Thinking principles for HR.
  • Analyze the impact of Design Thinking on prioritizing human needs in HR.
  • Develop a Design Thinking mindset within HR, including the ‘Prototype’ phase.
  • Foster innovation using Design Thinking principles and prepare for its future impact.

Focus areas

  • The  Power of Design Thinking
  • Design Thinking as an HR Core Strategy
  • Design Thinking Principles and the ‘Define’ Phase in HR
  • Applying Design Thinking in HR and the ‘Ideate’ Phase
  • Cultivating Design Thinking Mindset and the ‘Prototype’ Phase.
  • Leveraging Diverse Experiences in Design Thinking and the ‘Test’ Phase
  • Fostering Innovative Teams and Debunking Design Thinking Myths
  • Design Thinking’s Future Impact and Behavior Adaptation

Learning Objectives

  • Apply Balanced Scorecard for strategic alignment and organizational success.
  • Develop KPIs for efficient and effective performance measurement.
  • Align goals with organizational strategy to drive overall success.
  • Implement performance evaluation for continuous improvement.
  • Foster strategic feedback loops for enhanced processes and outcomes.
  • Integrate multiple perspectives for a holistic and improved scorecard.

Focus Areas:

  • Building expertise in the balanced scorecard approach.
  • Perspectives, Objectives, and Performance Measures.
  • Employee perspectives and psychological aspects of scorecard implementation.
  • Addressing obstacles in effectively applying balanced scorecards.
  • Applying best practices to design balanced scorecards for diverse functions.
  • Holistic incorporation of balanced scorecards into organizational frameworks.

Learning outcomes

  • Develop skills for aligning HR strategies with organizational goals.
  • Acquire techniques for analyzing workforce trends and internal factors influencing HR planning.
  • Learn effective goal-setting methods for HR initiatives in line with organizational objectives.
  • Understand strategies for talent acquisition, development, and retention to support HR goals.
  • Develop skills in identifying and managing risks associated with HR planning.
  • Gain insights into translating HR plans into actionable steps for implementation.

Focus Areas:

  • Cultivating a strategic mindset for aligning HR strategies with organizational goals.
  • Applying techniques to analyze workforce trends and internal factors influencing HR planning.
  • Implementing methods for setting realistic and achievable HR goals in line with organizational objectives.
  • Strategically planning for talent acquisition, development, and retention to support organizational HR goals.
  • Identifying potential risks and developing strategies for risk management in HR planning.
  • Translating HR plans into actionable steps for effective implementation.

Learning outcomes

  • Develop the ability to identify and categorize stakeholders.
  • Enhance communication skills for various stakeholders.
  • Acquire techniques to influence and collaborate with stakeholders.
  • Develop skills to identify and address conflicts among stakeholders.
  • Understand and implement effective strategies for stakeholder engagement.
  • Align HR initiatives with stakeholder expectations and organizational objectives.

Focus Areas:

  • Stakeholder mapping in HR.
  • Tailored communication strategies.
  • Techniques for influence and collaboration.
  • Conflict resolution skills.
  • Strategies for stakeholder engagement.
  • Strategic alignment with stakeholder expectations.



Learning Objectives

  • Grasp the fundamental concepts of Diversity and Inclusion (DEI) and their relevance in the workplace.
  • Understand the significance of individual uniqueness and its role in personal and organizational success.
  • Recognize the responsibilities of Human Resources in cultivating a DEI-compliant workplace.
  • Acquire knowledge about various forms of bias, including conscious and unconscious biases.
  • Develop practical strategies to navigate and mitigate bias within the organizational context.
  • Appreciate the connection between diversity and organizational performance.
  • Acknowledge the importance of diversity for organizational growth and effectiveness.
  • Explore personal roles and contributions in fostering inclusive workplaces.

Focus Areas:

  • Diversity and Inclusion (DEI) Concepts in the Workplace
  • Impact of Individual Uniqueness on Success
  • Human Resources’ Role in DEI Compliance
  • Various Forms of Bias: Conscious and Unconscious
  • Practical Strategies for Addressing Organizational Bias
  • Correlation Between Diversity and Organizational Performance
  • Importance of Diversity for Organizational Growth
  • Personal Roles in Fostering Inclusive Workplaces

Learning Objectives

  • Analyze organizational needs for effective succession planning.
  • Identify and nurture high-potential talent within the organization.
  • Design and implement robust succession plans.
  • Evaluate readiness of potential successors, considering technical skills and leadership qualities.
  • Identify and mitigate risks associated with succession planning

Focus areas:

  • Succession Pipeline
  • High-Potential Identification
  • Leadership Development
  • Talent Retention
  • Succession Readiness
  • Risk Mitigation
  • HR Software Proficiency
  • Technology Integration
  • Analytics for HR

Learning Objectives

  • Understand how the brain influences effective communication.
  • Master interpreting and using body language for enhanced communication.
  • Develop active listening for deeper connections and understanding.
  • Practice genuine communication for increased trust and openness.
  • Enhance communication through improved vocabulary, questioning, and tone.
  • Apply learned skills in practical scenarios for effective communication.

Focus Areas:

  • Brain’s Role in Communication
  • Mastery of non-verbal communication
  • Active listening and authentic communication
  • Enhancing communication proficiency through vocabulary, questioning and tone

Learning Objectives

  • Craft impactful, organized presentations for varied audiences.
  • Create compelling, concise content addressing core messages and counterarguments.
  • Customize presentations for diverse demographics and desired outcomes.
  • Choose suitable media, design effectively, and balance visuals and text.
  • Utilize storytelling for memorable and persuasive presentations.
  • Present authentically, handle tech issues, and exude confidence.

Focus areas

  • The audience and your message
  • The big idea and content around it
  • Your impact on your audience
  • Visuals, words and design that captures attention
  • Delivering memorable message
  • Effective presentation mastery: Ideas, trust, tech and confidence
  • Elevating Presentation Proficiency: Rehearsals, Venue, Fears, Body, Voice Mastery.

Learning Objectives

  • Understanding the basic elements of Excel, Statistics and Tableau
  • Understanding maps and its usage in Tableau
  • Conducting basic operations using Excel and Tableau
  • Using slicers and widgets in Excel
  • Creating databases, tables, charts, graphs and visualizing it for storytelling using Excel and Tableau 
  • Converting categorical data to visuals in the form of bar graphs, pie charts and histograms
  • Understanding A-scatter plot, Z-score and Correlation along with the implementation of the same
  • Conducting random, stratified and systematic sampling in Statistics
  • Understanding the usage of the Colour shelf, the Size shelf, Label shelf, Detail shelf,  and Tool tip shelf in Tableau
  • Understanding and using different types of charts in Tableau and Excel
  • Sorting and filtering large sets of data using Excel and Tableau
  • Applying all forms of statistical operations on the sets of data

Focus areas

  • Basic elements of Excel, Statistics and Tableau
  • Maps and its usage in Tableau
  • Basic operations using Excel and Tableau
  • Slicers and widgets in Excel
  • Database creation, table creation, chart and graph visualization in Excel and Tableau
  • Converting categorical data to visuals (bar graphs, pie charts, histograms)
  • Scatter plot, Z-score, Correlation and implementation
  • Random, stratified, and systematic sampling in Statistics

Learning Objectives

  • Distinguish between statutory and non statutory compliance
  • Understand and classify the various statutory compliances governing the salary structure
  • Differentiate between Gross salary and CTC based salary. 
  • Demonstrate an understanding of the Income Tax rules , the tax slabs and the exemptions governing salaried individuals. 
  • Calculate the net taxable income after applying the exemptions 
  • Design and create a CTC based salary structure showing a detailed break-up of the statutory compliances, tax slabs and the exemptions.

Focus areas

  • Statutory compliance 
  • Non Statutory compliance 
  • Payroll, 
  • Gross salary 
  • Basic, 
  • DA 
  • HRA, 
  • P.F 
  • ESI 
  • Gratuity 
  • Standard Deduction 
  • Bonus 
  • LTA 
  • Professional Tax 
  • Income Tax 
  • Tax slabs and exemptions
  • CTC based salary slip

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Skills Covered

Tools Covered

MS Excel for HR Professionals

CHRMP Training Advisor

Abhishek-Kumar

Abhishek Kumar

CEO, Ripples Learning Services

Abhishek Kumar is a consultant, speaker, writer and educator in the domain of Competency Development, Learning and Development, Talent Acquisition and Strategic Human Resource Management. Abhishek studies HR and Leadership practices and the broader areas of Competency Development and Assessment. Abhishek is the co-founder and CEO of Ripples Learning - an HR and L&D Consulting organization. Abhishek has been instrumental in creating the learning journey and certification framework for CHRMP....

In the last 20 years of core HR consulting experience, Abhishek has advised more than 110 organizations, including Fortune 50 companies, Manufacturing Firms, SMBs, Startup-Unicorns, Banks, Governments and NGOs to create transformation at an individual, departmental or organizational level. Notable organizations that Abhishek has consulted with include Walmart, Accenture, Deloitte, Cognizant, Hewlett Packard, Franklin Templeton, Northern Trust, Airtel, Cap Gemini, Carl Zeiss, Cavin Care, ElasticRun, Freudenberg, Greenpeace, HDFC Life, Murata, Jubilant Biosys, Juniper Networks, Madura Fashions, Menzies Bobba, Monotype, Tata Consultancy Services, UID Project, Wipro, Volvo Eicher and many others.

His body of work ranges from creating leadership learning journeys to transforming the talent acquisition process; from running assessment centers to implementing rigorous certification journeys in HR; and from competency mapping to setting up Performance Management Systems for achieving strategic organizational objectives.

Abhishek is also the co-creator of ResultsLab, a breakthrough L&D tool which uses technology to enable Kolb’s Learning Cycle and measure training effectiveness at Kirkpatrick’s Level 3.

Besides his work, Abhishek has a deep interest in psychology, science, history and philosophy.

The CHRMP Edge

Industry

Industry Relevant

CHRMP certification is highly acclaimed in the HR domain worldwide, providing a recognized standard for professionals in the field. They are consultants to Fortune 500 companies, and the sessions conducted by them are aimed at developing competencies based on real-world challenges faced by HR professional.

Global

Global Reach

The CHRMP Community spans across the globe. CHRMP exams can be taken from anywhere from the comfort of your home via web proctoring.

Pearson VUE Validation

Mercer Mettl Validation

Mercer Mettl is the certification partner of CHRMP. As our certification partner, Mercer Mettl delivers one of the best testing standards in the world, offering a proctored, rigorous and secure exam. Mercer Mettl is the world leader when it comes to competency assessment.

Digital

Digital Certificate Recognition

In association with Accredible, CHRMP provides certificates which are branded, secured, and verified through Blockchain Technology. These certificates can be shared and embedded on professional platforms such as LinkedIn. (View a Sample Digital Certificate)

Thriving Alumni Community

Thriving Alumni Community

CHRMP prides itself on its growing HR Community, through which HR professionals can network, connect and collaborate with other professionals of the HR domain. This network acts as a vital resource, which results in opportunities and assistance.

Abundance of resources

Abundance of resources

 Gain unlimited access to course resources for up to a year after registering. This acts as on-the-job assistance as well. The resources include an abundance of high quality 4K recordings with detailed explanation of the topics, making it an asset for CHRMP students and giving them an edge above the rest.

What Credential Holders Say About CHRMP HRBP Advanced Certification

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HRBP

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$1100
10 Certificate Program

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Frequently Asked Questions

HRBP (HR Business Partner) Advanced certification is a generalist HR certification that covers all the major domains in HR. This certification enables HR professionals to develop strategies and tools across the various domains of HR that can be implemented in the organization.

HRBP Advanced certification is recommended for HR professionals who wish to upskill themselves in order to take up greater responsibilities as well as non HR professionals who wish to transition into HR from other areas.

HRBP Advanced certification covers the 10 major verticals in HR. These are:

  • Job Analysis
  • Competency Mapping
  • Talent Acquisition
  • Behavioural Event Interviewing
  • Managing and Appraising Performance
  • Employee Engagement
  • HR Policies
  • HR Operations
  • Learning & Development
  • Compensation & Benefits Planning

The CHRMP HRBP Advanced certification program, is designed for HR Professionals aspiring to fast track their HR careers through cutting-edge applications. Therefore, candidates should already possess execution level knowledge of the HR domain and have relevant work experience. Those are prerequisites for earning this certification.

The eligibility criteria is set to ensure that participants are ready to meet the challenges and pace of the program.

If you fit any of the below criteria then the Advanced program is the right fit for you:

  • Graduates having at least three years of prior work experience in the field of HR.
  • Postgraduates having at least two years of prior work experience in the field of HR.
  • CHRMP Foundation certified students having at least two years of prior work experience in the field of HR.
  • Graduates having five years of experience in domains other than HR.
  • Postgraduates having three years of experience in domains other than HR.

The HRBP Advanced course is a blend of studio recorded, 4K quality Self Paced sessions  and  Online Bootcamps which are delivered  by our trained facilitators. The pre-recorded lessons for self paced learning, available in the CHRMP Academy, comprises learning modules that you can complete at your own pace.  These modules consist of videos, quizzes and additional resources that will make learning fun and help ensure that the concepts are as simple as possible to implement in real life situations. 

The Online Bootcamps are live instructor-led sessions, conducted on Zoom – which  have a mix of the most important concepts corroborated by in class activities, case discussions and projects.

However, it is not mandatory to attend the bootcamps in order to appear for the exam. You can choose to learn through either self paced, bootcamps or a combination of both depending on your learning style.

Self paced learning is one that happens as per one’s own convenience and comfort.

As part of the self paced learning, the participants have access to  pre-recorded 4K quality videos of the different learning modules that are part of your certification program.You also get  quizzes and courseware to reinforce your learning.

Online Bootcamps are  instructor Led Sessions (ILT) delivered virtually. No, these are not webinars. These are interactive sessions where the participants and the facilitator interact with each other and learning takes place in a social environment These sessions have breakout rooms activities, case discussions and Q & As.

Online Bootcamps are conducted every Saturday from 2PM – 5PM IST.

The schedule for a month is updated in the “My certification” section under your respective certification course in CHRMP Academy.

You can access all the learning modules of your certification program for 1 year from the date of your enrollment into the course.

Yes, CHRMP is a competency based certification that is recognized globally by Fortune 500 companies. CHRMP certification is highly acclaimed, and certified professionals now hold distinguished positions in organizations across the globe in more than 50 countries.

After you enroll for the certification your learning account on CHRMP Academy will be created immediately. The login details will be emailed to you.

You will also be added to the week’s orientation WhatsApp group which is created to facilitate information sharing and query resolution.

The course fees include the access to Self paced learning portal, Online Bootcamps, single attempt at the examination and taxes as applicable.

Our facilitators are subject matter experts who carry immense industry experience.

They have consulted top global organizations and have worked on setting up their HR processes like; Learning & Development, Employee Relations, Performance Management and Recruitment & Selection.

Yes, it is mandatory to appear as well as successfully clear the examination exam with 60% marks to get certified.

On successfully clearing your certification exam, you will receive your digital credentials which consists of a blockchain verified certificate and digital badge.

You can appear for the certification exam within 1 year from the date of your enrolment. However, we recommend our participants to appear for the exam within 4 months of enrolment when one’s momentum for learning is strong.

You will get your certificate within 10 days of successfully clearing your examination.

Yes, you will get your result immediately after you finish the exam.It will show whether you have cleared the exam or not.

You can also download the test report after you submit the exam.This report will contain the detailed analysis of the questions that were asked in the exam.

It will also show the marks and percentage scored.

We have outlined a recommended Learning Path to enable our HRBP participants acquire the much-needed competencies in a more structured manner.

For self paced learning:

Job Analysis- Competency Mapping- Talent Acquisition- Behavioural Event Interviewing- HR Operations- HR Policies- Employee Engagement- Learning & development- Managing & Appraising Performance- Compensation & Benefits Planning.

For Blended learning:

The Online Bootcamp for the 10 modules of HRBP Advanced are conducted every Saturday from 2 pm- 5 pm IST and they happen in a loop. These are repeated cyclically once the 10 modules are completed. Each of the bootcamp is a starting point for the participants. So go ahead and attend any session that you want to.

You can access all the modules of your certification program for 1 year from the date of your enrollment, even after you have cleared your certification exam within this time.

Online Bootcamps are conducted on Zoom.

In order to attend these sessions, the participants need to log into the CHRMP Academy and register in the  “Online Bootcamps” section. Once you register with your email address, you will receive the session joining link on the same email ID.

Online Bootcamps are conducted to help the participants understand the practical application of the HR concepts. This is done through real time activities in breakout rooms and case discussions. These Boot Camps also enable the participants to clarify their doubts from the subject matter expert.

HRBP Advanced Programplan

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Work Experience