HR CAPSTONE PROJECTS- LIVE

Diversity analysis is the process of evaluating the diversity of a group or organization. It involves collecting data on the demographics of the group, such as gender, race, age, and background, and analyzing it to identify any imbalances or areas where the group lacks diversity. 

In this project, the learner will be able to

1.  Identify the demographics that you want to include in your analysis
2.  Gather data on the demographics of the organization
3.  Use visualization tools to analyze the data to identify any imbalances or areas where the organization lacks diversity
4.  Determine the overall level of diversity within the organization
5.  Develop strategies for increasing diversity within the organization

Creating HR metrics involves identifying the key HR data and metrics that an organisation wants to track and measure, collecting data on those metrics, and analyzing the data to understand the current state of HR. 

In this project, the learner will be able to 

1.   Identify the critical success factors and the associated HR metrics
2.   Gather data on those metrics
3.   Use visualisation tools to analyze the data to understand trends and areas of improvement
4.  Create HR strategies to address the same
5. Monitor and update the metrics regularly

HR policies are guidelines that outline how a company’s HR team will handle various HR-related matters, such as hiring, firing, benefits, leave, and performance management. They provide a framework for how HR should handle different situations, ensuring that HR practices are consistent and fair across the organization.

In this project, the learner will be able to

1.  Create the vision, mission statement and value system for an organisation in alignment with the line of business
2.  Identify the policies that would be required for the organisation
3.  Write clear and concise policies
4.   Identify the mistakes to avoid while creating policies
5.  Draft an employee handbook

New age talent acquisition refers to the use of modern and innovative approaches to attracting, selecting, and onboarding employees. It involves using a variety of tools, techniques and technology to identify and engage with potential candidates.

It also involves a focus on diversity and inclusion, as well as a more holistic approach to evaluating candidates based on their skills, experiences, and potential fit within the organization. 

In this project, the learner will be able to

1.  Learn to use social media platforms, such as LinkedIn, Twitter, and Facebook, to advertise job openings and engage with potential candidates.
2.  Use job sites to job openings and engage with potential candidates.
3.  Create employee referral programs
4.  Create assessments as required for the role
5.  Using software to manage and track job applications and resumes

Job analysis is the process of collecting and evaluating information about the duties, responsibilities, and requirements of a specific job or group of jobs. The goal of job analysis is to identify the key tasks, duties, and responsibilities of a job, as well as the knowledge, skills, and abilities (KSAs) required to perform the job effectively. 

In this project, the learner will be able to 

1.  Identify the various methods used for job analysis
2.  Create questions for interviews ,focus groups and surveys
3.  Conduct interviews ,focus groups and surveys
4.  Learn to document the observations of employees performing their job duties and responsibilities
5.  Write job descriptions and job specifications for different roles

Competency mapping is the process of identifying the knowledge, skills, and abilities (KSAs) that are required for an individual or group of individuals to perform a specific job or role effectively.  

The goal of competency mapping is to create a detailed competency matrix to guide the development of employees, support performance management, and succession planning.

In this project, the learner will be able to 

1.  Analyse different data sets to identify the top performer in each role
2.  Identify the competencies that are required for a specific job or role by using triangulation method
3.  Create competency indicators and levels for different competency areas
4.  Develop competency framework using Competency areas, indicators and levels
5.  Design the competency matrix for the organisation

Behavioral event interviews (BEIs) are a type of job interview that focuses on an applicant’s past behavior as a predictor of future behavior. The idea behind BEIs is that an applicant’s past behavior is the best indicator of how they will perform in a similar situation in the future. 

BEIs are often used to assess an applicant’s problem-solving skills, decision-making abilities, communication skills, and other competencies that are important for success in the job.  

In this project, the learner will be able to 

1.  Identify the competencies that are being assessed for a role
2.  Prepare a list of questions for these competencies
3.  Learn to structure the interview process
4.  Conduct the interview process using the same structure
5.  Evaluate the candidate’s response using STAR format

Employee engagement refers to the emotional and psychological connection that employees have to their work and their organization. It is a measure of how committed and invested employees are in their work, and it is often linked to their level of motivation, productivity, and overall job satisfaction. 

In this project, the learner will be able to

1.  Design an employee engagement survey
2.  Design pulse surveys 
3.  Identify the modes of implementing these surveys
4.  Collate data from the various surveys
5.  Calculate employee engagement index

HRIS, or Human Resources Information System, is a software application or system that is used to manage and store HR data, such as employee records, payroll, benefits, and performance management. HRIS systems are designed to streamline HR processes and enable organizations to manage their HR data more efficiently and effectively. 

In this project, the learner will be able to 

1.  Establish the parameters for performance management 
2.  Establish the method for ongoing feedback
3.  Create the forms for performance appraisal
4.  Create the rating system
5.  Design the overall performance management module