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A CHRMP HR live project would cover a range of topics related to human resource management, such as recruiting and hiring, performance management, employee training and development, and compensation and benefits.

This live project includes hands-on practical training, exposure to the industry through live projects, assignments, tests, mentorships, and networking with individuals in the HR industry.

Key Highlights

An HR Live Project "bridges" the learning gap in the industry by providing both practical
training and exposure to real-world initiatives.

Exposure to a range of HR topics and concepts, such as recruiting and hiring, performance management, and employee training and development
The ability to learn about labor laws and regulations and how they apply to HR management
The chance to develop skills in areas such as communication, problem-solving, and critical thinking, which are important for success in HR
The opportunity to network with other HR professionals and build connections in the field
The potential to earn a certificate or other recognition upon completion of the course, which can enhance your resume and job prospects.
3-month complimentary access to additional resources, with templates, forms, live classes, events, and more than 100 hours of recordings
Complimentary access to career resources to assist with job search and career growth
Belong to a network of credential holders from over 56+ countries

How can the coaches help you?

HR live project coaches are experienced HR professionals who guide and support students as they work on real-life
HR projects. Overall, HR live project coaches play a critical role in helping students gain practical experience and
develop valuable skills in HR management.


Providing guidance and support to students as they work on their HR project


Helping students understand
and apply the theories and
concepts learned in class to their project


Assessing student
progress and providing
feedback on their work

Connecting students with other HR professionals and experts in the field for networking and mentoring opportunities


Serving as a resource for
students and providing
support and guidance as

Eligibility Criteria


Completion of a relevant undergraduate
or graduate degree in HR management
or a related field


Prior coursework or experience in HR management, including courses in areas such as recruiting and hiring, performance management, and employee training and development

A strong interest in pursuing a
career in HR management

Module 1 : Introduction to HR Analytics 

  • Setting the context
  • Gathering expectations
  • Introduction to HR Analytics
  • HR Analytics & the Organizational Structure
  • Types of Data
  • HR Analytics & HRBP
  • Case Discussion

Projects Available
( January to December 2023)

Human resource (HR) dashboards are tools that provide a high-level overview of HR data and metrics. They are designed to help HR professionals and managers track and analyze key HR metrics, such as employee retention, turnover rate, and average time to fill open positions.  

In this project, the learner will be able to 

    1.     Gather and interpret data
    2.     Differentiate between relevant and irrelevant data
    3.     Identify the important HR metrics to track
    4.     Create HR dashboards using Ms Excel
    5.     Update the HR dashboard

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

Letters & Certification

HRP 10
HRP 11


₹15,000/ $ 240
Duration: 1 month


₹25,000/ $ 350
Duration: 2 months


₹30,000/ $ 395
Duration: 3 months

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HR Analytics Programplan

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