Professional HR Associations and

bodies, Certifications & Career in HRM

Winners don't
do different TEAM 11 Sec B
things, they do ASIM KUMAR VERMA-2010056
things GAUTAM BANSAL-2010075
differently— HITESH BABBAR-2010079
Shiv Khera JAYA DADLANI-2010084
JHANVI THAKKAR-2010086
KARISHMA DATTANI-2010092
PRATEEK CHATURVEDI-2010295
“We are responsible for what
we are, and whatever we wish
ourselves to be, we have the
power to make ourselves. If
what we are now has been the
result of our own past actions, it
certainly follows that whatever
we wish to be in future can be
produced by our present
actions; so we have to know
how to act.”
 Professional HR Associations
• Professional HR associations,
like their counterparts in other
fields, aim to keep members
informed, interconnected, and
employed.
• They have achieved varying
levels of success pursuing these
goals via member directories,
publications, discussion groups,
awards, local chapters, vendor
relations, government
lobbying, and job boards.
Three Traditional Membership Benefits

Knowledge Sharing
Networking
Certification
National Institute of Personnel Management

• Indian Institute of Personnel Management (IIPM) was the first

voluntary organization focused on the field of human resources
in India, formed by a voluntary association of professionals in
the year 1948.
• IIPM was considered a parallel body to the Institute of Personnel
Management, UK.
• In 1980, IIPM merged with the National Institute of Labour
Management and gave rise to the National Institute of Personnel
Management, the "only all India body of professional managers
engaged in the profession of personnel management, industrial
relations, labour welfare, training and HRD in the country." 
 Objectives
• To spread the message of Professional Management
in Human Resource Management and
Development.
• To promote an awareness of Professional Personnel
Management at all levels in different organizations.
• To organize activities and programmes at both the
national and chapter level with a view to upgrade
the skills and professional standards of its
members.
 Continued
• To serve as a forum for exchange of ideas and
experiences and collection and dissemination of
information on management in general and
personnel management, industrial relations, human
resources development and labour & social welfare,
in particular.
• To promote and safeguard the status and the
interests of personnel management, industrial
relations and labour welfare at work places and the
interests of those engaged therein.
  
CERTIFICATION OFFERED BY NIPM

• NIPM has been conducting academic conferring Post Graduate

Diploma in Personal Management (PGDPM) since 1978.
• The Post Graduate Diploma in personal Management is
recognized by Govt of India for recruitment to superior posts
and services under the Central Government
• The course offered by NIPM equips a student with various
Personnel Management and General Management subjects like
Organizational Behavior, Industrial Relations and Labour Laws,
Management of Human Resources etc. which helps an
individual to develop its acumen to enhance Human Resources.
The whole purpose of
education is to turn
mirrors into windows. 
----Sydney J. Harris
 The Indian Society for Training &
Development (ISTD)
• Established in April 1970
• National level professional & non-profit society
registered under the Societies Registration Act,
1860
• ISTD seeks to bring together individuals from
Government, industry, education and such
other institutions to evolve and develop
improved and effective HRD/Training practices
tools and technologies.
• Affiliated to the International Federation of
Training and Development Organisations
(IFTDO), USA and Asian Regional Training and
Development Organisations (ARTDO), Manila.

• ISTD organises Training Programs, all over the

country both at Chapter and National Levels
 CERTIFICATION OFFERED BY ISTD

• Diploma in Training & Development, was

introduced in April, 1979. This is the only
professional course recognized by Govt. of
India for Training of Trainers in the country
and is designed to meet today's training / HRD
challenges.
       
NATIONAL ACADEMY FOR TRAINING AND DEVELOPMENT (NATAD)  

• An Institution under the Aegis of ISTD.

• Dedicated Centre of Excellence offering high quality Learning
and Training Programmes for the Corporate and the Academic
World.
• To design, develop and deliver world class training programmes
in Training & Development, HRD and related areas for
Organisational Excellence.
• To provide first rate comprehensive consultancy service related
to all aspects of Training & Development for Excellence.
Advanced Post Graduate Programme in HRD
(APGPHRD)
Integration of 17 Stand-alone Masters
Certificate Modules.

Few Certificates are :-

• HR Balanced Score Card
• Leadership Development
• Statutory Dimensions of HRM
NATAD is aiming to become a repository of
Knowledge and a Centre for Consultancy and
Research in HR. The Academy is also striving
to be a means of channelizing young and
energetic HR professionals towards ISTD.
Education is what
remains after one
has forgotten
what one has
learned in school. 
~Albert Einstein
NATIONAL HRD NETWORK
 Introduction
• An association of professionals
• Promoting the HRD movement in the country
• Enhancing the capability of human resource
professionals
• Enhancing competitiveness and creating value
for society
 Key Objectives
• To help stimulate positive forces for humanizing
system
• To augment knowledge and skills relevant to HRD
• To generate, acquire and continuously develop
new knowledge and skills
• To generate, acquire and continuously develop
new knowledge and skills
• To disseminate HRD knowledge and skills among
HRD professionals
 Contd..
• To strengthen the HRD movement in the
country
• To break new ground for the HRD movement
• To develop and maintain standards of
professional excellence in HRD
• act as a clearinghouse for all referrals related
to HRD activities
 Types of Memberships
• Institutional Membership
– Annual Membership offered to organizations
interested in promoting research in the field of
HRD
– Willing to offer financial support to the Network
• Individual Membership
– Any individual interested in HRD, having some
knowledge and experience to share with others
 Contd..
• Student Membership
– Those who are undergoing full-time post-graduate
education in management, social sciences, and
such other fields related to HRD
• Members Honoris Causa
– An individual who has made an outstanding
contribution towards the promotion of human
resources development
 Rights and Privileges of members
• The right to vote
• Services offered by the Network
• Concessions for Network’s seminars
• One copy of HRD Newsletter
 Vice President Human Resources
• A vice president human resources is
responsible for oversight and management of
the human resources department of an
organization
• Primary responsibilities of a vice president
human resources include providing strategic
leadership and vision to the organization as far
as human resources are concerned.
If you think
education is
expensive, try
ignorance. ---
Derek Bok
• Founded in 1948 as ASPA.
• Officially changed name to SHRM in 1989.
Currently has 340 staff members and 2,50,000
members across 140 countries.
• Head by a volunteer board of Directors from
different dimensions of HR including
professionals, academic profiles and SHRM
representatives.
• Mission-encourage research works by providing
sponsors, funds and educational support.
 CERTIFICATIONS
• Process for earning credentials.

• Eligibility-Candidate must complete

educational prog. From a recognized institute
in HR.

• Process includes demonstration of knowledge,

experience and learnings from the field of HR.
 LEVELS OF CERTIFICATION
• Based on 2 factors:
Years of service to HR field.
Ability to pass the examination.

• Levels of Certification:
 PHR
 SPHR
 GPHR
 PHR-CA/SPHR-CA
• SHRM India is a wholly owned subsidiary.
• SHRM India is devoted to support the
professionals and advancing the profession of
human resource management in India.
• SHRM India's mission is to leverage the
strengths of the professionals and to share
information and advance the human resource
profession in a global community.
He who opens a
school door,
closes a prison.
----- Victor Hugo
 Career in HRM

•There are careers involved with employment,

recruitment and placement.
•The Career paths lead from technical HR jobs to
positions in senior HR management, such as
Manager of Compensation, VP of Labor
Relations, Director of Employment and others.
 HR consulting
• Upcoming field
• Organizations employ the services of HR
consultants to either find solutions or help
tide over issues relating to people in the
organization.
 International HRM
• Offers insights into the diversity of
employment systems from both comparative
and cross-national perspectives.
• Gain insight into international business
operations with an emphasis on the
institutional distinctiveness of business
systems
 HR Analyst
• Related to the human resource and recruitment
industry wherein the primary task is to
interview and recruit prospective candidates.
• The HR Analyst oversees the effective
implementation of human resource programs,
manages the compensation, benefits,
recruitment, employee relations, training and
personnel/payroll transactions for the
organization
Education would be much
more effective if its purpose
was to ensure that by the
time they leave school
every boy and girl should
know how much they do
not know, and be imbued
with a lifelong desire to
know it.  ~William Haley
 General and Operations Manager

Plan, Direct, or coordinate the operations of companies.

Formulating policies, managing daily operations.

planning the use of materials and human resources

Employee Assistance Plan Manager / Employee Welfare Manager

occupational safety and health standards and practices; health

promotion and physical fitness, medical examinations

first aid; publications; food service and recreation activities;

employee suggestion systems;

child care and elder care; and counselling services.

 Recruiter

maintain contacts within the community and travel to college

campuses, to search for promising job applicants.

screen, interview, and occasionally test applicants. They also may

check references and extend job offers.

Familiarity with the organisation and its human resources

policies.
Personal management and development:

understand an employee and his skills for the job. 

Help the employees to develop accordingly

capable of evaluate the employees individually. 

 Bibliography
• Human Resource Management by K
Aswathappa
• Human Resource Management by Gary
Dessler & Varkkey
• http://cornellhrreview.org
• http://www.wikipedia.com
• http://www.istdtrg.org
THANK YOU !!!

Under Adverse
conditions -
some people
break down,
some break
records