HR Generalist

It is a matter of encouraging professionals to specialize in a particular field so that deep knowledge and mastery. These were periods of the industrial age, where years of experience in a specific field of work amplified the speed & accuracy, and in return turned to profitability. In those days, devices had a long life and innovation was not a frequent occurrence. Machinery, process, and people remained the same, and time was spent on the efficiency of a specific task.

With the advent of information technology, globalization and innovation turned into day-to-day activities and goals of corporations that have become part of everyday life. Organizations small started investing greatly in the change through research, a young workforce, flexible policies and a whole range of other talent management initiatives. It was no longer enough to be an expert. HR professionals more and more started opting for training (HR generalist) just to update themselves compared to their particular field of work & other tasks within HR. They didn't really have the opportunity to explore in the past that they have today.

A Human Resources Generalist is a really key person within the human resources function of an organisation. Principally, the HR Generalist is responsible for the day-to-day management of HR operations, which means that they manage the administration of the policies, procedures and programmes of the organisation.

This is a very full on role requiring someone who enjoys planning and developing systems, has real attention to detail but particularly is interested in the personal development of the organisation’s people. Working as a Human Resources Generalist can provide many career opportunities to move upward within the HR function as the skills acquired as some of the most useful for any organisation and are highly valued.

  • An HR Generalist is usually required to consider staffing logistics and take responsibility for recruiting staff for the organisation. You may also be required to contribute to space planning.
  • A key responsibility for a Human Resources Generalist is the personal and professional development of the organisation’s personnel, which involves employee orientation, development and training.
  • Employee welfare, safety, wellness and health and counselling is an important area of work for the Human Resources Generalist and involvement in the development and implementation of policy documents and handbooks that can be referred to by employees.
  • HR policy development and documentation inline with the company’s corporate vision.
  • You will also be involved in performance management working closely with senior management within the organisation.
  • The Human Resources Generalist is required to develop compensation and benefits systems that fit the company’s HR responsibilities.
  • Communication with the whole company is generally generated by the Human Resources department and the HR Generalist, you will be a key member of any decision making process regarding employee communication and the originator of any content sent to employees.

Human resource departments are constantly faced with the need for all their team members to be well versed with all the various tasks, at least at a level where they can solve simple questions and more complex ones. Who needs to be contacted to resolve this, it requires expert advice. This unexpected surge explains the demand for HR generalist profiles, and consequently training of HR generalist. HR professionals around the world experienced this change, and dynamic work cultures are needed. Now people could not work in silos, and now we could not ask people to go to another table to get their human resources.

Avenirhub is an internationally acclaimed HR certification and training company that offers a variety of HR training programs tailored to your goals, qualifications, experience, and ability. The Avenirhub curriculum is designed using state-of-the-art research and practical scenarios and case studies from the business itself.

HR Generalist Module

Module 1: Statutory and Legal Compliances

a. Employees’ Provident Fund (EPF)

  • EPF, VPF, RPF, etc.
  • Computation of Monthly PF Contribution
  • Computation of Interest and Penalty
  • Computation of Monthly Pension
  • Computation of EDLI Amount
  • Penalty and Interest

Practical Session (Workshop)

  • Online Registration of Establishment
  • Online Generation of UAN
  • Online Submission of KYC
  • Online ECR Generation
  • Online Bulk Exit
  • Online SharmSuvidha Portal
  • PF Report in Excel Sheet
  • Registers and Records
  • Various Forms (EE and ER), Display and Return


b. Employees’ State Insurance (ESI)

  • Computation of Monthly ESI Contribution
  • Computation of Interest and Penalty
  • ESI Benefits (Medical, Maternity, Funeral etc.)
  • Contribution Period and Benefit Period
  • Penalty and Interest

Practical Session (Workshop)

  • Online Registration of Establishment
  • Registration of Branch/ Sub-Code
  • Online Generation of TIC/E-Pehchan/IP
  • Online IP Mapping with Aadhaar
  • Online Challan Generation
  • Online SharmSuvidha Portal
  • Accident Register and Records
  • ESI Report In Excel Sheet
  • Registers and Records
  • Various Forms (EE and ER), Display and Return

c. Payment of Bonus

  • Calculation of Bonus
  • Calculation of Available, Allocable Surplus
  • Computation of Set-on and Set-off
  • Penalty

Practical Session (Workshop)

  • Various Forms
  • Bonus Calculation Sheet
  • Bonus Payment Registers and Records
  • Annual Return
  • Display

d.Payment of Gratuity

  • Calculation of Gratuity
  • Maximum Gratuity and Taxability
  • Group Gratuity Policy

Practical Session

  • Various Nomination Forms
  • Gratuity Claim Form
  • Display
Module 2: Compensation And Benefits


  • The Pay Structure
  • Basic, HRA, DA, Conveyance, Medical Allowance, OT, LTA, Lunch Allowance etc.
  • Salary Break up and Designing CTC.
  • Calculation of Gross , Net Salary and CTC
  • Calculation of Overtime and Leave Encashment.
  • Discussion on Compensation and Benefits.
  • Attendance and Leave Management (CL, EL, SL, and ML)
  • Preparation of Salary Sheet, Pay Slip, Full n Final Settlement.
  • PF Report in Excel sheet
  • ESI Report in Excel sheet
  • Professional Report Tax
  • Live Payroll Software Training (New Topic Added)


  • LWF Slab Rate
  • PT Slab Rate
  • Income Tax Slab Rate
  • Tax Exemptions of Various Allowances.
  • Tax Deduction under Chapter VI-A
  • (80C, 80D, 80E, 80G, etc.)
  • Rebate U/S 87A
  • Education Cess
  • Routine Tax Planning (Investment Declaration Form)
  • TDS Certificate (Form 16)

2.1 – MS Excel- Lab Session

Objective: Provide Basic Understanding of Excel, Make user Familiar to Create Formula and give Platform to Make Good Analysis and Introduce Powerful Tools of Advanced Excel so that user can Make Advanced Analysis with the help of Those Tools. Introduction to Excel

  • Basic Understanding Menu and Toolbar, Introduction to different category of functions like Basics, Mathematical and Statistical, Date and Time, Logical, Lookup and References, Text and Information.

Mathematical Functions

  • Sum, Sumif, Sumifs, Count, Counta, Countblank, Countif, Countifs, Average, Averagea, Averageif, Averageifs, Subtotal,
  • Aggregate, Rand, Randbetween, Roundup, Rounddown, Round, Sumproduct

Date and Time Function

  • Date, Day, Month, Year, Edate, Eomonth, Networkdays, Workday, Weeknum, Weekday, Hour, Minute, Second, Now, Today, Time

Text Functions and Data Validation

  • Char, Clean, Code, Concatenate, Find, Search, Substitute, Replace, Len, Right, Left, Mid, Lower, Upper, Proper, Text, Trim, Value, Large, Small Filters (Basic, Advanced, Conditional), Sort (Ascending, Descending, Cell/ Font Color), Conditional Formatting, Data Validation, Group and Ungroup, Data split.

Statistical Function and Other Functions

  • Isna, Isblank, Iserr, Iseven, Isodd, Islogical, Isytext, Max, Min, Len, Right, Left, Mid, ,Maxa, Maxifs, Median, Minifs, Mina, Vara, Correl, Geomen

Logical Functions

  • And, Or, If, Iferror, Not, Nested If

Lookup and Reference Functions

  • VLookup, HLookup, Index, Match, Offset, Indirect, Address, Column, Columns, Row, Rows, Choose, Arrays Concept In Lookup Formula’s, Past Special, Past link

Power Pivot- MIS, Data Analysis and Visualization

  • Pivot Table, Power Pivot, What-if Analysis, Data Table –One Variable and Two Variables, Data Analysis Using Statistics, Descriptive Statistics, ANOVA, Moving Average, Testing Hypothesis, Measuring Covariance and Correlation, Distribution, Regression, Graphs and Charts, Analysis Tool Pack, Solver, Histogram, Pareto, Water Fall, Import and Export data, Protect/Unprotect sheets/workbooks, Worksheet formatting and Print Display

Advanced Dashboard in Excel

  • Overview of Chart types, Chart Formatting, Active X Form Controls, Principle of great dashboard design, Selecting Correct Chart to display data, Interactive Charts with Form Controls, Combo box, Check Box, Scroll Bar and Radio Button, Interactive Dashboard with Form Controls, Form Controls for reports automation, Data Models using Power Pivot

Two Live Report Development in Advanced Excel:-(Real World Data)

Module 3: Corporate IR / Labour Law Compliances


  • What’s Disciplinary Action?
  • Definition of Misconduct/Violation of Code of Conduct.


  • Preparations of Show Cause Notice/Charge Sheet.
  • Domestic Inquiry
  • Termination


  • Objective
  • Applicability


  • Registration and License
  • Returns(Report)
  • Facilities
  • Registers and Records
  • Displays

3.1 (c). SHWW Act, 2013 (New Topic Added)

  • What is Sexual Harassment
  • What is the workplace


  • Sexual Harassment Policy
  • Internal Complaints Committee (ICC)
  • Local Complaints Committee (LCC)
  • Penalty


  • Objective
  • Applicability


  • Registration
  • Conditions of Work
  • Registers to be maintained
  • Displays(Notice)

3.1 (e). FACTORY Act, 1948

  • Objectives
  • Applicability


  • Registration and Licensing Procedure
  • Annual Leave with wage
  • Facilities
  • Annual and half Yearly Return
  • Safety-related Provision
  • Registers and Records
  • Various Returns
  • Registers and Records

3.1 (f). BOWC (Building and Other Constructions Workers) Act, 1996

  • Objective
  • Applicability
  • Eligibility conditions
  • The responsibility of the Employer;


  • The responsibility of the Employer;
  • Registration Procedure
  • Registers, Records, and Returns;
  • A grievance by an employee;
  • The penalty for contravention of the Act

3.1 (g). TRADE UNION

  • Definition
  • Condition/Clause
  • Function
  • Benefits and Drawbacks

3.1 (h). INDUSTRIAL DISPUTES Act, 1947 (New Topic Added)

  • Purpose
  • Scope
  • Forms and Formats
  • Regulatory Body
  • Employer’s Obligation
  • Keywords used

3.1 (i). MINIMUM WAGES Act

  • Objective
  • Applicability
  • Notification


  • Registers to be maintained
  • Returns
  • Display(Notice)

3.1 (j). APPRENTICESHIP Act, 1961 (New Topic Added)

  • Objective
  • Contract of Apprenticeship
  • Termination of Apprenticeship Contract

Module 3.2 – Fully Practical Legal Calculations Class (Advanced Topic Added)

  • Design a PMS System
  • Calculation of Full and final settlement
  • Calculations of a Notice period
  • Calculations of LTA
  • Calculations of Medical Reimbursement
  • Calculations of Man days for required of all returns like factory and contractor returns etc.
  • Calculations of Attrition and issue andControl
  • Calculations of absenteeism
  • Calculations of suspension allowance
  • Calculation of Overtime with new rule
  • How to Draft the charge sheet in English for staff
  • How to Draft the Charge Sheet In Hindi for worker


  • Payment to Apprentices
  • Health, Safety and Welfare of Apprentices
  • Rules and Guideline

Module 3.3 – How to Get Registration with legal Authority (Advanced Topic Added)

  • Factory Registration/Licensing with full Procedure
  • Contractor Registration/Licensing with Full Procedure
  • Air and water NOC and Consent with Full Procedure
  • Standing Orders Certification with Full Procedure
  • Fire NOC with Full Procedure

Module 3.4 – HR Audit

  • What is HR Audit
  • Legal Compliance Audit
  • HR Payroll Audit
  • HR Policy Audit
  • How to make the HR Audit Report?
Module 4: Performance Management System

Performance Management System

  • Design a PMS System
  • Goal Cascading
  • Mapping the KRAs and KPIs
  • Link Reward System to Achievement of KRAs
  • Performance Counseling Techniques
  • Reward and Recognition System.
  • Performance Report and Dashboard
  • Timelines Quarterly and Mid-Year Reviews
Module 5: Learning and Organizational Development

Performance Management System

  • Design a PMS System
  • Goal Cascading
  • Mapping the KRAs and KPIs
  • Link Reward System to Achievement of KRAs
  • Performance Counseling Techniques
  • Reward and Recognition System.
  • Performance Report and Dashboard
  • Timelines Quarterly and Mid-Year Reviews
Module 6: HR Policies

HR Policies

  • Why Policies, Steps to Frame HR Policy?
  • HR Policy Framework/Checklist
  • Attendance Policy
  • Leave policy
  • LTA and Reimbursement Policy
  • Code of Ethics and Business Conduct
  • Email, Internet and Computer use Policy
  • Confidentiality and Non-Disclosure Policy
  • Effective Retention Policies
Module 7: HR -Business Partner

HR -Business Partner

  • Contributions of HR from Business Perspective?
  • Review and Analyze Business Unit Data
  • Employee Budgeting and Man Power Planning
  • Workforce Planning, Succession Planning, Career
  • Architecture Program and Skills Assessment
  • Attrition Issues and Control
Module 8: Employee Relationship Management Workshop Session

Employee Relationship Management Workshop Session

  • Joining Formalities and Relieving Procedure
  • Exit Interviews
  • Employee Engagement
  • Communication Downward, Upward, Horizontal
  • Gamification and Modern age engagement activity
  • BE open to coach and mentor
  • BE Open to new Idea and Initiative
  • Human Resource Round Table
  • Practical Role Play for Employee Relationship Building
  • Grievances
Module 9 - Recruitment and Selections

Recruitment and Selections

  • End-to-End Recruitment Process
  • Job Analysis, Job Advertisement
  • Industry Mapping
  • Head Hunting and Blind Recruitment
  • Profile Sourcing – Hands on Experience on Job Portals i.e., Naukri | Monster | Timesjob | LinkedIn
  • Sourcing Methodologies – Boolean Search, Keyword Search
  • Screening, Short-Listing of Resume.
Module 10: Interview


  • Interview Handling
  • Skills Landing Interview Technique
  • Mock Interview
  • Win-Win Situation