Certified HR Transformation Specialist (CHRTS)-Self Paced

• Define digital dexterity in the context of modern HR and explain its importance for organizational agility.
• Evaluate and compare various Human Resource Management Systems (HRMS) to determine organizational fit.
• Design and implement digitally enhanced recruitment and talent acquisition strategies to attract top talent.
• Utilize digital tools and platforms to measure, analyze, and improve employee engagement and experience.
• Develop and manage effective online learning and development (L&D) programs for a distributed workforce.
• Implement automated performance management systems to streamline feedback, goal-setting, and reviews.
• Identify opportunities for HR process automation and integrate AI-powered chatbots for routine inquiries.
• Interpret HR data analytics to generate actionable insights and support evidence-based decision-making.
• Assess the ethical implications and risks of digital HR tools, including data privacy and algorithmic bias.
• Formulate a strategic roadmap for leading and sustaining digital transformation within the HR function.

M-1: Introduction to Digital Dexterity in HR

M-2: Human Resource Management Systems

M-3: Digitalize Recruitment & Talent Acquisition

M-4: Employee Engagement and Experience

M-5: Online Learning and Development

M-6: Automation in Performance Management

M-7: HR Automation and Chatbots

M-8: HR Data Analytics and Decision Support

• Articulate the core components of digital dexterity and their application in HR processes.
• Navigate and configure key features of a leading HRMS platform (e.g., employee database, payroll, benefits administration).
• Create a digital recruitment campaign using social sourcing, Applicant Tracking Systems (ATS), and video interviewing tools.
• Analyze employee feedback data from engagement platforms (e.g., surveys, pulse tools) to recommend targeted interventions.
• Design a structured online learning module using a Learning Management System (LMS) and curate digital content.
• Configure basic workflows for an automated performance management cycle, including goal alignment and 360-degree feedback.
• Map a process suitable for automation and design a simple conversational flow for an HR chatbot.
• Generate a basic HR dashboard with key metrics (e.g., turnover, time-to-hire, training effectiveness) using analytics software.
• Debate the ethical considerations of using AI in hiring, performance evaluation, and employee monitoring.
• Develop a phased implementation plan for adopting a new digital HR tool within their organization.

This program is Validated and Quality Assured by Cambridge Academy of Professionals (CAP) UK. [www.cambridgeacademy.uk/]

Features:
Duration: 4 Months
Modules: 08 Modules
Short Video Material: Yes
Mode of Learning:  Self Paced

Assignment: 

• Total Assignments: 05
• 01 Pre-Course Assignment (Learning Purpose)
• 03 In-Course Assignment
  • Total Marks: 100
  • Pass Mark: 70%
• 01 Capstone Projects
  • Total Marks: 300
  • Pass Mark: 70%

Number of Online Final Exams: 01

Online MCQ (Multiple Choice Question) Exam 

• Number of  MCQ Questions: 50
• Exam Duration: 60 Minutes
• Total Marks: 100
• Pass Mark: 70%

• 08 Practical Focus Module
• Post Completion:
  • Electronic Certificate
  • Digital Badge via Credly.com
  • Printed Certificate Available
  • Printed Transcript  Available

Digital & Technological Literacy:

Proficiency in using and critically evaluating HR software, platforms, and emerging technologies.

Data Analytics & Interpretation:

Ability to collect, analyze, and visualize HR data to inform strategy and measure impact.

Process Automation & Optimization:

Skill in identifying manual processes and implementing technology-driven solutions for efficiency.

Digital Talent Strategy:

Expertise in leveraging digital channels and tools for employer branding, sourcing, selection, and development.

Employee Experience (EX) Design:

Capacity to use digital touchpoints to create a seamless, engaging, and productive employee journey.

Strategic Advisory & Business Acumen:

Ability to align digital HR initiatives with broader organizational goals and communicate their ROI.

Change Management & Advocacy:

Skill in guiding and supporting employees through technological adoption and digital transformation.

Ethical & Legal Governance:

Understanding of data privacy laws (e.g., GDPR, local regulations), digital ethics, and compliance in a tech-enabled HR environment.