Participant-centered “workshop methodology” will be followed during the program. The methodology will be a combination of the case method, and simulations including role plays and situation analysis. Also, interactive mini-lectures will be used to explore the themes. The focus of the entire program is to help you reflect on your decision making style and strategies rather than simply teaching you concepts.

Senior and Middle Level Executives in all functional areas of management in industry and services.

The overall coverage of the course will include:

▪ Thinking styles

▪ What it means to be critical

▪ Making a critical choice

▪ Critical thinking and communication

▪ Taking charge of your irrational tendencies during communication

▪ Monitoring your socio-centric tendencies during communication

▪ Misunderstanding, challenges, and risks (Critical thinking and communication in difficult situations)

▪ Being influential and persuasively argumentative (How to use facts, observations, beliefs, assumptions, claims, premises, and acknowledgment?)

▪ Critical thinking and decision making

▪ How problems shape decisions

▪ Behavioral traps, cognitive biases and decision traps

▪ Decision-making processes—random, rational and proactive decision-making process

▪ Decision Implementation

▪ Role of argumentation and analysis in communicating decision-making

06th Feb 21 - 08th Feb 23

The title of the programme is derived from the pedagogy. In the ancient Gurukul System, the learning used to be through deep philosophical discussions on a topic, and also through practice. The process involved not only the learning from guru to disciple, but also disciple to disciple. The method was very organic, no clear “syllabus” where everyone learnt at their own pace. In modern days, the PhD programs in many universities have some similarities to the method of the Gurukul. This programme adopts an organic system of learning – similar to the Gurukul. The participants need to identify a live business problem, within a few broad domains, and submit the same (100 words) before the programme starts. The instructors will choose a few business problems based on their fit with the programme. Each of the chosen problem will be taken up for brainstorming by participants and the instructors. The instructors will guide the process. After the brainstorming, the participants will work in groups, using XLRI’s comprehensive knowledge repositories and academic facilities to learn the fit of theoretical tools and frameworks to their business problems and use them for analysis. The analyses/progress will be presented by each group and critically examined by everyone for further directions or inputs. The instructors will handhold the participants at the beginning, but with each passing day the participants are expected to become more and more self-sufficient.

The programme is best suited for:

• Senior leaders of any type of company
• Functional Experts who are a part of cross functional teams
• Middle managers who aspire or expect to take up senior leadership role
• Entrepreneurs with a developed business model
• Junior Consultants
• Finally……..anyone wanting to learn the basics of strategy or complex decisions is welcome

The participants must submit a one-pager business problem before the start of the programme. The

chosen live business problem must contain some elements of:

• Business or Corporate Strategy
• Strategic Change Management
• Mergers and Acquisitions
• Technology, Innovation and Business
• International Business
• Family Business
• Business and Society (including CSR, ESG etc)

The process followed during the programme is presented below:

The Introduction

• Introduction to Strategy
• Working with uncertainty
• Problem Identification
• Introduction to tools and resources
• Group Formation and goal formulation

The Interaction

• Interactive and Collaborative strategic analysis (group based)
• Progress Discussion with programme coordinators
• Real life examples and cases
• Revisiting goals

The Summation

• Building the strategic plan
• Presentation and open discussion
• Personalized feedback
• Learning Summary

06th Feb 21 - 10th Feb 23

This program is based on combination of methods which include recent case studies from leading organizations, lecture, hands on experience on data analysis, group work to determine the best HR response to data trends, and reflection of organization specifics to contextualize the learning for organizational benefit. Participants are expected to attend this program with

reasonable understanding about data challenges specific to their organization and sector.

Continued support: Participants from those organizations willing to get into an academic partnership with XLRI are offered three months of continued support for their first HR analytic project after the MDP. Feel free to contact us for further details

about academic partnership.

1. Managers responsible for allocating resources for various HR initiatives or measuring returns from them
2. Professionals interested in optimization of human capital based change initiatives
3. Professionals interested in implementing evidence based HR investments in their organizations
4. Professionals planning to update or improve their HR Analytical skills
5. Members from organizations planning to set up an HR Analytic team for the first time
6. Professionals interested to improve the existing way of collecting HR data or make meaningful use of existing HR data for future decisions.

▪ Human Capital Analytic Continuum

▪ Analytical Foundations of HR Measurement

▪ The Workforce Analytic Process: Designing an HR Analytic Project

▪ Descriptive Analytics: Identifying Trends in Existing HR data

▪ Predictive Analytics: Making Forecasts about Possible Outcomes

▪ Prescriptive Analytics: Designing and Implementing HR Interventions based on Predictive Analytics

▪ Illustrations of HR Analytics: Staffing, Training, Performance Management, Compensation, Attrition Management and

Engagement Initiatives

13th Feb 21 - 15th Feb 23

This is an introductory program meant for professionals planning to learn about the utility of HR Analytics through a systematic development program. This program will help you to utilize HR analytics in making better HR decisions in day to

day work or to pursue a full time career in HR analytics. Also note that this MDP is not meant for experts who are looking for advanced analytic tools within HR domain.

HR Analytics is a logic driven process and hence do not mandate expertise in statistical techniques. We encourage even those HR professionals uncomfortable with quantitative methods to attend the program and get surprised by experiencing the utility

of logic driven analytical process. Due to the necessity for close interaction, individual guidance and continued support, the number of participants for this MDP is limited to 10 - 12 participants per batch.

The program will be delivered with a combination of lectures, case discussions and role-play exercises. A fair amount of interaction is expected from the participants.

The program is designed for upper-middle through senior-level managers who are now, or will be, deeply involved in the development of strategy at the corporate, business or functional level in their organizations.

1. The Art and Science of “Business Games”

1. Playing “games” as games
2. Lose-lose to win-win - Increasing the pie
3. “War and Peace” of business world - Understanding Conflict and Co-operation
4. Timing of moves – Taking advantage
5. Weighing risk

2. The Value Net

    Understanding the strategic interaction map of the firm and its suppliers, competitors, complementors and customers

    a. Roadmap of the PARTS framewor

3. Players

   a.Becoming a player – Enter the game

   b.Bringing in other players – Gain bargaining power

   c. Changing the players – Change the game

4. Added-value

a. Added value under competition – Trade-offs and trade-ons

b. Added value from relationship – Positive reciprocity

5. Rules

a.The right rule for the right game - Creating incentives and threats

b.Rules in business-to-business (B2B) setting – Contracts as rules

c. Rules in mass markets – Prices (MRP), targeted rebates and offers

6. Tactics

a.Making commitments

b.Being credible

c.Using information strategically

7. Scope

a. Links between games through added-value, rules and tactics

b. Putting it all together - The larger game

8. Applications

a.Negotiating

b.Contracting

c.Bidding

13th Feb 21 - 15th Feb 23

Class discussion on latest developments in Marketing

Case discussions

Video content analysis

Presentations

Simulations and role play

The course is suitable for functions that are not directly interacting with the customer, but

their functional decisions have a significant impact on customer satisfaction. Ideal for junior

to mid-level professionals in the areas of Finance, IT, HR, R&D, production, Engineering,

legal, procurement and any other.

• Changing Business models and role of Marketing
• Concept of Value
• Customer centric vs Product centric
• Product Market fit
• Psychology of Buying
• Usefulness of Branding
• Smart Pricing
• Return on Marketing Investments
• Digital Marketing
• Data Analytics for marketing

20th Feb 21 - 23th Feb 23

12 sessions of 90 mins each

The pedagogy will comprise lectures, case discussions, simulations, exercises and experience sharing by

participants. There will be sessions by Industry experts in the field. Concepts will be explained using examples

drawn from an industry and the participants would be encouraged to relate them to their respective industries.

People from Marketing functions and other related functions

1. Understanding Data; Basics of Statistics and Data Interpretation on MS EXCEL/R
2. Market Analysis; Sales Forecasting, Market Share Analysis; Other Market performance indicators like Penetration, Usage, Brand performance, Satisfaction.
3. Customer Analysis: Customer Choice Analysis, Customer Profitability Analysis, Lifetime Value; Acquisition and Retention Costs and rates
4. Product Analysis: Product Portfolio Analysis, New Product Sales Forecasting; Cannibalization Analysis
5. Sales and Distribution: Sales force sizing, effort (Call Planning), territory planning, target setting, compensation planning; performance appraisal. Distributor, numbers, margin and profitability, performance appraisal
6. Advertising and Sales Promotion: Performance of Ads, media planning, setting advertising and sales promotion budget
7. Retail analysis, category analysis, retal lift and promotion analysis
8. Social media analysis
9. Marketing Analytics & Decision Making by Marketing Manager: Bringing it all together

20th Feb 23 - 24th Feb 23

The programme is based on combination of methods which include case studies, lecture, group work and reflection of organizational specifics. Participants are expected to attend the programme with reasonable understanding about their organizational challenges and impact of existing HR policies on same. They need to actively participate in learning process by relating the concepts discussed/shared during the programme to organizational reality and other relevant factors.

▪ Managers empowered to allocate resources for HR initiatives

▪ HR professionals involved in HR Policy decisions

▪Line managers interested to compete through talent differentiation HR generalists expected to customize organization

polices for respective business units

▪ Managers (both Line and HR) expected to link engagement initiatives to tangible business results

▪ Managers (both Line and HR) expected to develop initiatives to address attrition levels of an organization

This programme is meant for Line and HR managers who are familiar with the challenges and opportunities of organization

they are currently working on; not for HR consultants or HR trainers.

Even though the target audience is expected to be from Senior/Middle level of managerial cadre, empowered young managers

operating in entrepreneurial / professional firms are also encouraged to participate in this management development

programme.

• ▪HR Business Partnering: A Necessity and an Opportunity

  ▪Investments in HR: A Partnership Approach

  ▪Talent Segmentation: A Business Perspective

  ▪Designing HR Initiatives for Business Solutions

  ▪Customizing HR Policies for a Dynamic Business World

  ▪Linking Engagement Initiatives to Critical Success Factors of Business

  ▪Attrition Management: New Insights for Business Success

  ▪HR Analytics: From HR Measurement to Prediction of Business Results

06th Feb 23 - 09th Feb 23

Class discussions on strategies and tactics for media management, corporate

communications and public relations

Case study discussions including crisis management – domestic and overseas examples

Video content based discussions including social media examples

Presentations

Simulations and role play

The course is suitable for top leadership and senior functional heads in organizations where

they interact with the media. These organizations may be listed companies or privately held.

They could be startups or steady state businesses. They could operate in highly regulated or

free market environments.

• How the current business environment shapes consumer and stakeholder perceptions for companies and brands
• The changing role of corporate communications and public relations in a VUCA world
• Crisis Management – Do’s and Don’ts
• PR successes and failures – domestic and international case studies
• Promoters and CEOs as brands
• Brands perceived more powerfully than companies and CEOs
• Concept of Value – speak only if you have something to say
• CC and PR in a hyperconnected, digitally enabled, social media driven world
• Managing the environment and multiple stakeholders
• When it is not necessary to speak, it is necessary to not speak
• Perception is reality
• To play cricket, you have to look like a cricketer
• ROI of a good CC and PR campaign
• The role of analytics in CC and PR

28th Feb 23 - 02nd Mar 23

Data Pending

Data Pending

Data Pending

2nd Mar 23 - 3rd Mar 23 - Bangalore

▪ You will undergo the entire gamut of Assessment Centre Exercise

▪ You will learn by defining competencies

▪ You will learn by observing and classifying behaviour

▪ You will learn from lectures and discussions

▪ You will get an opportunity to practice what you learnt

▪ You will learn by designing exercises and evaluating them

▪ You will learn from cases

▪ You will learn by running a mini assessment centre

Professionals involved in HR activities in corporate.

▪ Concept of competencies

▪ Approaches to mapping competencies

▪ Types of Assessment Centre

▪ Behavioral Assessment Process : ORCSE

▪ Observation skills and behaviour reporting

▪ Nature and types of exercises

▪ In basket, Group Decision making, Role Play, Fact Finding

▪ Ancillary tools : CBI and Psychometric Test

▪ Designing exercises

▪ Preparation of assessment report

▪ Giving assessment feedback

▪ Designing and Implementing an assessment centre

On the final day there will be a Comprehensive Assessor Certification Test covering both practice and theory.

While everyone will receive Certificate of Participation, those who qualify the test will be awarded Certified

Assessor certificate by XLRI Jamshedpur. To help ensure the reading material reaches you in time, please

complete the registration including payment of fee, at the earliest.

20th Feb 23 - 24th Feb 23 -  Online