Trusted Partner for PoSH and POCSO Compliance & Trainings
Trusted Partner for PoSH and POCSO Compliance & Trainings
PoSH Train the Trainer certification builds facilitation and learning-delivery capability. PoSH Investigator certification builds workplace-inquiry capability. Dual Certification combines both. The right choice depends on whether you expect to train employees, support or conduct authorised inquiries, or perform both roles.
Training-focused
Choose TTT for facilitation, session design and participant engagement.
Inquiry-focused
Choose Investigator for interviews, evidence, fairness and report writing.
Share your role and preferred pathway. We will help you compare the programme scope, upcoming format and suitable next step.
PoSH TTT and PoSH Investigator Certification prepare professionals for different workplace responsibilities. TTT focuses on prevention through learning: explaining the PoSH framework, designing sessions, facilitating discussions and responding to participant questions. Investigator Certification focuses on redressal: assessing complaints, defining inquiry scope, conducting fair interviews, reviewing evidence, applying natural justice and documenting findings.
Choose TTT when your primary role is to educate employees, managers or Internal Committee members. Choose Investigator when your authorised role involves complaint inquiries or inquiry support. Choose Dual Certification when your work genuinely requires both training and investigation capability. These programmes support professional development; they do not change the legal authority, composition or responsibilities assigned by an organisation and applicable law.
Start with the capability you need to apply in your current or intended role.
Build confidence to design and deliver accurate, audience-appropriate PoSH sessions. The focus is facilitation, activity design, legal explanation, handling sensitive questions and creating learning that employees and managers can use.
Build a structured approach to complaint assessment and workplace inquiries. The focus is scope, interviews, evidence, procedural fairness, natural justice, findings and clear report writing within an authorised process.
Combine trainer and investigator development in one pathway. This option suits professionals whose responsibilities span prevention, learning delivery, complaint-process coordination and authorised inquiry work.
The programmes overlap in legal context, but their applied outcomes are deliberately different.
Primary in TTT. Learn to structure sessions, explain concepts clearly, facilitate activities, adapt for different audiences and manage difficult or sensitive participant questions.
Primary in Investigator Certification. Learn to clarify allegations, identify relevant issues, define scope, plan interviews and organise the inquiry process before drawing conclusions.
Primary in Investigator Certification. Develop discipline in reviewing documents and testimony, applying natural justice, distinguishing fact from assumption and recording reasoned findings.
Primary in Dual Certification. Build both learning-delivery and inquiry capability while keeping the boundaries, responsibilities and decision points of each role clear.
Choose PoSH TTT if your main objective is to conduct employee awareness, manager sensitisation or internal learning sessions.
Choose PoSH Investigator Certification if your main objective is to support or conduct authorised workplace inquiries and produce structured findings.
Choose PoSH Dual Certification if your role genuinely spans both prevention and redressal, and you need one coordinated learning pathway covering both capabilities.
Consider your actual responsibilities, not just the broader-sounding certificate. A focused programme is often the better starting point when one capability clearly matters more. You can always add the second pathway later.
Your intended application is a stronger decision signal than job title alone.
Start with TTT when you want to deliver PoSH awareness, manager or IC learning sessions; improve facilitation confidence; structure activities; and explain legal concepts in accessible workplace language.
Start with Investigator Certification when you need to assess complaints, plan and conduct interviews, review evidence, apply fairness and natural justice, and write clear inquiry findings and reports.
Use this detailed comparison to match programme scope with the work you expect to perform.
| Decision factor | PoSH TTT | PoSH Investigator | Dual Certification |
|---|---|---|---|
| Primary objective | Deliver PoSH learning | Support workplace inquiries | Build both capabilities |
| Typical audience | HR, L&D, trainers, consultants | IC members, HR, legal and inquiry professionals | Professionals whose role spans prevention and redressal |
| Core learning | Facilitation, session design, activities, participant questions | Scope, interviews, evidence, natural justice, findings, reports | Both learning tracks with clear role boundaries |
| Workplace application | Employee, manager and IC learning sessions | Authorised complaint inquiries and inquiry support | Training delivery plus authorised inquiry responsibilities |
| Best starting point | When training is the clear priority | When inquiry work is the clear priority | When both are genuine near-term requirements |
| Alternative | Add Investigator later | Add TTT later | Choose a focused path if one capability is not required |
Clear answers to common questions about choosing between TTT, Investigator and Dual Certification.
It can be useful for IC members who conduct awareness or capacity-building sessions. If your main responsibility is complaint inquiry work, Investigator Certification may be the more relevant starting point.
TTT focuses on training capability and should not be treated as inquiry preparation. Professionals responsible for authorised inquiries should choose dedicated Investigator learning or the Dual pathway.
No. It can be relevant to IC members, HR and compliance professionals, external members and other authorised inquiry professionals. The role still requires organisational authority and process compliance.
Choose Dual when both training delivery and inquiry work are genuine near-term responsibilities. If only one capability is currently required, the focused TTT or Investigator path may offer a clearer starting point.
That may be possible depending on the available cohort structure. Ask the programme team about progression, recognition of earlier learning, assessment requirements and current upgrade options.
No. Certification supports capability development. It does not appoint an Internal Committee member, authorise an inquiry or replace the responsibilities assigned by the organisation and applicable law.
TTT, Investigator and Dual Certification address different professional capabilities within the broader prevention and redressal framework. For the authoritative statutory text, read the Sexual Harassment of Women at Workplace Act, 2013 on India Code.
Still unsure? Use the form at the top of this page and select “Not sure — I need guidance.”