Trusted Partner for PoSH and POCSO Compliance & Trainings
Trusted Partner for PoSH and POCSO Compliance & Trainings
NoMeansNo offers distinct PoSH certification courses for training delivery, workplace inquiries, combined capability and Internal Committee development. Compare PoSH Train the Trainer, Investigator Certification, Dual Certification and PoSH 360 by role, learning objective and practical application before choosing your programme.
Four clear pathways
TTT, Investigator, Dual Certification and PoSH 360.
Choose by application
Match the course to the work you actually need to perform.
Tell us which pathway you are considering. We will share the relevant programme scope, format and next available options.
A PoSH certification course develops role-specific capability connected with workplace sexual-harassment prevention, learning, governance or complaint inquiries. The right programme depends on what you need to do after training. PoSH TTT prepares professionals to design and deliver learning sessions. Investigator Certification develops inquiry planning, interviewing, evidence assessment, natural justice and report-writing discipline. Dual Certification combines both pathways. PoSH 360 strengthens Internal Committee understanding across prevention, governance, response and inquiry readiness.
These courses are relevant to HR, L&D and compliance professionals, Internal Committee members, lawyers, external members, trainers and independent consultants. Certification supports professional development; it does not itself appoint someone to a statutory role, authorise an inquiry or replace organisation-specific legal advice.
Each programme has a separate learning objective. Choose the pathway that matches your role rather than the broadest-sounding title.
For professionals who want to design and deliver accurate, engaging PoSH sessions for employees, managers or Internal Committee members. Focus areas include facilitation, activity design and sensitive-question handling.
For professionals who support or conduct authorised workplace inquiries. Focus areas include complaint assessment, scope, interviews, evidence, natural justice, findings and structured report writing.
For professionals whose responsibilities genuinely span both prevention and redressal. The programme combines trainer development with a distinct investigator learning track.
For Internal Committee members who need broader capability across prevention, governance, complaint response, documentation, role clarity and inquiry readiness.
Start with the work outcome you need to perform confidently and responsibly.
PoSH TTT. Structure learning, explain legal concepts clearly, use activities, adapt sessions for different audiences and manage difficult participant questions.
Investigator Certification. Assess complaints, define scope, plan interviews, review evidence, apply procedural fairness and document reasoned findings.
Dual Certification. Develop both learning-delivery and inquiry capability while keeping the responsibilities and boundaries of each role clear.
PoSH 360. Strengthen Internal Committee capability across prevention, role clarity, governance, complaint response, documentation and inquiry preparedness.
Choose TTT when your primary responsibility is employee, manager or IC learning delivery.
Choose Investigator Certification when your authorised responsibilities include workplace complaint inquiries or inquiry support.
Choose Dual Certification when both training and investigation are genuine near-term requirements.
Choose PoSH 360 when you are an Internal Committee member seeking broader prevention, governance and response capability rather than a trainer-only or investigator-only pathway.
If your objective is still unclear, use the TTT vs Investigator vs Dual comparison guide or select “Not sure” in the form above.
Job titles vary. The responsibilities you actually perform are the better guide.
HR, L&D, trainers and consultants who mainly design awareness or capacity-building sessions should begin with TTT. Add Investigator later only if inquiry work becomes part of the role.
IC members, legal, HR and compliance professionals involved in complaint handling should compare Investigator and PoSH 360. Choose Dual only when training delivery is also a genuine requirement.
Use the table to compare primary objective, audience and workplace application.
| Course | Primary objective | Best suited to | Workplace application |
|---|---|---|---|
| PoSH TTT | Training design and facilitation | HR, L&D, trainers and consultants | Employee, manager and IC learning sessions |
| PoSH Investigator | Complaint inquiry capability | IC, HR, legal and inquiry professionals | Authorised inquiry planning, interviews, evidence and reports |
| PoSH Dual Certification | Both trainer and investigator capability | Professionals spanning prevention and redressal | Training delivery plus authorised inquiry responsibilities |
| PoSH 360 | Broader IC capability | Internal Committee members and IC leaders | Prevention, governance, response, documentation and inquiry readiness |
Answers to common questions about selecting a PoSH certification course.
Begin with the course that matches your responsibility. TTT is usually the clearer starting point for learning delivery; PoSH 360 may suit new IC members; Investigator is more relevant when inquiry work is expected.
TTT develops training-delivery capability. PoSH 360 develops broader Internal Committee capability across prevention, governance, complaint response, documentation and inquiry readiness.
PoSH 360 is designed for broad IC capability. Investigator Certification is more focused when inquiry skill is the priority. TTT is relevant when the member also delivers learning sessions.
No. It can be relevant to IC members, HR, compliance professionals, external members and others authorised to support workplace inquiries.
Yes, where programme availability and requirements allow. Choose Dual when both capabilities are needed together, or complete focused pathways progressively as your responsibilities expand.
No. Certification develops professional capability. It does not appoint someone to an Internal Committee, authorise an inquiry or replace organisation-specific legal advice.
The certification pathways address different professional capabilities within the broader prevention, prohibition and redressal framework. For the authoritative statutory text, read the Sexual Harassment of Women at Workplace Act, 2013 on India Code.
Need help choosing? Use the form at the top of this page and select “Not sure — I need guidance.”