Certified HR Assessor Training Courses -

Certified HR Assessor

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Why Attend

Most companies are nowadays requesting more from their employees. Networking, decision making, working across silos and a high level of engagement have become key ingredients of success. This complex situation is pushing line managers to pressure HR to improve the reliability and validity of assessment methodologies used for the recruitment, development and promotion of employees.

This course oﬀers HR professionals the opportunity to get a solid understanding of various assessment tools and their eﬀective use in recruitment and selection, talent and succession planning, as well as learning and development. From assessment and selection frameworks to assessment and development centers, this course enriches the knowledge and develops the skills of participants involved in the diversified and specialized world of assessments.

Course Methodology

The course is divided into two parts. The first part explores jobs being analyzed while the second focuses on the development and use of assessment methods and techniques. Participants will have the opportunity to experience diﬀerent assessment methodologies and decide on suitability. Job analysis, assessment framework design, interviewing, assessment evaluations, and fact finding exercises are examples of the activities conducted in this course. The modules are intensive and will be molded according to the nature of participants’ activities and their functional learning expectations.

Course Objectives

By the end of the course, participants will be able to:

Differentiate between various assessment tools and recommend usage within context of recruitment and selection, talent and succession planning, and learning and development
Develop assessment frameworks designed for various job levels within the organization intended for assessment and development purposes
Administer questionnaires and tests and recommend usage of psychometric assessment tools
Design, conduct and evaluate structured and competency based interviews used for hiring or development purposes
Participate in, and coordinate activities for, the design and implementation of assessment and development centers

Target Audience

HR business partners, recruitment and selection, employee relations, learning and development as well as performance management specialists and managers responsible for the coordination, design or implementation of assessments for internal employees or external candidates.

Target Competencies

Job analysis
Recruitment and selection
Assessment and development centers
Competency design and assessment
Administrations and management
Analytical skills
Deciding and initiating action

Associations

HR Certification Institute (HRCI): Gulf institute is an approved provider with the HR Certification Institute. Established in 1976, HRCI is an internationally certifying organization for the human resource profession and a global leader in developing rigorous exams to demonstrate mastery and real-world application of forward-thinking HR practices, policies and principles. Today, more than 120,000 professionals worldwide proudly maintain their HR Certification Institute’s credentials as a mark of high professional distinction. By successfully completing any Gulf institute program which is approved by HRCI, participants will earn credit hours essential for maintaining professional distinction of PHR®, SPHR® or GPHR®.

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Society for Human Resource Management(SHRM): Gulf institute is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Gulf institute Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

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MPC certified courses by Meirc Training and Consulting are designed for those willing to challenge themselves and go the extra distance. Participants who fully attend an MPC course and successfully complete the test on the last day, will receive a Meirc Professional Certificate (MPC), in addition to the one they receive for attendance. MPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

List of Certified Courses

2019 - Location & Date

5 Days Course

No Schedules!
Please Contact Us if you have any queries..

Schedule for Me

2020 - Location & Date

5 Days Course

No Schedules!
Please Contact Us if you have any queries..

Schedule for Me

Fees

Per participant - 2020

USD 5,100

Fees + VAT as applicable

Tax Registration Number : 100239834300003

(including coffee breaks and a buffet lunch daily)

Discount Plans & Cancellations Policy

This Meirc course is accredited by the HR Certification Institute (HRCI).
Credit Hours = 30

Course Outline

Importance, use and reliability of assessment methodologies
- The organizational environment has changed
  - Organizational complexity
  - Productivity expectations
  - Interdependence
- Contextual use of assessments within HR functions
  - Recruitment and selection
  - Talent and succession management
  - Learning and development
- Effectiveness and reliability of assessment tools and methods
- Skills, abilities and certifications for assessors
Position requirements and assessment frameworks
- Analysis of position requirements
  - Job description analysis
  - Job analysis interview
  - Competency analysis
- Defining, prioritizing and leveling of technical and behavioral competencies
- Aligning assessments criteria with business objectives
- Development of assessment frameworks
Psychometrics, questionnaires and tests
- Definition and possible uses
- Psychometrics
  - 'DISC' model
  - Personality versus ability assessments
  - Candidate report analysis
  - Vendor selection criteria
  - Reliability and drawbacks
- Motivation and engagement assessment questionnaires
  - Job fit facets
  - Organizational fit facets
  - Aspiration and engagement questionnaires
- 360 and 180 degrees assessments
- Knowledge and skill assessment tests
Types and effectiveness of interviews
- Structured interviews
  - Definition and possible use
  - Development of interview guides and answer evaluation guides
  - Reliability and possible drawbacks
- Competency based interviews
  - 'STAR' approach for data collection
  - Interview guides
  - Questioning techniques
  - Quantification of results
- Selection methodologies
  - Matrix approach
  - Gap analysis approach
Assessment and development centers
- Assessment versus development centers
- Center exercise selection criteria
  - In-tray
  - Fact finding
  - Analysis
  - Group
- Center design and administration
- Qualitative and quantitative reports

Human Resources and Training

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