Course Objectives
Certified HR Assessor - Virtual Learning
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
Course Outline
Importance, use and reliability of assessment methodologiesThe organizational environment has changedOrganizational complexityProductivity expectationsInterdependenceContextual use of assessments within HR functionsRecruitment and selectionTalent and succession managementLearning and developmentEffectiveness and reliability of assessment tools and methodsSkills, abilities and certifications for assessors
Position requirements and assessment frameworksAnalysis of position requirementsJob description analysisJob analysis interviewCompetency analysisDefining, prioritizing and leveling of technical and behavioral competenciesAligning assessments criteria with business objectivesDevelopment of assessment frameworks
Psychometrics, questionnaires and testsDefinition and possible usesPsychometrics'DISC' modelPersonality versus ability assessmentsCandidate report analysisVendor selection criteriaReliability and drawbacksMotivation and engagement assessment questionnairesJob fit facetsOrganizational fit facetsAspiration and engagement questionnaires360 and 180 degrees assessmentsKnowledge and skill assessment tests
Types and effectiveness of interviewsStructured interviewsDefinition and possible useDevelopment of interview guides and answer evaluation guidesReliability and possible drawbacksCompetency based interviews'STAR' approach for data collectionInterview guidesQuestioning techniquesQuantification of resultsSelection methodologiesMatrix approachGap analysis approach
Assessment and development centersAssessment versus development centersCenter exercise selection criteriaIn-trayFact findingAnalysisGroupCenter design and administrationQualitative and quantitative reports