Certified Human Resources Evaluator

Certified Human Resources Evaluator

Methodology

This training course is divided into two sections.

• The first section explores the principles of job analysis, while the second section focuses on the development and use of evaluation methods and techniques.
• Participants will have the opportunity to test various evaluation methodologies and select the most appropriate ones.
• The course includes principles of job analysis, designing an evaluation framework, conducting interviews, exercises, and practical examples.
• The course is highly adaptable to the needs and expectations of the participants and their organizational requirements.

Course Objectives

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

• Distinguish between different assessment tools and select one for use in recruitment and selection, talent and succession planning, or learning and development contexts.
• Develop evaluation frameworks for various purposes and design them according to the job levels within the organization.
• Manage surveys and tests and choose suitable assessment and psychometric measurement tools.
• Design, implement, and evaluate structured competency-based job interviews for hiring or development purposes.
• Participate in and coordinate activities for designing and establishing assessment and development centers.

Target Audience

This training course targets all HR specialists, recruitment and selection professionals, employee affairs personnel, education and development specialists, performance management specialists, and managers responsible for coordinating, designing, and implementing internal or external employee assessments.

Program Content

• The importance of using reliable evaluation methodologies
• Organizational environmental changes
• Organizational complexity levels
• Productivity expectations
• Interconnectivity
• Contextual use of different assessment methods within HR functions
• Recruitment and selection
• Talent and succession management
• Learning and development
• Effectiveness and reliability of assessment tools and methodologies
• Skills, capabilities, and certifications for evaluators
• Job requirements and evaluation frameworks
• Job requirements analysis
• Job description analysis
• Job analysis interview
• Competency analysis
• Prioritizing and ranking technical and behavioral competencies
• Aligning assessment criteria with work objectives
• Developing evaluation frameworks

Psychometric tests and questionnaires

• Identifying potential uses
• Types of psychometric measurement questionnaires
• DISC model
• Personal assessments vs. aptitude assessments
• Candidate report analysis
• Selection criteria for providers
• Reliability and obstacles
• Engagement and motivation assessment surveys
• Job alignment aspects
• Organizational alignment aspects
• Participation and ambition surveys
• 180-degree and 360-degree assessments
• Skills and knowledge assessment tests

Types and effectiveness of job interviews

• Structured interviews
• Definition and potential uses
• Developing guidelines for conducting interviews and assessments
• Reliability and potential obstacles
• Conducting interviews based on competency levels
• STAR methodology for data collection
• Guidelines for conducting interviews
• Questioning techniques in interviews
• Quantifying results
• Selection methodologies
• Matrix methodology
• Gap analysis methodology

Assessment and development centers

• Assessment and development centers
• Center exercises for selection criteria
• In-tray simulations
• Fact-finding
• Analysis
• Group exercises
• Designing and managing the center
• Quantitative and qualitative reports