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 the 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 the 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
Location:
South AfricaTraining Dates:
Each course starts every Monday of each week. Please book your training on a date that is a Monday.Course Duration:
Unit Standard:
NQF Level:
Number of Credits:
Course Fees
Note: Please fill in the online application form on the left or bottom if this page to receive a quotation with detailed pricing from AATICD.How to Apply:
To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website https://www.aaticd.co.zaNB: Terms and Conditions for Payment and Refunds
1.1. Full payment for the training workshop must be made at least 5 days before the scheduled workshop date.
1.2. Payment can be made via bank transfer, credit card, or any other agreed-upon method.
1.3. A confirmation of payment will be issued upon receipt of funds.
1.4. Any form of Payment means that trainee / delegate / client receiving the training accepts the training and agrees to these terms and conditions.
2. Cancellation and Refund Policy
2.1. Cancellations made 30 days or more before the workshop date will be eligible for a full refund, minus any administrative fees.
2.2. Cancellations made 15 to 29 days before the workshop date will be eligible for a 50% refund of the total payment.
2.3. Cancellations made less than 14 days before the workshop date will not be eligible for a refund.
2.4. Participants who fail to attend the workshop without prior notice will not be eligible for a refund.
3. Rescheduling
3.1. If a participant wishes to reschedule, a request must be submitted at least 14 days in advance, subject to availability.
3.2. A rescheduling fee may apply.
4. Workshop Cancellation by the Organizer
4.1. AATICD reserves the right to cancel or reschedule the workshop due to unforeseen circumstances, including but not limited to low enrolment, trainer unavailability, or force majeure events.
4.2. In the event of cancellation by AATICD, participants will be offered a full refund or the option to attend a rescheduled session.
4.3. AATICD is not responsible for any additional costs incurred by participants, such as travel or accommodation expenses.
5. Refund Processing
5.1. Approved refunds will be processed within 7 business days from the date of cancellation approval.
5.2. Refunds will be issued using the original payment method unless otherwise agreed.
6. Contact Information
For any questions regarding payments and refunds, please contact us at:
Email: apply@aaticd.co.za
Phone: +27 73 016 5042
By registering for the workshop, participants agree to abide by these terms and conditions.
In-House Trainings are also available for 3 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.
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
- The organizational environment has changed
- 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
- Analysis of position requirements
- 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
- Structured interviews
- 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