HR Assessor Program

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


South Africa

Training 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


When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.

Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.

Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.

Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.

Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.

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
  • 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