special courses

Special courses

We support HR professionals in becoming more self-sufficient in the use of objective assessment techniques. We offer a programme of public courses where individuals from different organisations come together to learn in an interactive environment and share experiences with each other. There is also the option to run these training to focus on specific issues within an organisation. The courses are also focused to give the practical unique knowledge to graduates from universities oriented to launch the career in HR management.

Benefits of Training Services

Top quality programmes run by leading practitioners both HR professionals and Occupational and Industrial Psychologists licensed from the British Psychological Society.

High standards of training that meet and exceed the training requirements as set out by professional bodies concerned with psychometric testing and objective assessment.

Extensive experience that we can share with delegates.

Proposed Methodology

The training modules that we are recommending are the following

· Occupational Testing

· Occupational Personality Questionnaire

· Job Analysis and Competency Design

· Performance Evaluation

The following information outlines in more detail the specific course objectives.

1. Occupational Testing covers:

· Appreciation the differences across a wide range of published ability and aptitude tests.

· Evaluation and selection appropriate ability tests

· Principles of Test Administration

· Principles of Scoring - how to score the tests

· Practical Test Administration tutorial session

· Test Norms and Standardised Scores - Z-scores, T-scores, Stens and IQ’s

· Introduction to Correlations - how to measure the extent to which variables are related - is there a statistical relationship between test scores and job performance?

· Test Reliability - to what extent are test scores accurate? How do we allow for inaccuracy? The standard error of measurement and measuring significant differences between scores

2. Occupational Personality Questionnaire includes:

· Introduction to the Occupational Personality Questionnaire

· Response bias in personality questionnaire completion

· Feeding back the OPQ

· Applications of OPQ

· The role of competencies

· Selection

· Development, counselling and team building

· Leadership skills

· Couching

· Restructure, Redundancy and outplacement

3. Job Analysis and Competency Design objectives are:

· Arming delegates with the tools to carry out a thorough job analysis and use the information from this to create a comprehensive competency model

· Identify what behaviours are essential for success in your organization.

· Use four job analysis techniques: Visionary interview, critical incident, repertory grid and a behavioural card sort.

· Create a defensible behavioural framework that can act as a central focus for tactical and strategic Human Resources activities.

· Understand the strategic and practical considerations that are important for the successful implementation of a competency framework.

· Appreciate a range of possible outputs and applications for competencies in assessment for selection and development.

· Receive practical training in job analysis:

· Visionary Interview (Practical Exercise)

· Behavioural Card Sort Technique (Practical Exercise)

· Repertory Grid method (Practical Exercise)

· Critical Incidents Technique (Practical Exercise)

· Review a range of work applications from job analysis including: assessment method decisions; training decisions; assessing job value.

· Review of the strengths and weaknesses of the separate techniques and of practical session.

· How to write up and summarise job analysis data.

· Quantitative and qualitative analysis.

· Defining competencies.

· Guidance on how to integrate data from different techniques.

· Evaluating competency models.

4. Performance Evaluation course includes:

· General description of performance evaluation

· Main goals of performance evaluation

· Job managing and its specifications

· Identification of aims of job and its characteristics

· The role of the manager in performance evaluation

· Stages of performance evaluation

· Methods of performance evaluation

· Types and stages of the evaluation interview.

Duration of training from minimum 12 hours (one module) to maximum 36 hours (four modules). We are flexible to schedule training after completing each group.

Working language is Georgian.

All participants passing the training in occupational testing will have the opportunity to be feed backed in OT and OPQ.