Gibt es spezielle Zulassungsbedingungen für den Zertifikatskurs in HR Controlling?

Teilnehmende der HR Controlling Weiterbildung werden dann zugelassen, wenn sie über einen Abschluss einer Universität oder Fachhochschule verfügen und mindestens drei Jahre Berufserfahrung gesammelt haben. Sollten Weiterbildungsinteressierte über keinen Hochschulabschluss verfügen, so müssen diese mindestens fünf Jahre Berufspraxis sowie Weiterbildungen, etwa als Personalfachmann / Personalfachfrau mit eidg. Fachausweis / eidg. Diplom oder ähnliches nachweisen können.

Welchen Abschluss erlangen Absolventen der Weiterbildung in HR Controlling?

Absolventen und Absolventinnen des HR Controlling Lehrgangs erlangen nach erfolgreichem Bestehen der Leistungsnachweise und einer Anwesenheit von mindestens 80 Prozent an den Präsenzveranstaltungen das «Certificate of Advanced Studies in Strategischem Human Capital Management & Analytics».

Was ist das Zielpublikum des HR Controlling?

Angesprochen für den Zertifikatslehrgang in HR Controlling sind neben Linienmanager/innen mit strategischer Verantwortung auch Mitglieder der Geschäftsleitung von mittleren und grösseren Unternehmen, HR-Verantwortliche sowie HR-Business-Partner/innen.

Mit welchem zeitlichen Aufwand ist für den Lehrgang in HR Controlling zu rechnen?

Der Weiterbildungslehrgang in HR Controlling wird berufsbegleitend innerhalb von drei bis vier Monaten absolviert. Der Lehrgang zur Strategieentwicklung im HC-Bereich umfasst 12 ECTS, was einem Arbeitsaufwand von 300-360 Stunden entspricht. Der Präsenzunterricht der Weiterbildungsmassnahme in Strategischem Humankapital Management und Analytics findet einmal wöchentlich ganztags statt.

Aus welchen Modulen besteht der CAS in HR Controlling?

Der CAS in HR Controlling (Strategisches Human Capital Management & Analytics) setzt sich aus zwei Modulen zu jeweils 6 ECTS zusammen. Diese sind: Erarbeiten von Strategien Umsetzung der Strategie Themen sind etwa die strategische Analyse, die strategische Unternehmensführung und die HC-Strategie-Entwicklung, die Rolle von Human Ressources sowie das HR-Business-Modell.

Welche Ziele verfolgt der CAS HR Controlling?

Der HR Controlling Weiterbildungslehrgang verfolgt das Ziel, erfolgreiche Hunan-Capital (HC) Strategien zu entwickeln und so langfristig zum Erfolg eines Unternehmens beizutragen. Teilnehmende lernen während der Personalcontrolling Weiterbildung die Verfahren der strategischen Analyse soei die Entwicklung einer Human-Capital-Strategie kennen. Sie wissen um die Definition und Gestaltung der HR-Funktion, ihrer Aufgaben, Rollen und Organisation sowie um die konsequente Ausrichtung des Leistungsangebots der HR-Funktion auf die strategischen Bedürfnisse, deren interne Vermarktung und Steuerung. Absolventen und Absolventinnen des CAS sind in der Lage, sich als strategische/r Partner und Mitgestalter/in im Unternehmen zu positionieren.

Universities > Personnel/Organization > Continuing education (FH) > CAS Strategic Human Capital Management & Analytics (FH)

HR Controlling: continuing education, further training, seminars, schools and information

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HR Controlling - Personnel Controlling

HR controlling can be assigned to both human resources and corporate controlling. The employees of a company are the focus of observation for HR controllers. However, they do not look at individual employees, but invariably at teams or work and project groups or the entire workforce. Experts in personnel controlling observe and analyze employee numbers, cost formations, personnel planning and risk management in the personnel area. They also deal with key figures, carry out training needs analyses and record moods. Solid personnel statistics are only possible if the personnel data is up-to-date and complete. Pre-selections are generally not made in advance, as they would only distort the picture. It is therefore important that data is always kept up to date and only recorded at person level. The analyses and evaluations of HR controlling are not primarily used to look at past data, but to achieve solid forecasts for the future, which should serve as an informative basis for personnel management. Another component of HR controlling is the analysis and monitoring of HR work itself. Personnel measures, processes and procedures are scrutinized in order to determine how high the respective costs and results are. This shows that HR controlling is also an essential component of quality, process and organizational management. For this reason, in some organizations the HR department is not responsible for such evaluations.

For more detailed information on the tasks of personnel controllers and to find specific training courses offered by renowned schools, visit the education platform Ausbildung-Weiterbildung.ch. Here you can benefit from detailed information, guides, checklists and the opportunity to contact training providers directly online - free of charge and without obligation.

Questions and answers

Are there any special admission requirements for the certificate course in HR Controlling?

Participants in the HR Controlling continuing education, further training course are admitted if they have a degree from a university or University of Applied Sciences and have at least three years of professional experience. If you do not have a university degree, you must have at least five years of professional experience as well as evidence of continuing education, further training, for example as an HR specialist with a Federal Diploma of Higher Education or similar.

What degree do graduates of continuing education, further training in HR Controlling obtain?

Graduates of the HR Controlling course are awarded the "Certificate of Advanced Studies in Strategic Human Capital Management & Analytics" after successfully passing the performance assessments and attending at least 80 percent of the face-to-face events.

What is the target audience of HR Controlling?

The certificate course in HR Controlling is aimed at line managers with strategic responsibility as well as members of the management of medium-sized and larger companies, HR managers and HR business partners.

How much time can I expect to spend on the HR Controlling course?

The continuing education course in HR Controlling is completed on a part-time basis within three to four months. The course on strategy development in HC comprises 12 ECTS, which corresponds to a workload of 300-360 hours. Classroom teaching for the continuing education course in Strategic Human Capital Management and Analytics takes place once a week throughout the day.

What modules does the CAS in HR Controlling consist of?

The CAS in HR Controlling (Strategic Human Capital Management & Analytics) consists of two modules of 6 ECTS each. These are

Developing strategies
Implementation of the strategy

Topics include strategic analysis, strategic corporate management and HC strategy development, the role of human resources and the HR business model.

What are the objectives of the CAS HR Controlling?

The HR Controlling training course aims to develop successful human capital (HC) strategies and thus contribute to the long-term success of a company. During the continuing education, further training in HR controlling, participants learn the procedures of strategic analysis and the development of a human capital strategy. They learn about the definition and design of the HR function, its tasks, roles and organization as well as the consistent alignment of the HR function's range of services to strategic needs, their internal marketing and management. Graduates of the CAS are able to position themselves as strategic partners and co-designers within the company.

Redaktionelle Leitung:

Stefan Schmidlin, Bildungsberatung, Content-Team Modula AG

Quellen

Website des Schweizerischen Sekretariats für Bildung, Forschung und Innovation SBFI , Website www.berufsberatung.ch (offizielles schweizerisches Informationsportal der Studien-, Berufs- und Laufbahnberatung) sowie Websites und anderweitige Informationen der Berufsverbände und Bildungsanbieter.

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8400 Winterthur

ZHAW School of Management and Law - Institute for Organizational Viability

The environment in which organizations operate is becoming increasingly challenging due to megatrends such as digitalization, globalization and mobility. This is an ever-increasing complexity that affects companies and must be dealt with. We support organizations in shaping sustainable viability in the context of complexity.
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