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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

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.

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.

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.

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.

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.

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.

Overview of providers for HR Controlling

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.

Overview of providers for HR Controlling

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Overview of providers for HR Controlling

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Sofort zur richtigen Weiterbildung

Address:
Theaterstrasse 17
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.
In doing so, we pursue an integral approach: we focus on people, structure and alignment in our entrepreneurial thinking and actions.
Region: Ostschweiz, Zürich
Sites: Winterthur
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The CAS Strategic Human Capital Management & Analytics certificate course consists of two modules: Developing Human Capital Strategies and Implementing and Reviewing Human Capital Strategies. The modules focus on strategic corporate management, developing human capital strategies, strategic analysis procedures, HC analytics, the role of HR, strategy and the HR business model. The ZHAW will provide you with detailed information.

Graduates of the CAS Strategic Human Capital Management & Analytics have knowledge of the processes of strategic analysis, the development of a human capital strategy, the definition and design of the role, tasks and organization of the HR function as well as the alignment and internal marketing of the HR function's range of services to strategic needs and management through facts and figures.

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