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Personnel controlling: training, continuing education, further training, courses, studies, offers and providers at a glance

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Tips and decision-making aids for personnel controlling training

Personnel controlling is part of both human resources management and corporate controlling. The focus is on the company's personnel, whereby teams or all employees are usually considered rather than individual employees. Specialists in this field deal with employee numbers, cost information, personnel planning and risk management in the HR sector. They also determine key figures, carry out training needs analyses and determine moods. In order to be able to compile well-founded personnel statistics, a comprehensive personnel database is required, whereby pre-selections can distort the picture. For this reason, the data should be updated every month and presented exclusively at person level. Personnel controlling is not primarily concerned with current statistics or evaluations of past data, but the analyses should be used to make future forecasts, which in turn can be used in personnel management.

An additional area of activity for personnel controllers is the evaluation of personnel work itself. The aim here is to carry out well-founded investigations into personnel measures, procedures, planning and processes in order to determine how high the respective costs and results are. Personnel controlling therefore also includes organizational, quality and process management. This is one of the reasons why the HR department is not responsible for these analyses in many companies.

To find further information about the field of activity of personnel controllers and to get direct access to educational offers from renowned schools, visit the education platform Ausbildung-Weiterbildung.ch. Comprehensive information, guides, checklists and the option of contacting individual training providers directly online make the portal a valuable educational intermediary.

Questions and answers

The CAS in Personnel Controlling (Strategic Human Capital Management & Analytics) does not necessarily require a university degree (and three years of relevant professional experience); people without such a degree, but with at least five years of relevant professional experience and a portfolio of further training, such as a human resources specialist with a Federal Diploma of Higher Education or diploma, can also be admitted by the course management.

The target audience for the CAS in Personnel Controlling is primarily HR managers and members of management, HR business partners and line managers with strategic responsibility (line managers).

Participants in the CAS in HR Controlling (CAS Strategic Human Capital Management & Analytics) learn about strategic analysis methods, are able to strategically define and design the HR function according to role, task and organization and align the range of services offered by the HR function with strategic needs. Participants also learn how to implement internal marketing and management. In addition, graduates of the CAS are able to develop a human capital strategy in line with the company's competitive position.

The training offered by the ZHAW in personnel controlling is a certificate course at postgraduate / continuing education level, which concludes with a "Certificate of Advanced Studies (CAS) Strategic Human Capital Management & Analytics".

The UAS course in Human Capital Management consists of two modules: "Developing Human Capital Strategies" and "Implementing and Reviewing Human Capital Strategies". The first module introduces students to strategic corporate management, strategic analysis procedures and the development of a human capital strategy. The second module takes a closer look at strategies, innovations, HR business models and transparency, and examines their feasibility. HR and its role, the changes in HR's performance and service offering as well as HC Analytics are dealt with in detail.

The CAS certificate course in Personnel Controlling is awarded 12 ECTS credits and comprises a total of 14 days of classroom teaching over a period of around four months. The exact course dates can be obtained directly from the Universities on request via the contact form.

Overview of providers for Personnel 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 Personnel controlling

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Overview of providers for Personnel controlling

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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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