Certified HR controller course

In particular, the seminars in the compulsory seminar block build on each other in terms of content and are coordinated in terms of methodology and didactics. Attending the compulsory seminars in the order listed is therefore expressly desired and recommended.
While the compulsory seminars cover basic topics, the elective seminars offer more in-depth content that can be chosen individually according to interests and desired focus areas. Please select one of the elective modules. You can attend this module independently of the compulsory modules at a time of your choosing.

The required compulsory and elective seminars must be attended within a maximum of two years.

This is an "open course", i.e. the seminars include both course participants and individuals who only attend one of the seminars, for example. This ensures maximum flexibility so that every participant can decide for themselves whether to attend the entire course or just individual seminars. This means that the course participants find themselves in new and different group constellations in the seminars.

If individual seminars have already been attended and the decision to complete the course is only made subsequently, it is possible to have the seminars already attended (within two years) credited towards the course. The prerequisite is that the seminars already attended are a compulsory or optional part of the course.

It is recommended that you have already been confronted with the topic of personnel controlling in your professional environment and/or have practical experience in related subject areas in order to be able to transfer theory into practice effectively. However, no in-depth prior knowledge is required and the course is also newcomers for newcomers .
The target audience is defined as follows: HR specialists and managers, such as HR business partners, HR officers, HR consultants, or controllers who want to specialize and professionalize in the field of HR.

The course concludes with an e-exam. The e-exam is an online exam that you can take on your PC in a familiar environment at a time of your choosing. You will find out immediately after the exam whether you have passed. The certificate will then be sent to you by mail.
The questions in the e-exam relate to the compulsory modules "Compact Personnel Controlling," "Operational Personnel Planning and Personnel Cost Planning," and "Personnel Controlling: HR Key Figures and Reporting." The exam tests your knowledge using single-choice, matching, and sequencing questions.

The e-exam is set to take 90 minutes to complete. The exam comprises 45 questions selected at random from a list of questions.

If the examination is not passed, it can be repeated for a new examination fee. 

The certificate bears the title "Geprüfte:r Pesonalcontroller:in".

The candidate has a basic understanding of workforce planning (workforce demand planning, recruitment planning, workforce adjustment planning, workforce deployment planning, forecasting methods), which is integrated into workforce cost planning.
The basic components of professional workforce controlling are understood (workforce headcount and structure controlling, workforce cost controlling, workforce time management controlling, workforce development controlling, recruitment controlling, etc.).
The fundamentals—from key performance indicator (KPI) definition to the structure of HR controlling reporting—are understood and can be applied in a company-specific context.
Knowledge of the prerequisites and calculation of efficiency and effectiveness metrics (process metrics) is available. 
The data sources to be used—including, where applicable, the technical implementation of BI systems (ranging from Excel to the latest technologies)—are presented in a way that allows for the analysis of options for a company-specific PCO.
Key performance indicators and reports for various audiences (HR specialists, HR business partners, payroll, regulatory reports, etc.) can be developed, and their content explained accordingly. 

… serves as a sparring partner for management.
… provides a financial perspective on management decisions.
… advises executives during the decision-making process and is actively involved in developing new solutions.
… gains the acceptance of executives and works with them as an equal.
… proactively and independently initiates change processes within the company.
… faces the challenge of constructively addressing the resistance that arises during change.
… requires skills critical to success, such as a high level of technical expertise as well as business acumen and knowledge; empathy and sensitivity, neutrality, a team-oriented mindset, and cooperation.