Certified HR controller course

FAQ on the "Certified HR controller" course

Can I only complete the compulsory and elective seminars in the order described?

• 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.

Within what period of time should I have completed all the required seminars of the course?

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

Am I assigned to a fixed class group for the Certified HR controller course?

• 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.

Can seminars I have already attended be subsequently credited towards the course?

• 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.

Is prior knowledge required for the Certified HR controller 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.

What does the test consist of?

• 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.

How much time do I need to plan for the exam day?

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

What happens if I don't pass the exam?

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

What title can I have after completing the course?

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

What skills will I gain by participating in the "Certified HR controller" course?

• Basic knowledge of personnel planning (personnel requirements planning, recruitment planning, personnel adjustment planning, personnel deployment planning, forecasting procedures), which are transferred to personnel cost planning, is available.
• The basic building blocks for professional personnel controlling are well known (headcount and structure controlling, personnel cost controlling, personnel time management controlling, personnel development controlling, recruitment controlling, etc.).
• The basics of defining key figures and setting up personnel controlling reporting are known and can be applied to specific companies.
• Knowledge of the requirements and calculation of efficiency and effectiveness indicators (process indicators) is available. 
• The data sources to be used, including the technical use of BI systems (from Excel to the latest technologies), are taught in such a way that the possibilities for a company-specific PCO can be analyzed.
• Key figures and reports for different groups of recipients (personnel officers, HR business partners, payroll accounting, statutory reports, etc.) can be created and the content explained accordingly. 

How can a:e HR controller be described? 

• ... is the management's sparring partner.
• ... accompanies management decisions with a financial perspective.
• ... advises managers in the decision-making process and is actively involved in the development of new solutions.
• ... gains the acceptance of managers and is on an equal footing.
• ... proactively and independently initiates change processes within the company.
• ... has the challenge of dealing constructively with the resistance that arises during change.
• ... requires competencies critical to success, e.g. a high level of expertise as well as business understanding and knowledge; empathy and sensitivity, neutrality, team orientation and cooperation.