-
Certificates: "Recruiting Specialist" Certificate
Certificate "Conflict management for managers" -
Additional Certificates: Certificate "Fundamentals of Human Resources Management"
Certificate "Labor Law"
Certificate: “Strategic Recruiters with TÜV Rheinland-Certified Qualification” -
Examination: Praxisbezogene Projektarbeiten mit Abschlusspräsentationen
Strategische:r Recruiter:in mit TÜV Rheinland geprüfter Qualifikation -
Teaching Times: Full-timeMonday to Friday from 8:30 a.m. to 3:35 p.m. (in weeks with public holidays from 8:30 a.m. to 5:10 p.m.)
-
Language of Instruction: German
-
Duration: 13 Weeks
Fundamentals of human resources management
Fundamentals of Human Resources Management and Digitalization (approx. 3 days)
Roles, Objectives, and Importance of Human Resources Management in a Company
Structure and Organization of Human Resources
Human Resources Information and Statistics
Diversity Management in the HR Context
Digitalization and AI in Human Resources
Human Resources Management (approx. 5 days)
Tasks and Process Structures
Human Resources Management Tools
Digital and AI-powered HR information systems (e.g., chatbots or self-service portals)
Data Protection in Human Resources
Fundamentals of Labor Law (Types of Contracts, Rights and Obligations of Employers and Employees, Protected Rights)
Workforce Planning/Recruitment (approx. 4 days)
Objectives, Tasks, and Tools of Workforce Planning
Human Resources Management in Small and Medium-Sized Enterprises
Determining Staffing Needs and Staff Deployment
Candidate Management, Job Profiles, and Evaluation of Application Materials
Online Recruiting and the Candidate Journey
Job Interviews/Selection Processes
Hiring New Employees
Human Resources Development (approx. 2 days)
Significance and Objectives of Human Resources Development
Integrating Employee Development into Corporate Goals and HR Strategy
Performance Appraisals as the Basis for Employee Development Measures
Development Tools
Overview of digital learning offerings and AI-powered professional development tools
Employee Compensation (approx. 3 days)
Personnel Costs as a Key Performance Indicator in the Company
Overview of Forms of Compensation
Basics of Social Security and Payroll Tax
Gross-to-Net Logic, Non-Cash Compensation
Structure and Components of a Payroll Statement
Current Overview of Pay Transparency
Project work (approx. 3 days)
To consolidate the content learned
Presentation of the project results
Labor law
Forms of employment (approx. 2 days)
Fixed-term and permanent employment relationships
Part-time models and legal entitlement
Marginal employment
Vocational training
Employment and collective agreement (approx. 2 days)
Recruitment and conclusion of contract
Drafting the employment contract
AGB control of employment contracts
Evidence Act (obligations, deadlines, written form)
Collective bargaining agreement and works agreement
Artificial intelligence (AI) in the work process - legally compliant application (approx. 1 day)
Presentation of specific AI technologies
Possible applications in employment law (relevance for HR processes, documentation/risk issues)
AGG: Job advertisements and application procedures (approx. 2.5 days)
Introduction to the AGG
Diversity management
Data protection compliant handling of applications
Pay transparency (requirements for job advertisements, rights to information, etc.)
Analyzing job advertisements
Conducting job interviews in a legally correct manner
Employee and employer obligations (approx. 3 days)
Obligations of employees and employers
Working hours, wages and salary
Remote work/home office agreements
Right of direction
Company integration management (BEM)
Target agreements
Liability in employment law
Data protection in the employment relationship
Whistleblower Protection Act (HinSchG)
Types and characteristics of employment references
Works constitution law (approx. 2.5 days)
What does the BetrVG regulate?
Tasks and information rights of the works council
Co-determination and participation rights
Election and organization of the works council
Works meeting
Works agreement
Statutory leave and protection rights in the employment relationship (approx. 3 days)
Parental leave
maternity leave
Nursing leave
vacation
Warning and termination (approx. 2 days)
Warnings (function, form, effectiveness)
Reasons for termination
Types of termination and notice periods
Termination/settlement agreement
Protection against dismissal
Project work (approx. 2 days)
To consolidate the content learned
Presentation of the project results
Strategic Recruiting
General Introduction (approx. 2 days)
Basic Concepts and Quality Criteria
Criterion-Based Evaluation of Application Materials, Screening of Documents
Biography and Documents: Predictive Relevance of Biographical Data
Rating and observation scales, introduction to psychological testing procedures
Quality, Legal Compliance, and Ethics in Personnel Selection – Process and Quality Logic According to DIN 33430 (approx. 1.5 days)
Roles and Responsibilities in the Aptitude Assessment Process
Standards for Documentation and Transparency
Common Mistakes in Selection Decisions, Fairness, Bias, and Intercultural Sensitivity
Requirements Analysis as the Starting Point for Every Selection Process (approx. 1.5 days)
Competency models
Requirements analysis methods—e.g., job analysis
Create job profiles and coordinate them with managers/departments
Relationship between requirement profiles and selection methods
AI-supported document analysis with quality check
Structured Interview as the Core of the Selection Process (approx. 2 days)
Types of Interviews
Developing Interview Guides
Questioning Techniques in the Structured Interview
STAR Method
Comparing the CARE Method to the STAR Method
BIAS and Other Sources of Error
Rating Scales and Documentation During the Interview
Recruiting as a Strategic Process—From Need to Application (approx. 1.5 days)
Recruiting Process Model (Job Fit)
Value-Orientation, Commitment, and Identification with the Company
Digital and AI-powered recruiting approaches – sourcing strategies
Target Audience Approaches in Recruiting
Requirements of New Work and Digital Natives (approx. 2 days)
AI-powered matching and screening approaches
AI-powered applicant tracking systems (ATS), chatbots in recruiting
Predictive Analytics for Talent Acquisition
Prompting Using Concrete Examples in a Recruitment Context
Online Interviews – Opportunities and Challenges
Assessment Centers and Simulation-Based Methods (approx. 2 days)
Definition and Distinction, Benefits
Requirement dimensions in the assessment center, models and exercises, AC designs
Work Samples, Case Studies, and Simulations (Inbox Exercise)
Group discussions and case studies as AC elements
Gamification and VR/AR approaches in assessment
360-Degree Feedback
Analysis and Actions (approx. 1.5 days)
Observers and Participants in the Assessment Center
Selection, training, observer conference
Observation Errors in the Assessment Center
Forming and documenting an overall diagnostic assessment
Feedback session, evaluation of the selection process
Proactively Addressing Challenges in the Candidate Experience (approx. 1.5 days)
Fairness and Transparency
Occupational Personality Analysis – Overview: BIP, GPOP, RMP, NEO
Career-Oriented Personality Analysis – In-Depth Examination and Use Cases
Legal Framework (approx. 1.5 days)
Data Protection (GDPR, BDSG), Art. 22 GDPR, and Profiling
AGG in the Hiring Process
Involving the Works Council – Fundamentals of the Works Constitution Act (BetrVG), Co-determination Regarding Technical Systems
The EU AI Act in an HR Context
Outlook: FutureSkills and Metacompetencies
Project work, certification preparation, and the “Strategic Recruiter with TÜV Rheinland-Certified Qualification” certification exam (approx. 3 days)
To reinforce the material covered
Presentation of project results
Conflict management for managers
Communication (approx. 1 day)
Communication models and tools
Conversation management and active listening
Conflict discussions as a management tool
Reflection on your own communication style
Conflicts (approx. 2 days)
Causes and types of conflict
Escalation stages and reaction strategies
Harvard concept of conflict resolution
Non-violent communication
Use of AI to develop solutions in conflict situations
Constructive conflict management in the company (approx. 1 day)
De-escalation strategies and solution techniques
Using conflicts as an opportunity for improvement
Project work (approx. 1 day)
To consolidate the content learned
Presentation of the project results
Changes are possible, the course content is updated regularly.
After completing the course, you will be familiar with the core areas of human resources management and labor law and will be able to apply this knowledge in a practical setting. You will be familiar with legal requirements and specific considerations. You will also be able to combine modern recruiting practices with sound aptitude assessment—from systematic job profiles and structured selection methods to AI tools and the legal framework.
You will also be able to identify conflicts in day-to-day management at an early stage, analyze them professionally and implement suitable solution strategies.
The course is designed for employees in the fields of human resources, recruiting, personnel management, and personnel development.
As a consultant for suitability and recruiting, you will find employment in various organizations and companies, such as in HR departments of all company sizes, in personnel consulting and recruitment or in government agencies and public administration institutions.
Knowledge of conflict management will also open up career opportunities for you in team management and other management positions.
Didactic concept
Your lecturers are highly qualified both professionally and didactically and will teach you from the first to the last day (no self-study system).
You will learn in effective small groups. The courses usually consist of 6 to 25 participants. The general lessons are supplemented by numerous practical exercises in all course modules. The practice phase is an important part of the course, as it is during this time that you process what you have just learned and gain confidence and routine in its application. The final section of the course involves a project, a case study or a final exam.
Virtual classroom alfaview®
Lessons take place using modern alfaview® video technology - either from the comfort of your own home or at our premises at Bildungszentrum. The entire course can see each other face-to-face via alfaview®, communicate with each other in lip-sync voice quality and work on joint projects. Of course, you can also see and talk to your connected trainers live at any time and you will be taught by your lecturers in real time for the entire duration of the course. The lessons are not e-learning, but real live face-to-face lessons via video technology.
The courses at alfatraining are funded by Agentur für Arbeit and are certified in accordance with the AZAV approval regulation. When submitting a Bildungsgutscheinor Aktivierungs- und Vermittlungsgutschein, the entire course costs are usually covered by your funding body.
Funding is also possible via Europäischen Sozialfonds (ESF), Deutsche Rentenversicherung (DRV) or regional funding programs. As a regular soldier, you have the option of attending further training courses via Berufsförderungsdienst (BFD). Companies can also have their employees qualified via funding from Agentur für Arbeit (Qualifizierungschancengesetz).