SELECTIO HR Academy curriculum and competencies attained through completion of the program

Each module represents an individual unit including over 20 hours of work; through workshops, preparation tasks, group activities and individual consultations. The entire “SELECTIO HR Academy” programme includes 160 hours of lectures and practical work in addition to 10 hours of individual consultation to support learning and professional growth.


Module 1: Human Resources Management processes I – Recruitment and selection

This module begins focusing on individual sub-functions of Human Resources Management – basic Human Resources processes. The first need faced by every employer concerning personnel is how to find and select the right person for the right position. The workshop covers basic principles and predispositions for a successful selection of candidates, providing exacts steps needed to be taken before commencing any search for candidates, all the way through to the new employee’s first day at work in your company.

Individual units

  • Workplace analysis and job analysis
  • Recruitment and pre-selection
  • Selection
  • Post-selection process
  • Tools
  • Psychological testing in selection
  • Mobile Recruiting and social platforms
  • Selection process and the employment of persons with disabilities
  • Employer Branding

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Plan and implement the process of creating and/or updating job descriptions
  • Argument the need to update job descriptions in the context of changing the way work is organized (job enlargement and enrichment at all levels) and analyse the applicability of different approaches
  • Evaluate the effectiveness and efficiency of different recruitment channels, depending on the specific circumstances
  • What psychological tests to use and for what purposes
  • Prepare and conduct a structured interview
  • Evaluate/select the employee(s) that best meet the job requirements
  • Define legal, ethical and cultural constraints in the selection process
  • The importance and application of employer branding in the recruitment and selection process.

Module 2: Human Resources Management processes II – Performance management

Performance management is one of the weakest links in many organisations. Such organisations are under a silent threat to treat their best employees the same way they treat the average ones, if not even the worst employees. In this module, you will gain knowledge how to correctly and practically set up an employee performance management system, create clear working standards and desired competencies, and get the answer on how to distinguish a good employee from an average one. Content includes an overview of different work assessment models, as well as the advantages and risks each of them carries, followed by goal setting methods, as well as exercises on providing feedback on employees’ work.

Individual units

  • Competencies, expectations and work standards
  • Work allocation
  • Work assessment models
  • Advantages and shortcomings of different assessment models
  • Setting and evaluating goals
  • Difficulties in introducing the process of performance management and how to avoid them – employees and managers
  • The role of HR departments in introducing and implementing performance management
  • Provision of feedback on employees’ work

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Design and implement a process for defining key and specific competencies
  • Analyse the usefulness of defining key competencies in relation to a model of the job role or some other job description upgrade models
  • Argument the decision on the content and dynamics of a performance management system appropriate to the particular work environment
  • Set targets and goals according to the SMART criteria
  • Determine how the process of goal setting encourages behaviours consistent with organizational culture and business ethics
  • Argument the decision on the link between performance management and reward systems
  • Organize a process of regularly giving feedback to the employee on his or her work performance.

Module 3: Human Resources Management processes III- Employee development

Employee development module focuses on innovative ideas and practices in developing employees’ potential, ways of building a “learning organisation”, and setting up a system and implementing procedures for employee development. When discussing different approaches to defining and creating an individual employee’s career development plan, as well as the approach to organisational development, a special emphasis is given to practical experiences. The alignment of all different elements in the organization and non-discriminatory behaviour in all processes and activities.

Individual units

  • Analysis of developmental needs
  • Talent management
  • 360° feedback
  • Succession planning
  • Learning organization
  • The mentoring system
  • Job introduction and onboarding
  • Discrimination and diversity management in the organization
  • Career counselling and outplacement

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Define the system of individual development of employees in such a way that the needs of the business, individual desires and potential for further development are equally satisfied
  • Define key elements in talent assessment, talent development management system and talent retention
  • Establish a talent assessment system based on information received from many different sources
  • Develop a system for managing talents’ expectations in their long-term development
  • Create a “talent magnet” culture in the organization as a competitive advantage
  • Argument potential obstacles in implementing successor planning system
  • Define a system that clearly distinguishes professional and managerial advancement
  • Assess the cost and value of individual development methods
  • Develop a training catalogue and budget
  • Basics of facilitation techniques – Art of hosting
  • The importance and manner of managing diversity in the organization
  • Identify and prevent discriminatory behaviours in the organization
  • What is outplacement and when and how to arrange it.

Module 4: Human Resources Management processes IV – Rewards, internal communication and organizational culture

One of the most challenging fields in Human Resources Management is rewarding and motivating employees. This module includes an overview of theories on motivation and their application in every-day work with teams of employees, the establishment of a rewards system, as well as connecting rewards and bonuses to work performance monitoring system. This module will provide answers to your questions about what employees really appreciate – the advantages and shortcomings of financial rewards on one hand and other types of rewards on the other.

You will learn more about the necessary element in each retention programme, good internal communication towards employees, and contemporary practices in Croatia. The module also covers the subjects of organisational climate and culture, within which the attendees will be provided tools and knowledge on how to successfully carry out an employee satisfaction survey, and how to learn other important attitudes for long-term survival and the development of the company.

Individual units

  • Rewarding and motivating employees
  • Employee retention
  • Internal communication
  • Organisational culture
  • Measuring employee satisfaction – engagement
  • Takeovers, acquisitions and changes in organizational culture
  • Finance for non-financials: Salaries and bonuses, and how to read financial statements

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Define and evaluate the value of the various elements of the reward system
  • What does (not) motivate employees and how
  • The difference between extrinsic and intrinsic motivation, extraverted and introverted behaviour
  • The difference between material and intangible rewards and when to use them – the link between motivation and reward
  • Argue the content and dynamics of the rewards system tailored for the particular work environment
  • Argument differences in the remuneration of experts and managers
  • Define channels, responsibilities and approaches to manage internal communication
  • Design an approach to examining organizational culture in their work environment
  • Evaluate how well the core values ​​of their organizational culture are in line with their business goals
  • Use employee satisfaction research as a diagnosis of an organization’s “blood count” and organizational culture as a lever to achieve company goals
  • How to read financial statements
  • The total cost of wages and salaries of the employee.

Module 5: Managing HR function I – HR Audit and HRIS (Human Resources Information System)

HR Audit represents a comprehensive analysis of the Human Resources Management process, intending to gain detailed and structured insight into Human Resources Management, including clear indicators of blind spots and excellent practices. This module provides systematized knowledge on how to analyse the quality of Human Resources Management and includes working on a case study under the mentorship of experienced experts in this field.

Individual units

  • HR Audit
  • HRIS (Human Resources Information System)
  • Due diligence

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Critically and diagnostically examine the existing HR system in your organization, assess the appropriateness and expectations of change implementation – based on the Employer Partner Certificate methodology
  • Argument the applicability of different models of HR practices in a specific work environment
  • Assess the complexity of implementation and the strategic importance of a particular HR initiative in your organization
  • Evaluate the opportunity for better IT support in executing existing HR processes – how technology monitors HR
  • Why companies introduce HRIS
  • Information that HRIS must provide
  • Analytics in HR
  • Transform qualitative data into quantitative data (“language of numbers”)
  • The role of HR managers in an acquisition.

Module 6: HR Strategy

After the fundamental HR processes that we deal within the first four modules, this module handles the wide area of Human Resources Management. It includes HRM (Human Resources Management) as an individual unit, as well as a business function. Therefore, it covers the basics of organisational management, as well as a strategic approach to Human Resources Management. It provides an overview of current trends and demands faced by a contemporary Human Resources manager. It explores competencies necessary for successful Human Resources specialists and presents basic sub-functions of HR and their relationship.

Individual units

  • Introduction to HR
  • Strategic management
  • The internal structure of the HR function and organization of HR processes
  • Balanced scorecard model

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Analyse the advantages and disadvantages of different organizational schemes in the function of specific business processes
  • Analyse the role and positioning of the HRM function in organising business processes
  • HR as a strategic partner – how the HR function participates in the realization of the business goals of the organization, the cooperation of the CEO and HR managers
  • Define the role of HR managers and management in executing the HR process and achieving strategic goals
  • Set frameworks for measuring the success of HR function and individual HR initiatives
  • Develop a budget
  • Link business and HR goals.

Module 7: Managing HR function II – Business ethics, laws and ordinances, internal consultant function

This module is focused on the entire HR function, that is, the knowledge necessary for a holistic understanding of Human Resources Management. In the penultimate unit, the emphasis will be on the code of business ethics, socially responsible business, and relevant legal provisions covering this area (Labour Act and other relevant laws, ordinances). The unit will cover elements of an employment contract, managerial contracts, basic personnel administration, etc. Within the scope of the seventh module, the role of Human Resources as an internal advisor in the organisation is included, so in that sense, the emphasis will be on negotiating and coaching skills, knowledge on how to evade the so-called organisational games and generally raising awareness of different roles of HR managers.

Individual units

  • Business ethics
  • Laws and ordinances
  • HR business partnering (internal consultant function)

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Answer managements’ and top managements’ main questions in the HRM process
  • Argument and eliminate the most common managerial mistakes in working with people
  • Evaluate the best approach to the role of an internal advisor on issues of varying complexity and background
  • Design and select the best HR business partnering model in their organization
  • Key roles of HR partners to create sustainable competitive advantage – the main focus is understanding the business and building relationships with the business
  • Balance the roles of the strategic management partner, employee representative, expert and participant in the matters of legal and administrative change
  • Awareness of the expertise/competencies of the HR department in the organization
  • Constructively participate in the change management process in the organization – initiate and implement – HR as a change agent
  • Identify laws that define the operation of the HRM function
  • Difference between employment contract, managerial contract, work contract, royalties, student contract
  • Define your role in the balance between employees and managers
  • The importance of doing business in accordance with the values ​​and ways of achieving business goals for the credibility of the organization.

Module 8: Personal development – Leading self and leading others

Successfulness of a Human Resources specialist or manager greatly depends on personal maturity and developed communication skills. The entire module is dedicated to work focused on personal development, as well as raising the awareness about personal capacity and strengths that can be the foundation in further career development. Participants will have an opportunity to get to know some of the best-known diagnostic and development tools in the world, such as Myers-Briggs Type Indicator and Belbin Team Roles. Through practice, they will get to know personal preferences of different roles in the business environment, basics of the psychology of communication and group dynamics, and learn more about conflict resolution in the workplace.

Individual units

  • Leading self
  • Leading others

At the end of this module, SELECTIO HR Academy attendees will know how to:

  • Their Belbin profile and their preferred team role and the importance of knowing team roles to function and manage their team or group dynamics
  • Their psychological type, their own managerial style, typical behaviours and reactions and the way one manages personal and professional life
  • Recognize the different forms of communication (their own and the other’s interlocutors), what are the elements of non-verbal communication and how to understand them
  • How to manage and guide communication, not just respond
  • The importance and application of emotional and social intelligence in the work environment
  • How group processes work and how an individual functions in the group
  • What are the most common causes of internal communication difficulties in the organization, principles and forms of internal communication
  • What are conflicts, what types of conflicts exist, and what are the most common causes and consequences of conflicts among co-workers, in teams, departments and organizations
  • How to successfully resolve conflicts, achieve compromise and collaboration, and how to prevent conflicts within the team and organization.