Specialist Certificate · Master's level · CPS-18

Talent, Careers and Skills Development

For: Recruitment officers, training and skills development managers, career managers and human resources managers.

Organisation over 20 weeks

Four 5-week blocks (4 weeks of classes, 1 week of assessment). The two course units are taken unchanged from the original degree: same content, same assessments.

Blocks 1 and 2 (weeks 1 to 10): TAL 414 — Recruitment, Careers and Talent Retention
Blocks 3 and 4 (weeks 11 to 20): GPE 421 — Strategic Workforce and Skills Planning and Skills Development

TAL 414 - Recruitment, Careers and Talent Retention

Design the policies that attract, onboard, appraise and develop people, taking into account the shortages specific to the organisation's labour market, established from public sources.

Learning outcomes

Design a recruitment and employer branding strategy suited to the organisation's labour market.
Design an onboarding scheme and assess its effectiveness.
Design a fair and non-discriminatory appraisal and career management system.
Organise professional mobility, including between several States of the sub-region.

Content

Recruitment strategy: labour market analysis, channels (networks, online platforms, schools, public employment services including the ANPEJ (national youth employment promotion agency)), structured selection, non-discrimination and equality between women and men.
Employer brand and recruitment communication; attractiveness and retention.
Onboarding policy, welcoming techniques having been acquired in the Bachelor's degree: retention indicators, cost of early departures, assessing effectiveness and measuring onboarding.
Staff appraisal: annual appraisal and development interview, frameworks, fairness and prevention of bias.
Career management: talent pools, succession plans, internal mobility and mobility between States of the sub-region.
Protection of candidates' and employees' data under loi n°2008-12 (Personal Data Protection Act).

Assessment: Continuous assessment (40%): recruitment and employer branding strategy. Project (60%): appraisal and career management policy for an organisation, presented to a panel. Same arrangements for both cohorts.

GPE 421 - Strategic Workforce and Skills Planning and Skills Development

Link available skills to the organisation's future needs and derive from them a fundable, evaluated skills development policy based on the competency-based approach.

Learning outcomes

Conduct a strategic workforce and skills planning process at organisation level.
Assess the projected gaps of a multi-site organisation through scenarios and decide between levers: recruitment, mobility, retraining, training.
Design a skills development policy and a fundable training plan.
Evaluate the impact of skills development actions and the quality of providers.

Content

Strategic workforce and skills planning: approach, stakeholders, jobs and skills frameworks, mapping, gap analysis.
Foresight on occupations: effects of digital technology and artificial intelligence on jobs, occupations facing shortages, emerging occupations.
Positioning the organisation within the national framework, studied in the Bachelor's degree and assumed to be known: loi n°2015-01 du 6 janvier 2015 portant loi d'orientation de la formation professionnelle et technique (Vocational and Technical Training Framework Act); ONFP (national vocational training office); competency-based approach (APC); national qualifications framework, under development.
Financial engineering of the plan: combining internal resources and the schemes of the 3FPT (vocational and technical training financing fund), funded mainly by the contribution forfaitaire à la charge de l'employeur (CFCE, flat-rate employer contribution), drawn on according to the procedures published by this fund.
Learning pathway design: work-based learning, distance learning, apprenticeship, recognition of prior learning under national schemes, to be checked against the texts.
Impact evaluation: effects on performance and return on investment of training, before-and-after comparison and simple control groups; ISO 29993:2017 and ISO 21001:2025 as quality references for providers.

Assessment: Project (70%): strategic workforce and skills planning process and fundable training plan. Continuous assessment (30%): impact evaluation protocol for a skills development scheme. Same assessments for both delivery modes.

Career opportunities

Recruitment and careers manager, skills development manager, strategic workforce and skills planning officer.

At your own pace: the self-paced pathway

In a class, this certificate takes 20 weeks, on the cohort's dates. On the self-paced pathway, you start whenever you like, online, and progress at your own pace. The price is the same.

Estimate how long my pathway will take

12 h / week · 240 hours in total

Duration: about 20 weeks
Estimated end: 20 weeks after you start
Examination: Online, subject to available slots, no earlier than 20 weeks after you start
Payment: In 1 to 5 monthly instalments, as you choose

An indicative estimate, for a start today and 240 hours of work. You can change your pace along the way; the pathway must be completed within 60 weeks (about 14 months) of your start. Your e-Campus access opens with your first payment.

Admission

Bachelor's degree in human resources or a compatible field, or equivalent experience of human resources management assessed on application. Admission based on application; detailed requirements set by the school.

The credits you earn are recognised without further assessment if you later join the programme they come from, Professional Master's degree in Human Resources Management, within a period set by the certificate regulations.