Available courses

HRP-TRN-GEN-006 - Responsible and Effective Use of Psychometrics in the Business Environment

This course explains why psychometrics is useful in the business environment. It starts with the highest-leverage use: improving selection decisions before the organization commits to hiring. It then explains how assessment information can continue to create value after hiring by supporting onboarding, mentoring, coaching, manager-supported development, internal mobility, and retention-related work.

The course teaches vendor-neutral principles of good psychometric use, including role relevance, reliability, validity, cognitive ability assessment, work-values assessment, personality assessment, responsible communication, and non-expert use boundaries.

The course also introduces, at an awareness level, the relevance of ISO standards for assessment of people in work and organizational settings, including the distinction between client-side responsibilities and assessment-service-provider responsibilities.

Role of this course

This is a vendor-agnostic awareness and responsible-use course. It helps managers, HR professionals, recruiters, onboarding teams, mentors, coaches, partner-side client leads, and other non-expert users understand why psychometrics can create business value before and after hiring, how to recognize responsible assessment practice, and how to stay within appropriate role boundaries when using or communicating assessment outputs.

Estimated total study time

90 to 120 minutes

Audience

Managers, HR professionals, recruiters, onboarding teams, mentors, coaches, partner-side client leads, and other non-expert users who need practical understanding of psychometrics, ISO-aware responsible use, and assessment-output boundaries in business decisions.

Certification acquired upon successful completion

Responsible-use awareness completion only. No expert psychometric interpretation certification granted.

Certification acquired upon successful completion

Responsible Use of Psychometrics in the Business Environment

This is an awareness-level certificate of completion. It does not grant Certified Professional status, pathway authorization, profiling authority, report-explanation authority, candidate/assessed-person feedback authority, or HRP service-delivery authority.

Important boundary

Completion of this course does not authorize independent psychometric interpretation of scores, raw assessment data, or full assessment profiles. It supports awareness-level understanding and responsible use of translated guidance within role boundaries.

HRP-TRN-SF-001 - Selection Finalists Decision Support

Subtitle: Late-stage hiring decision support, profile alignment interpretation, and responsible report use

Course Code: HRP-TRN-SF-001

Course purpose

This course explains how the Selection Finalists Decision Support pathway is executed in accordance with the approved operational manual. It focuses on late-stage selection situations where the client organization is choosing between a small number of viable candidates and needs structured decision clarity.

The course explains how to use HRP expert-system-generated selection reports responsibly, how to conduct structured employer decision-review meetings, how to respect candidate confidentiality, and how to communicate candidate strengths, risks, and trade-offs without replacing the client’s hiring decision.

In cases where the role profile is defined only using ONET identifiers and the role context is outside the US or not aligned with ONET assumptions, the course explains why Customer Assessment Feedback may be preferable to Candidate Profile Alignment.

Completion meaning

Completion of this training confirms that the learner has completed pathway-specific training for Selection Finalists Decision Support.

Training completion alone does not grant Selection Finalists Practitioner authorization, Certified Professional status, profiling authority, candidate feedback authority, or client report-explanation authority. Formal authorization requires applicable regional eligibility, competence requirements, and HRP approval.

Terminology note

This course uses Candidate Profile Alignment Report, Profile Alignment Index, Motivational Profile Alignment, Behavioral Profile Alignment, and Learning Ability / Adaptability and On-Job Performance as current report terminology.

Role of this course

This is a pathway-specific professional training course. It prepares eligible learners for possible authorization as Selection Finalists Practitioners, subject to applicable regional eligibility requirements, competence requirements, and formal HRP approval.

The default workflow assumes that role profiles are typically defined using 1–3 O*NET identifiers, unless a Brief or Full Ideal Employee Profiling output is provided.

The course does not train learners to create independent psychometric interpretations, modify expert-system outputs, recalculate Profile Alignment Index outputs, or replace the client’s hiring decision. It teaches responsible explanation, facilitation, and pathway-specific application of approved HRP selection outputs.

Estimated total study time

120 to 180 minutes

Audience

Professionals seeking authorization to deliver the Selection Finalists Decision Support pathway, including psychologists, Certified Professionals or other regionally eligible assessment professionals, senior HR assessment specialists where regionally eligible, internal HRP professionals, and external professionals seeking Selection Finalists authorization where permitted by regional HRP policy.

Administrative or logistical staff do not require this training unless they are seeking formal Selection Finalists Practitioner authorization. Administrative support does not constitute pathway delivery.

Certification acquired upon successful completion

Selection Finalists Decision Support training completion only. No Selection Finalists Practitioner authorization is granted automatically.

Formal authorization requires applicable regional eligibility, competence requirements, and HRP approval.

Important boundary

HRP assessment outputs are interpreted by the HRP expert system into business-understandable reports and guidance, using approved assessment logic, regional norms, and controlled report templates. Practitioners may explain, facilitate, and apply expert-system-generated outputs within their authorized pathway. They may not reinterpret raw scores, modify expert-system conclusions, recalculate Profile Alignment Index or profile outputs, use the Profile Alignment Index as a ranking mechanism or automatic hiring recommendation, or use assessment data outside the approved purpose, report type, and pathway.

 

HRP-TRN-ONB-001 - Onboarding Support

Course subtitle

Early-stage role adjustment, expectation alignment, and responsible use of HRP assessment outputs during onboarding.

Course purpose

This course prepares participants to use HR Potentials assessment outputs responsibly in onboarding contexts.

The course focuses on the early employment period, where the main objective is not selection, evaluation, or performance judgement, but structured support for role adjustment, expectation alignment, manager communication, and early development planning.

The course explains how HRP-generated onboarding guidance may be used to support:

  • role clarity,
  • early adjustment,
  • motivational alignment,
  • manager-supported support actions,
  • early risk prevention,
  • and structured onboarding conversations.

Intended audience

This course is intended for users who support onboarding processes, including:

  • HR professionals,
  • onboarding coordinators,
  • managers responsible for new employees,
  • internal mentors involved in early onboarding,
  • HRP partners who support onboarding implementation.

The course is not intended to certify users as psychometric experts.

Authorization granted

Successful completion grants the participant the authorization level:

Certified User — Onboarding Support

This authorization permits use of HRP-generated onboarding outputs within the onboarding workflow only.

Authorized activities include:

  • ordering assessment and receiving onboarding-related reports where assessment is executed by HRP or an authorized provider;
  • receiving and using onboarding guidance reports;
  • delivering responsible-use framing to client stakeholders;
  • participating in or conducting onboarding support meetings;
  • translating report-based guidance into onboarding action planning;
  • identifying cases that require HRP Expert Review escalation.

Authorization not granted

Completion does not authorize the participant to:

  • perform brief profiling unless separately certified as Certified Brief Profiling User;
  • perform full profiling unless separately certified as Certified Full Profiling User;
  • perform or administer assessments in the HRP platform unless separately certified as Certified Platform User;
  • use HRP reports for selection decisions unless separately certified under HRP-TRN-SF-001;
  • conduct coaching interventions unless separately certified under HRP-TRN-COA-001;
  • conduct mentoring as a distinct developmental relationship unless separately certified under HRP-TRN-MEN-001;
  • conduct manager-led development as a performance-aligned development process unless separately certified under HRP-TRN-MLD-001;
  • independently interpret psychometric scores;
  • access raw psychometric data;
  • create psychometric profiles;
  • deliver formal expert assessment feedback.

Learning outcomes

After completing the course, the participant should be able to:

  1. Explain how onboarding differs from mentoring, coaching, manager-led development, and selection.
  2. Use HRP-generated onboarding guidance within the authorized onboarding boundary.
  3. Identify the main onboarding-relevant domains in HRP reports: capability alignment, motivational conditions, and behavioral indicators.
  4. Conduct report delivery and responsible-use framing for onboarding contexts.
  5. Structure onboarding support conversations without turning them into psychometric interpretation or evaluation.
  6. Translate report-based guidance into onboarding action planning.
  7. Recognize cases requiring HRP Expert Review escalation.

Final assessment

The final quiz should use only:

  • multiple-choice judgement questions; and
  • select-all-that-apply questions.

Free-text, rewriting, and short-answer case response formats are not used unless explicitly approved.

Passing threshold: 80%.

HRP-TRN-MLD-001 - Manager-Led Development Support

Subtitle: Performance-aligned development, structured employee discussions, and responsible use of HRP assessment outputs in managerial contexts

Course Code: HRP-TRN-MLD-001

Course purpose

This course explains how HRP developmental reports are used by managers and organizations to support structured, performance-aligned development discussions.

It focuses on situations where an employee's development needs to be understood and supported within the context of current role expectations, performance requirements, and organizational objectives.

The course explains how to use HRP expert-system-generated outputs responsibly in manager–employee development discussions, how to identify alignment and friction between employee profiles and role expectations, and how to translate this understanding into realistic development actions without turning the process into hidden psychometric evaluation.

Role of this course

This is a pathway-specific professional training course. It prepares eligible learners for possible authorization to use HRP outputs within the Manager-Led Development Support pathway, subject to applicable eligibility requirements, competence requirements, and formal HRP approval.

The course does not train learners to perform independent psychometric interpretation, modify expert-system outputs, or use HRP data as a formal evaluation or rating system.

It teaches responsible use of HRP developmental reports as structured input for performance-aligned development conversations and planning.

Manager-led development logic

Manager-Led Development Support is based on a structured comparison between the employee's profile and the role performance profile.

The purpose is to identify where the employee's profile supports current role demands, where performance friction may occur, and what development, support, or adjustment actions are realistic.

Estimated total study time

120 to 150 minutes

Audience

Managers, team leaders, HR professionals, and other authorized users responsible for employee development within organizational structures, including partner-side specialists and internal HRP professionals.

Administrative or logistical staff do not require this training unless they are involved in development discussions.

Prerequisites

Completion of HRP-TRN-GEN-006 — Responsible and Effective Use of Psychometrics in the Business Environment is required.

Brief or Full Ideal Employee Profiling is recommended where role expectations are not already clearly defined.

Completion meaning

Completion of this training confirms that the learner has completed pathway-specific training for Manager-Led Development Support Using HRP Assessment Outputs.

Training completion alone does not grant Manager-Led Development Practitioner authorization, Certified Professional status, profiling authority, independent psychometric interpretation authority, report-modification authority, or formal employee evaluation authority.

Formal authorization requires applicable eligibility, competence requirements, and HRP approval.

Certification acquired upon successful completion

HRP-TRN-MLD-001 — Certificate of Completion: Manager-Led Development Support

This is a pathway-specific training completion certificate. No automatic authorization is granted.

Important boundary

HRP assessment outputs are interpreted by the HRP expert system into structured developmental reports and guidance using approved logic, norms, and report templates.

Users may explain, facilitate, and apply these outputs within manager–employee development discussions. They may not reinterpret raw scores, modify expert-system conclusions, use outputs as a formal performance rating or evaluation tool, replace managerial judgment with assessment outputs, or use assessment data outside the approved purpose and pathway.

  • HRP-TRN-MEN-001 — Mentoring Support
  • HRP-TRN-COA-001 — Profile-Guided Coaching
  • HRP-TRN-BIEP-001 — Brief Ideal Employee Profiling
  • HRP-TRN-FIEP-001 — Full Ideal Employee Profiling

HRP-TRN-MEN-001 - Mentoring Support

Subtitle

Development direction, psychosocial support, and responsible use of HRP assessment outputs in mentoring relationships

Course purpose

This course explains how HRP developmental reports are used within mentoring relationships to support structured, insight-based developmental conversations.

It focuses on mentoring situations where the goal is to support long-term growth, improve self-understanding, clarify development direction, and provide context for how work and roles function in the organization.

The course explains how to use HRP expert-system-generated outputs responsibly in mentoring, how to interpret profile information without turning mentoring into evaluation, and how to support mentees through career-related, psychosocial, and role-understanding discussions.

Role of this course

This is a pathway-specific professional training course. It prepares eligible learners for possible authorization to use HRP outputs within the Mentoring Support pathway, subject to applicable eligibility requirements, competence requirements, and formal HRP approval.

The course does not train learners to perform performance evaluation, provide managerial assessment, create independent psychometric interpretations, or modify expert-system outputs.

It teaches how to use HRP developmental reports as structured input for mentoring conversations focused on understanding, reflection, and development direction.

Mentoring logic (core concept)

Mentoring Support uses HRP outputs in three distinct ways:

  • Career development mentoring — supporting direction, role fit, and future choices
  • Psychosocial mentoring — supporting confidence, self-understanding, and adaptation
  • Role understanding / sense-making — helping the mentee understand how work and expectations function in context

The course explains how HRP insights are used differently in each of these mentoring modes.

Estimated total study time

120 to 150 minutes

Audience

Professionals involved in mentoring relationships, including internal mentors, senior employees supporting junior staff, HR professionals supporting mentoring programs, partner-side specialists, and other users seeking authorization to use HRP outputs in mentoring contexts.

Administrative or logistical staff do not require this training unless they are seeking formal Mentoring Support authorization.

Prerequisites

Completion of:

HRP-TRN-GEN-006 — Responsible and Effective Use of Psychometrics in the Business Environment

is required.

Brief or Full Ideal Employee Profiling is recommended where development discussions are anchored to specific roles or environments.

Completion meaning

Completion of this training confirms that the learner has completed pathway-specific training for Mentoring Support Using HRP Assessment Outputs.

Training completion alone does not grant Mentoring Practitioner authorization, Certified Professional status, profiling authority, independent psychometric interpretation authority, report-modification authority, or assessed-person feedback authority.

Formal authorization requires applicable eligibility, competence requirements, and HRP approval.

Certification acquired upon successful completion

HRP-TRN-MEN-001 — Certificate of Completion: Mentoring Support

This is a pathway-specific training completion certificate. No automatic authorization is granted.

Important boundary

HRP assessment outputs are interpreted by the HRP expert system into structured developmental reports and guidance using approved logic, norms, and report templates.

Users may explain, facilitate, and apply these outputs within mentoring conversations. They may not:

  • reinterpret raw scores
  • modify expert-system conclusions
  • use outputs for performance evaluation
  • use outputs as a basis for managerial decisions
  • use assessment data outside the approved purpose and pathway

Recommended next course

Depending on role:

  • HRP-TRN-MLD-001 — Manager-Led Development Support
  • HRP-TRN-COA-001 — Profile-Guided Coaching
  • HRP-TRN-BIEP-001 — Brief Ideal Employee Profiling
  • HRP-TRN-FIEP-001 — Full Ideal Employee Profiling

HRP-TRN-COA-001 - Profile-Guided Coaching

Course subtitle

Using HRP assessment outputs as structured input for role-profile-based coaching conversations and coaching plans.

Course purpose

This course explains how HRP developmental reports are used as structured input for Profile-Guided Coaching.

The pathway starts by defining the ideal employee profile for a specific workplace or role: the motivators, behavioral preferences, and ability levels that are expected to support success. The coachee is then assessed, and coaching uses the comparison between the coachee's actual profile and the ideal employee profile to identify what can realistically be developed, supported, adjusted, or managed.

The course teaches how to use HRP expert-system-generated outputs responsibly in coaching contexts without turning coaching into hidden evaluation, psychometric diagnosis, or independent psychometric interpretation.

Role of this course

This is a pathway-specific professional training course for users who already have an appropriate coaching role or coaching-related professional context. It prepares eligible learners for possible authorization to use HRP outputs within the Profile-Guided Coaching pathway, subject to applicable eligibility requirements, competence requirements, and formal HRP approval.

The course does not train learners to become coaches. It does not certify general coaching competence. It teaches responsible use of HRP outputs as structured input in a coaching process.

Estimated total study time

120 to 150 minutes

Audience

This course is intended for professional coaches, HR development specialists acting in a coaching-support role, partner-side coaching professionals, internal HRP professionals, and external professionals seeking Profile-Guided Coaching authorization where permitted by HRP policy.

Administrative or logistical staff do not require this training unless they are seeking formal Profile-Guided Coaching authorization.

Prerequisites

Completion of HRP-TRN-GEN-006 — Responsible and Effective Use of Psychometrics in the Business Environment is required.

Brief or Full Ideal Employee Profiling training is required where the learner will personally perform or double-check the ideal employee profile with the customer. If profiling is performed by another authorized person, this course may focus on use of the approved profile and generated report in the coaching pathway.

Completion meaning

Completion of this training confirms that the learner has completed pathway-specific training for Profile-Guided Coaching.

Training completion alone does not grant general coaching certification, Certified Professional status, profiling authority, independent psychometric interpretation authority, report-modification authority, or HRP Expert Review authority.

Formal authorization requires applicable eligibility, competence requirements, and HRP approval.

Certification acquired upon successful completion

Profile-Guided Coaching training completion only. No Profile-Guided Coaching Practitioner authorization is granted automatically.

Recommended certificate title:

HRP-TRN-COA-001 — Certificate of Completion: Profile-Guided Coaching

Important boundary

HRP assessment outputs are interpreted by the HRP expert system into business-understandable developmental reports and guidance, using approved assessment logic, regional norms, and controlled report templates.

Authorized users may explain, facilitate, and apply expert-system-generated outputs within the Profile-Guided Coaching pathway. They may not reinterpret raw scores, modify expert-system conclusions, create independent psychometric profiles, use coaching outputs for selection decisions, or use assessment data outside the approved purpose, report type, and pathway.

Depending on role:

  • HRP-TRN-BIEP-001 — Brief Ideal Employee Profiling
  • HRP-TRN-FIEP-001 — Full Ideal Employee Profiling
  • HRP-TRN-MEN-001 — Mentoring Support
  • HRP-TRN-MLD-001 — Manager-Led Development Support

HRP-PAR-TRN-001 - Partner Growth and Use-Case Expansion

Self-Paced Learner Content

Course purpose

This course explains how partners enter clients, expand into adjacent use cases, understand revenue architecture, and respect the boundary between partner selling and expert-only delivery.

Role of this course

This is a business-side partner enablement course. It should be taken by Responsible Partner Representatives and partner-side client leads. It is not an expert certification.

Estimated total study time

90 to 120 minutes

Audience

Responsible Partner Representatives, partner-side business developers, client leads, and senior partner-side certified experts.

Certification acquired upon successful completion

Business-side partner enablement completion. Required for partner operation, but does not grant scoped expert authorization.

HRP-LMS-GEN-001 - Master Training Course

Estimated total study time: 60 to 90 minutes

Who should take it: All serious users, partner-side leaders, expert-candidate users, and internal reviewers who need orientation to the full HR Potentials system.

Why take it: This is the entry point into the architecture. It explains the structure of the document set, report families, role logic, pathway model, and certification logic so that later pathway learning starts in the right frame.

How it fits into the structure: Program-level orientation and governance course. It does not replace Shared Foundations or pathway-specific expert training.

Prerequisites: None.

Expected outcome: Learner understands the architecture, role model, report families, escalation logic, and where later courses fit.

Certification acquired upon successful completion: Orientation completion only. No scoped expert authorization granted.

Certification status: Orientation.

Recommended next course: HRP-TRN-GEN-001 Shared Foundations or HRP-TRN-GEN-006 Proper Use of Psychometrics for Managers and HR Professionals.

HRP-TRN-GEN-001 - Shared Foundations

Estimated total study time: 2.5 to 3.5 hours

Who should take it: All individually certified experts and any serious user who needs disciplined understanding of report families, boundaries, and interpretation logic.

Why take it: This is the common expert foundation. It stabilizes understanding of permitted use, developmental versus evaluative boundaries, person-role logic, and disciplined interpretation before any specialist pathway is attempted.

How it fits into the structure: Core expert prerequisite course across the system.

Prerequisites: Master Training Course is recommended first.

Expected outcome: Learner gains the common logic required for profiling, developmental pathways, and high-stakes work.

Certification acquired upon successful completion: Shared Foundations completion. This is a prerequisite for expert pathway certification.

Certification status: Prerequisite course for expert pathways.

Recommended next course: Brief Ideal Employee Profiling Procedure, Onboarding, Mentoring, Manager-Led Development, Coach-Facilitated Developmental Use, or Selection Finalists Decision Support.

HRP-TRN-GEN-004 - Brief Ideal Employee Profiling Procedure

Estimated total study time: 2 to 3 hours

Who should take it: Profiling-capable specialists, selected coaches, selected HR professionals, developmental profiling facilitators, and users supporting role anchoring.

Why take it: This course teaches how to create and validate a bounded role anchor. It is critical wherever later interpretation depends on role requirements, motivational conditions, and role-linked developmental or selection logic.

How it fits into the structure: Specialist profiling course; prerequisite for profiling-sensitive work.

Prerequisites: Shared Foundations.

Expected outcome: Learner can build, document, review, and govern brief ideal employee profiles.

Certification acquired upon successful completion: Expert certification in Brief Ideal Employee Profiling.

Certification status: Expert certification.

Recommended next course: Selection Finalists Decision Support or the relevant developmental-use pathway.

HRP-TRN-GEN-005 - Developmental Conversation Events

Estimated total study time: 2.5 to 3 hours

Who should take it: Developmental profiling facilitators, coach partners, selected HR development stakeholders, and advanced developmental-use practitioners.

Why take it: This course teaches the structure of preparation sessions, joint conversations, employee-only reviews, follow-up events, and misuse/escalation indicators across developmental pathways.

How it fits into the structure: Cross-pathway facilitation course. It supports but does not replace the applied developmental pathways.

Prerequisites: Shared Foundations; relevant developmental pathway is recommended.

Expected outcome: Learner can distinguish conversation event types, choose the right event, and notice drift or escalation triggers.

Certification acquired upon successful completion: Specialist course completion only. Supports advanced developmental-use practice but does not by itself grant a standalone expert authorization.

Certification status: Supporting specialist course.

Recommended next course: Onboarding, Mentoring, Manager-Led Development, or Coach-Facilitated Developmental Use.

HRP-TRN-PSY-FOUND-001 - Assessment Methodology Foundations