• The main part of employment.
• Polarization and its various sources (the art, stages and procedures of polarization).
• Recruitment test (technical- humanitarian).
• Defining the cycle of confidence-building measures.
• The type of merit.
• Arrangement and evaluation capabilities and their different levels.
• CBM Human Resources System and Functions

Unit 7:

• Interview and selection skills stage preparation for the interview.
• The type of question used.
• Ask the app in different positions for testing
• Effective communication skills and application in the interview
• Modern methods of meeting choice
• Mechanism for writing and drafting interview results
• Selection and appointment procedures

• Training and development.
• The concept of modern training.
• Training, learning and its importance in the organization.
• CBM-based courses.
• The basic concept of training based on CBM capabilities.
• Tools and elements of evaluation and testing.
• Use proficiency-based training courses in confidence-building measures to identify training needs.
• Identify the gap between the capabilities required for each job and the capabilities of staff.
• Twelve steps to consider when designing a training plan

Unit 9:

Planning the training process between theory and application:

• Stages and process of developing the training plan.
• Design a training plan based on the CBT curriculum.
• What does training evaluation mean?
• When is the training evaluated?
• Kirk Patrick training evaluation model.
• Implementation and implementation of learning assessment models, mechanisms and tools throughout the plan.
• Learning tools in training programs.
• Assess the effectiveness of training.
• Measuring the impact of training on employee behavior and performance.
• Measuring roI from training activities.