RNCP Certification
RNCP – Human Resources Manager
Summary
What is the RNCP Human Resources Manager professional qualification?
Level 7 (EU) ” Human Resources Manager ” professional certification, NSF code 315, awarded by INSEEC MSc (CEE-RA, CEE-SO, CEFAS, MBA INSTITUTE, CEE-OUEST), registered under number 37748 in the RNCP (Répertoire National des Certifications Professionnelles) by decision of France Compétences on 19/07/2023.
Certification is awarded by capitalising on all the blocks of skills. Each skill in a block must be confirmed in order to obtain the block of skills. Partial validation of a block is not possible.
What is an RNCP qualification?
An RNCP qualification is a recognised professional certification registered in the Répertoire National, created and validated by the State, which attests to the skills required to practise a profession.
- Certification required by companies
Skills
Blocks of skills
In response to the needs of companies identified on the market, the training offered by INSEEC prepares students for the following skill sets:
- Defining human resources strategy and steering HR development
- Developing employees’ skills and promoting quality of life and working conditions
- Steering recruitment, defining remuneration policy and supervising payroll management
- Designing a risk prevention policy and managing individual and/or collective crises
- Managing staff and steering HR reporting
Click here for a list of all the skills covered by the directory.
Description of the methods for acquiring certification by capitalisation of blocks of skills and/or by correspondence
Certification is obtained by :
- Validation of five blocks of skills common to all courses (a mark of 10/20 or higher in each block of skills)
- Completion of a dissertation with a mark of 10/20 or higher
- A minimum of 132 days in a company during the second year of the course (MSc 2)
What activities are covered during the course?
- Defining and steering the human resources strategy, from monitoring (legal and regulatory, organisational, competitive, etc.) to presenting the HR policy decided on, taking into account elements relating to the company’s social and societal responsibility, diversity and disability.
- Steering and organising human resources, which are implemented on the basis of the previously defined HR strategy, setting out the areas for developing human resources, improving the employee experience and measuring the actions taken.
- Design and piloting of the GEPP, enabling forward-looking management of jobs and skills requirements and (via digitalisation) better mapping of career development and mobility for all employees.
- Defining and implementing professional training policy and monitoring with a view to developing talent and skills and retaining talent.
- Designing and implementing a policy of gender equality, disability, diversity and the promotion of senior employment in order to meet legal obligations and overcome prejudice against people with disabilities or weaknesses.
- Overseeing the management of applications (in-house or outsourced) with due regard for equal opportunities.
- Definition and implementation of the remuneration policy, which must be established on the basis of equitable criteria enabling each employee, regardless of status, seniority or disability, to receive remuneration commensurate with the position held. The remuneration policy therefore takes into account the skills, autonomy, responsibilities and efforts associated with the position, with a view to creating a favourable social climate and taking into account the company’s strategy, and therefore the management of the wage bill in the short, medium and long term. The remuneration policy also aims to retain and attract talent.
- Supporting and supervising payroll processing, which is directly dependent on remuneration policy (fixed and variable pay, bonuses, profit-sharing, etc.). The human resources manager therefore supervises the payroll manager or the payroll department, ensuring that the regulatory requirements are taken into account.
- Defining and steering the health and safety risk prevention policy, reflecting management’s desire to allocate the resources needed to implement the organisation of health and safety at work.
- Anticipating and managing individual and collective crises.
- Managing an HR team, ensuring a good team dynamic, cohesion and the achievement of departmental and organisational objectives.
- Managing HR reporting and digitalising human resources services as part of an HRIS (HR Information System).
RNCP Requirements
What are the requirements
for this title?
The conditions for access to the certification scheme (excluding VAE) are :
- For entry into the1st year of the programme (MSc1): Hold 180 ECTS (level 6 or equivalent) in the field of human resources, management sciences, social sciences, humanities or economics.
- For entry into the2nd year of the programme (MSc2): Hold 240 ECTS (level 6 or equivalent) validated in the field of human resources or, depending on the case, in a programme such as Economic and Social Administration (AES), social law or human sciences, psychology, sociology.
What are the assessment procedures?
- Applied research dissertation carried out individually and defended before a panel of two professionals
- Individual case study with submission of a written document by the candidate
- Professional simulation with oral defence and presentation of a summary
- Placement in a situation with submission of a written report produced in a group and an individual oral presentation by the candidate.
- Individual case study with submission of a written dossier
Goals of the RNCP
What are the purpose
for this title?
The role of the human resources manager is to define the organisation’s human resources strategy and then, in coordination with general management, to steer and monitor its implementation over the short, medium and long term with a team that he/she leads.
To this end, he/she is responsible for personnel administration, management and development (recruitment, training, career management and pay policy). He/she is also responsible for consultation and social dialogue with members of staff and/or their representatives. He/she ensures that legal and regulatory obligations are properly applied. All these tasks are carried out with a view to inclusion and in compliance with the wider principles of CSR.
The aim of the certification is to train human resources managers who are grounded in the realities of the field, with an excellent capacity for analysis and hindsight, and a mastery of the fundamentals of law and CSR. They must also be able to manage teams at a local level, spread across the country or within international subsidiaries.
Business
What jobs can you do with this RNCP qualification?
The following is a non-exhaustive list of the different occupations in which holders of the certificate can work:
Our training courses
Find out about all the courses linked to this RNCP qualification
MSc – Human Resources Manager
RNCP level 7 certified by the Ministry of Employment
Admission Bac+3/+4