_Test_Dimensions_Blind_Interpretation_Confedentiality _of_Information_Validation_Studies_Orpheus_personality _Test_Adaptability _Test_Gordon_Personal_Profile_Rorschach_Test_Thematic_Appr
eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
#028
Personnel and Occupational Test
Questionnaire Design and Result Analysis
Personnel and Occupational Test
Questionnaire Design and Result Analysis
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
Personnel and Occupational Test
Questionnaire Design and Result Analysis
Personnel and Occupational Test
Questionnaire Design and Result Analysis
Page 2 of 18
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
Course Co-ordinator:
Prof. Dr. R. B. Crawford – Director H RODC Pos tgrad uate Tr ai ni ng Inst itu te
 PhD (University of London),
 MEd. M. (University of Bath),
 Adv. Dip. Ed. (University of Bristol),
 PGCIS (Thames Valley University),
 ITC (UWI),
 Member of the Standing Council of Organisational Symbolism (MSCOS);
 Member of the Asian Academy of Management (MAAM);
 Member of the International Society of Gesture Studies (MISGS);
 Member of the Academy of Management (MAOM);
 LESAN;
 Professor, HRODC Postgraduate Training Institute;
 Visiting Professor, Polytechnic University of the Philippines (PUP)
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
For Whom This Course is Designed
This Course is Designed For:

Human Resource Professionals

Human Resource Managers

Human Resource Specialists

Human Resource Personnel

Executives

Directors

Trainers

Training Managers

Managers

Supervisors

Team Leaders

Business Owners
Duration: 6 Days
Cost:
 £4,800.00 Per Delegate for UK Delivery
 £6,000.00 Per Delegate for Delivery outside the UK
Please Note:


V.A.T. (Government Tax) does not apply to Corporate Sponsored Individuals, taking Programmes or
Cours es in any location - within or outside the UK.
It applies only to Individuals and Corporations based in the UK and to Non-UK Individual Residents
taking courses in the UK.
Cost includes:
 Free Continuous snacks throughout the Event Days;
 Free Hot Lunch on Event Days;
 Free City Tour;
 Free Country Souvenir;
 Free Stationery;
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
 Free On-site Internet Access;
 Leather Conference Folder;
 Conference Ring Binder;
 Institute’s Polo Shirt.
 Diploma – Postgraduate - or
 Certificate of Attendance and Participation – if unsuccessful on resit.
Daily Schedule: 9:30 to 4:30 pm.
Location: Central London and International Locations
Schedule - Part 1:
http://hrodc.com/HRODC_Seminar_Schedule_0607.International_Seminar_Schedule_UK_Seminars.htm
Click to book this course:
http://www.hrodc.com/Course_Booking_Form_London_Dubai_Kuala_Lumpur_Paris_Joh
annesburg_Cairo_Jeddah_Abu_Dhabi_Kuwait_MBA_MSc_MA_Course.htm
Personnel and Occupational Test Questionnaire Design and Result Analysis
Leading to Diploma-Postgraduate in Personnel and Occupational Test
Questionnaire Design and Result Analysis
Course Objectives
By the conclusion of the specified learning and development activities, delegates will be able
to:
 Legally engage in test improvisation/ reproduction activities;
 Demonstrate their ability to successfully engage in test scoring activities;
 Exhibit a high level of competence in interpreting test results;
 Project a demonstrable knowledge of test results reporting;
 Write psychological assessment results;
 State at least 3 pitfalls of that should avoid in interpreting and reporting test results,
incorporating:
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
o Problems of content
o Improper emphasis
o Omission of essential information
o Avoiding unnecessary duplication
o Problems of interpretation
o Irresponsible interpretation
o Inadequate differentiation
o Problems’ of psychologist’s attitude and orientation
o Not practical or useful;
 Accurate state the levels of knowledge and learning;
 Distinguish between the different levels of knowledge and learning;
 Give precise test instructions;
 Demonstrate their ability to use simple but unambiguous words or terminologies in test
construction;
 Determine the implications of test results, as an indicator of how an individual will
enact a particular role;
 Determine the test dimensions that need to be addressed;
 Maintain objectivity and sound judgement in test construction;
 Guard against blind interpretation of test results;
 Make effective recommendations, at the end of test analysis and report, based on the
importance of the issues involved;
 Score, interpret and report concisely and accurately;
 Exhibit their commitment towards information confidentiality;
 Exhibit a high level of competence in the sequencing of test items;
 Design tests requiring a variety of responses;
 Exhibit their ability to establish pre-scoring procedure;
 Develop and manage subjective testing batteries;
 Determine where printed or written tests should be used;
 Determine whether oral examination, printed or written tests should be applied in
particular circumstances;
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
 Use available statistics to establish any correlation between testing and job
performance;
 Use meta-analysis to evaluate validation studies;
 Demonstrate their competence in designing personnel questions, generally, and
specifically within a formal testing context;
 Demonstrate their understanding of the basis and principles of the orpheus personality
test;
 Will be able to exhibit a high degree of competence in testing the following dimensions:
o Fellowship;
o Authority;
o Conformity;
o Emotion;
 Exhibit a fair degree of competence in testing:
o Proficiency;
o Work-orientation;
o Patience;
o Fair-mindedness;
o Disclosure;
o Initiative;
o Loyalty;
 Make decisions regarding the use of standardised vs. Non-standardised tests;
 Design tests to measure adaptability;
 Exhibit a ‘grounded understanding’ of personality and personality types;
 Exhibit their understanding of Gordon personality profile;
 Produce evidence that they have been able to deconstruct Gordon personality profile
 Design judgement and comprehension tests;
 Display measurable competence in the design of projective personality tests;
 Demonstrate an understanding of the design of the Rorschach test;
 Design the thematic appreciation test;
 Exhibit competence in the design of basic intelligence tests;
 Demonstrate an understanding of the design of personality tests for industry generally;
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
 Design numerical tests for industry personnel;
 Construct a supervisory index;
 Rank employment test results;
 Convert raw scores to percentage score;
 Distinguish between management, supervision, employees (operators) and human
resources tests;
 Design management tests;
 Design supervision tests, with a high degree of competence;
 Design employee (operators test) with at least 50% proficiency;
 Demonstrate an acceptable competence level in the design of human relations tests;
 State the types of standardised tests that are suitable for support personnel;
 List the types of standardised tests that are suitable for operations managers ;
 Name at least two types of standardised tests that are suitable for senior skilled
personnel;
 Explain why at least one type of standardised test that is suitable for skilled personnel;
 Give a critical evaluation of one type of standardised test that is thought to be suitable
for semi-skilled personnel providing suitable rationale;
 Establish the principles of multiple-choice questions design;
 Create multiple-choice stems that are suitable for particular tests;
 Create multiple-choice alternatives to at least 50% proficiency;
 Design multiple-choice test, while avoiding ambiguous multiple-choice items;
 Eliminate double-answer multiple choice items;
 Design objective tests, while eliminating multiple-choice alternative ‘giveaways;
 Design ‘simple recall’ multiple-choice items;
 Design ‘comprehension’ multiple-choice items;
 Develop multiple choice items that test applications;
 Design multiple choice items that test ‘problem-solving;’
 Develop multiple-choice items that adequately test synthesis;
 Arrange multiple-choice items according to levels of difficulty;
 Time multiple-choice tests accurately;
 Exhibit an understanding of high-speed ‘hard-marking’ of multiple-choice tests;
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
 Effectively score multiple-choice tests;
 Use computerised multiple-choice marking system;
 Demonstrate an understanding of computerised multiple-choice scoring system;
 Exhibit competence in designing ‘hard-marking’ multiple-choice answer sheets;
 Design ‘computerised’ multiple-choice answer sheets;
 Write instructions for multiple-choice tests;
 Write multiple-choice examples for the benefit of candidates;
 Make decisions regarding whether guessing in multiple-choice tests should be
permitted in particular circumstances;
 Rationalise ‘knowledge-based’ penalties in multiple-choice tests;
 Explain the rudiments of test design and copyright;
 Provide advice to test designers on the intellectual property rights law;
 Demonstrate an understanding of the international copyright conventions ;
 Exhibit a working knowledge of the international intellectual property rights
conventions;
 Provide guidance to their organisations on intellectual capital protection;
 Make suggestions on intellectual capital ‘exploitation;’
 Demonstrate their competence in intellectual capital and risk management;
 Exhibit an understanding of the finer points of test design commissioning ; and
 Exhibit an understanding of the relationship between test design commissioning and
intellectual property rights
Page 9 of 18
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
Course Contents, Concepts and Issues
1. Reproduction of Test Materials/Improvisation
2. Scoring Test
3. Interpreting Test Results?
4. Reporting Test Results
5. Writing Psychological Assessment Result
6. Pitfalls to Avoid
a. Problems of Content
b. Improper Emphasis
c. Omission of Essential Information
d. Avoiding Unnecessary Duplication
e. Problems of Interpretation
f. Irresponsible Interpretation
g. Inadequate Differentiation
h. Problems’ of Psychologist’s Attitude and Orientation
i.
Not Practical or Useful
7. Levels of Knowledge and Learning
8. Testing Different Levels of Knowledge and Learning
9. Giving Precise Test Instructions
10. Constructing Essay Format Questions
11. Using Simple Words or Terminologies in Test Construction
12. Address the Test Dimensions
13. Determining Implications of Test Results, As an Indicator of How an Individual Will
Enact a Particular Role
14. Maintaining Objectivity and Sound Judgment in Test Construction
15. Avoiding Blind Interpretation
16. Scoring, Interpretation and Reporting
17. Making Recommendations at the End of Test Analysis and Report, Based On Their
Importance;
18. Confidentiality of Information
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
19. Proper Sequence of Test in a Battery
20. Testing According To Response Type Required
21. Establishing Scoring Procedure
22. Designing Subjective Tests
23. Printed or Written Tests
24. Testing and Job Performance
25. Evaluating Validation Studies
26. Designing Personnel Questions
27. Designing Personality Test Questions
28. The Orpheus Personality Test
29. Testing Fellowship
30. Testing Authority
31. Testing Conformity
32. Testing Emotion
33. Testing Proficiency
34. Testing Work-Orientation
35. Testing Patience
36. Testing Fair-Mindedness
37. Testing Disclosure
38. Testing Initiative
39. Testing Loyalty
40. Standardised vs. Non-Standardised Tests
41. Constructing Adaptability Tests
42. Understanding Personality
43. Personality Types
44. Deconstructing Gordon Personal Profile
45. Understanding Gordon Personal Profile
46. Designing Judgement and Comprehension Tests
47. Designing Projective Personality Tests
48. Understanding the Rorschach test
49. Designing the Thematic Appreciation Test
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
50. Designing Intelligence Tests
51. Designing Personnel Test for Industry, Generally
52. Designing Numerical Test for Industry Personnel
53. Constructing a Supervisory Index
54. Ranking Employment Test Results
55. Converting Raw Score to Percentage Score
56. Distinguishing Between Management, Supervision, Employees (Operators), Human
Relations Tests
57. Designing Management Tests
58. Designing Supervision Tests
59. Designing Employees (Operators) Tests
60. Designing Human Relations Tests
61. The Types of Standardised Tests That Are Suitable For Managers of Different Levels
62. The Types of Standardised Tests That Are Suitable For Support Personnel
63. The Types of Standardised Tests That Are Suitable For Operations Managers
64. The Types of Standardised Tests That Are Suitable For Senior Skilled Personnel
65. The Types of Standardised Tests That Are Suitable For Skilled Personnel
66. The Types of Standardised Tests That Are Suitable For Semi-Skilled Personnel
67. Principles of Multiple-Choice Questions Design
68. Creating Multiple-Choice Stems
69. Creating Multiple-Choice Alternatives
70. Eliminating Ambiguous Multiple-Choice Items
71. Eliminating Double-Answer Multiple Choice Items
72. Eliminating Multiple-Choice Alternative ‘Giveaways
73. Setting ‘Simple Recall’ Multiple-Choice Items
74. Setting ‘Comprehension’ Multiple-Choice Items
75. Setting ‘Application’ Multiple-Choice Items
76. Setting ‘Problem-Solving’ Multiple-Choice Items
77. Setting ‘Synthesis’ Multiple-Choice Items’
78. Arranging Multiple-Choice Items According To Levels of Difficulty
79. ‘Timing’ Of Multiple-Choice Tests
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
80. High-Speed ‘Hard-Marking’ Of Multiple-Choice Tests
81. ‘Electronic-Aided’ Multiple-Choice Test Marking
82. Scoring Multiple-Choice Tests
83. Computerised Multiple-Choice Marking System
84. Computerised Multiple-Choice Scoring System
85. Designing ‘Hard-Marking’ Multiple-Choice Answer Sheets
86. Designing ‘Computerised’ Multiple-Choice Answer Sheets
87. Writing Instructions for Multiple-Choice Tests
88. Giving Examples in Multiple-Choice Tests
89. Guessing In Multiple-Choice Tests
90. ‘Knowledge-Based’ Penalties in Multiple-Choice Tests
91. Test Design and Copyright
92. Test Designers and Intellectual Property Rights Law
93. The International Copyright Conventions
94. The International Intellectual Property Rights Conventions
95. Intellectual Capital Protection
96. Intellectual Capital ‘Exploitation’
97. Intellectual Capital and Risk Management
98. Test Design Commissioning
99. Test Design Commissioning and Intellectual Property Rights
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
Synopsis of Diploma – Postgraduate, Postgraduate Diploma and
Postgraduate Degree Regulation
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Delegates studying courses of 5-9 days duration, equivalent to 30-54 Credit Hours (direct
lecturer contact), will, on successful assessment, lead to the Diploma – Postgraduate. This
represents a single credit at Postgraduate Level. While 6-day and 7-day courses also lead to a
Diploma – Postgraduate, they accumulate 36 and 42 Credit Hours, respectively. Delegates and
students who fail to gain the required level of pass, at Postgraduate Level will receive a
Certificate of Attendance and Participation. The Certificate of Attendance and Participation will
not count, for cumulative purpose, towards the Postgraduate Diploma.
Courses carry varying credit values; some being double credit, triple credit, quad credit and 5 credit, etc. These, therefore, accumulate to a Postgraduate Diploma. As is explained, later, in
this document, a Postgraduate Diploma is awarded to students and delegates who have
achieved the minimum of 360 Credit Hours, within the required level of attainment.
Credit Value and Credit Hours examples of Diploma – Postgraduate Courses are as follows:
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Single-Credit
30-36
Double-Credit
60-72
Triple-Credit
90-108
Quad-Credit
120-144
10-Credit (X36 Credit-Hours) to 12Credit (X30 Credit-Hours)
360
Other Credit Values are calculated proportionately.
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
Because of the intensive nature of our courses and programmes, assessment will largely be in course, adopting differing formats. These assessment formats include, but not limited to, in class tests, assignments, end of course examinations. Based on these assessments, successful
candidates will receive the Diploma – Postgraduate, or Postgraduate Diploma, as appropriate.
In the case of Diploma – Postgraduate, a minimum of 70% overall pass is expected. In order to
receive the Award of Postgraduate Diploma, candidate must have accumulated at least the
required minimum ‘credit-hours’, with a pass (of 70% and above) in at least 70% of the
courses taken.
Delegates and students who fail to achieve the requirement for Postgraduate Diploma, or
Diploma - Postgraduate - will be given support for 2 re-submissions for each course. Those
delegates who fail to achieve the assessment requirement for the Postgraduate Diploma or
Diploma - Postgraduate - on 2 resubmissions, or those who elect not to receive them, will be
awarded the Certificate of Attendance and Participation.
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Applicants for Diploma – Postgraduate, Postgraduate Diploma and Postgraduate Degrees are
required to submit the following documents:
 Completed Postgraduate Application Form, including a passport sized picture
affixed to the form;
 A copy of Issue and Photo (bio data) page of the applicant’s current valid passport or
copy of his or her Photo-embedded National Identity Card;
 Copies of credentials mentioned in the application form.
Page 15 of 18
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eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
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 On receipt of all the above documents we will make an assessment of the applicants’
suitability for the Programme for which they have applied;
 If they are accepted on their Programme of choice, they will be notified accordingly
and sent Admission Letters and Invoices;
 One week after the receipt of an applicant’s payment or official payment
notification, the relevant Programme Tutor will contact him or her, by e -mail or
telephone, welcoming him or her to HRODC Postgraduate Training Institute;
 Non-European Students will be sent immigration documentation, incorporating a
Visa Support Letter. This letter will bear the applicant’s photograph and passport
details;
 Applicants will be notified of the dates, location and venue of enrolment and
orientation;
 Non-UK students will be sent general information about ‘student life’ in the UK and
Accommodation details.
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There are three delivery formats for Postgraduate Diploma Courses, as follows:
1. Intensive Full-time Mode (3 months);
2. Full-time Mode (6 month);
3. Video-Enhanced On-Line Mode.
Whichever study mode is selected, the aggregate of 360 Credit Hours must be achieved.
Page 16 of 18
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Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
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All short courses can accumulate to the required number of hours, for the Postgraduate
Diploma, over a six-year period from the first registration and applies to both general and
specialist groupings. In this regard, it is important to note that short courses vary in length, the
minimum being 5 days (Diploma – Postgraduate) – equivalent to 30 Credit Hours, representing
one credit. Twelve 5-day short courses, representing twelve credits or the equivalent of 360
Credit Hours are, therefore, required for the Award of Postgraduate Diploma.
A six-day course (Diploma – Postgraduate) is, therefore, equivalent to 36 hours Credit Hours,
representing one credit. Therefore, ten short courses, of this duration, equates to the required
360 Credit Hours, qualifying for the Award of Postgraduate Diploma. While double-credit
courses last between ten and fourteen days, triple-credit courses range from fifteen to
nineteen days. Similarly, quad-credit courses are from sixteen to nineteen days. On this basis,
the definitive calculation on the Award requirement is based on the number of hours studied
(aggregate credit-value), rather than merely the number of credits achieved. This approach is
particularly useful when a student or delegate studies a mixture of courses of different credit values.
For those delegates choosing the accumulative route, it is advisable that at least two credits be
attempted per year.
This will ensure that the required number of credit hours for the
Postgraduate diploma is achieved within the six-year time frame.
Page 17 of 18
_Test_Dimensions_Blind_Interpretation_Confedentiality _of_Information_Validation_Studies_Orpheus_personality _Test_Adaptability _Test_Gordon_Personal_Profile_Rorschach_Test_Thematic_Appr
eciation_Test_Intelligence_Test_Management_Test_Supervisor_Test_Employ ee_Test_Human_Relations_Test_Multiple_Choice_Alternatives_Copy right_Intellectual_Property _Law
Personnel and Occupational Test Questionnaire Design and Result Analysis – Leading to Diploma–Postgraduate,
Accumulating to Postgraduate Diploma, Progressing to MA, MBA, MSc
P
Prrooggrreessssiioonn ttoo P
Poossttggrraadduuaattee D
Deeggrreeee –– M
MA
A,, M
MB
BA
A,, M
MSScc
 On the successful completion of the Postgraduate Diploma, delegates may register for
the Masters Degree, after their successful completion of Course #7: Research Project:
Design, Conduct & Report.
 The Delegates’ Degree Registration Category will be dictated by the courses or modules
studied at Postgraduate Diploma Level. The categories relate to Master of Business
Administration (MBA); Master of Arts (MA) Master of Science (MSc); Executive Master
of Business Administration (Executive MBA). Additional details are provided in the
document entitled: regulation For HRODC Postgraduate Training Institute Diploma –
Postgraduate - Postgraduate Diploma and Masters Degree – MA, MBA, MSc.
Terms and Conditions
HRODC Policy Terms and Conditions are Available for viewing at:
http://www.hrodc.com/COSTS.htm
Or Downloaded, at:
http://www.hrodc.com/Brochure_Download_Centre.Company_Brochures_Seminar_Brochures
_Seminar_Schedule.htm
The submission of our application form or otherwise registration by of the submission of a
course booking form or e-mail booking request is an attestation of the candidate’s subscription
to our Policy Terms and Conditions, which are legally binding.
Page 18 of 18