Frequently Asked Questions


The workshops of our training programs are of two days or three days .

The system for awarding certification for the workshop is explained below:

  1. The participant has to first attend the workshop which would ideally be a 16 hour workshop over two days or 24 hours of workshop over 3 days to understand concepts and gain hands on experience through activities
  2. The workshop is followed by 24 hours of guided project work, which has to be submitted within 60 days of the workshop to practically implement the learning in their organization with support from faculty and project guides.
  3. The certification process will take 5 weeks from the date of submission of the project
  4. If the participant has any enquiry or clarification to be made during the completion of their project, they can e-mail their project guide whose e-mail address is provided to them at the end of the workshop.

 

Process of Communication during the certification process

1 Day after the workshop

The sample projects and the process of certification is sent to the participant

30 Days after the workshop

The participant is sent a reminder mail

45 Days after the workshop

The participant is sent a reminder mail

Step 1Training Need Identification

A primary research is conducted through different techniques like

  1.  Company research where L & D heads of companies, Sr. HR Professionals, Sr. Managers will give the problem areas and the most sort after competencies/ skills as a part of the job / promotion/ leadership pipeline requirement through surveys, interviews, and questionnaires.
  2. HR professionals are also surveyed about their major concern areas and their training needs as per their present and future role requirements
  3. The identified concern areas across industries and the competency requirements are updated online through websites, social media posting, polls and discussion and in other training discussion forums to analyze the market demand and to identify further needs.
  4. Discussions with the advisory committee members, L&D heads, Sr. HR professionals and instructional designers where they exchange views about the trends and demands for the identified training needs.

Prioritization of training areas

For identifying the priority of the different topics in terms of the demand for them and the market trends:

  • The topics identified for the training area are distributed to Sr. HR professionals, instructors, L&D heads
  • The topics are put up in polls on the website and social media websites
  • The CAMI advisory board is consulted

Step 2To identify topics under the training Area (Using Reighluth's Elaboration Theory)

  1. Pre-chunking Process - An SQ3R survey is conducted to identify the different topics under the training area
    1. The course contents and topics that are related to the training area are collected from different training programs in the given area running globally , training materials, books, articles and white papers related to the topic, etc
  2. Brainstorming
    1. A brainstorming session is conducted with the CAMI advisory board, Senior Faculty/ Trainers, Industry Experts, Instructional designers for identifying the topics that will be needed to be covered

Step 3 - Post Chunking Process

Mind mapping and Affinity diagrams are used to combine the related topics under one module and thus different modules are developed for the training area

Step 4

Lesson plans are created using the Gagne's Nine Events Model, Dale's Cone OD Experience model and Kolbe's learning style methodology.

The learning outcomes for each program are mentioned in our website. You can see the course overview, Learning Objectives, Project Guidelines, Sample Projects and Evaluation Parameters of all our programs on the website. Click on the following program names for the course overview, detailed modules, and Methodology of the programs that we provide:

  1. Certified Recruitment Analyst
  2. Certified Trainer & Facilitator
  3. Cert. Performance & Competency Developer
  4. Certified Psychometric Test Professional
  5. Certified Assessment Center Analyst
  6. Certified L&D Manager
  7. Certified Instructional Designer
  8. Certified Scorecard Professional
  9. Certified OD Analyst
  10. Certified OD Developer

Middle Earth conducts Assessment of the training programmes in the two levels of Kirkpatrick's training evaluation.

Level 1: Reaction Feedback Form

This level of training evaluation is conducted right after the training program with the help of a feedback form which is distributed to all the participants.

The feedback form evaluates the following:

  1. The topics covered
  2. The faculty
  3. Coordination of the program
  4. The courseware used

Level 2 and 3 : Learning and application of learning in a corporate environment  Certification Process

  • Certification process follows globally accepted standards of evaluation based on a combination of knowledge and skill.
  • Evaluation which will be done through the research project submitted by the participant. 
  • It will deal with the assessment of your understanding in terms of depth of the concepts for the subject.
  • The project should reflect the practical aspects involved and should have high degree workplace relevance.
  • The project could be done in the current organization of the participant or he/she can choose a dummy organization in a specific industry and complete the project.
  • The project/ assignment would be marked at 100 marks. Each assignment is broken up into sections and each section carries specific weightage.
  • Missing out any section in your project will affect your final evaluation scores.
  • At the end of the assessment we would like the participants to know how they have fared. We have calibrated the rankings as below from high honors to pass i.e. from excellent to average performance.
Marks Percentage Level
90% High honors
70%-89% Distinction
50%-69% Merit
40%-50% Pass

The program is evaluated in two levels.

  1. Feedback Form:

This level of training evaluation is conducted right after the training program with the help of a feedback form which is distributed to all the participants.

The feedback form evaluates the following:

  1. The topics covered
  2. The faculty
  3. Coordination of the program
  4. The courseware used
  1. Certification Process
  1. Certification process follows globally accepted standards of evaluation based on a combination of knowledge and skill.
  2. Evaluation which will be done through the research project submitted by the participant. 
  3. It will deal with the assessment of your understanding in terms of depth of the concepts for the subject.
  4. The project should reflect the practical aspects involved and should have high degree workplace relevance.
  5. The project could be done in the current organization of the participant or he/she can choose a dummy organization in a specific industry and complete the project.
  6. The project/ assignment would be marked at 100 marks. Each assignment is broken up into sections and each section carries specific weightage.
  7. Missing out any section in your project will affect your final evaluation scores.
  8. At the end of the assessment we would like the participants to know how they have fared. We have calibrated the rankings as below from high honors to pass i.e. from excellent to average performance.
Marks Percentage Level
90% High honors
70%-89% Distinction
50%-69% Merit
40%-50% Pass

A CAMI program:

Is short term
Nearly all of the programs last for 2-5 days for instructor led programs or 40-60 hrs of net based learning. This does not of course include time for assignments or exams

Is function based
They focus on job related functions performed by working professionals as part of their job.

Updates
Focuses on updating of existing skills and knowledge base of adult learners. A typical program does not focus on basic skills.

Focuses on adult learning
The programs are tailored to working professionals and adult learners. They are not meant for student or academic learning. They focus on updating participants with the best of breed practices in that specific area globally.

Carlton Advanced Management Institute is a not- for -profit global research wing of  Middle Earth HR - The World's 7th Largest Training Company. CAMI is an advanced research Centre primarily aimed at building practical competencies for HR professionals. CAMI acts as the global advisory board to design curriculum research global trends in HR to come out with cutting edge practical program designs, learning outcomes and certification standards. These standards are then given to Middle Earth HR to implement and run the programs. CAMI's regional boards will modify the content keeping local culture and practices in mind in pursuit of "Globalization" of HR, which is one of the key elements of CAMI. Middle Earth HR facilitates the workshops and the training programs. 

Process

The participants of our program are working professionals who have an experience of 4 to 20 years of experience in HR.

CAMI currently does not provide online or distance learning opportunities. Over the next year, we plan to provide online and distance learning opportunities through CAMI.

Globally, certification programs are never accredited by academic institutions. The value of our programs is based on the concept that certifications programs run globally are based on industrial acceptance rather than academic accreditation. Similar certifications like PMI, CCNA and SHRM do not have academic accreditation. CAMI is the world's 7th largest certification based on number of people certified in specialized HR. It is well acceptable by over thousands of globally leading companies. More than 300 of the Fortune 500 companies regularly send their employees to the CAMI-MEHR certifications; some of which are P&G, British Petroleum, General Electric, Samsung, Dell, Hewlett Packard, Lafarge, Coca-Cola, Unilever, ADNOC (Abu Dhabi National Oil Company), HSBC, American Express, Nokia, Ford, Accenture, Bharti Wal-Mart, Standard Chartered, IBM, Holcim, ONGC, Intel, TCS, and Barclays. These leading companies have sent their employees to for our training workshops after validating our program and having found it useful for their employees

Our certification is of exceptionally high quality and has been acknowledged by Global bodies like Human Capital Summit 2012 with the HR Champion Award and by the World HRD Congress with the 2013 Award for Outstanding Contribution to Global HR Award.