Learn the «HR Specialist» profession
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The GortsUp Academy «HR Specialist» course in Yerevan is designed for beginners. Duration: 6 months. Classes are held in Yerevan at 4 Tigran Mets and on an online platform (hybrid format). Price: from 41 200 ֏ per month with a 12-month installment plan. From the 3rd month of study, the job placement support program applies, and 79% of students find a job while studying. The academy has been on the market since 2022, with 2500+ graduates.
Programming with neural networks
We learn AI tools and how to apply them in data analysis
Job placement support program
From the 3rd month of study
Small groups with active involvement of everyone
Up to 15-17 students per group
Hands-on learning comes first
More than 50% of the course is practical work
Partner
Partner
Partner
Partner
No. 1 in Armenia with a job placement program
Aravoty Shantum / GortsUp Academy
Shant TV
Aravoty Shantum / GortsUp Academy
Shant TV
Recruit Days 2024
Armenia Today
Recruit Days 2024
Hayk media
- 2500+Graduates
- Since 2022On the market
- 9,2Client trust index
- 79%of graduates get jobs
Our students about us
The lesson was very interesting, everything was accessible, and the explanations were interesting and clear.
It was a very productive lesson.
Interesting and engaging.
I'm satisfied.
Very engaging and interesting.
It was a very productive lesson.
Interesting and engaging.
I'm satisfied.
Very engaging and interesting.
Very good, the lecturer explained everything clearly.
The lesson was ideal, very good, we discussed everything as a group and all of us were involved.
I was involved, we asked the lecturer questions, it was an interactive lesson
We talked about professional topics, the lesson was interesting. The lecturer explained in an accessible way
The lesson was ideal, very good, we discussed everything as a group and all of us were involved.
I was involved, we asked the lecturer questions, it was an interactive lesson
We talked about professional topics, the lesson was interesting. The lecturer explained in an accessible way
A very good, positive, knowledgeable and smart person, the lecturer. I'm very happy with your academy. I have a very good opinion of you, and the lecturer was very professional.
Very interesting, I was very well engaged.
A quite pleasant lesson, I'm satisfied.
The lesson was very interesting, the lecturer is a good specialist, I was engaged in the lesson.
Very interesting, I was very well engaged.
A quite pleasant lesson, I'm satisfied.
The lesson was very interesting, the lecturer is a good specialist, I was engaged in the lesson.
The lesson was interesting, I was engaged, and the lecturer was equally attentive to everyone.
The information about the profession was interesting.
The lecturer explains everything very well.
Very good, I have positive emotions from the lesson.
The lesson went by in an interesting way, the lecturer is a pleasant person.
The information about the profession was interesting.
The lecturer explains everything very well.
Very good, I have positive emotions from the lesson.
The lesson went by in an interesting way, the lecturer is a pleasant person.
Who it is for:
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A specialist from any fieldGain in-demand skills and increase your income -
Work formatStart working from home or an office and be financially independent -
Beginner specialistSystematize your knowledge, strengthen your competencies -
Small and medium business ownerGain knowledge about working with employees to grow your business
When it is time to change your profession
If you ask yourself these questions, it is time to try something new
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You earn as much as you want, not as much as happens to come. -
You see your acquaintances changing jobs and their standard of living, while nothing changes for you. -
A year from now it will be harder for you to reach senior positions than it is today. -
You keep putting off a change of profession because you are afraid of making a mistake again. -
Will your skills become outdated faster than you update them? -
Do you have a clear goal for the next 1-3 years and a real plan to achieve it?
Profession description:
HR Specialist
An HR specialist manages a company's human resources. They are involved in recruitment, training and development, and maintain a favorable working atmosphere
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Fill vacancies with qualified candidates on time
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Create effective onboarding and training programs
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Monitor compliance with labor legislation
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Organize regular employee evaluations and reviews
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Maintain a positive atmosphere and the company's values
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Work with metrics: turnover, engagement, satisfaction
Your path to a dream career
3 months after the start of study
You understand the profession from the inside.
You have your first practical skills, reinforced during practice.
You know what real problems are solved in this position.
You work confidently with the main tools and processes.
You are building confidence that you can work in this role.
You are starting to build your professional network.
You have your first practical skills, reinforced during practice.
You know what real problems are solved in this position.
You work confidently with the main tools and processes.
You are building confidence that you can work in this role.
You are starting to build your professional network.
6 months after the start of study
You confidently solve typical tasks at a junior specialist level.
You have several complete projects (cases) in your new profession.
You understand how to create value for the business in your role.
You have connections in companies and an established professional network.
You enter the job market as a ready specialist, not as a beginner.
You understand what problems you can be paid for.
You can present your value to a company in the language of business.
You have a growth plan for your first year in the new role.
You have several complete projects (cases) in your new profession.
You understand how to create value for the business in your role.
You have connections in companies and an established professional network.
You enter the job market as a ready specialist, not as a beginner.
You understand what problems you can be paid for.
You can present your value to a company in the language of business.
You have a growth plan for your first year in the new role.
One year after study
You fulfill dreams that you previously lacked the money or confidence for.
You live at a pace and standard of living that used to be your goal.
You earn more than before changing your profession.
You feel that you are valued.
You are not afraid to change companies if the conditions no longer meet your expectations.
You take part in solving the team's problems, not just carrying out tasks.
You understand how to grow in your role or move to the next level.
You feel like a full-fledged specialist in the job market.
You have real achievements that you can present to your next employer.
You live at a pace and standard of living that used to be your goal.
You earn more than before changing your profession.
You feel that you are valued.
You are not afraid to change companies if the conditions no longer meet your expectations.
You take part in solving the team's problems, not just carrying out tasks.
You understand how to grow in your role or move to the next level.
You feel like a full-fledged specialist in the job market.
You have real achievements that you can present to your next employer.
3 years after study
You achieve big goals not by luck, but through a systematic approach.
You work at the level of a confident middle or senior specialist.
You earn several times more than at the starting stage.
You choose projects and companies, rather than just looking for a job.
You understand how to create a product and earn income from your experience.
You sell not hours of work, but your value and results.
People turn to you for professional expertise, not just execution.
You understand how to grow your income and influence.
You become a noticeable specialist in your field.
You have a stable career path for the coming years.
You work at the level of a confident middle or senior specialist.
You earn several times more than at the starting stage.
You choose projects and companies, rather than just looking for a job.
You understand how to create a product and earn income from your experience.
You sell not hours of work, but your value and results.
People turn to you for professional expertise, not just execution.
You understand how to grow your income and influence.
You become a noticeable specialist in your field.
You have a stable career path for the coming years.
How to build a dream career
You get to choose among offers, rather than accept the first one that comes along.
Career center tools
- Résumé preparationTaking into account current job market requirements and HR specialists' expectations
- Career webinarsTo discuss the main interview questions and cases.
- 360° SupportConstant contact with a career center specialist on any job placement question
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Profile auditLinkedIn, HH.ru, Staff.am. We will present your experience in the best possible way. - Q&AWe have collected typical HR questions and prepared answers, ensuring you are fully prepared.
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Course: Interview from 0 to a job offerA special module that prepares you for the interview. -
Job chatGet job openings directly in Telegram, being the first to see them from 3 different sources. -
Guides and checklistsFor preparing for interviews on your own, so you feel confident and without fear. -
Communication with employersGet job openings directly in Telegram from the 3 very first sources. -
Motivation and supportWe are always by your side. We help analyze interviews and strengthen weak points.
What will the career center give you?
You choose, you are not the one being chosen
How much does an HR specialist earn?
Average salary in Armenia
$600
Beginner HR specialist
$700+
HR specialist with 1–2 years of experience
$1200+
HR specialist with 3+ years of experience
$1600+
Development path
Junior HR Specialist
Performs simple, practical tasks under a manager's supervision.
HR Specialist in a specific area
For example, a recruiter, a training specialist, a benefits coordinator. Works in a specific area without managing others.
HR Generalist
Performs several HR functions at once without deep specialization. Often works only in small organizations or as an intermediate link.
HR Manager
Manages a specific process or a small team. Focused on one HR function (for example, onboarding, performance management).
HR Business Partner
Works with specific departments. Identifies problems and supports the implementation of the strategy.
Head of a function
Carries out the practical side of the HR strategy. Manages an HR department or a specific area (for example, training, recruitment).
HR Director / CHRO
A member of the company's leadership. Develops the overall HR strategy. Makes important strategic decisions.
Job placement support
Requirements for students
- You attend 85%+ of modules
- You pass all tests
- You pass the exam (with a positive result)
- You complete the resume template
We guarantee
- We review your resume and feedback at least once
- We review your staff.am, LinkedIn, hh.ru profiles
- Access to a private Telegram group with job postings
What will you learn?
- Search for employeesUsing digital and alternative tools
- Onboard an employeeIntroduce employees to the company and assess them during the probation period
- Select employeesReview resumes effectively and conduct interviews
- Inspire employeesApply 360° tools for different motivations
- Analyze the metricsUnderstand growth and development points based on the metrics
- Offboard employeesSay goodbye properly and collect feedback
- Work with digital toolsUse ChatGPT, Excel, Asana, Notion to digitize processes
- Build a corporate cultureUse tools to develop the corporate culture
The best companies trust us:
where our graduates work too
Speakers and course authors
- Hamlet AndriasyanChief HR Specialist
- Araksya BarseghyanLearning and Development Specialist
SoftConstruct - Bella HarutyunyanHead of Human Resources Development
Quickstaffing LLC
Course program
Block 1
Recruitment and onboarding basics
- Who is an HR specialist today
- Overview of HR functions: recruitment, onboarding, training, motivation
- The role of HR in strategic management
- Ethics and confidentiality in HR
- Success stories
- How the full selection cycle works, step by step
- How to work with a request: gather requirements and clarify them with the client
- The selection funnel and control points
- Where failures and loss of candidates can occur
- How a candidate's “exit” is viewed and why it is not final
- Different search sources: from job sites to headhunting
- How to adapt the strategy to a specific vacancy
- How to write effective job postings and response texts
- What a passive candidate is and how to get their interest
- Sourcing basics and basic Boolean search
- How to quickly “read” a resume by key features
- Red flags and growth points in a resume
- A checklist for candidate screening
- Cover letters: are they worth reading and how to assess them
- When to invite a candidate and when to decline
- The structure of an effective interview: stages, logic, goal
- Types of questions: situational, behavioral, about motivation
- How to phrase questions to get honest answers
- Typical recruiter mistakes during an interview
- How to stay neutral and keep the conversation on track
- How to phrase an offer properly and present it
- The “soft rejection” technique: without fatigue and negative emotions
- Why candidates turn down offers and how to prevent it
- What retention before the start date means and who is responsible for it
- How not to lose people during the last week before they start work
Block 2
Adaptation, motivation, processes
- What good onboarding is and how to build it
- The role of HR in the onboarding process
- The first day through a newcomer's eyes: a checklist
- How to track onboarding and engagement
- Mistakes that lead to dismissal in the first weeks
- Training and the “buddy” system
- Regular meetings and feedback
- Onboarding programs
- Methods for diagnosing participation and engagement
- How to find out what inspires a particular person
- Types of non-material motivation
- How to give feedback without demotivating
- The role of HR in raising engagement
- Signs of emotional burnout and what to do about them
- Methods of effective feedback
- The difference between regular and negative feedback
- Mistakes in delivering information
- Using feedback for personal and professional growth
- Signs of emotional fatigue
- Causes of professional burnout
- Methods of prevention and support
- The role of HR in reducing stress
- The importance of offboarding in a company
- Proper wording of an employee's departure
- Protecting the HR brand during dismissal
- Problems and risks of ending a collaboration badly
Block 3
Psychology, profiling, communication
- What can be read from facial expressions, speech and body language
- How not to fall into the bias trap
- Behavior types during an interview and how to adapt to them
- Questions that help to “open up” a person
- Small exercises for reading feelings and the logic of thinking
- Empathy as a working tool, not a “weakness”
- How to be supportive while keeping boundaries
- Stressful situations: how to respond in an environmentally friendly way
- Conflicts between the client and the recruiter / the recruiter and the candidate
- Case analysis: how to say “no” without overexhaustion
- Typical conflicts
- Client ↔️ HR, HR ↔️ Candidate
- Conflict resolution methods
- Behavior strategies under stress
- An HR specialist's personal boundaries
- Business rhetoric basics
- Verbal and non-verbal communication
- Business correspondence and etiquette
- Communication mistakes and their consequences
Block 4
Intro to IT recruiting
- Who is who: Backend, Frontend, QA, DevOps, PM, UI/UX
- Junior — Middle — Senior. How to tell them apart
- Where to look for descriptions of professions and tech stacks
- Possible growth points within an IT career
- What not to ask an IT specialist
- Understanding IT specialists' culture and motivation
- How to write IT vacancies: not just text, but an entry point
- Passive IT candidates: how to attract them without annoying them
- IT recruitment trends: what works today
- What a technical interview is and who conducts it
- The role of HR in preparing for the technical stage
- How to read feedback after a technical assessment
- When to reject a candidate after a technical interview
- Cases: how to be the link between the tech lead and the candidate
Block 5
Documents, processes, analysis
- HR automation software
- BI dashboards and reporting
- Digitizing hiring and onboarding
- Balancing technology and the human approach
- Creating and maintaining a database
- Using CRM and ATS
- Tracking positions and candidates
- Database maintenance mistakes
- Key metrics (time to hire, cost per hire and others)
- The role of HR analytics in business
- How to collect and interpret data
- Using analytics for decision-making
- Employment documents an HR specialist must know: from the Labor Code to the NDA
- How to maintain a candidate database: Excel, CRM
- Managing vacancies and reporting to the manager
- HR analytics: what to count, how and why
- How to automate routine processes
Block 6
Legal foundations
- Key provisions of the Labor Code
- Specifics of labor relations involving persons under eighteen
- Employer's duties and rights in relation to employee representatives
- The concept and content of an employment contract
- Documents required when hiring
- Probation period when concluding an employment contract
- The RA Law on Personal Data Protection
- The concept of an employee's personal data and its processing
- Types of personal data
- General requirements for processing employees' personal data and guarantees of its protection
- Storage and use of employees' personal data
- Transfer of an employee's personal data
- Employee's rights regarding the protection of personal data held by the employer and obtaining information about it
- What an official document is
- Organizational-legal, administrative, informational-record documents
- Application, autobiography, character reference, letter of recommendation, reference opinion
- Order, official letter,
- Directive, explanatory note, memo, report, minutes, extract
- Outgoing and incoming correspondence
- What internal disciplinary rules are
- The structure of disciplinary rules
- The hiring procedure
- Types of incentives and disciplinary penalties
- The essence of a service examination
- Conducting a service examination and its participants
- The role of an HR specialist in service examinations
Packages
MINI
- 24 modules
- 24 interim tests
- 24 additional learning materials
- Individual feedback during the course
- Constant support from the support and service team throughout your studies
- Course completion certificate
- 1 year of access to the digital professional community
- 3 universal career webinars on passing job interviews successfully
41 200 AMD per month
68 716
BASE
- 24 modules
- 24 interim tests
- 24 additional learning materials
- Individual feedback during the course
- Constant support from the support and service team throughout your studies
- Course completion certificate
- 1 year of access to the digital professional community
- 3 universal career webinars on passing job interviews successfully
- 1 year of access to a closed Telegram group with vacancies
- 1 year of access to the learning platform
- CV preparation in Armenian
- Professional photo for your CV
- LinkedIn profile audit and 2 months of feedback
51 500 AMD per month
85 938
PRO MAX
- 24 modules
- 24 interim tests
- 24 additional learning materials
- Individual feedback during the course
- Constant support from the support and service team throughout your studies
- Course completion certificate
- 1 year of access to the digital professional community
- 3 universal career webinars on passing job interviews successfully
- 1 year of access to a closed Telegram group with vacancies
- 1 year of access to the learning platform
- CV preparation in Armenian
- Professional photo for your CV
- LinkedIn profile audit and 2 months of feedback
- 1 individual interview simulation
- staff.am profile audit and 2 months of feedback
67 000 AMD per month
111 771
Monthly payment with a 12-month installment plan
Frequently asked questions
The HR Specialist course with a 12-month installment plan: MINI package — 41 200 ֏ per month, BASE package — 51 500 ֏ per month, PRO MAX package — 67 000 ֏ per month. Payment in monthly installments is available.
The course lasts 6 months.
The format is hybrid: classes are held in Yerevan at 4 Tigran Mets Avenue, and on an online learning platform.
Yes, the course is designed for beginners.
Yes, the academy has a job placement support program. Conditions: 85%+ attendance of modules, passing all tests, a positive exam result and filling in the résumé template. The academy reviews your résumé and your LinkedIn, staff.am and hh.ru profiles, and gives you access to a closed Telegram group with job openings.
According to the GortsUp Academy page: average in Armenia — $600, beginner — $700+, with 1–2 years of experience — $1200+, with 3 or more years of experience — $1600+.
Yes, the academy holds free career consultations and helps you choose the right path. Leave a request on the website or call +374 93 12-96-06.
GortsUp Academy is located in Yerevan, at 4 Tigran Mets Avenue. Phone: +374 93 12-96-06, email: info@gortsup.am.
Where to start? We will help
- If you don't yet know what your strengths are:
- If you want a change but can't decide which field to start with:
- Or if you simply want to discover what professions exist outside IT where you can earn a decent living:
our specialist will hold a free career consultation and help you choose the right path.
Contacts
GortsUp Academy