Ensuring On-boarding Success
Talent management means hiring the right person for the job and successfully onboarding the new recruit. A good job description can aid in effective applicant and resumé screening before the interview.
An effective onboarding program can increase new employee acclimation and productivity, as well as greatly decreasing employee turnover. Managers are key to ensuring the success of new employee onboarding programs.
This course provides managers with an insight into their unique role and outlines the benefits they reap from properly onboarding new hires. It also covers the key elements of an effective onboarding program and explains how onboarding is different from traditional orientation.
50 Minutes
- Identify methods of effectively onboarding employees
- Distinguish between employee orientation and onboarding
- Identify actions to take to align onboarding with the organization’s mission, strategy, and culture
- Recognize how to use networks, technology, and measurement in onboarding
- Select examples of managers welcoming new employees and facilitating knowledge transfer during onboarding
- Select examples of actions managers take when developing working relationships and assigning buddies during onboarding
- Use techniques to successfully onboard new employees
Hitting the Recruitment Bull's-eye
One of the most significant challenges facing organizations is hiring qualified employees. The talent acquisition process has changed significantly in recent years due to changes in labor-market conditions, as well as advances in technology.
In this course, you’ll learn how to attract the talent needed to meet your organization’s needs, and the recruiting techniques to use to make this happen. You’ll learn how to consider the needs of the organization as well as the needs of the potential employees. You’ll explore how to appeal to recruits by tapping into what is important to them in a job.
The course also prepares you to establish and implement a recruitment and talent management strategy.
50 Minuets
- Sequence the stages of planning a recruiting strategy to meet your organization’s talent needs
- Distinguish between the main generational groups in the labor market
- Match incentives to the generational group they are likely to appeal to
- Identify the benefits of using a recruitment plan and search plan when recruiting
- Identify examples of common recruitment strategies
- Recognize effective uses of technology in recruiting
- Match recruiting techniques to their advantages for effective recruitment
- Use a variety of techniques to attract the right people to your company
Applicant Screening: The First Step in Hiring the Best
Talent management starts with hiring the right person for the job. Applicant screening takes a lot of work, and much of this work is done prior to the actual interview.
This course covers how to create a job description, which will help you evaluate an applicant’s resumé effectively. You’ll learn key techniques for screening resumés based on job requirements, as well as how to identify red flag issues in resumés and how to approach them. These techniques will help you recruit, and hire, the best people.
50 Minutes
- Identify the elements of an effective job analysis
- Identify the key components of a good job description
- Describe the process for screening resumes
- Recognize time-saving techniques for screening resumes
- Identify resume red flags
- Match resume red flags with the categories used to highlight them
- Use screening techniques to select applicants to interview
Planning for Skills Needs and Managing Performance
An effective HR Department develops employees and develops talent to support the organization’s key strategies and help them in the fight to remain competitive. Key to achieving this is acquiring talent and managing talent successfully.
In this course, you’ll learn about the role of HR in identifying the skills needs of your organization and satisfying these needs through recruitment and performance management as your organization requires it. You’ll also learn about managing performance successfully within the framework of talent management.
40 Minutes
- Identify the talent management activities performed by HR
- Describe workforce analysis methods
- Recognize HR workforce planning activities
- Sequence the steps of a strategy-based workforce planning process
- Identify the factors required for an effective performance management system
- Recognize examples of performance appraisal methods
- Identify the main criteria for rewards to encourage optimal performance
Building Career Development Programs and Succession Planning
An organization can’t achieve its strategic business goals if it doesn’t have the needed human capacity and skills – the talent – to do this. Managing talent effectively means your organization will have a total workforce optimized for overall success in achieving its goals.
In this course, you’ll learn about creating development programs for everyone from emerging employees through to experienced leaders by considering key concepts of career development, leadership development, and mentoring. You’ll also learn how to maintain a qualified talent pipeline through effective succession planning.
You’ll explore succession planning activities, and learn how to create a succession program and analyze its success after implementation.
40 Minutes
- Recognize examples of career development programs
- Describe the theories of leadership
- Identify the characteristics of a successful mentoring program
- Identify the activities that are characteristics of succession planning
- Match each stage of the succession planning process to the activities involved
- Match succession program assessment models to descriptions
Implementing Transformational HR
In an ideal world, your HR Department’s tasks are defined and aligned with the goals of the organization. HR has a seat at the executive table, helping to set and implement strategy throughout the organization, and all the day-to-day HR activities – such as recruitment, talent management and succession planning – support the organizational strategy.
This is transformational human resources. In this course, you’ll learn about the difference between traditional transactional HR and transformational HR and the importance of involving HR in organizational strategy.
The course also describes how to make your HR function more transformational and how to educate management on the importance of a strategic partnership with HR to optimize your talent pipeline.
30 Minutes
- Define transformational HR
- Recognize ways in which transactional HR duties can be made transformational
- Identify tactics for a transactional HR department to become transformational
- Describe HR’s role in defining and implementing organizational strategy
- Recognize examples of ways to streamline transactional HR
- Recognize the arguments that could help secure management buy-in for transformational HR
Individual Behavior in Organizations
In an ideal world, all the day-to-day HR tasks – such as recruitment, talent management, and succession planning – are defined and aligned with the goals of the organization. This is an aspect of transformational human resources, or transformational HR, that will help optimize your talent pipeline.
In this course, you’ll learn about variables and characteristics that influence individual behavior, attitude, and perception in the workplace, and how these can affect performance. The course also demonstrates how you can improve the attitudes, perceptions, and behaviors of employees at an individual level to align with organizational goals.
40 Minutes
- Recognize how personal characteristics and abilities affect an individual’s performance within an organization
- Match personality traits to expected individual’s performance within an organization
- Determine the factors driving an individual’s perceptions in the workplace
- Recognize ways to improve an individual’s perceptions in an organization
- Determine the factors influencing an individual’s attitude towards work
- Identify the appropriate actions to take to improve an individual’s attitude towards work
Conducting an Effective Hiring Interview
One of the great advantages of a corporate form of organization is it allows otherwise unaffiliated people to join in mutual ownership of a business.
Therefore, everyone involved needs an understanding of the financial essentials and how they influence the company’s overall financial management. Strengthening your own financial acumen with a knowledge of accounting basics is the first step.
In this course, you’ll learn about the key characteristics of finance within incorporated organizations. You’ll explore how common financial transactions affect the corporations’ financial position.
You’ll also learn concepts and accounting processes for corporate transactions, including those involving common and preferred stocks, treasury stocks, and dividends.
20 Minutes
- Identify an example of having properly prepared for an interview
- Identify the types of questions used to gain insight into the applicant
- Identify guidelines for conducting a productive interview
- Identify the qualities to assess in determining a good candidate for hire
- Knowledge Check: Interviewing Effectively
- Reflect on what you’ve learned
Managing in a Crisis
Effective business leadership is never more needed than during the difficult times of a company crisis. The way you handle tough conversations or deliver a difficult message can make or break the situation. It’s essential to have crisis management strategies to improve outcomes.
In this course, you’ll discover ways of managing in a crisis, including how to manage difficult conversations and crisis communications.
30 Minutes
- Recognize key initial actions to take for effective crisis management
- Recognize steps for planning crisis communications before a crisis occurs
- Identify guidelines for assembling an effective crisis communications team
- Identify the key components of an effective public response to a company crisis
- Identify the actions required to resolve and close a crisis incident
- Knowledge Check: Managing a Crisis
- Reflect on what you’ve learned
