About This Course
What you will learn - How to Bring on New Employees and Reduce Staff Turnover
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Get BIG Savings with our Ultimate Employee Onboarding Online Bundle, 10 Certificate Courses
- Employee Onboarding
- Measuring Results from Training
- Hiring Strategies
- Millennial Onboarding
- Talent Management
- Hiring for Success: Behavioral Interviewing Techniques
- Managing Human Resources
- Conduct Annual Employee Reviews
- Employee Termination Processes
- Employee Motivation
1. Employee Onboarding: How to Bring on New Employees and Reduce Staff Turnover
Employee On boarding is a vital part of any companies hiring procedure. Hiring, training, and bringing new employees on board is a huge investment. On boarding will assist newly hired employees in developing and keeping their skills. Knowledge will be retained, and their value will increase within the company.
Through Employee On boarding you will find it lowers costs related to employee turnover. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the company, and having a structured set of procedures will make your company stronger and produce a greater chance of success.
By the end of this Employee Onboarding Online Short Course, you will be able to:
- Define onboarding
- Understanding the benefits and purpose of onboarding
- Recognize how to prepare for an onboarding program
- Identify ways to engage and follow up with employees
- Create expectations
- Discover the importance of resiliency and flexibility
2. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.
Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.
By the end of this Measuring Results from Training Online Short Course, you will be able to:
- Understand Kolb's learning styles and learning cycle
- Understand Kirkpatrick's level of evaluation
- Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
- Understand when to use each type of evaluation tool
- Be able to perform a needs assessment
- Know how to write learning objectives and link them to evaluation
- Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
- Know how to identify the costs, benefits, and return on investment of training
- Be familiar with the parts of a business case
3. Hiring Strategies: Learn How To Attract & Hire The Best Talent
Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization's culture.
Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this course as it prepares them to seek out that great candidate and make sure they are a fit for your company. You will obtain the necessary tools required in finding that diamond in the rough.
By the end of this Hiring Strategies Online Short Course, you will be able to:
- Know how to present the current open position
- Develop a workable hiring strategy
- Know how to determine which candidates to interview
- Steps and techniques to use in an interview
- Welcome newly hired employees
- Find potential candidates for the position
4. Millennial Onboarding: Master The Advantages & Challenges Of Hiring Millennials
More than ever, millennials – those born between 1980 and 1995 – are entering the workforce and becoming a vital part of our organizations. These workers bring a unique outlook on life to their jobs, and may also pose unique challenges. Taking time to customize the onboarding process for millennial employees helps promote employee retention and ensures that millennials are properly socialized into the workplace. Customizing the onboarding process for millennial employees benefits both the employee and the workplace.
Onboarding new employees is a secure investment that will assist newly hired employees in developing their skills, knowledge, and value within the company. It will help match the technically skilled Millennial workforce with new and emerging needs of your company, which gives your company an advantage within the market.
Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a need to tweak the onboarding process to better suit the needs of the company and new hires. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.
By the end of this Millennial Onboarding Online Short Course, you will be able to:
- Define onboarding
- Discuss the characteristics of Millennials
- Create an onboarding process for Millennials
- Develop action plans for working with Millennials
- Learn from introspection
5. Talent Management: Talented Employees are the Key to Success
Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. With a company's workforce generally being its highest cost, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce, and attracting better and more skilled new hires.
We all know that training and retraining is expensive, and our Talent Management course will reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity. Talent Management is the investment that will pay dividends for years to come.
By the end of this Talent Management Online Short Course, you will be able to:
- Define talent and talent management
- Understand the benefits of talent management
- Recognize performance management and ways to review talent
- Identify employee engagement
- Create assessments and training programs
- Learn how to improve employee retention
6. Hiring for Success: Behavioral Interviewing Techniques: Learn to refine interview skills and methods
The interviewing process sounds easy enough: you arrange for a conversation with potential candidates and then select the best person for a particular position. However, we all know that it isn’t really that simple. This course will give you the skills and tools to hire successful candidates.
By the end of this Hiring for Success: Behavioral Interviewing Techniques Online Course, you will be able to:
- Hiring process
- Cost analysis
- Position profiles
- finding candidates
- Screening resumes
- Testing candidates
- Interviewing
- Evaluating responses
- Reference checks
- How to overcome common problems encountered in the hiring process
7. Managing Human Resources: Manage Human Resources In Your Workplace
The role of Human Resources is changing, as companies delegate more and more responsibility for their HR to line managers and supervisors. Other, usually larger companies however still have a dedicated HR department which deals with all the companies’ human recourses responsibilities.
Whichever type of company you work for, it is important that you understand how much human resources is really about the employees, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.
Covering everything from the very fundamentals of human resources to complex topics such as Health & Safety or Workplace Discrimination, the Managing Human Resources online course has everything you need to excel in role that involves managing or supervising other employees.
By the end of this Managing Human Resources Online Course, you will be able to:
- Describe different aspects of Human Resource Management
- Define Human Resources Management terms
- Recruit, interview, and retain employees
- Follow up effectively new employees
- Be an advocate for your employees’ health and safety
- Provide articulate feedback to employees
- Correctly manage situations requiring discipline and termination
- Evaluate some of the strengths and opportunities for Human Resources in your own workplace
8. Conduct Annual Employee Reviews: Understand the process of conducting an annual review
An annual review can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed annual review can have the reverse effect.
With our Conducting Annual Employee Reviews course, you will discover how to conduct a well-designed employee review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.
Course Objectives:
- Understand the process of conducting an annual review.
- Determine the categories for an annual review.
- Know the mistakes managers make during an annual review.
- Understand the concept of pay for performance.
- Know how to tie employee compensation to firm-wide returns.
- Know the value of employee communication.
- Gauge employees’ happiness.
9. Employee Termination Processes: Guide your employees toward the right track and away from poor performing behaviors
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.
With our Employee Termination course, you will begin to see how important it is to develop a core set of skills when you find yourselves in a situation where you have to let an employee go.
By the end of this Certificate In Employee Termination Processes Online Course, you will be able to:
- Create employee performance plans
- Identify employees who should be terminated
- Establish effective termination meetings
- Know the “Do’s” and “Don’ts” of firing an employee
- Be able to conduct exit interviews
10. Employee Motivation: How to Motivate your Team to Achieve Organizational Goals
When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.
The Employee Motivation course will give you several types of tools to become a great motivator, including goal setting and influencing skills. You will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.
By the end of this Employee Motivation Online Short Course, you will be able to:
- Defining motivation, an employer's role in it and how the employee can play a part
- Identifying the importance of Employee Motivation
- Identifying methods of Employee MOtivation
- Describing the theories which pertain to Employee Motivation - with particular reference to psychology
- Identifying personality types and how they fit into a plan for Employee Motivation
- Setting clear and defined goals
- Identifying specific issues in the field, and addressing these issues and how to maintain this going forward
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Units of Study
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The Ultimate Employee Onboarding 10 Course Bundle includes the following courses, below is a summary of each course:
Course 1 - Employee Onboarding
Module One - Getting Started
Module Two - Purpose of Onboarding
- Start-up Cost
- Anxiety
- Employee Turnover
- Realistic Expectations
Module Three - Introduction
- What is Onboarding
- The Importance of Onboarding
- Making employees feel welcome
- First day checklist
Module Four - Onboarding Preparation
- Prfoessionalism
- Clarity
- Designating a Mentor
- Training
Module Five - Onboarding Checklist
- Pre-arrival
- Arrival
- First Week
- First Month
Module Six - Creating an Engaging Program
- Getting off on the right track
- Role of Human Resources
- Role of managers
- Characteristics
Module Seven - Following up the New Employees
- Initial check in
- Following up
- Setting schedules
- Mentor's Responsibility
Module Eight - Setting Expectations
- Defining requirements
- Identifying opportunities for improvement and growth
- Setting verbal expectations
- Putting it in writing
Module Nine - Resiliency and Flexibility
- What is Resiliency?
- Why is it important?
- Five steps
- What is flexibility?
- Why is it important?
- Five steps
Module Ten - Assigning Work
- General principles
- The Dictatorial approach
- The apple picking approach
- The collaborative approach
Module Eleven - Providing Feedback
- Characteristics of good feedback
- Feedback delivery tools
- Informal feedback
- Formal feedback
Module Twelve - Wrapping Up
Course 2 - Measuring Results from Training
Module One - Getting Started
Module Two: Kolb's Learning Styles
- Lesson One: The Four-stage process
- Lesson Two: Accommodators
- Lesson Three: Divergers
- Lesson Four: Convergers
- Lesson Five: Assimilators
Module Three: Kirkpatrick's Level of Evaluation
- Lesson One: Overview
- Lesson Two: Level One: Reactions
- Lesson Three: Level Two: Learning
- Lesson Four: Level Three: Behavior
- Lesson Five: Level Four: Results
Module Four: Types of Measurement Tools
- Lesson One: Goal setting
- Lesson Two: Self-evaluations
- Lesson Three: Peer evaluations
- Lesson Four: Supervisor evaluations
- Lesson Five: High-Level evaluations
Module Five: Focusing the Training
- Lesson One: Performing a Needs Assessment
- Lesson Two: Creating Learning Objectives
- Lesson Three: Drilling Down Into Content
Module Six: Creating an Evaluation Plan
- Lesson One: What Will We Evaluate?
- Lesson Two: When Will the Evaluation be Completed?
- Lesson Three: How will we evaluate it?
- Lesson Four: Who will perform the evaluation?
Module Seven: Assessing Learning before Training
- Lesson One: Workplace Observation
- Lesson Two: Objectives Assessment
Module Eight - Assessing Learning during Training
- Reviewing learning objectives
- Performing hip-pocket assessments
- Quizzes and tests
- Skill assessments
Module Nine - Assessing Learning after Training
- Evaluation timelines
- Learning journal
- Goal setting
- Additional methods of evaluation
Module Ten - The Long Term View
- Creating a long term evaluation plan
- Methods of evaluation
- Documenting lessons learned
Module Eleven - Calculating the Return on Investment (ROI)
- A basic ROI formula
- Identifying and measuring tangible benefits
- Identifying and measuring intangible benefits
- Calculating total costs
- Making a business case
Module Twelve - Wrapping Up
Course 3 - Hiring Strategies
Module One - Getting Started
Module Two - Defining and Knowing the Position
- Know the position
- Needs analysis
- Job analysis
- Task analysis
Module Three - Hiring Strategy
- Company information
- Salary range
- Top performers
- Be prepared
Module Four - Lure in Great Candidates
- Advertuse where candidates visit
- Develop corporate citizenship
- Treat your candidates well
- Look at the competition
Module Five - Filtering Applicants to Interview
- Put lots of weight on cover letters
- Grading resumes
- Internet search
- Initial phone interview
Module Six - The Interview (Part 1)
- Introduce everyone
- Use a panel
- Match the interview to the job
- Types of questions
Module Seven - The Interview (Part 2)
- Tell me about my company
- Distractions
- Interview more than once
- Wrap up
Module Eight - Selection Proccess (Part 1)
- Testing
- Look for passion and enthusiasm
- Background checks
- Trust your instincts
Module Nine - Selection Process (Part 2)
- Education Level vs Experience
- Have a consensus
- Keep non-hires on file
- Checking references
Module Ten - Making an Offer
- Do it quickly
- Employment details
- Notify rejected candidates
- Be creative
Module Eleven - Onboarding
- Training and orientation
- Mentoring
- 30-60-90 day reviews
- Make them feel welcome
Module Twelve - Wrapping Up
Course 4 - Millennial Onboarding
Module One: Getting Started
Module Two: Purpose of Onboarding
- Lesson One: Start Up Costs
- Lesson Two: Employee Anxiety
- Lesson Three: Employee Turnover
- Lesson Four: Employee Expectations
- Lesson Five: Case Study
Module Three: Introduction
- Lesson One: Why Onboarding?
- Lesson Two: Importance of Onboarding
- Lesson Three: Making Employess Feel Welcome
- Lesson Four: First Day Checklist
- Lesson Five: Case Study
Module Four: Millennials and Onboarding
- Lesson One: Who Are Millennials?
- Lesson Two: How Do Millennials Differ from Other Workers?
- Lesson Three: Investiture Socialization - Let Them Be Themselves!
- Lesson Four: Informal Rather than Formal Onboarding Processes
- Lesson Five: Case Study
Module Five: Onboarding Checklist
- Lesson One: Pre-Arrival
- Lesson Two: Arrival
- Lesson Three: First Day
- Lesson Four: First Week
- Lesson Five: First Month
- Lesson Six: Case Study
Module Six: Engaging the Millennial Employee
- Lesson One: Create an Informal Program
- Lesson Two: Engage Employees One on One
- Lesson Three: The Role of Human Resources
- Lesson Four: The Role of Managers
- Lesson Five: Case Study
Module Seven: Following Up With the Millennial Employee
- Lesson One: Initial Check-In - One on one
- Lesson Two: Following up - Regular, Informal Follow Ups
- Lesson Three: Setting Schedules - Millennials and Work Life
- Lesson Four: Mentoring and the Millennial
- Lesson Five: Case Study
Module Eight: Setting Expectations with the Millennial Employee
- Lesson One: Define Requirements - Provide Specific Instructions
- Lesson Two: Identify Opportunities for Improvement and Growth
- Lesson Three: Set Verbal Expectations
- Lesson Four: Put It In Writing
- Lesson Five: Case Study
Module Nine: Mentoring the Millennial
- Lesson One: Be Hands-On and Involved
- Lesson Two: Serial Mentoring
- Lesson Three: Be a Mentor, Not an Authority Figure
- Lesson Four: Focus Millennia's Exploratory Drive on Work
- Lesson Five: Case Study
Module Ten: Assigning Work to the Millennial Employee
- Lesson One: Provide Clear Structure and Guidelines
- Lesson Two: Provide Specific Benchmarks
- Lesson Three: Set Boundaries and Provide Reality Checks
- Lesson Four: Guide, Don't Dictate
- Lesson Five: Case Study
Module Eleven: Providing Feedback
- Lesson One: Millennials Thrive on Feedback!
- Lesson Two: Characteristics of Quality Feedback
- Lesson Three: Informal Feedback
- Lesson Four: Formal Feedback
- Lesson Five: Case Study
Module Twelve: Wrapping Up
Course 5 - Talent Management
Module One - Getting Started
Module Two - Defining Talent
- What is talent management?
- Types of talent
- Skills and knowledge defined
Module Three - Understanding Talent Management
- Guidelines
- Importance and benefits
- Challenges
- Key elements to developing a winning strategy
Module Four - Performance Management
- Performance management defined
- Benefits
- How to keep your employees motivated
Module Five - Talent Reviews
- 360 degree feedback
- Talent calibration
- Maintaining an effective workforce
- Looking to the future
Module Six - Succession and Career Planning
- What is succession planning?
- Developing a plan
- Executing the plan
- Overcoming roadblocks
Module Seven - Engagement
- Employee engagement
- Generating engagement
- Influences
Module Eight - Competency Assessments
- Competency assessment defined
- Implementation
- Final destination
Module Nine - Coaching, Training and Development
- Setting goals
- Developing options
- Providing feedback
- Wrapping up
Module Ten - Do's and Don'ts
- Do's and don'ts
- Tips for talent management
Module Eleven - Employee Retention
- Goals and motivation
- The expectancy theory
- Object oriented theory
Module Twelve - Wrapping Up
Course 6 - Hiring for Success: Behavioral Interviewing Techniques
Session One: Course Overview
Session Two: History of the Interviewing Process
Session Three: The Recruitment and Selection Process
Session Four: Factors in the Hiring Process
Session Five: Cost Analysis
Session Six: Job Analysis and Position Profiles
Session Seven: Determining the Skills You Need
Session Eight: Finding Candidates
Session Nine: Advertising Guidelines
- Five Key Points
- Ten Tests for Advertising
Session Ten: Screening Resumes
- The Screening Process
- Developing a Guide
Session Eleven: Performance Assessments
Session Twelve: Problems Recruiters Face
Session Thirteen: Interviewing Barriers
Session Fourteen: Non-Verbal Communication
Session Fifteen: Types of Questions
- Open and Closed Questions
- Probing Techniques
Session Sixteen: Case Study
Session Seventeen: Traditional vs. Behavioral Interviews
- Behavioral Interviewing
- Sample Questions
Session Eighteen: Other Types of Questions
- Achievement-Oriented and Holistic Questions
- Making Connections
Session Nineteen: The Critical Incident Technique
Session Twenty: Listening for Answers
- Listen Well
- Committing to Change
Session Twenty-One: Difficult Applicants
Session Twenty-Two: Interview Preparation and Format
Session Twenty-Three: Other Interview Techniques
Session Twenty-Four: Scoring Responses
Session Twenty-Five: Checking References
Session Twenty-Six: Human Rights
Session Twenty-Seven: Skill Application
Session Twenty-Eight: Pre-Assignment Review
- Recommended Reading List
- Post-Course Assessment
- Pre- and Post-Assessment Answer Keys
- Personal Action Plan
Course 7 - Managing Human Resources
Section One: Getting Started
- Objectives
Section Two: What is HR?
- Human Resources in 2010?
- Human Resource Influencers
Section Three: Recruiting and Interviewing
- Interview for what exactly?
- Setting the scene to Interview
- Five Steps to a Successful Interview
- Behaviourally Based Questions
Section Four: Induction and Retention
- Start as you mean to go on
- Induction/Orientation Checklist
Section Five: Keeping Track
- The Follow Up
- Follow Up Schedules
- Scary Statistics
Section Six: Health & Safety in the Workplace
- Why all the urgency?
- Understanding the Industry Specific Rules of your Country
- Training for HR Managers
Section Seven: Workplace Discrimination & Harassment
- Definitions
- Bullying in the Workplace
- A Manager has Responsibilities
- An Employer has Greater Responsibility
Section Eight: Wellness in the Workplace
- The Business Benefits of Wellness in the Workplace
- Steps to Implementing a Wellness Program
Section Nine: Feedback
- Characteristics of Good Feedback
- Constructive Criticism
- Encouraging Growth and Development
Section Ten: Employee Discipline
- The General Discipline Process
- Progressive Discipline
- How to Prepare & Conduct Disciplinary Meetings
- Following Up
Section Eleven: The Dreaded D Word
- Making the Decision
- What to Say When Terminating an Employee
Section Twelve: Wrapping Up
Course 8 - Conduct Annual Employee Reviews
Module One: Getting Started
- Course Objectives
Module Two: How to Conduct Annual Reviews
- Develop the Process
- Set Benchmarks Early
- Agreement with Set Benchmarks
- Hold an Effective Meeting
Module Three: Categories for Annual Review I
- Company Mission and Values
- Customer Service and Quality Control
- Problem - Solving/Judgment
- Production
Module Four: Categories for Annual Review II
- Work Style
- Resource Management
- Communications Skills
- Teamwork
Module Five: Common Mistakes Managers Make when Conducting Employee Reviews I
- Contrast Effect
- Similar-to-me Effect
- Halo (or horn) Effect
- Central Tendency
Module Six: Common Mistakes Managers Make when Conducting Employee Reviews II
- Leniency/Desire to Please
- First Impression Bias
- Rater Bias
- Recency Effect
Module Seven: Successful Tips for Concept of Pay for Performance
- No Surprises
- Focus on the Basics
- Show Clear Disparity
- One for All and All for One
Module Eight: How to Tie Employee Compensation to Firm-Wide Returns
- Set Quarterly Revenue Target
- Set Employee Goal
- Conduct Quarterly Reviews
- Pay Out Quarterly
Module Nine: How to Communicate Employee Expectations Effectively
- Have Regular Conversations
- State What's Working
- Be Honest
- Provide Mentoring
Module Ten: Meaningful Questions to Gauge Employee Happiness I
- Ask Questions Frequently
- How Transparent is Management?
- Rate Quality of Facility?
- Contributing Factors to Work Easier?
Module Eleven: Meaningful Questions to Gauge Employee Happiness II
- What makes you Productive?
- Recognition?
- Opportunities to Grow and Advance?
- Confidence in Leadership?
Module Twelve: Wrapping Up
Course 9 - Employee Termination Processes
Module One: Getting Started
- Housekeeping Items
- The Parking Lot
Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
- Justification
- Validate
- Include
- Be Grateful
Module Three: Employees Who Should Be Terminated I
- Feeling of Entitlement
- Cannot Perform Job Functions
- Can’t Function with Other Employees
- They Overpromise and Under Deliver
Module Four: Employees Who Should Be Terminated II
- Blatant Disregard for Customers
- They Are Unreliable
- Don’t Adhere to Code of Conduct
- Use Company Property for Personal Use
Module Five: Things to Consider When Setting Up the Termination Meeting
- Meeting Attendees
- Venue of the Meeting
- Security Presence
- Logistics
Module Six: The Correct Way to Fire an Employee I
- Use Positive Language
- Review Past Feedback
- Concentrate on Specific Behavior
- Fire Early in the Week
Module Seven: The Correct Way to Fire an Employee II
- Keep it Short
- Have Employee Sign Release
- Transfer Terminated Employee’s Functions
- Avoid Fighting Unemployment Claims with Employee
Module Eight: What an Employment Termination Checklist Should Contain
- Notification to Human Resources
- Systems Access Terminations
- Return of Company Property 6
- Benefits Status
Module Nine: The “Don’ts” of Firing an Employee I
- No Performance Improvement Plan
- Using an Electronic Method
- Fire Without a Witness
- Provide Long Reason for Firing
Module Ten: The “Don’ts” of Firing an Employee II
- Not Making the Decision Final
- Let Employee Take Company Property
- Allow Access to Work Area
- Permit Information System Access
Module Eleven: Conduct Effective Exit Interviews
- When, How and Who
- Objective of the Process
- Company Readiness for Exit Interviews
- Execute the Feedback Results
Module Twelve: Wrapping Up
Course 10 - Employee Motivation
Module One - Getting Started
Module Two - A Psychological Approach
- Herzberg's Theory of Motivation
- Maslow's Hierarchy of needs
- The two models and motivation
Module Three - Object-Oriented Theory
- The carrot
- The whip
- The plant
Module Four - Using Reinforcement Theory
- A history of Reinforcement Theory
- Behavior modification in four steps
- Appropriate uses in the workplace
Module Five - Using Expectancy Theory
- A history of Expectancy Theory
- Understanding the three factors
- Using the three factors to motivate in the workplace
Module Six - Personality's Role in Motivation
- Identifying youe personality type
- Identifying others' personality type
- Motivators by personality type
Module Seven - Setting Goals
- Goals and motivation
- Setting SMART goals
- Evaluating and adapting
Module Eight - A Personal Toolbox
- Building your own motivational plan
- Encouraging growth and development
- Getting others to see the glass half-full
Module Nine - Motivation on the Job
- The key factors
- Creating a motivational organisation
- Creating a motivational job
Module Ten - Addressing Specific Morale Issues
- Dealing with individual morale problems
- Addressing team morale
- What to do when the whole company is de-motivated
Module Eleven - Keeping yourself Motivated
- Identifying personal motivators
- Maximising your motivators
- Evaluating and Adapting
Module Twelve - Wrapping Up
Requirements
Entry requirements
Students must have basic literacy and numeracy skills.
Minimum education
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Computer requirements
Students will need access to a computer and the internet.
Minimum specifications for the computer are:
Windows:
Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)
MAC/iOS
OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)
All systems
Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)
Students will also need access the following applications:
Adobe Acrobat Reader
Requirements
Entry requirements:
Students must have basic literacy and numeracy skills.
Minimum education:
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Device requirements:
Students will need access to a computer/any device and the internet.
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Looking for specific training for yourself or employees. Choose from our Course Bundles below or build you own Bundle, by adding more courses to your cart. Choose different courses or the same course for multiple staff members and receive volume discounts at checkout.
Ultimate Employee Onboarding Online Bundle, 10 Certificate Courses
Bring On New Employees And Reduce Staff Turnover
Bundle Up & Save - Learn More and Save More when you Upgrade to the Mega Bundle below & Save 98%
Course Summary
- Delivery: Online
- Access: Unlimited Lifetime
- Time: Study at your own pace
- Duration: 6 to 8 hours per course
- Assessments: Yes
- Qualification: Certificate
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About This Course
What you will learn - How to Bring on New Employees and Reduce Staff Turnover
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Get BIG Savings with our Ultimate Employee Onboarding Online Bundle, 10 Certificate Courses
- Employee Onboarding
- Measuring Results from Training
- Hiring Strategies
- Millennial Onboarding
- Talent Management
- Hiring for Success: Behavioral Interviewing Techniques
- Managing Human Resources
- Conduct Annual Employee Reviews
- Employee Termination Processes
- Employee Motivation
1. Employee Onboarding: How to Bring on New Employees and Reduce Staff Turnover
Employee On boarding is a vital part of any companies hiring procedure. Hiring, training, and bringing new employees on board is a huge investment. On boarding will assist newly hired employees in developing and keeping their skills. Knowledge will be retained, and their value will increase within the company.
Through Employee On boarding you will find it lowers costs related to employee turnover. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the company, and having a structured set of procedures will make your company stronger and produce a greater chance of success.
By the end of this Employee Onboarding Online Short Course, you will be able to:
- Define onboarding
- Understanding the benefits and purpose of onboarding
- Recognize how to prepare for an onboarding program
- Identify ways to engage and follow up with employees
- Create expectations
- Discover the importance of resiliency and flexibility
2. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.
Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.
By the end of this Measuring Results from Training Online Short Course, you will be able to:
- Understand Kolb's learning styles and learning cycle
- Understand Kirkpatrick's level of evaluation
- Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
- Understand when to use each type of evaluation tool
- Be able to perform a needs assessment
- Know how to write learning objectives and link them to evaluation
- Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
- Know how to identify the costs, benefits, and return on investment of training
- Be familiar with the parts of a business case
3. Hiring Strategies: Learn How To Attract & Hire The Best Talent
Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization's culture.
Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this course as it prepares them to seek out that great candidate and make sure they are a fit for your company. You will obtain the necessary tools required in finding that diamond in the rough.
By the end of this Hiring Strategies Online Short Course, you will be able to:
- Know how to present the current open position
- Develop a workable hiring strategy
- Know how to determine which candidates to interview
- Steps and techniques to use in an interview
- Welcome newly hired employees
- Find potential candidates for the position
4. Millennial Onboarding: Master The Advantages & Challenges Of Hiring Millennials
More than ever, millennials – those born between 1980 and 1995 – are entering the workforce and becoming a vital part of our organizations. These workers bring a unique outlook on life to their jobs, and may also pose unique challenges. Taking time to customize the onboarding process for millennial employees helps promote employee retention and ensures that millennials are properly socialized into the workplace. Customizing the onboarding process for millennial employees benefits both the employee and the workplace.
Onboarding new employees is a secure investment that will assist newly hired employees in developing their skills, knowledge, and value within the company. It will help match the technically skilled Millennial workforce with new and emerging needs of your company, which gives your company an advantage within the market.
Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a need to tweak the onboarding process to better suit the needs of the company and new hires. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.
By the end of this Millennial Onboarding Online Short Course, you will be able to:
- Define onboarding
- Discuss the characteristics of Millennials
- Create an onboarding process for Millennials
- Develop action plans for working with Millennials
- Learn from introspection
5. Talent Management: Talented Employees are the Key to Success
Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. With a company's workforce generally being its highest cost, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce, and attracting better and more skilled new hires.
We all know that training and retraining is expensive, and our Talent Management course will reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity. Talent Management is the investment that will pay dividends for years to come.
By the end of this Talent Management Online Short Course, you will be able to:
- Define talent and talent management
- Understand the benefits of talent management
- Recognize performance management and ways to review talent
- Identify employee engagement
- Create assessments and training programs
- Learn how to improve employee retention
6. Hiring for Success: Behavioral Interviewing Techniques: Learn to refine interview skills and methods
The interviewing process sounds easy enough: you arrange for a conversation with potential candidates and then select the best person for a particular position. However, we all know that it isn’t really that simple. This course will give you the skills and tools to hire successful candidates.
By the end of this Hiring for Success: Behavioral Interviewing Techniques Online Course, you will be able to:
- Hiring process
- Cost analysis
- Position profiles
- finding candidates
- Screening resumes
- Testing candidates
- Interviewing
- Evaluating responses
- Reference checks
- How to overcome common problems encountered in the hiring process
7. Managing Human Resources: Manage Human Resources In Your Workplace
The role of Human Resources is changing, as companies delegate more and more responsibility for their HR to line managers and supervisors. Other, usually larger companies however still have a dedicated HR department which deals with all the companies’ human recourses responsibilities.
Whichever type of company you work for, it is important that you understand how much human resources is really about the employees, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.
Covering everything from the very fundamentals of human resources to complex topics such as Health & Safety or Workplace Discrimination, the Managing Human Resources online course has everything you need to excel in role that involves managing or supervising other employees.
By the end of this Managing Human Resources Online Course, you will be able to:
- Describe different aspects of Human Resource Management
- Define Human Resources Management terms
- Recruit, interview, and retain employees
- Follow up effectively new employees
- Be an advocate for your employees’ health and safety
- Provide articulate feedback to employees
- Correctly manage situations requiring discipline and termination
- Evaluate some of the strengths and opportunities for Human Resources in your own workplace
8. Conduct Annual Employee Reviews: Understand the process of conducting an annual review
An annual review can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed annual review can have the reverse effect.
With our Conducting Annual Employee Reviews course, you will discover how to conduct a well-designed employee review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.
Course Objectives:
- Understand the process of conducting an annual review.
- Determine the categories for an annual review.
- Know the mistakes managers make during an annual review.
- Understand the concept of pay for performance.
- Know how to tie employee compensation to firm-wide returns.
- Know the value of employee communication.
- Gauge employees’ happiness.
9. Employee Termination Processes: Guide your employees toward the right track and away from poor performing behaviors
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.
With our Employee Termination course, you will begin to see how important it is to develop a core set of skills when you find yourselves in a situation where you have to let an employee go.
By the end of this Certificate In Employee Termination Processes Online Course, you will be able to:
- Create employee performance plans
- Identify employees who should be terminated
- Establish effective termination meetings
- Know the “Do’s” and “Don’ts” of firing an employee
- Be able to conduct exit interviews
10. Employee Motivation: How to Motivate your Team to Achieve Organizational Goals
When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.
The Employee Motivation course will give you several types of tools to become a great motivator, including goal setting and influencing skills. You will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.
By the end of this Employee Motivation Online Short Course, you will be able to:
- Defining motivation, an employer's role in it and how the employee can play a part
- Identifying the importance of Employee Motivation
- Identifying methods of Employee MOtivation
- Describing the theories which pertain to Employee Motivation - with particular reference to psychology
- Identifying personality types and how they fit into a plan for Employee Motivation
- Setting clear and defined goals
- Identifying specific issues in the field, and addressing these issues and how to maintain this going forward
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Units of Study
Receive Lifetime Access to Course Materials, so you can review at any time.
The Ultimate Employee Onboarding 10 Course Bundle includes the following courses, below is a summary of each course:
Course 1 - Employee Onboarding
Module One - Getting Started
Module Two - Purpose of Onboarding
- Start-up Cost
- Anxiety
- Employee Turnover
- Realistic Expectations
Module Three - Introduction
- What is Onboarding
- The Importance of Onboarding
- Making employees feel welcome
- First day checklist
Module Four - Onboarding Preparation
- Prfoessionalism
- Clarity
- Designating a Mentor
- Training
Module Five - Onboarding Checklist
- Pre-arrival
- Arrival
- First Week
- First Month
Module Six - Creating an Engaging Program
- Getting off on the right track
- Role of Human Resources
- Role of managers
- Characteristics
Module Seven - Following up the New Employees
- Initial check in
- Following up
- Setting schedules
- Mentor's Responsibility
Module Eight - Setting Expectations
- Defining requirements
- Identifying opportunities for improvement and growth
- Setting verbal expectations
- Putting it in writing
Module Nine - Resiliency and Flexibility
- What is Resiliency?
- Why is it important?
- Five steps
- What is flexibility?
- Why is it important?
- Five steps
Module Ten - Assigning Work
- General principles
- The Dictatorial approach
- The apple picking approach
- The collaborative approach
Module Eleven - Providing Feedback
- Characteristics of good feedback
- Feedback delivery tools
- Informal feedback
- Formal feedback
Module Twelve - Wrapping Up
Course 2 - Measuring Results from Training
Module One - Getting Started
Module Two: Kolb's Learning Styles
- Lesson One: The Four-stage process
- Lesson Two: Accommodators
- Lesson Three: Divergers
- Lesson Four: Convergers
- Lesson Five: Assimilators
Module Three: Kirkpatrick's Level of Evaluation
- Lesson One: Overview
- Lesson Two: Level One: Reactions
- Lesson Three: Level Two: Learning
- Lesson Four: Level Three: Behavior
- Lesson Five: Level Four: Results
Module Four: Types of Measurement Tools
- Lesson One: Goal setting
- Lesson Two: Self-evaluations
- Lesson Three: Peer evaluations
- Lesson Four: Supervisor evaluations
- Lesson Five: High-Level evaluations
Module Five: Focusing the Training
- Lesson One: Performing a Needs Assessment
- Lesson Two: Creating Learning Objectives
- Lesson Three: Drilling Down Into Content
Module Six: Creating an Evaluation Plan
- Lesson One: What Will We Evaluate?
- Lesson Two: When Will the Evaluation be Completed?
- Lesson Three: How will we evaluate it?
- Lesson Four: Who will perform the evaluation?
Module Seven: Assessing Learning before Training
- Lesson One: Workplace Observation
- Lesson Two: Objectives Assessment
Module Eight - Assessing Learning during Training
- Reviewing learning objectives
- Performing hip-pocket assessments
- Quizzes and tests
- Skill assessments
Module Nine - Assessing Learning after Training
- Evaluation timelines
- Learning journal
- Goal setting
- Additional methods of evaluation
Module Ten - The Long Term View
- Creating a long term evaluation plan
- Methods of evaluation
- Documenting lessons learned
Module Eleven - Calculating the Return on Investment (ROI)
- A basic ROI formula
- Identifying and measuring tangible benefits
- Identifying and measuring intangible benefits
- Calculating total costs
- Making a business case
Module Twelve - Wrapping Up
Course 3 - Hiring Strategies
Module One - Getting Started
Module Two - Defining and Knowing the Position
- Know the position
- Needs analysis
- Job analysis
- Task analysis
Module Three - Hiring Strategy
- Company information
- Salary range
- Top performers
- Be prepared
Module Four - Lure in Great Candidates
- Advertuse where candidates visit
- Develop corporate citizenship
- Treat your candidates well
- Look at the competition
Module Five - Filtering Applicants to Interview
- Put lots of weight on cover letters
- Grading resumes
- Internet search
- Initial phone interview
Module Six - The Interview (Part 1)
- Introduce everyone
- Use a panel
- Match the interview to the job
- Types of questions
Module Seven - The Interview (Part 2)
- Tell me about my company
- Distractions
- Interview more than once
- Wrap up
Module Eight - Selection Proccess (Part 1)
- Testing
- Look for passion and enthusiasm
- Background checks
- Trust your instincts
Module Nine - Selection Process (Part 2)
- Education Level vs Experience
- Have a consensus
- Keep non-hires on file
- Checking references
Module Ten - Making an Offer
- Do it quickly
- Employment details
- Notify rejected candidates
- Be creative
Module Eleven - Onboarding
- Training and orientation
- Mentoring
- 30-60-90 day reviews
- Make them feel welcome
Module Twelve - Wrapping Up
Course 4 - Millennial Onboarding
Module One: Getting Started
Module Two: Purpose of Onboarding
- Lesson One: Start Up Costs
- Lesson Two: Employee Anxiety
- Lesson Three: Employee Turnover
- Lesson Four: Employee Expectations
- Lesson Five: Case Study
Module Three: Introduction
- Lesson One: Why Onboarding?
- Lesson Two: Importance of Onboarding
- Lesson Three: Making Employess Feel Welcome
- Lesson Four: First Day Checklist
- Lesson Five: Case Study
Module Four: Millennials and Onboarding
- Lesson One: Who Are Millennials?
- Lesson Two: How Do Millennials Differ from Other Workers?
- Lesson Three: Investiture Socialization - Let Them Be Themselves!
- Lesson Four: Informal Rather than Formal Onboarding Processes
- Lesson Five: Case Study
Module Five: Onboarding Checklist
- Lesson One: Pre-Arrival
- Lesson Two: Arrival
- Lesson Three: First Day
- Lesson Four: First Week
- Lesson Five: First Month
- Lesson Six: Case Study
Module Six: Engaging the Millennial Employee
- Lesson One: Create an Informal Program
- Lesson Two: Engage Employees One on One
- Lesson Three: The Role of Human Resources
- Lesson Four: The Role of Managers
- Lesson Five: Case Study
Module Seven: Following Up With the Millennial Employee
- Lesson One: Initial Check-In - One on one
- Lesson Two: Following up - Regular, Informal Follow Ups
- Lesson Three: Setting Schedules - Millennials and Work Life
- Lesson Four: Mentoring and the Millennial
- Lesson Five: Case Study
Module Eight: Setting Expectations with the Millennial Employee
- Lesson One: Define Requirements - Provide Specific Instructions
- Lesson Two: Identify Opportunities for Improvement and Growth
- Lesson Three: Set Verbal Expectations
- Lesson Four: Put It In Writing
- Lesson Five: Case Study
Module Nine: Mentoring the Millennial
- Lesson One: Be Hands-On and Involved
- Lesson Two: Serial Mentoring
- Lesson Three: Be a Mentor, Not an Authority Figure
- Lesson Four: Focus Millennia's Exploratory Drive on Work
- Lesson Five: Case Study
Module Ten: Assigning Work to the Millennial Employee
- Lesson One: Provide Clear Structure and Guidelines
- Lesson Two: Provide Specific Benchmarks
- Lesson Three: Set Boundaries and Provide Reality Checks
- Lesson Four: Guide, Don't Dictate
- Lesson Five: Case Study
Module Eleven: Providing Feedback
- Lesson One: Millennials Thrive on Feedback!
- Lesson Two: Characteristics of Quality Feedback
- Lesson Three: Informal Feedback
- Lesson Four: Formal Feedback
- Lesson Five: Case Study
Module Twelve: Wrapping Up
Course 5 - Talent Management
Module One - Getting Started
Module Two - Defining Talent
- What is talent management?
- Types of talent
- Skills and knowledge defined
Module Three - Understanding Talent Management
- Guidelines
- Importance and benefits
- Challenges
- Key elements to developing a winning strategy
Module Four - Performance Management
- Performance management defined
- Benefits
- How to keep your employees motivated
Module Five - Talent Reviews
- 360 degree feedback
- Talent calibration
- Maintaining an effective workforce
- Looking to the future
Module Six - Succession and Career Planning
- What is succession planning?
- Developing a plan
- Executing the plan
- Overcoming roadblocks
Module Seven - Engagement
- Employee engagement
- Generating engagement
- Influences
Module Eight - Competency Assessments
- Competency assessment defined
- Implementation
- Final destination
Module Nine - Coaching, Training and Development
- Setting goals
- Developing options
- Providing feedback
- Wrapping up
Module Ten - Do's and Don'ts
- Do's and don'ts
- Tips for talent management
Module Eleven - Employee Retention
- Goals and motivation
- The expectancy theory
- Object oriented theory
Module Twelve - Wrapping Up
Course 6 - Hiring for Success: Behavioral Interviewing Techniques
Session One: Course Overview
Session Two: History of the Interviewing Process
Session Three: The Recruitment and Selection Process
Session Four: Factors in the Hiring Process
Session Five: Cost Analysis
Session Six: Job Analysis and Position Profiles
Session Seven: Determining the Skills You Need
Session Eight: Finding Candidates
Session Nine: Advertising Guidelines
- Five Key Points
- Ten Tests for Advertising
Session Ten: Screening Resumes
- The Screening Process
- Developing a Guide
Session Eleven: Performance Assessments
Session Twelve: Problems Recruiters Face
Session Thirteen: Interviewing Barriers
Session Fourteen: Non-Verbal Communication
Session Fifteen: Types of Questions
- Open and Closed Questions
- Probing Techniques
Session Sixteen: Case Study
Session Seventeen: Traditional vs. Behavioral Interviews
- Behavioral Interviewing
- Sample Questions
Session Eighteen: Other Types of Questions
- Achievement-Oriented and Holistic Questions
- Making Connections
Session Nineteen: The Critical Incident Technique
Session Twenty: Listening for Answers
- Listen Well
- Committing to Change
Session Twenty-One: Difficult Applicants
Session Twenty-Two: Interview Preparation and Format
Session Twenty-Three: Other Interview Techniques
Session Twenty-Four: Scoring Responses
Session Twenty-Five: Checking References
Session Twenty-Six: Human Rights
Session Twenty-Seven: Skill Application
Session Twenty-Eight: Pre-Assignment Review
- Recommended Reading List
- Post-Course Assessment
- Pre- and Post-Assessment Answer Keys
- Personal Action Plan
Course 7 - Managing Human Resources
Section One: Getting Started
- Objectives
Section Two: What is HR?
- Human Resources in 2010?
- Human Resource Influencers
Section Three: Recruiting and Interviewing
- Interview for what exactly?
- Setting the scene to Interview
- Five Steps to a Successful Interview
- Behaviourally Based Questions
Section Four: Induction and Retention
- Start as you mean to go on
- Induction/Orientation Checklist
Section Five: Keeping Track
- The Follow Up
- Follow Up Schedules
- Scary Statistics
Section Six: Health & Safety in the Workplace
- Why all the urgency?
- Understanding the Industry Specific Rules of your Country
- Training for HR Managers
Section Seven: Workplace Discrimination & Harassment
- Definitions
- Bullying in the Workplace
- A Manager has Responsibilities
- An Employer has Greater Responsibility
Section Eight: Wellness in the Workplace
- The Business Benefits of Wellness in the Workplace
- Steps to Implementing a Wellness Program
Section Nine: Feedback
- Characteristics of Good Feedback
- Constructive Criticism
- Encouraging Growth and Development
Section Ten: Employee Discipline
- The General Discipline Process
- Progressive Discipline
- How to Prepare & Conduct Disciplinary Meetings
- Following Up
Section Eleven: The Dreaded D Word
- Making the Decision
- What to Say When Terminating an Employee
Section Twelve: Wrapping Up
Course 8 - Conduct Annual Employee Reviews
Module One: Getting Started
- Course Objectives
Module Two: How to Conduct Annual Reviews
- Develop the Process
- Set Benchmarks Early
- Agreement with Set Benchmarks
- Hold an Effective Meeting
Module Three: Categories for Annual Review I
- Company Mission and Values
- Customer Service and Quality Control
- Problem - Solving/Judgment
- Production
Module Four: Categories for Annual Review II
- Work Style
- Resource Management
- Communications Skills
- Teamwork
Module Five: Common Mistakes Managers Make when Conducting Employee Reviews I
- Contrast Effect
- Similar-to-me Effect
- Halo (or horn) Effect
- Central Tendency
Module Six: Common Mistakes Managers Make when Conducting Employee Reviews II
- Leniency/Desire to Please
- First Impression Bias
- Rater Bias
- Recency Effect
Module Seven: Successful Tips for Concept of Pay for Performance
- No Surprises
- Focus on the Basics
- Show Clear Disparity
- One for All and All for One
Module Eight: How to Tie Employee Compensation to Firm-Wide Returns
- Set Quarterly Revenue Target
- Set Employee Goal
- Conduct Quarterly Reviews
- Pay Out Quarterly
Module Nine: How to Communicate Employee Expectations Effectively
- Have Regular Conversations
- State What's Working
- Be Honest
- Provide Mentoring
Module Ten: Meaningful Questions to Gauge Employee Happiness I
- Ask Questions Frequently
- How Transparent is Management?
- Rate Quality of Facility?
- Contributing Factors to Work Easier?
Module Eleven: Meaningful Questions to Gauge Employee Happiness II
- What makes you Productive?
- Recognition?
- Opportunities to Grow and Advance?
- Confidence in Leadership?
Module Twelve: Wrapping Up
Course 9 - Employee Termination Processes
Module One: Getting Started
- Housekeeping Items
- The Parking Lot
Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
- Justification
- Validate
- Include
- Be Grateful
Module Three: Employees Who Should Be Terminated I
- Feeling of Entitlement
- Cannot Perform Job Functions
- Can’t Function with Other Employees
- They Overpromise and Under Deliver
Module Four: Employees Who Should Be Terminated II
- Blatant Disregard for Customers
- They Are Unreliable
- Don’t Adhere to Code of Conduct
- Use Company Property for Personal Use
Module Five: Things to Consider When Setting Up the Termination Meeting
- Meeting Attendees
- Venue of the Meeting
- Security Presence
- Logistics
Module Six: The Correct Way to Fire an Employee I
- Use Positive Language
- Review Past Feedback
- Concentrate on Specific Behavior
- Fire Early in the Week
Module Seven: The Correct Way to Fire an Employee II
- Keep it Short
- Have Employee Sign Release
- Transfer Terminated Employee’s Functions
- Avoid Fighting Unemployment Claims with Employee
Module Eight: What an Employment Termination Checklist Should Contain
- Notification to Human Resources
- Systems Access Terminations
- Return of Company Property 6
- Benefits Status
Module Nine: The “Don’ts” of Firing an Employee I
- No Performance Improvement Plan
- Using an Electronic Method
- Fire Without a Witness
- Provide Long Reason for Firing
Module Ten: The “Don’ts” of Firing an Employee II
- Not Making the Decision Final
- Let Employee Take Company Property
- Allow Access to Work Area
- Permit Information System Access
Module Eleven: Conduct Effective Exit Interviews
- When, How and Who
- Objective of the Process
- Company Readiness for Exit Interviews
- Execute the Feedback Results
Module Twelve: Wrapping Up
Course 10 - Employee Motivation
Module One - Getting Started
Module Two - A Psychological Approach
- Herzberg's Theory of Motivation
- Maslow's Hierarchy of needs
- The two models and motivation
Module Three - Object-Oriented Theory
- The carrot
- The whip
- The plant
Module Four - Using Reinforcement Theory
- A history of Reinforcement Theory
- Behavior modification in four steps
- Appropriate uses in the workplace
Module Five - Using Expectancy Theory
- A history of Expectancy Theory
- Understanding the three factors
- Using the three factors to motivate in the workplace
Module Six - Personality's Role in Motivation
- Identifying youe personality type
- Identifying others' personality type
- Motivators by personality type
Module Seven - Setting Goals
- Goals and motivation
- Setting SMART goals
- Evaluating and adapting
Module Eight - A Personal Toolbox
- Building your own motivational plan
- Encouraging growth and development
- Getting others to see the glass half-full
Module Nine - Motivation on the Job
- The key factors
- Creating a motivational organisation
- Creating a motivational job
Module Ten - Addressing Specific Morale Issues
- Dealing with individual morale problems
- Addressing team morale
- What to do when the whole company is de-motivated
Module Eleven - Keeping yourself Motivated
- Identifying personal motivators
- Maximising your motivators
- Evaluating and Adapting
Module Twelve - Wrapping Up
Requirements
Entry requirements
Students must have basic literacy and numeracy skills.
Minimum education
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Computer requirements
Students will need access to a computer and the internet.
Minimum specifications for the computer are:
Windows:
Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)
MAC/iOS
OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)
All systems
Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)
Students will also need access the following applications:
Adobe Acrobat Reader
Requirements
Entry requirements:
Students must have basic literacy and numeracy skills.
Minimum education:
Open entry. Previous schooling and academic achievements are not required for entry into this course.
Device requirements:
Students will need access to a computer/any device and the internet.
FAQS
1. Who are Courses For Success?
Courses For Success is a course platform that started in 2008
with 5 courses, since then we have grown to over 10,000 online courses.
Our courses span across the following categories:
•Animal
•Beauty
•Business
•Health & Fitness
•Finance
•Lifestyle
•IT & Software
•Personal Development
•Teaching & Academics
2. Is there a refund/cancellation policy?
Yes, we have a 7-day money-back refund policy.
3. What is the FREE Personal Success Training Program?
The Personal Success Training Program
was developed by Courses For Success to help our customers achieve
success. Currently, we are offering this program for FREE with every
course or bundle purchase this month. This is a limited time offer!
4. Are there any requirements to study this course?
No,
anyone who has an interest in learning more about this subject matter
is encouraged to take our course. There are no entry requirements to
take this course.
5. Do I require to have finished high school to complete this course?
No,
you do not require a High School Diploma or to have finished school to
study this course, this course is open to anyone who would like to take
this course.
6. What if English is not my first language?
This
course is provided in English, however, due to the digital nature of
our training, you can take your time studying the material and make use
of tools such as google translate and Grammarly.
7. Is this course online or conducted in person?
All our courses are accessible online on any device. You may complete them at your own pace and at your own time.
8. How do I receive my course?
After
you have completed the payment, you will receive a confirmation email
and tax receipt. You will also receive an email containing your course
login details (username and password), as well as instructions on how to
access and log in to your course via the internet with any device,
please check your junk/spam folder in the event that you do not receive
the email.
9. When does this course start?
Providing
you have internet access you can start this course whenever you like,
just go to the login page and insert your username and password and you
can access the online material.
10. What is online learning like?
Online learning is easy, if not easier than a traditional academic situation.
By studying an online course, the usual boundaries caused by location and time constraints are eliminated, meaning you are free to study where and when you want at your own pace.
Of course, you will need to be able to self-manage your time and be organized, but with our help, you’ll soon find yourself settling into a comfortable rhythm of study.
11. What computer skills do I need for my course?
You
don't need to be a computer expert to succeed with our online training,
but you should be comfortable typing, using the internet and be capable
of using common software (such as Microsoft word).
12. How long will you have access to the online course?
The majority of our courses have unlimited lifetime access, meaning you can access this course whenever you want.
Please also check the course summary, as a small selection of courses have limited access.
13. How long will my course take?
Course duration, is listed under Course Summary
14. Do I need to buy textbooks?
All the required material for your course is included in the online system, you do not need to buy anything else.
15. Is the course interactive?
Yes, all our courses are interactive.
16. Is there an assessment or exam?
Yes,
you will be required to complete a multiple-choice test online at the
end of your course, you can do this test as many times as you require.
17. What type of certificate will I receive?
You
will receive a Certificate of Completion that is applicable worldwide,
which demonstrates your commitment to learning new skills. You can share
the certificate with your friends, relatives, co-workers and employers.
Also, include it in your resume/CV, professional social media profiles
and job applications.
Wendy Sue Hunt - 5 STAR REVIEW
"If you are considering taking any “Courses for Success”, I would highly recommend it. I have always been a firm believer it’s important to always sharpen your skills. You are never too old to learn more. I found the courses very helpful, interesting and easy to understand.
The term “Courses for Success” helped me in my current position to succeed. After completing the courses, I gave my manager the completion certificates. Recently I received a promotion too."
Valencia Marie Aviles - 5 STAR REVIEW
"I
had a very good experience with my course. It has helped me to get
multiple jobs and prepared me for almost everything I would need to
know. The course was very informative and easy to understand and broken
up perfectly to be done in a short amount of time while still learning a
good amount! I would recommend Courses for Success to anyone trying to
get abs certifications for job advancements, it is well worth it!"
ELENA GRIFFIN - 5 STAR REVIEW
"I have absolutely enjoyed the materials from Courses for Success. The materials are easy to understand which makes learning enjoyable. Courses for Success have great topics of interest which make you come back for
more.
Thank you Courses for Success for being part of my learning journey and making education affordable!"
Our
completion certificates are very valuable and will help you progress in
your work environment and show employers how committed you are to learn
new skills, you might even get a promotion.
18. Will this course be credited by universities?
No, it is not equivalent to a college or university credit.
19. Am I guaranteed to get a job with this certificate?
This course will give you the skills you need to help you obtain employment, but it’s up to you if you get the job or not.
20. How will this course assist me with my career?
Studying
and completing this course will show employers that you have the
knowledge in this field, additionally you will gain more confidence in
this area of expertise.
21. How long is the certificate valid for?
The Certificates are valid for life and do not need renewing.
22. Can I take more than one course at a time?
Courses
are studied online at your own pace and you are free to study as many
or as few courses as you wish, we also offer online course bundles that
allow you to save on additional courses so that you may get all the
topics related to your training goals in one go.
23. What are the Payment Methods available? Is there a payment plan?
We accept payments via PayPal, Credit Card and Bank Transfer.
Payment Plans: We have partnered with Partial.ly, to offer our own in house payment plan. Everyone is Pre-Approved, providing the initial deposit is paid in full.
To pay via bank transfer contact us info@coursesforsuccess.com
24. Can I purchase for multiple people?
Yes, you can do this by purchasing individually via website or send us a request via email at info@coursesforsuccess.com
25. Can I request for an invoice before purchase?
Yes, you can request for an invoice via email at info@coursesforsuccess.com
26. Purchase for a gift?
Yes, you can purchase this course as a gift, simply send an email to info@coursesforsuccess.com, with the course details and we can accommodate this.
27. Can I create my own course bundle?
Yes,
you can customize your own bundle. Please send us the complete list
with the exact course link of the courses you'd like to bundle up via
email info@coursesforsuccess.com and we will create them for you. *Each course access, time of completion and certification varies depending on the course type.
28. How will I contact Courses For Success if I have any questions?
You can contact our support team, at any time through live chat on our website, or email at info@coursesforsuccess.com, or by calling one of our phone numbers depending on which country you are in.
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Course Bundles
Looking for specific training for yourself or employees. Choose from our Course Bundles below or build you own Bundle, by adding more courses to your cart. Choose different courses or the same course for multiple staff members and receive volume discounts at checkout.
