About This Course
What you will learn - Learn about motivational theories and how to apply them
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Get BIG Savings with our Ultimate Motivation Training: Motivating Your Workforce Online Bundle, 10 Certificate Courses
- Motivation Training: Motivating Your Workforce
- Employee Motivation
- Employee Recognition
- Conduct Annual Employee Reviews
- Employee Onboarding
- Developing Corporate Behavior
- Appreciating Your Workforce
- Orientation Handbook: Getting Employees Off to a Good Start
- Motivating Your Sales Team
- Performance Management: Managing Employee Performance
1. Motivation Training: Motivating Your Workforce: Learn about motivational theories and how to apply them
Employees who feel valued and recognized for the work they do are more motivated, responsible, and productive.
This Motivation Training: Motivating your Workforce Course will help participants create a more dynamic, engaged, and energized workplace as they learn how to motivate employees. Every employee is motivated by different things, and acknowledging what motivates each person individually is important in strengthening their connection to their employer and workplace — a connection that will pay off in numerous positive ways.
Key Learning Objectives
- Motivation
- Common motivational theories
- How to apply them
- How to create and maintain a motivational climate
2. 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.
Key Learning Objectives
- 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
3. Employee Recognition: Effective Company Recognition Programs Keep Employees Motivated, Safe and Happy!
Employee recognition program is not a luxury, it is a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, team work, reinforcing company values, and more. Company recognition can influence their employees to work hard, and smart. Instead of just saying thank you to an employee who has been with the company for 10 years, take the time to give them some sort of certificate, or thoughtful gift. Employees are more likely to continue employment with a company if they feel they are appreciated.
Let's learn how to create an effective programs/guidelines to provide a well thought recognition for employees better morale and productivity.
Key Learning Objectives
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
4. 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.
Key Learning 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.
5. 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.
Key Learning Objectives
- 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
6. Developing Corporate Behavior: Learn How to Develop a Highly Organized Corporate Behavior
Corporate behavior is an important aspect of any business. The right behavior can cause your company to sky rocket with effective productivity and reputation. Poor behavior can cause a company’s productivity and reputation to plummet. There are many different ways to influence a corporate behavior change, but the first step is to understand what behavior is. How can you change behavior if you don’t know what it is?
In this course we will discuss what behavior is, and what facilitates behavior. By the end of this journey, you should have a good understanding of what corporate behavior is, and how to implement it in your company.
Key Learning Objectives
- Understand what behavior is
- Understand the benefits of corporate behavior
- Know what type of behaviors you want to implement in your company
- Know how to implement corporate behaviors
- Know how to maintain corporate behaviors
7. Appreciating Your Workforce: Happy Employees Are Effective Employees
Employee Recognition: Appreciating Your Workforce is going to give your students the skills and tools to craft a recognition program that will help them keep their most valuable resource, their employees, happy.
In turn, happy employees are effective employees, and that can only mean good things for their businesses.
The sessions in this course include: who are your employees, why recognize your employees, appreciation, laying the groundwork, and the nuts and bolts.
8. Orientation Handbook: Getting Employees Off to a Good Start: Develop Successful Orientation And Training Programs
Performance management begins with an orientation to the organization and the job, and continues on a daily basis as employees are trained and coached. This course will show you how to engage people from the moment they are hired, give them what they need to feel welcome, and let them impress you with what they bring to your company.
In this course, you will learn why orientation is so important. You will learn about the four components of employee commitment as well as the commitment curve. You will also learn how to develop successful orientation and training programs.
Key Learning Objectives
- Understand how important an orientation program is to an organization.
- Identify the role of the human resource department in the orientation program.
- Recognize how the commitment curve affects both new employees and their managers.
- Know what companies can do to deliver their promise to new employees.
- Determine the critical elements of effective employee training.
- Establish the importance of having an employee handbook for new and long-term employees.
9. Motivating Your Sales Team: Keep Your Sales Team Motivated to Pursue Leads and Close Deals Day After Day
Everyone can always use some inspiration and motivation. This course will help you target the unique ways each team member is motivated. Finding the right incentive for each member of your sales team is important as motivation works best when it is developed internally. Harness this through better communication, mentoring, and developing the right incentives.
Motivating Your Sales Team will help you create the right motivating environment that will shape and develop your sales team with right attitude and healthy competition. Instilling that unique seed which grows the motivation in your team will ensure an increase in performance and productivity. Have the best sales team you can have through better motivation.
Key Learning Objectives
- Discuss how to create a motivational environment
- Understand the importance of communication and training in motivating sales teams
- Determine steps your organization can take to motivate sales team members
- Understand the benefits of tailoring motivation to individual employees
- Apply the principles of fostering a motivational environment to your own organization
10. Performance Management: Managing Employee Performance: Learn to motivate work environments
Corporate trainers can offer inspiration and solid tools for individuals responsible for measuring Performance Management: Managing Employee Performance.
Key Learning Objectives
- Manage for optimum performance Motivate work environments
- Understand the role of goal setting
- Use ideal tools to set and achieve goals
- Prepare employees for peak performance
- Activate inner motivation
- Evaluate skills
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Units of Study
Receive Lifetime Access to Course Materials, so you can review it at any time.
The Ultimate Motivation Training: Motivating Your Workforce 10 Course Bundle includes the following courses, below is a summary of each course:
Course 1 - Motivation Training: Motivating Your Workforce Online Certificate Course
Session One: Course Overview
Session Two: What is Motivation?
Session Three: Supervising and Motivation
- Why is Motivation Important?
- Identifying Motivators
Session Four: Motivational Theories
- A Look at Theory
- Pre-Assignment Review
Session Five: Setting Goals
- Setting Goals with SPIRIT
- Goal Setting and Goal Getting!
Session Six: The Role of Values
- Work Values
- What Do We Value In Work?
- Bringing It All Together
Session Seven: Creating a Motivational Climate
- Behavioral (Reinforcement) Theory
- Expectancy Theory
- McClelland’s Needs Theory
Session Eight: Applying Your Skills
- Situational Analysis
- Case Studies
Session Nine: Designing Motivating Jobs
- Designing My Job
- Techniques for Job Design or Redesign
- A Motivational Checklist
- Recommended Reading List
Course 2 - Employee Motivation Online Certificate Course
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
Words from the Wise
- RICK PITINO - The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organisation is motivated by something different.
- ZIG ZIGLAR - People ofter say motivation doesn't last. Well, neither does bathing - that's why we recommend it daily.
- DWIGHT D. EISENHOWER - Motivation is the art of getting people to do what you want them to do because they want to do it.
Course 3 - Employee Recognition Online Certificate Course
Module One: Getting Started
By the end of this course, you will be able to:
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
Module Two: The Many Types of Incentive
- Safety Incentives
- Years of Service
- Productivity
- Attendance & Wellness Incentives
Module Three: Designing Employee Recognition Programs
- Purpose
- Employee Involvement
- Budget
- Keep it Simple
Module Four: How To Get The Buzz Out
- Be Creative With Designs
- Paper the Walls
- Use Social Media
- Go Mobile!
Module Five: It Starts From The Top!
- Identifying Desirable Behaviors
- Understanding the Goals of the Company
- Setting Guidelines
- Providing Recognition Templates
Module Six: Creating a Culture of Recognition
- Keep Your Staff "In the Know"
- Empower Employees with Peer to Peer Recognition
- Team Building: Encourage Camaraderie
- Motivate by Promoting Fun
Module Seven: The Best Things In Life Are Free!
- Put a Spotlight on Employees in Staff Meetings
- Write it Down
- Display Your Appreciation
- Make Work More Comfortable
Module Eight: A Small Gesture Goes A Long Way
- Have a Party!
- Make a Game of It
- Reward with Small Gift
- Give Them a Break
Module Nine: Pulling Out The Red Carpets
- Have an Awards Ceremony
- Win Large Items
- Vacation
- Career Advancement
Module Ten: The Don’ts of Employee Recognition
- Don’t Forget About The Art Of The High Five!
- Don’t Let It Become Boring
- Popularity Contest or Recognition Program?
- Make Sure the Prize is Motivational
Module Eleven: Maintaining Employee Recognition Programs
- Change the Membership
- Include In New Employee Orientation
- Keep Marketing!
- Annual Awards Ceremonies
Module Twelve: Wrapping Up
Course 4 - Conduct Annual Employee Reviews Online Certificate Course
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
- Words from the Wise
Course 5 - Employee Onboarding Online Certificate Course
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
Words from the Wise
- BRUCE BARTON - The five steps in teaching an employee new skills are preparation, explanantion, showing observation and supervision.
- CHARLES READE - Sow a thought, and you reap an act. Sow an act, and you reap a habit. Sow a habit and you reap a character. Sow a character and you reap a destiny.
- HENRY FORD - The man who thinks he can and the man who thinks he can't are both right.
Course 6 - Developing Corporate Behavior Online Certificate Course
Module One: Getting Started
By the end of this course, you will be able to:
- Understand what behavior is
- Understand the benefits of corporate behavior
- Know what type of behaviors you want to implement in your company
- Know how to implement corporate behaviors
- Know how to maintain corporate behaviors
Module Two: The Science of
- What is Behavior?
- Psychology
- Sociology
- Anthropology
Module Three: Benefits for Corporate Behavior
- Employee Safety
- Conservation of Materials
- Engagement
- Improved Employee Performance
Module Four: Most Common Categories of Corporate Behavior
- Managerial Structure
- Values and Ethics
- Employee Accountability
- Workplace Incidents
Module Five: Managerial Structure
- Clearly Defined Management
- Qualified Management Team
- Obvious Advancement Path
- Apparent Grievance Procedures
Module Six: Company Values and Ethics
- Environmental
- Charity and Community Outreach
- Integrity
- Diversity
Module Seven: Employee Accountability
- Attitude
- Attendance
- Honesty
- Substance Abuse & Workplace Violence
Module Eight: Workplace Incidents
- Safety
- Prejudice & Discrimination
- Vandalism & Theft
- Harassment or Bullying
Module Nine: Designing and Implementing
- Group Planning
- Define Preferred Organizational Behaviors
- Hiring
- Training Employees
Module Ten: Corporate Team Behavior
- Team Building
- Better Communication
- Conflict Resolution
- to the Company and the Department
Module Eleven: Auditing Corporate Behavior
- Affirm Ethical Behavior
- Investigate and Review Reported Incidents
- Determine Progress
- Get Employee Feedback & Revise
Module Twelve: Wrapping Up
Course 7 - Appreciating Your Workforce Online Certificate Course
Session One: Course Overview
Session Two: Employees
- Who are your employees?
- Strategies for Virtual and Remote Team Success
Session Three: Why do it?
- Why recognize your employees?
Session Four: Appreciation
- Where does recognition overlap just doing your job?
- To Motivate or Instigate
- What can a supervisor do to motivate others?
- A Motivational Checklist
Session Five: Laying the Groundwork
- Setting the stage
Session Six: The Nuts and Bolts
- The Framework
- How to implement a recognition program
- Follow up
- Recommended Reading List
- Post-Course Assessment
- Pre- and Post-Assessment Answer Keys
- Personal Action Plan
Course 8 - Orientation Handbook: Getting Employees Off to a Good Start Online Certificate Course
Session 1: Course Overview
- Learning Objectives
- Pre-Assignment
Session 2: Finding, Hiring, and Keeping Good People
- Identifying Tasks
- Making Connections
Session 3: Building Employee Commitment and Engagement
- The Four Components
- Making Connections
- Building Commitment
- Defining Clarity
- Defining Roles
- Clarity Exercise
- Competence
- Building Competence
- Influence
- Areas of Influence
- Appreciation
Session 4: Perception
- Why Perception is Important
- Your Perceptions
Session 5: Fast-Track Orientation
- Fast-Track Orientation
Session 6: Designing a Successful Orientation Program
- Using Your Experience
- Orientation versus Onboarding
- Making Connections
- Mistakes to Avoid
- Appraisal Where There Should Be Bonding
- Negative Orientation
- Disregarding the Employee
- Too Much Pressure, Too Late
- Summary
- Making Connections
Session 7: Characteristics of a Successful Orientation Process
- Making Connections
Session 8: The Commitment Curve
- Defining the Curve
- Understanding the Curve
- Stages of the Curve
- Stage One: Uninformed Optimism
- Stage Two: Informed Pessimism
- Stage Three: Hopeful Realism
- Stage Four: Informed Optimism
- What Can Be Done to Bridge the Commitment Gap?
- Applying the Curve
Session 9: Nine Orientation Habits of World-Class Employers
- Habit One: Some Aspects of Orientation Start Right Away
- Habit Two: An Orientation Checklist Helps Get Things Done
- Habit Three: On-the-Job Training Includes Coaching or Mentoring
- Habit Four: Orientation is a Process, Not an Event
- Habit Five: Many Stakeholders are Involved
- Habit Six: Orientation Relates Directly to the Organizations Business Plan
- Habit Seven: Orientation is Not Just HRs Responsibility
- Habit Eight: Focuses on Honesty, Not Quantity or Quality
- Habit Nine: Consistency is Maintained
Session 10: Obtaining Buy-In
- Obtaining Buy-In
Session 11: Employee Training
- Preparing Effective Training
- Hints for Effective Training
- A Final Note
- Addressing Learner Needs and Expectations
- Making Connections
- Learning and Training Styles
- About the Experiential Learning Cycle
- Building and Sustaining Interest
- Repeat Key Points to Aid Retention
- Provide Opportunities for Participation
- Encouraging Participation
- Going the Extra Mile
- Explain the Importance of the Training
- Methodology
- Case Study
Session 12: Adult Learning
- Principles of Adult Learning
- Applying the Principles
Session 13: Working with External Providers
- Working with External Providers
- Making Connections
Session 14: Helping People Make Connections
- Establishing Good Relationships
- Making Connections
- Buddy, Please Help Me Out
Session 15: Creating Employee Manuals
- Introduction
- Body of the Manual
- Appendices and Index
Session 16: A Bridge to Onboarding
Session 17: A Personal Action Plan
- Starting Point
- Where I Want to Go
- How I Will Get There
Course 9 - Motivating Your Sales Team Online Certificate Course
Module One: Getting Started
Module Two: Create a Motivational Environment
- Conduct Frequent Team Check-Ins
- Train Your Team
- Emulate Best Practices
- One Size Does Not Fit All!
Module Three: Communicate to Motivate
- Regular Group Meetings
- Regular One on One Meetings
- Focus on Strengths and Development Areas
- Ask for Feedback
Module Four: Train Your Team
- Focus on Training and Development
- Peer Training
- Mentoring
- Keep the Focus Positive!
Module Five: Emulate Best Practices
- Look to Industry Leaders
- Solicit Team Member Suggestions
- Take a Field Trip!
- Leverage Outside Expertise
Module Six: Provide Tools
- The Right Tools
- Ask Team Members What Tools They Need
- Provide High Quality Tools
- Allow for Training
Module Seven: Find Out What Motivates Employees
- One Size Does Not Fit All!
- Find Out What Motivates Individuals
- Discover What Motivates the Team
- Tailor Rewards to Employees
Module Eight: Tailor Rewards to the Employee
- Motivation is Personal!
- Choose 1-3 Motivators
- Employee’s Personal Goals
- Reward Achievements
Module Nine: Create Team Incentives
- Incentives Foster Teamwork
- Team Goals
- Choose 1-3 Motivators
- Reward Achievements
Module Ten: Implement Incentives
- Regular Incentives
- Mark Milestones
- Encourage Friendly Competition
- Keep the Value Reasonable
Module Eleven: Recognize Achievements
- Recognition Motivates!
- Recognize Achievements Regularly
- Recognize Achievements Publically
- Document Achievements
Module Twelve: Wrapping Up
Course 10 - Performance Management: Managing Employee Performance Online Certificate Course
Session One: Course Overview
Session Two: The Shared Management Model
Session Three: Setting Goals
- Setting Goals with SPIRIT
- Getting Into It
- Session Four: Phase I (Preparation)
- Overview
- Choosing the Right Person for the Job
- Setting Standards
- Effective Training
- Coaching 101
Session Five: Phase II (Activation)
- Overview
- Motivation
Session Six: Phase III, Part A (Ongoing Evaluation)
- Overview
- Characteristics of Effective Feedback
- Individual Exercise
- Accepting Criticism
Session Seven: Phase III, Part B (Formal Evaluation)
- Overview
- Case Study: What Upset John?
- About Performance Reviews
- Recommended Reading List
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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Ultimate Motivation Training: Motivating Your Workforce Online Bundle, 10 Certificate Courses
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About This Course
What you will learn - Learn about motivational theories and how to apply them
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Get BIG Savings with our Ultimate Motivation Training: Motivating Your Workforce Online Bundle, 10 Certificate Courses
- Motivation Training: Motivating Your Workforce
- Employee Motivation
- Employee Recognition
- Conduct Annual Employee Reviews
- Employee Onboarding
- Developing Corporate Behavior
- Appreciating Your Workforce
- Orientation Handbook: Getting Employees Off to a Good Start
- Motivating Your Sales Team
- Performance Management: Managing Employee Performance
1. Motivation Training: Motivating Your Workforce: Learn about motivational theories and how to apply them
Employees who feel valued and recognized for the work they do are more motivated, responsible, and productive.
This Motivation Training: Motivating your Workforce Course will help participants create a more dynamic, engaged, and energized workplace as they learn how to motivate employees. Every employee is motivated by different things, and acknowledging what motivates each person individually is important in strengthening their connection to their employer and workplace — a connection that will pay off in numerous positive ways.
Key Learning Objectives
- Motivation
- Common motivational theories
- How to apply them
- How to create and maintain a motivational climate
2. 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.
Key Learning Objectives
- 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
3. Employee Recognition: Effective Company Recognition Programs Keep Employees Motivated, Safe and Happy!
Employee recognition program is not a luxury, it is a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, team work, reinforcing company values, and more. Company recognition can influence their employees to work hard, and smart. Instead of just saying thank you to an employee who has been with the company for 10 years, take the time to give them some sort of certificate, or thoughtful gift. Employees are more likely to continue employment with a company if they feel they are appreciated.
Let's learn how to create an effective programs/guidelines to provide a well thought recognition for employees better morale and productivity.
Key Learning Objectives
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
4. 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.
Key Learning 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.
5. 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.
Key Learning Objectives
- 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
6. Developing Corporate Behavior: Learn How to Develop a Highly Organized Corporate Behavior
Corporate behavior is an important aspect of any business. The right behavior can cause your company to sky rocket with effective productivity and reputation. Poor behavior can cause a company’s productivity and reputation to plummet. There are many different ways to influence a corporate behavior change, but the first step is to understand what behavior is. How can you change behavior if you don’t know what it is?
In this course we will discuss what behavior is, and what facilitates behavior. By the end of this journey, you should have a good understanding of what corporate behavior is, and how to implement it in your company.
Key Learning Objectives
- Understand what behavior is
- Understand the benefits of corporate behavior
- Know what type of behaviors you want to implement in your company
- Know how to implement corporate behaviors
- Know how to maintain corporate behaviors
7. Appreciating Your Workforce: Happy Employees Are Effective Employees
Employee Recognition: Appreciating Your Workforce is going to give your students the skills and tools to craft a recognition program that will help them keep their most valuable resource, their employees, happy.
In turn, happy employees are effective employees, and that can only mean good things for their businesses.
The sessions in this course include: who are your employees, why recognize your employees, appreciation, laying the groundwork, and the nuts and bolts.
8. Orientation Handbook: Getting Employees Off to a Good Start: Develop Successful Orientation And Training Programs
Performance management begins with an orientation to the organization and the job, and continues on a daily basis as employees are trained and coached. This course will show you how to engage people from the moment they are hired, give them what they need to feel welcome, and let them impress you with what they bring to your company.
In this course, you will learn why orientation is so important. You will learn about the four components of employee commitment as well as the commitment curve. You will also learn how to develop successful orientation and training programs.
Key Learning Objectives
- Understand how important an orientation program is to an organization.
- Identify the role of the human resource department in the orientation program.
- Recognize how the commitment curve affects both new employees and their managers.
- Know what companies can do to deliver their promise to new employees.
- Determine the critical elements of effective employee training.
- Establish the importance of having an employee handbook for new and long-term employees.
9. Motivating Your Sales Team: Keep Your Sales Team Motivated to Pursue Leads and Close Deals Day After Day
Everyone can always use some inspiration and motivation. This course will help you target the unique ways each team member is motivated. Finding the right incentive for each member of your sales team is important as motivation works best when it is developed internally. Harness this through better communication, mentoring, and developing the right incentives.
Motivating Your Sales Team will help you create the right motivating environment that will shape and develop your sales team with right attitude and healthy competition. Instilling that unique seed which grows the motivation in your team will ensure an increase in performance and productivity. Have the best sales team you can have through better motivation.
Key Learning Objectives
- Discuss how to create a motivational environment
- Understand the importance of communication and training in motivating sales teams
- Determine steps your organization can take to motivate sales team members
- Understand the benefits of tailoring motivation to individual employees
- Apply the principles of fostering a motivational environment to your own organization
10. Performance Management: Managing Employee Performance: Learn to motivate work environments
Corporate trainers can offer inspiration and solid tools for individuals responsible for measuring Performance Management: Managing Employee Performance.
Key Learning Objectives
- Manage for optimum performance Motivate work environments
- Understand the role of goal setting
- Use ideal tools to set and achieve goals
- Prepare employees for peak performance
- Activate inner motivation
- Evaluate skills
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The Ultimate Motivation Training: Motivating Your Workforce 10 Course Bundle includes the following courses, below is a summary of each course:
Course 1 - Motivation Training: Motivating Your Workforce Online Certificate Course
Session One: Course Overview
Session Two: What is Motivation?
Session Three: Supervising and Motivation
- Why is Motivation Important?
- Identifying Motivators
Session Four: Motivational Theories
- A Look at Theory
- Pre-Assignment Review
Session Five: Setting Goals
- Setting Goals with SPIRIT
- Goal Setting and Goal Getting!
Session Six: The Role of Values
- Work Values
- What Do We Value In Work?
- Bringing It All Together
Session Seven: Creating a Motivational Climate
- Behavioral (Reinforcement) Theory
- Expectancy Theory
- McClelland’s Needs Theory
Session Eight: Applying Your Skills
- Situational Analysis
- Case Studies
Session Nine: Designing Motivating Jobs
- Designing My Job
- Techniques for Job Design or Redesign
- A Motivational Checklist
- Recommended Reading List
Course 2 - Employee Motivation Online Certificate Course
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
Words from the Wise
- RICK PITINO - The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organisation is motivated by something different.
- ZIG ZIGLAR - People ofter say motivation doesn't last. Well, neither does bathing - that's why we recommend it daily.
- DWIGHT D. EISENHOWER - Motivation is the art of getting people to do what you want them to do because they want to do it.
Course 3 - Employee Recognition Online Certificate Course
Module One: Getting Started
By the end of this course, you will be able to:
- Assess the type of Employee Recognition Program(s) your company needs
- Train leadership to recognize their employees
- Know when and where recognition is needed
- Construct a culture of recognition
- Maintain an effective Employee Recognition Program
Module Two: The Many Types of Incentive
- Safety Incentives
- Years of Service
- Productivity
- Attendance & Wellness Incentives
Module Three: Designing Employee Recognition Programs
- Purpose
- Employee Involvement
- Budget
- Keep it Simple
Module Four: How To Get The Buzz Out
- Be Creative With Designs
- Paper the Walls
- Use Social Media
- Go Mobile!
Module Five: It Starts From The Top!
- Identifying Desirable Behaviors
- Understanding the Goals of the Company
- Setting Guidelines
- Providing Recognition Templates
Module Six: Creating a Culture of Recognition
- Keep Your Staff "In the Know"
- Empower Employees with Peer to Peer Recognition
- Team Building: Encourage Camaraderie
- Motivate by Promoting Fun
Module Seven: The Best Things In Life Are Free!
- Put a Spotlight on Employees in Staff Meetings
- Write it Down
- Display Your Appreciation
- Make Work More Comfortable
Module Eight: A Small Gesture Goes A Long Way
- Have a Party!
- Make a Game of It
- Reward with Small Gift
- Give Them a Break
Module Nine: Pulling Out The Red Carpets
- Have an Awards Ceremony
- Win Large Items
- Vacation
- Career Advancement
Module Ten: The Don’ts of Employee Recognition
- Don’t Forget About The Art Of The High Five!
- Don’t Let It Become Boring
- Popularity Contest or Recognition Program?
- Make Sure the Prize is Motivational
Module Eleven: Maintaining Employee Recognition Programs
- Change the Membership
- Include In New Employee Orientation
- Keep Marketing!
- Annual Awards Ceremonies
Module Twelve: Wrapping Up
Course 4 - Conduct Annual Employee Reviews Online Certificate Course
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
- Words from the Wise
Course 5 - Employee Onboarding Online Certificate Course
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
Words from the Wise
- BRUCE BARTON - The five steps in teaching an employee new skills are preparation, explanantion, showing observation and supervision.
- CHARLES READE - Sow a thought, and you reap an act. Sow an act, and you reap a habit. Sow a habit and you reap a character. Sow a character and you reap a destiny.
- HENRY FORD - The man who thinks he can and the man who thinks he can't are both right.
Course 6 - Developing Corporate Behavior Online Certificate Course
Module One: Getting Started
By the end of this course, you will be able to:
- Understand what behavior is
- Understand the benefits of corporate behavior
- Know what type of behaviors you want to implement in your company
- Know how to implement corporate behaviors
- Know how to maintain corporate behaviors
Module Two: The Science of
- What is Behavior?
- Psychology
- Sociology
- Anthropology
Module Three: Benefits for Corporate Behavior
- Employee Safety
- Conservation of Materials
- Engagement
- Improved Employee Performance
Module Four: Most Common Categories of Corporate Behavior
- Managerial Structure
- Values and Ethics
- Employee Accountability
- Workplace Incidents
Module Five: Managerial Structure
- Clearly Defined Management
- Qualified Management Team
- Obvious Advancement Path
- Apparent Grievance Procedures
Module Six: Company Values and Ethics
- Environmental
- Charity and Community Outreach
- Integrity
- Diversity
Module Seven: Employee Accountability
- Attitude
- Attendance
- Honesty
- Substance Abuse & Workplace Violence
Module Eight: Workplace Incidents
- Safety
- Prejudice & Discrimination
- Vandalism & Theft
- Harassment or Bullying
Module Nine: Designing and Implementing
- Group Planning
- Define Preferred Organizational Behaviors
- Hiring
- Training Employees
Module Ten: Corporate Team Behavior
- Team Building
- Better Communication
- Conflict Resolution
- to the Company and the Department
Module Eleven: Auditing Corporate Behavior
- Affirm Ethical Behavior
- Investigate and Review Reported Incidents
- Determine Progress
- Get Employee Feedback & Revise
Module Twelve: Wrapping Up
Course 7 - Appreciating Your Workforce Online Certificate Course
Session One: Course Overview
Session Two: Employees
- Who are your employees?
- Strategies for Virtual and Remote Team Success
Session Three: Why do it?
- Why recognize your employees?
Session Four: Appreciation
- Where does recognition overlap just doing your job?
- To Motivate or Instigate
- What can a supervisor do to motivate others?
- A Motivational Checklist
Session Five: Laying the Groundwork
- Setting the stage
Session Six: The Nuts and Bolts
- The Framework
- How to implement a recognition program
- Follow up
- Recommended Reading List
- Post-Course Assessment
- Pre- and Post-Assessment Answer Keys
- Personal Action Plan
Course 8 - Orientation Handbook: Getting Employees Off to a Good Start Online Certificate Course
Session 1: Course Overview
- Learning Objectives
- Pre-Assignment
Session 2: Finding, Hiring, and Keeping Good People
- Identifying Tasks
- Making Connections
Session 3: Building Employee Commitment and Engagement
- The Four Components
- Making Connections
- Building Commitment
- Defining Clarity
- Defining Roles
- Clarity Exercise
- Competence
- Building Competence
- Influence
- Areas of Influence
- Appreciation
Session 4: Perception
- Why Perception is Important
- Your Perceptions
Session 5: Fast-Track Orientation
- Fast-Track Orientation
Session 6: Designing a Successful Orientation Program
- Using Your Experience
- Orientation versus Onboarding
- Making Connections
- Mistakes to Avoid
- Appraisal Where There Should Be Bonding
- Negative Orientation
- Disregarding the Employee
- Too Much Pressure, Too Late
- Summary
- Making Connections
Session 7: Characteristics of a Successful Orientation Process
- Making Connections
Session 8: The Commitment Curve
- Defining the Curve
- Understanding the Curve
- Stages of the Curve
- Stage One: Uninformed Optimism
- Stage Two: Informed Pessimism
- Stage Three: Hopeful Realism
- Stage Four: Informed Optimism
- What Can Be Done to Bridge the Commitment Gap?
- Applying the Curve
Session 9: Nine Orientation Habits of World-Class Employers
- Habit One: Some Aspects of Orientation Start Right Away
- Habit Two: An Orientation Checklist Helps Get Things Done
- Habit Three: On-the-Job Training Includes Coaching or Mentoring
- Habit Four: Orientation is a Process, Not an Event
- Habit Five: Many Stakeholders are Involved
- Habit Six: Orientation Relates Directly to the Organizations Business Plan
- Habit Seven: Orientation is Not Just HRs Responsibility
- Habit Eight: Focuses on Honesty, Not Quantity or Quality
- Habit Nine: Consistency is Maintained
Session 10: Obtaining Buy-In
- Obtaining Buy-In
Session 11: Employee Training
- Preparing Effective Training
- Hints for Effective Training
- A Final Note
- Addressing Learner Needs and Expectations
- Making Connections
- Learning and Training Styles
- About the Experiential Learning Cycle
- Building and Sustaining Interest
- Repeat Key Points to Aid Retention
- Provide Opportunities for Participation
- Encouraging Participation
- Going the Extra Mile
- Explain the Importance of the Training
- Methodology
- Case Study
Session 12: Adult Learning
- Principles of Adult Learning
- Applying the Principles
Session 13: Working with External Providers
- Working with External Providers
- Making Connections
Session 14: Helping People Make Connections
- Establishing Good Relationships
- Making Connections
- Buddy, Please Help Me Out
Session 15: Creating Employee Manuals
- Introduction
- Body of the Manual
- Appendices and Index
Session 16: A Bridge to Onboarding
Session 17: A Personal Action Plan
- Starting Point
- Where I Want to Go
- How I Will Get There
Course 9 - Motivating Your Sales Team Online Certificate Course
Module One: Getting Started
Module Two: Create a Motivational Environment
- Conduct Frequent Team Check-Ins
- Train Your Team
- Emulate Best Practices
- One Size Does Not Fit All!
Module Three: Communicate to Motivate
- Regular Group Meetings
- Regular One on One Meetings
- Focus on Strengths and Development Areas
- Ask for Feedback
Module Four: Train Your Team
- Focus on Training and Development
- Peer Training
- Mentoring
- Keep the Focus Positive!
Module Five: Emulate Best Practices
- Look to Industry Leaders
- Solicit Team Member Suggestions
- Take a Field Trip!
- Leverage Outside Expertise
Module Six: Provide Tools
- The Right Tools
- Ask Team Members What Tools They Need
- Provide High Quality Tools
- Allow for Training
Module Seven: Find Out What Motivates Employees
- One Size Does Not Fit All!
- Find Out What Motivates Individuals
- Discover What Motivates the Team
- Tailor Rewards to Employees
Module Eight: Tailor Rewards to the Employee
- Motivation is Personal!
- Choose 1-3 Motivators
- Employee’s Personal Goals
- Reward Achievements
Module Nine: Create Team Incentives
- Incentives Foster Teamwork
- Team Goals
- Choose 1-3 Motivators
- Reward Achievements
Module Ten: Implement Incentives
- Regular Incentives
- Mark Milestones
- Encourage Friendly Competition
- Keep the Value Reasonable
Module Eleven: Recognize Achievements
- Recognition Motivates!
- Recognize Achievements Regularly
- Recognize Achievements Publically
- Document Achievements
Module Twelve: Wrapping Up
Course 10 - Performance Management: Managing Employee Performance Online Certificate Course
Session One: Course Overview
Session Two: The Shared Management Model
Session Three: Setting Goals
- Setting Goals with SPIRIT
- Getting Into It
- Session Four: Phase I (Preparation)
- Overview
- Choosing the Right Person for the Job
- Setting Standards
- Effective Training
- Coaching 101
Session Five: Phase II (Activation)
- Overview
- Motivation
Session Six: Phase III, Part A (Ongoing Evaluation)
- Overview
- Characteristics of Effective Feedback
- Individual Exercise
- Accepting Criticism
Session Seven: Phase III, Part B (Formal Evaluation)
- Overview
- Case Study: What Upset John?
- About Performance Reviews
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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.
Free Personal Success Training Course
The Personal Success Training Program Helps You Stay Focused To Achieve Your Goals!
Today, we are providing it for Free with all Course Purchases, as a special offer!
Benefits:
• How to layout a Success Plan.
• Get where you want to be in life.
• How to unclutter your mind to succeed.
• Achieve your dreams using your imagination.
• How to have faith in yourself.
Features:
• Life time access
• Complement your individual course purchase.
• Click here Personal Success Training Program to see thousands of positive reviews,
Hurry - offer - ends today!
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.
