The Complete Human Resource Training Online Bundle, 14 Certificate Courses

Learn Vital Skills To Hire & Manage New Employees

The Complete Human Resource Training Online Bundle, 14 Certificate Courses

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Learn Important Skills To Hire and Manage New Employees

Human resource management is an essential function of both private and public sector organizations.

Activities relating to employees normally include recruiting and hiring new employees, orientation, and training of current employees, employee benefits, and retention.

This comprehensive online bundle includes 14 courses covering topics like  Onboarding: The Essential Rules for a Successful Onboarding Program, Mastering The Interview, Hiring for Success: Behavioral Interviewing Techniques, Human Resources Training: HR for the Non-HR Manager, Measuring Training Results, Orientation Handbook: Getting Employees Off to a Good Start, Creating a Top-Notch Talent Management Program, Diversity Training: Celebrating Diversity in the Workplace, Workplace Harassment: What It Is and What to Do About It, Workplace Violence: How to Manage Anger and Violence in the Workplace and more.

If you're looking to succeed in an HR role then the Human Resources Course Bundle the perfect way to get started. The Hiring for Success: Behavioral Interviewing Techniques, Onboarding: The Essential Rules for a Successful Onboarding Program, and Orientation Handbook: Getting Employees Off to a Good Start courses will help you sort the best candidates out of the pack, making you the key gateway for exceptional talent into your business. Human Resources Training: HR for the Non-HR Manager, Generation Gap: Closing the Gap in the Workplace, and The Practical Trainer will equip you with the skills to meet your day to day challenges head on, resolve the situations that arise when employees of different ages work together and help managers and employees perform when they are training new employees in your workplace.

Diversity Training: Celebrating Diversity in the Workplace, Workplace Harassment: What It Is and What to Do About It and Workplace Violence: How to Manage Anger and Violence in the Workplace are also included in this package and will prepare you to meet the more difficult challenges that you will face working in HR, by understanding these advanced concepts you will be able to succeed in a Human Resources department of any size and stand out in interviews with your advanced understanding that can take other employees years to pick up on through experience alone.

For a comprehensive list of all courses available simply click the units of study tab.

This is an incredible opportunity to invest in yourself and your future, take your Hiring & Managing skills to a new level with Courses For Success today!

Course Fast Facts:

  1. All courses are easy to follow and understand
  2. Only 6 to 8 hours of study is required per course
  3. Unlimited lifetime access to course materials
  4. Study as many courses as you want
  5. Delivered 100% on-line and accessible 24/7 from any computer or smartphone
  6. You can study from home or at work, at your own pace, in your own time
  7. Certificates 

Course Delivery

Courses are accessed online via our learning management system by any device including PC, MAC, tablet or Smart Phone.

Recognition & Accreditation

These courses are internationally recognized and accredited by the International Association of Online Training Standards (IAOTS). The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.

Other Bundle Packages Courses

If you’re hoping to get more bang for your buck, check out the rest of the course bundle packages from the Courses For Success range!

Receive Lifetime Access to Course Materials, so you can review at any time.

The Human Resources Course Bundle consists of 14 courses, below is a summary of each course:

Course 1 - Certificate In Human Resources Training: HR for the Non-HR Manager Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment
  • Making Connections

 Session 2: Defining Human Resources

  • The Basics of HR Management
  • Making Connections
  • Case Study, Part One
  • Case Study, Part Two
  • Questions

 Session 3: Performing a Skills Inventory

  • The Role of Emotional Intelligence
  • Skills Inventory Checklist
  • Sample Skills Inventory Form

 Session 4: Forecasting Techniques

  • Defining Forecasting
  • Extrapolation, Part One
  • Extrapolation, Part Two
  • Extrapolation, Part Three
  • Indexation
  • Making Connections

 Session 5: Job Analysis

  • Understanding Job Analysis
  • When Should Job Analysis Be Performed?
  • Who Should Be Consulted in Job Analysis?
  • The Purpose of Job Analysis
  • Job Analysis Methods
  • Performing an Analysis
  • Performing an Analysis
  • Job Analysis Formats
  • Factor Evaluation System

 Session 6: Identifying Job Competencies

  • Introduction
  • Technical Skills
  • Performance Skills
  • Competence Factors
  • Defining Competencies

 Session 7: Position Profiles and Job Descriptions

  • Preparing a Profile
  • Job Descriptions
  • Breaking Down the Job Description
  • Job Specifications
  • Things to Consider
  • My Position Profile, Part One
  • My Position Profile, Part Two

 Session 8: Do You Really Need to Hire?

  • Evaluate All Options
  • The Cost of Hiring
  • The Real Cost of Employee Turnover

 Session 9: Finding Candidates

  • Methods and Considerations, Part One
  • Methods and Considerations, Part Two
  • Methods and Considerations, Part Three
  • Conclusion

 Session 10: Advertising Guidelines

  • What to Include
  • Ten Tests for Creating an Effective Job Posting

 Session 11: Screening Resumes

  • Using a Resume Screening Guide
  • Resume Screening Guide
  • Using the Screening Guide
  • Developing a Resume Screening Guide

 Session 12: Preparing for the Interview

  • The Importance of Preparation
  • Before the Interview
  • The Interview Format

 Session 13: Conducting the Interview

  • History of the Interviewing Process
  • A New Kind of Interview
  • An Objective Interview
  • The Right Stuff
  • The Human Factor
  • Types of Techniques, Part One
  • Types of Techniques, Part Two
  • Basics of Behavioral Interviewing
  • Successful Behavioral Interviewing
  • Purpose of Behavioral Interviewing
  • Sample Questions
  • Supporting Tools
  • Asking Questions
  • Probing Techniques
  • Provocative Statements
  • Sample Behavioral Description Interview Questions
  • Attitude and Belief Questions
  • Self-Motivation Questions
  • Stability and Persistence Questions
  • Maturity and Judgment Questions
  • Developing Behavioral Description Interview Questions
  • The Critical Incident Technique, Part One
  • The Critical Incident Technique, Part Two
  • Sample Critical Incident Questions
  • Creating a Critical Incident

 Session 14: After the Interview

  • Post-Interview Checklist
  • Rating Techniques

 Session 15: Employee Orientation and Onboarding

  • Why Have Orientation?
  • Orientation
  • Onboarding
  • How Did Your Orientation Rate?
  • Making Connections
  • Problems to Avoid
  • Planning the Orientation Program

 Session 16: Follow the Leader

  • Follow the Leader

 Session 17: Planning Training

  • The Training Cycle
  • Advantages of a Training Needs Assessment (TNA)
  • Training Needs Assessment (TNA) Process
  • Getting Your Plan Approved
  • Internal vs. External Training

 Session 18: Working with External Providers

  • Criteria and Considerations
  • Making the Most of External Providers

 Session 19: Performance Reviews

  • Performance Review Problems
  • A Performance Management Checklist
  • Objectives and Results Checklist
  • Support Plan Checklist
  • Meeting with Your Employees Checklist
  • Ongoing Support and Feedback Checklist
  • Performance Interview Checklist
  • Performance Review Checklist
  • Case Study: Who Will Be the Best?
  • Discussion Questions
  • Dissecting a Performance Review
  • Rating the Raters
  • Evaluating Behaviors, Part One
  • Evaluating Behaviors, Part Two
  • Identifying Behaviors

 Session 20: Attendance Management

  • The Cost of Absenteeism
  • What Are Culpable Absences?
  • Getting to the Root Cause
  • The Case of Gretchen Washington
  • Discussion Questions
  • Dealing with Attendance Management
  • An Employer’s Rights
  • Tips and Tricks

 Session 21: Managing a Diverse Workforce

  • Dealing with Diversity
  • Understanding Our Reactions
  • Categories and Stereotypes
  • Trends in Diversity
  • Making Connections
  • Making Connections
  • Your Experience with Pigeon Holes
  • Your Experience with Pigeon Holes

 Session 22: Privacy Issues

  • Ten Key Principles

 Session 23: Compensation and Benefits

  • The Role of Compensation and Benefits
  • Pre-Assignment Review, Part One
  • Pre-Assignment Review, Part Two
  • Discussion Questions
  • Case Study: It’s Not You, It’s Me

 Session 24: Managing Disciplinary Issues

  • Defining Discipline
  • The Four Step Disciplinary System
  • Summary
  • A Discipline Checklist for a Supervisor

 Session 25: Terminating Employees

  • Letting Staff Go
  • The Psychology Surrounding Termination
  • The Termination Meeting
  • Case Study: How to Fire an Employee?

 Session 26: Exit Interviews

  • Designing the Exit Interview
  • Sample Exit Questionnaire

 Session 27: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 2 - Certificate In Business Succession Planning: Developing and Maintaining a Succession Plan Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: A Need for Succession Planning

  • Defining Succession Planning
  • The Definitions

 Session 3: Defining a Succession Plan

  • Strong Leaders and a Strong Organization
  • What’s Important?
  • Making Connections
  • Components of the Plan
  • SUCCESS Model
  • Breaking Down the Model
  • Setting the Scope
  • Case Study One
  • Case Study One
  • Case Study Two

 Session 4: Pre-Assignment Review

  • Task
  •  Session 5: Identifying Resources and Analyzing Risks
  • Understanding the Marketplace
  • What About Loyalty?
  • Finding the Talent
  • Coping with Change
  • Developing External Successors
  • Risk Assessment
  • Sample Risk Analysis
  • Summary

 Session 6: Defining Roles, Responsibilities, and Functions

  • Key Factors
  • The Role of Individualized Engagement Plans
  • Who Gets a Plan?
  • Succession Plan Profile
  • Succession Plan Profile
  • Succession Plan Profile
  • Working the Plan
  • Assignment #1: Complete a Risk Assessment
  • Assignment #2: Complete a First Draft of an IEP
  • Assignment #3: Create a Biography of Up to 250 Words

 Session 7: Gathering Information

  • Moving Through the Layers
  • Revisiting the Organizational Chart
  • Making Connections
  • Making Connections

 Session 8: Forecasting Needs

  • Key Ingredients of a Successful Plan
  • Coaching and Mentoring
  • Making Connections
  • Develop Reliable Data Gathering

 Session 9: Putting the Plan Together

  • Using Appreciative Inquiry (AI)
  • A Permanent Vacation
  • Tough Choices
  • How to Choose the Leader
  • Sample Assessment
  • Making Connections
  • Making Connections

 Session 10: Putting the Plan into Action

  • Phased Implementation
  • Changes to Consider
  • Making Connections
  • Making Connections
  • Succession Plan Organizational Chart
  • Technology
  • Making Connections

 Session 11: Evaluating and Reviewing the Plan

  • Evaluation Challenges
  • Evaluation Process
  • Breaking Down the Steps
  • Breaking Down the Steps
  • Sample Evaluation
  • Succession Program Evaluation Checklist
  • Succession Program Evaluation Checklist
  • Action Steps That Result From This Assessment
  • Checking out the Checklist
  • Checking out the Checklist

 Session 12: Your Action Plan

  • Plan and Then Do
  • Next Steps
  • Making Connections

 Session 13: Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 3 - Certificate In Developing a Lunch and Learn Program Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment
  • Pre-Course Assessment

 Session 2: So, What is a Lunch and Learn?

  • Introduction
  • Why Have a Lunch and Learn Program?

 Session 3: The Underpinnings of Lunch and Learn Programs

  • The Underpinnings of Lunch and Learn Programs
  • Aims
  • Expectations
  • How to Start a Lunch and Learn Program
  • Creating a Successful Lunch and Learn Promotion
  • Making Connections
  • Topics for a Lunch and Learn Session, Part One
  • Topics for a Lunch and Learn Session, Part Two

 Session 4: Ongoing Administration of a Lunch and Learn Program

  • Administrator Responsibilities

 Session 5: Developing a Lunch and Learn Presentation

  • Critical Elements for Success
  • Overcoming Nervousness, Part One
  • Overcoming Nervousness, Part Two
  • Building Your Presentation: Introduction
  • Building Your Presentation: Body
  • Building Your Presentation: Conclusion

 Session 6: Presentations

  • Evaluation Form
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 4 - Certificate In Onboarding: The Essential Rules for a Successful Onboarding Program Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Defining Onboarding

  • What is Onboarding?
  • Areas of Onboarding
  • Benefits for Your Business
  • Costs to Consider
  • A Recipe for Disaster

 Session 3: Creating the Onboarding Steering Team

  • Designing Your Team

 Session 4: Gathering Supporting Information

  • Finding the Processes and People
  • Identifying Stakeholders
  • Personal Identification
  • Putting It All Together
  • Vision Summary Sample
  • Activity
  • Activity

 Session 5: Setting Goals

  • The SPIRIT Model

 Session 6: Developing the Framework

  • A General Framework
  • Types of Activities
  • What is Pre-Work?
  • Pre-Work for the Manager
  • Pre-Work for the Employee
  • Transitioning from Pre-Work to Onboarding Activities
  • Creating an Onboarding Plan Template
  • Day One
  • Week One
  • Checking In
  • Completing an Informal Review
  • Month One
  • Example One
  • Example Two
  • Setting up the Review Meeting
  • Semi-Annual and Annual Reviews

 Session 7: Creating an Onboarding Plan

  • Background
  • Onboarding Plan Template

 Session 8: Customizing the Framework

  • Background
  • Individual Onboarding Plan
  • Activity

 Session 9: Measuring Results

  • Measuring Metrics

 Session 10: Branding the Program

  • Making the Onboarding Program All Your Own
  • Branding River Adventures
  • Activity

 Session 11: Onboarding Executives

  • Things to Consider

 Session 12: Understanding Employee Engagement

  • Present or Engaged?
  • Facts and Figures
  • The 10 C’s of Employee Engagement

 Session 13: Ten Ways to Make Your Program Unique

  • Ten Ways to Make Your Program Unique

 Session 14: Fun and Games

  • Let’s Get Creative!
  • Our Favorite Onboarding Games

 Session 15: Case Study Analysis

  • Making Connections

 Session 16: Personal Action Plan

  • Personal Action Plan
  • Achieving My Goals

Course 5 - Certificate In Mastering The Interview Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment Instructions
  • Categories
  • Sample Format: Basic Information
  • Sample Format: Education
  • Sample Format: Additional Education/Professional Development
  • Work History (Part One)
  • Work History Part 2
  • Work History Part 3

 Session 2: Understanding the Interview

  • Planning for the Interview
  • Considering the Questions
  • Information Checklist, Part One
  • Information Checklist, Part Two
  • Tying It Together
  • What We Want to Know
  • The Informational Interview
  • Guidelines, Part One
  • Guidelines, Part Two
  • Guidelines, Part Three
  • Sample Thank You Note

 Session 3: Types of Questions

  • Ready for Questions
  • Sample Behavioral Interviewing Questions
  • GOS Method
  • Knowledge Questions
  • Other Options
  • Preparing Interview Questions

 Session 4: Getting Ready

  • Question Tips
  • The "Weakest" Question
  • Making Connections
  • Wrapping Up
  • General Tips
  • General Tips
  • General Tips
  • General Tips

 Session 5: Live and In Person

  • Making Connections

 Session 6: Unwinding for the Interview

  • Warms Ups and Tips for Interview Preparation
  • One, Two, Three, Go!

 Session 7: Common Problems and Solutions

  • Best Intentions
  • Preparing Your Answers
  • Preparing Your Answers, Part Two
  • Preparing Your Answers, Part Three
  • Ability-Based Questions
  • Avoiding Awkwardness
  • Choosing What To Share
  • Making Connections

 Session 8: Phase Two

  • What to Expect After the Interview
  • Second Interview
  • A Few Guidelines for Eating While Interviewing, Part One
  • A Few Guidelines for Eating While Interviewing, Part Two
  • Guidelines on Alcohol
  • Pre-Employment Testing
  • Being Told "No, Thanks"
  • Following Up

 Session 9: Practice Makes Perfect

  • Making Connections

 Session 10: Sealing the Deal

  • Job Offers
  • Job Offer Checklist
  • Always Get a Letter!
  • Resignations

 Session 11: Getting What You're Worth

  • Negotiating Tips and Tricks
  • Pieces of the Pie
  • Keeping Perspective
  • Taking Care of Yourself

 Session 12: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 6 - Certificate In Generation Gap: Closing the Gap in the Workplace Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment: Question One
  • Pre-Assignment: Question Two

 Session 2: History in Brief

  • How It Came To Be
  • Naming the Generations
  • Additional Considerations

 Session 3: Finding Common Ground

  • Common Ground
  • The Role of Generations in Teams
  • What’s the Underlying Issue?
  • Case Study: What It Means to be a Gen Y Leader, Part One
  • Case Study: What It Means to be a Gen Y Leader, Part Two
  • Case Study Questions

 Session 4: Silents, Boomers, X’ers, Y’s, Millennials, and Gen Z

  • Speaking Across Generations, Part One
  • Speaking Across Generations, Part Two
  • Exploring the Generations’ Times

 Session 5: Recruiting that Bridges the Gap

  • Recruiting is an Adventure!
  • Benefitting the Masses, Part One
  • Benefitting the Masses, Part Two

 Session 6: Pre-Assignment Review

  • Pre-Assignment: Question One
  • Pre-Assignment: Question Two
  • Generalizations

 Session 7: Creative Solutions

  • Knowing What You Want
  • Personality Assessments and Generations
  • Having It All
  • Making Connections

 Session 8: The Value of Planning

  • Succession Planning in a Nutshell
  • Making Connections
  • Coaching and Mentoring, Part One
  • Coaching and Mentoring, Part Two
  • Making Connections

 Session 9: Developing Targeted Retention Strategies

  • Retention Considerations
  • Making Connections
  • Pulling Things Together, Part One
  • Pulling Things Together, Part Two

 Session 10: What We Really Want

  • Filling in the Gaps
  • What’s the Plan?
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 7 - Certificate In Hiring for Success: Behavioral Interviewing Techniques Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: History of the Interviewing Process

  • History of the Interviewing Process
  • Stress Interviews
  • Advocating Structured Interviews
  • Behavioral Interviews

 Session 3: The Recruitment & Selection Process

  • The Six-Stage Process
  • Making Connections

 Session 4: Factors in the Hiring Process

  • The Three Factors
  • Principles for Exploring Past Actions
  • Three Areas to Explore

 Session 5: Cost Analysis

  • Cost Analysis
  • Costs to Consider
  • Calculating the Cost

 Session 6: Job Analysis and Position Profiles

  • Understanding the Job
  • Job Analysis
  • Job Analysis Worksheet
  • Job Analysis Worksheet
  • Position Profiles
  • Categories in a Job Description
  • Sample Description

 Session 7: Determining the Skills You Need

  • Technical Skills
  • Performance Skills

 Session 8: Finding Candidates

  • Introduction
  • File Searches
  • Internal Searches
  • Placement Services
  • Referral Programs
  • Third Party Recruiters
  • Headhunters
  • Internet
  • Advertise
  • Thinking Out of the Box

 Session 9: Advertising Guidelines

  • Five Key Points
  • Other Tips
  • Ten Tests for Advertising
  •  Session 10: Screening Resumes
  • The Screening Process
  • Resume Rating Guide
  • Explanation of the Rating Guide
  • Explanation of the Rating Guide
  • Using the Screening Guide
  • Developing a Guide

 Session 11: Performance Assessments

  • The Value of Performance Assessments
  • Technical Exercises
  • Advantages of Technical Exercises
  • About Performance-Based Exercises
  • Identifying Performance-Based Exercises
  • Creating Performance-Based Exercises
  • Completing the Assessment

 Session 12: Problems Recruiters Face

  • Problems Recruiters Face
  • Problems Recruiters Face

 Session 13: Interviewing Barriers

  • Introduction

 Session 14: Non-Verbal Communication

  • Non-Verbal Communication
  • Making Connections

 Session 15: Types of Questions

  • Types of Questions
  • Open Questions
  • Some Useful Questions
  • Probing Techniques
  • Probing Techniques
  • Probing Techniques
  • Probing Techniques

 Session 16: Case Study

  • Background
  • Position Description
  • Sample Resume
  • Interview Transcript
  • Discussion Questions

 Session 17: Traditional vs. Behavioral Interviews

  • Traditional vs. Behavioral Interviews
  • The Behavioral Interviewing Model
  • Tips and Tricks
  • Purpose of Behavioral Interviewing
  • Other Advantages of Behavioral Interviewing
  • Sample Behavioral Interviewing Questions
  • Sample Questions

 Session 18: Other Types of Questions

  • Introduction
  • Achievement-Oriented Questions
  • Holistic Questions
  • Making Connections

 Session 19: The Critical Incident Technique

  • The Critical Incident Technique
  • Theories Behind the Critical Incident Technique
  • Sample Critical Incident Questions

 Session 20: Listening for Answers

  • Listen Well
  • Responding to Feelings
  • Reading Cues
  • Demonstration Cues
  • Demonstration Cues
  • Committing to Change

 Session 21: Difficult Applicants

  • Sample BDI Questions
  • Difficult Applicants: Silent Sam
  • Betty Bluff
  • Slippery Sue
  • Talkative Tom

 Session 22: Interview Preparation and Format

  • Interview Preparation
  • Before the Interview
  • Setting the Agenda
  • During the Interview
  • Length of Interview and Panel Size
  • Closing the Interview

 Session 23: Other Interview Techniques

  • Using Superlatives
  • Moving Through the Questions
  • Staying Positive
  • Good Note-Taking
  • Interruptions
  • Signposts

 Session 24: Scoring Responses

  • Performance-Based Rating Scales

 Session 25: Checking References

  • Checking References
  • Checking References
  • Reporting the Results
  • The Changing Nature of References

 Session 26: Human Rights

  • Human Rights

 Session 27: Skill Application

  • Making Connections
  • Making Connections

 Session 28: Pre-Assignment Review

  • Pre-Assignment Review

 Session 29: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 8 - Certificate In Measuring Training Results Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment, Part One
  • Pre-Assignment, Part Two

 Session 2: Setting the Framework

  • Identifying What You Will Measure
  • Step One: Isolating
  • Step Two: Consulting
  • Step Three: Evaluating
  • Take Note
  • Determining How You Are Going to Measure It
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part One
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part Two
  • Making Connections, Part One
  • Making Connections, Part Two

 Session 3: Pre-Assignment Review

  • Making Connections

 Session 4: Kirkpatrick’s Evaluation Model

  • Methods of Evaluation
  • The Four Levels
  • Exploring the Levels
  • Using Rubrics to Evaluate Results
  • Other Methods of Evaluation
  • Points to Remember
  • Creative Evaluation Strategies
  • Evaluation Tips
  • Evaluating the Evaluation
  • Sample Feedback Form
  • Getting Results by Testing the Program
  • Making Connections

 Session 5: The Return on Investment

  • Clarifying Expectations
  • Case Study
  • Indicators of Value
  • What Training Does
  • Getting the Evaluation Right
  • Making Connections
  • Cost-Benefit Analysis, Part One
  • Cost-Benefit Analysis, Part Two
  • The Elements of the CBA
  • Making Connections
  • Cost-Benefit Analysis Worksheet, Part One
  • Cost-Benefit Analysis Worksheet, Part Two
  • Cost-Benefit Analysis Worksheet, Part Three
  • Cost-Benefit Analysis Worksheet, Part Four
  • Calculating the Return on Investment

 Session 6: Presenting Training Results

  • Getting Ready
  • Preparing for the Meeting
  • Getting It Right
  • Ground Control
  • Practice Never Hurts
  • Making Connections
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 9 - Certificate In Orientation Handbook: Getting Employees Off to a Good Start Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Finding, Hiring, and Keeping Good People

  • Identifying Tasks
  • Making Connections
  • Making Connections
  • 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
  • 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
  • Making Connections
  • Making Connections
  • Making Connections
  • 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 Organization’s Business Plan
  • Habit Seven: Orientation is Not Just HR’s Responsibility
  • Habit Eight: Focuses on Honesty, Not Quantity or Quality
  • Habit Nine: Consistency is Maintained

 Session 10: Obtaining Buy-In

  • 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
  • Principles of 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
  • 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 10 - Certificate In Creating a Top-Notch Talent Management Program Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Understanding Talent Management

  • What is Talent Management?
  • A Focused Effort to Manage Talent

 Session 3: Understanding Performance Management

  • The Differences Between Performance and Talent Management
  • The Rake
  • Shared Management Model Overview
  • About the Shared Management Model

 Session 4: Understanding Succession Planning

  • Replacing vs. Succeeding
  • Understanding Succession Planning Terms
  • Identifying Critical People
  • Case Study One
  • Case Study Two
  • Considering the Workplace
  • Identifying Resources
  • Understanding Employee Attitudes
  • Developing External Successors
  • Risk Assessment
  • Sample Risk Analysis Form
  • Summary

 Session 5: Creating a Talent Management Plan

  • Overview
  • Getting Prepared
  • Homework Assignment
  • The Vision Setting Meeting

 Session 6: About Competency Based Programs

  • Understanding Competencies
  • Competency Clusters
  • What is a Competency Model?
  • Model Overview
  • The Role of Competency Models in Talent Management

 Session 7: Identifying Talent

  • Key Talent Groups
  • High Performers
  • High Potentials
  • Successors
  • Aren't Successors and High Potentials the Same Thing?
  • Key Experts
  • Missing Pieces
  • Case Study: Smith Plumbing Inc.
  • Organizational Chart
  • Joe Smith
  • Jane Smith
  • Andrea Jones
  • Jim Smith
  • Melissa Smith
  • Terry Andrews
  • Questions
  • Fast-Track Programs

 Session 8: Bring on Bench Strength

  • Getting the Right Person for the Job
  • What Can You Do to Make Sure You Have the Best People Working for You?
  • Position Description Essentials
  • Why Are Position Descriptions Important?
  • Three Pillars
  • Orientation
  • Making Connections
  • Retention and Development

 Session 9: Conducting Talent Assessments to Create a Talent Profile

  • A Three-Phase Process
  • Past Performance Review
  • Evaluation of Future Potential
  • Career Discussion
  • Recording Information
  • A Sample Form
  • Compiling the Results
  • Understanding the Grid

 Session 10: Keeping People Interested

  • Key Attributes
  • Maslow's Classic Hierarchy of Motivational Needs
  • Herzberg's Motivational versus Maintenance Factors
  • Why Do You Think There Are So Many Theories on Motivation?
  • Case Study: Jim’s Job
  • Questions
  • Keeping Superstars from Falling
  • Techniques for Success

 Session 11: Talent Review Meetings

  • Structuring the Talent Review Meeting
  • Who should attend?
  • Why Is It Important?
  • What Should Be Covered?
  • A Manager’s Role
  • Case Study
  • Following Up

 Session 12: Show Me the Money!

  • Building Incentives into the Plan
  • Thinking Outside Dollars and Cents
  • About Competency-Based Pay and Pay-For-Performance

 Session 13: Communicating with High Potentials

  • Building Your Communication Strategy
  • Advantages of Communicating Status
  • Disadvantages of Communicating Status

 Session 14: Development Strategies

  • Goals with SPIRIT
  • Writing Tips
  • 360 Degree Feedback
  • 360 Degree Feedback
  • Coaching and Mentoring
  • Coaching and Mentoring
  • Creative Development Ideas

 Session 15: Reality Check!

  • Making Connections
  • Tasks

 Session 16: Fostering Engagement

  • Defining Engagement
  • Engagement Results
  • The Ten C's

 Session 17: Evaluating the Plan

  • Why is Evaluation Necessary?
  • Evaluation Tools
  • Sample Evaluation
  • Talent Management Program Evaluation Checklist
  • Action Steps That Result From This Assessment

 Session 18: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 11 - Certificate In The Practical Trainer Online Course

Session 1: Course Overview

  • Learning Objectives
  • Self-Development: A Checklist for Trainer-Trainees
  • Pre-Assignment

 Session 2: Defining a Successful Training Program

  • Defining Successful Training
  • About Audiences
  • Advantages of Workplace Training

 Session 3: What Makes a Successful Trainer?

  • Key Characteristics
  • Mistakes and Solutions
  • Stimulating a Readiness to Learn
  • How to Facilitate Learning
  • How to Inhibit Learning

 Session 4: A Word About Adult Learning

  • Understanding Adult Learning

 Session 5: The Learning Process

  • The Four Steps

 Session 6: Principles of Adult Learning

  • Making Connections
  • The Principles of Adult Learning
  • Making Connections

 Session 7: What’s Your Type? How About Mine?

  • Assessing Your Preferences
  • Questionnaire
  • What Does it Mean To Have a Number?
  • Mostly A’s – Inquiring Rationals
  • Mostly B’s – Authentic Idealists
  • Mostly C’s – Organized Guardians
  • Mostly D’s – Resourceful Artisans
  • What’s Important?
  • The Experiential Learning Cycle
  • Kolb’s Learning Cycle
  • Modifying Our Approach
  • The Authentic Idealist Learning Style
  • The Inquiring Rational Learning Style
  • The Resourceful Artisan Learning Style
  • The Organized Guardian Learning Style
  • The Organized Guardian Learning Style

 Session 8: Applying the Learning Cycle

  • The Four-Stage Cycle
  • Example
  • Making Connections
  • Individual Exercise

 Session 9: Extroverts and Introverts

  • Introversion/Extroversion Survey
  • Questionnaire
  • Case Study: Ashley and Holly
  • Lessons to Learn
  • Typical Workshop Participants

 Session 10: The Training Process

  • Process in Brief
  • When is Training Necessary?
  • Three Steps to an Efficient Needs Analysis: Overview
  • Isolating
  • Steps in ICE
  • Consulting
  • Evaluating
  • When is Training Not Appropriate?
  • Help! I Need a Template!

 Session 11: Planning Training

  • Developing Objectives
  • Determining Objectives
  • Determining Objectives
  • Considerations When Writing Objectives
  • Types of Objectives
  • Setting the Scope
  • Writing Tips
  • Verbs for Writing Clear, Concise Training Objectives
  • Writing Objectives
  • Researching Content
  • Researching Content
  • Planning an Interactive Program
  • Planning an Interactive Program

 Session 12: Choosing Training Methods

  • Choosing the Right Method
  • Overview of Common Training Methods
  • Summary
  • Environmental Concerns
  • Individual Exercises

 Session 13: Designing a Learning Sequence

  • The Model
  • Sample Sequences

 Session 14: Adding Games

  • The Value of Games
  • The Value of Games
  • Choosing the Right Game
  • Facilitator Responsibilities

 Session 15: Setting the Climate

  • Creating Atmosphere

 Session 16: Presentation Skills

  • Limitations of Telling
  • Limitations of Showing
  • Overcoming Nervousness
  • Overcoming Nervousness
  • Using Non-Verbal Communication
  • The Appropriate Distance between You and the Audience
  • Stand Erect
  • Consider Your Appearance
  • Move About and Use Gestures
  • Control Your Facial Expressions and Mannerisms
  • Maintain Eye Contact
  • Using Notes
  • Managing the Question and Answer Period
  • General Guidelines
  • Tips for Stunning Visuals
  • Tips for Success
  • Typography Tips and Tricks
  • Types of Visual Aids
  • A Word about Flip Charts

 Session 17: Dealing with Difficult Trainees

  • Big Talkers
  • The Kidder
  • Exhausted and Droopy
  • Not Into It!
  • Poor Follow-Through on Assignments
  • Failure to Arrive/Return from Breaks on Time
  • Whisperers

 Session 18: On-the-Job Training

  • Essentials of On-the-Job Training
  • Step 1: Job Breakdown
  • Step 2: Demonstration
  • Step 3: Have the Trainee Do the Job (Supervised)
  • Step 4: Follow Up
  • One-on-One Peer Training
  • Hands-On Training
  • Coaching

 Session 19: Training Presentations

  • Training Preparation Worksheet

 Session 20: Designing Evaluations

  • Effective Evaluations
  • Examples
  • Evaluation Techniques
  • Evaluation Techniques
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 12 - Certificate In Diversity Training: Celebrating Diversity in the Workplace Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Defining Diversity

  • Defining the Terms
  • Considering the Impact
  • Defining Related Terms

 Session 3: How Does Diversity Affect Me?

  • Changes in My World, Part One
  • Changes in My World, Part Two
  • Self-Awareness Inventory
  • Making Connections

 Session 4: Identifying Stereotypes

  • About Stereotypes
  • Our Reactions
  • When Categories Become a Problem
  • Some Common Phrases and the Stereotype Behind Them
  • Your Experience with Stereotypes, Part One
  • Your Experience with Stereotypes, Part Two

 Session 5: Wise Words

  • Changing Times
  • Changing Our Language
  • Going a Bit Too Far!
  • Ground Rules

 Session 6: The Cornerstones of Diversity

  • About the Cornerstones
  • Knowledge
  • Understanding
  • Acceptance
  • Behavior

 Session 7: How to Discourage Diversity

  • Common Pitfalls

 Session 8: The STOP Technique

  • The Four Steps
  • Tips and Tricks
  • Making Connections, Part One
  • Making Connections, Part Two
  • Making Connections, Part Three

 Session 9: Managing for Diversity

  • What Can I Do as an Employee?
  • What Can I Do as a Manager? Part One
  • What Can I Do as a Manager? Part Two

 Session 10: Dealing with Discrimination

  • What is Discrimination?
  • As An Employee
  • As A Manager, Part One
  • As A Manager, Part Two
  • As A Manager, Part Three

 Session 11: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 13 - Certificate In Workplace Harassment: What It Is and What to Do About It Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Defining Harassment

  • What Is Harassment?
  • Types of Harassment
  • Legal Definitions
  • Summary
  • Reasonable Man/Reasonable Woman

 Session 3: Defining Sexual Harassment

  • What is Sexual Harassment?
  • Types of Harassment
  • Behavior Categories
  • Questionable Scenarios
  • Is This Harassment? Scenario One
  • Is This Harassment? Scenario Two
  • Is This Harassment? Scenario Three
  • Is This Harassment? Scenario Four
  • Is This Harassment? Scenario Five

 Session 4: The Purpose of Training

  • Why is Training Important?

 Session 5: Creating a Harassment Policy

  • Key Policy Points
  • Writing the Policy
  • The Complaint Procedure
  • Educating Staff
  • Monitoring the Policy

 Session 6: Other Prevention Strategies

  • Making Connections

 Session 7: Nipping it in the Bud

  • Your Role as a Manager
  • Making Connections

 Session 8: Protecting Yourself

  • Minimizing Your Risks
  • Key Strategies

 Session 9: What If It Happens to Me?

  • What Works and What Doesn’t?
  • Strategies that Do Work
  • Saying No

 Session 10: What If It’s Happening to Someone Else?

  • What’s Really Happening? Part One
  • What’s Really Happening? Part Two

 Session 11: Someone Has Filed a Complaint Against Me!

  • Steps to Deal with the Situation

 Session 12: Addressing a Complaint

  • Addressing a Complaint

 Session 13: Handling False Complaints

  • About False Complaints, Part One
  • About False Complaints, Part Two

 Session 14: Mediation

  • Basics of Mediation
  • Choosing a Mediator
  • External Mediator
  • The Mediation Process
  • Step One: Preparation, Part Two
  • Step Two: The Meeting, Part One
  • Step Two: The Meeting, Part Two
  • Step Three: Resolution
  • How to Document Mediation

 Session 15: Investigating a Complaint

  • Setting up the Investigation
  • Choosing the Investigator
  • Key Qualities for an Investigator
  • The Investigation Plan
  • Sample Issues
  • The Investigation Process
  • Sample Issues
  • The Investigation Process
  • Witness Evidence
  • Witness Information to Gather
  • A Witness’ Rights
  • About Confidentiality
  • Documents to Review
  • Location Evidence
  • The Manager’s Role During the Investigation
  • Managing the People Involved
  • Creating the Report, Part One
  • Creating the Report, Part Two
  • Who Should See the Report?
  • Verbal Sharing
  • Written Sharing
  • What Information Should Be Shared?
  • Who Should Share This Information With the Recipients?

 Session 16: Making the Decision

  • Who Makes the Decision?
  • When Should a Lawyer Be Involved?

 Session 17: Creating Solutions

  • To Fix or to Punish?
  • Outcomes for the Complainant
  • Outcomes for the Respondent
  • Changes in the Organization

 Session 18: After It’s Over

  • Getting Back to Normal
  • Maintaining Records

 Session 19: Skill Application

  • Process Overview
  • Key Players
  • Stage 1
  • Stage 2
  • Stage 3
  • Stage 4

 Session 20: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 14 - Certificate In Workplace Violence: How to Manage Anger and Violence in the Workplace Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: What is Workplace Violence?

  • Defining Violence
  • The Cycle of Violence
  • The Warning Signs
  • Maintaining Context

 Session 3: Understanding the Behavior Wheel

  • The Behavior Wheel
  • Case Study
  • Anger and the Behavior Wheel

 Session 4: The Anger Management Process

  • The Seven Steps
  • Step One: Decide What to Do
  • Step Two: Be Direct
  • Mini Case Study
  • Step Three: Acknowledge Feelings
  • Step Four: Find Something in Common
  • Step Five: Depersonalize
  • Feedback vs. Attacks
  • Responding Appropriately
  • Mini Case Study
  • Step Six: Getting to the Real Issues
  • Case Study, Part One
  • Case Study, Part Two
  • Case Study, Part Three
  • Case Study, Part Four
  • Case Study, Part Five
  • Letting Go, Part One
  • Letting Go, Part Two

 Session 5: Communicating Better

  • Building Your Message
  • I Messages
  • The Assertiveness Formula
  • Applying the Assertiveness Formula
  • Making Connections
  • Asking Questions
  • Planning Your Questions
  • Three Keys

 Session 6: Basic Problem Solving Tools

  • The Three-Phase Model
  • The Problem Solving Model
  • The Importance of the Model
  • Another Perspective
  • Keeping an Open Mind
  • Solving Problems the 'Right' Way
  • Phase One
  • Perception
  • Definition
  • Analysis, Part One
  • Analysis, Part Two
  • Analysis, Part Three
  • Phase Two
  • Creative Thinking Methods
  • Checkerboard
  • Research and Report
  • Evaluation
  • Decision Making
  • Phase Three
  • Planning
  • Implementation
  • Solution Planning Worksheet
  • The Problem Solving Toolkit
  • Using Criteria
  • Force Field Analysis
  • Legitimizing Problems and Positions
  • Task Information
  • Skill Application
  • Phase Two: Decision Making
  • Phase Three: Planning and Organizing

 Session 7: Other Ways of Managing Anger

  • Coping Strategies
  • Sanctuary
  • Relaxation Techniques

 Session 8: A Systems Approach

  • The Nine Stage Plan

 Session 9: Developing a Policy and Program

  • The Policy: The Purpose
  • The Policy: The Elements
  • The Policy: Staff Responsibilities
  • The Programs

 Session 10: Risk Assessment

  • The Five Stages
  • Stage One: The Risk Assessment Team
  • Stage Two: The Workplace Assessment
  • Stage Three, Part One: Victim Assessment
  • Stage Three, Part Two: Perpetrator Assessment
  • Red Flags
  • Stage Four: Workplace Survey
  • Stage Five: Developing a Hazard Checklist
  • Part One: Case Study (Summary)
  • Part One: Case Study (Floor Plan)
  • Part One: Case Study (Staff Hours)
  • Part Two: Risk Assessment (Workplace Assessment)
  • Part Two: Risk Assessment (Victim Assessment)
  • Part Two: Risk Assessment (Perpetrator Assessment)
  • Part Two: Risk Assessment (Workplace Survey)
  • Part Two: Risk Assessment (Hazard Checklist)

 Session 11: Hiring Practices

  • Getting it Right
  • Key Strategies
  • Checking Tests Out

 Session 12: Workplace Design

  • Layout Issues with the Acme Widgets Company: Case Study
  • Task

 Session 13: Workplace Practices and Procedures

  • Workplace Policies
  • Human Resources
  • Staff Management
  • Security Measures
  • Workplace Procedures

 Session 14: Security Systems and Personnel

  • Systems Criteria
  • Security Systems, Part One
  • Security Systems, Part Two
  • Security Personnel
  • Case Study: Staffing Schedule
  • Case Study: Floor Plan
  • Task

 Session 15: Training Programs

  • Developing a Program
  • Contents of the Program
  • Summary

 Session 16: Developing Emergency Response Plans

  • Guide to Developing a Plan
  • People to Include
  • Items to Address
  • Case Study: Summary
  • Case Study: Floor Plan
  • Case Study: Staff Hours
  • Case Study: Security Systems
  • Task

 Session 17: Program Review

  • Review Components

 Session 18: Developing a Threat Response Process

  • Introduction
  • The 14 Stages
  • The Threat Review Team

 Session 19: The Immediate Response

  • What To Do When Violence Happens
  • Next Steps
  • Stage One of the Threat Response Process, Part One
  • Stage One of the Threat Response Process, Part Two
  • Case Study
  • Questions, Part One
  • Questions, Part Two
  • Questions, Part Three
  • Questions, Part Four

 Session 20: Consulting with the Experts

  • Stage Two

 Session 21: Gathering Additional Information

  • Gathering Information
  • Case Study
  • Questions, Part One
  • Questions, Part Two
  • Questions, Part Three

 Session 22: Re-Evaluating Information

  • Stage Four
  • Stage Five

 Session 23: Communicating Incidents and Threats

  • Stage Six, Part One
  • Stage Six, Part Two
  • Developing a Communication Plan
  • Staff List
  • Questions

 Session 24: Interviewing Employees

  • Stage Seven
  • Stage Eight
  • Making Connections
  • Task

 Session 25: Risk Level Analysis

  • Stage Nine
  • The Five Categories
  • Case Studies, Part One
  • Case Studies, Part Two

 Session 26: Reviewing the Options

  • Stage Ten
  • Possible Outcomes
  • About Termination
  • Stages Eleven, Twelve, and Thirteen

 Session 27: Analyzing the Impact

  • About Stage Fourteen
  • Debriefing for the Threat Assessment Team
  • Helping the Healing

 Session 28: Incident Response Checklist

  • Framework Checklist, Part One
  • Framework Checklist, Part Two
  • Framework Checklist, Part Three
  • Framework Checklist, Part Four
  • Framework Checklist, Part Five
  • Framework Checklist, Part Six
  • Framework Checklist, Part Seven
  • Framework Checklist, Part Eight
  • Framework Checklist, Part Nine
  • Framework Checklist, Part Ten
  • Framework Checklist, Part Eleven
  • Framework Checklist, Part Twelve
  • Framework Checklist, Part Thirteen
  • Framework Checklist, Part Fourteen
  • Framework Checklist, Part Fifteen
  • Framework Checklist, Part Sixteen

 Session 29: Process Application

  • Reviewing the Process, Part One
  • Reviewing the Process, Part Two
  • Reviewing the Process, Part Three
  • Reviewing the Process, Part Four
  • Reviewing the Process, Part Five

 Session 30: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

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 later
  • Modern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

  • OSX/iOS 6 or later
  • Modern and up to date Browser (Firefox, Chrome, Safari)

All systems

  • Internet bandwidth of 1Mb or faster
  • Flash 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

Customer Reviews

5 star
45%
4 star
32%
3 star
16%
2 star
5%
1 star
2%
(4691)
Average rating 3.5 out of 5 stars

24 August 2019 04:47:30 AM

Great course

22 August 2019 04:44:18 PM

A very serious in nature course,this course will help me in the workplace.

10 August 2019 02:50:14 PM

Very informative Course.

24 July 2019 08:53:38 AM

Easy to read and informative.

23 July 2019 11:04:53 PM

Great and informative course

19 July 2019 01:24:07 PM

challenging but successful

21 June 2019 12:00:40 AM

good

20 June 2019 11:56:29 PM

good

20 June 2019 11:47:59 PM

good

24 May 2019 10:30:23 PM

Good course, very useful!

24 April 2019 04:19:19 AM

very informative course

8 April 2019 04:36:22 AM

Great course

5 April 2019 05:42:33 PM

Very informative

4 April 2019 09:04:21 PM

Really good course and very inciteful!

27 March 2019 07:50:59 PM

More one on one peer training advice rather than so much group based training examples.

25 March 2019 01:31:21 AM

this cours was very helpful and quick to do

22 March 2019 08:54:10 AM

Good course, some things knew but some interesting points and techniques

22 March 2019 08:03:05 AM

Learned quite a bit with this, on both sides of the employer and employee job search

8 March 2019 08:43:12 PM

Loved this course and found it very useful!

8 March 2019 08:38:22 PM

Very interesting and helpful!

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About this Course

Learn Important Skills To Hire and Manage New Employees

Human resource management is an essential function of both private and public sector organizations.

Activities relating to employees normally include recruiting and hiring new employees, orientation, and training of current employees, employee benefits, and retention.

This comprehensive online bundle includes 14 courses covering topics like  Onboarding: The Essential Rules for a Successful Onboarding Program, Mastering The Interview, Hiring for Success: Behavioral Interviewing Techniques, Human Resources Training: HR for the Non-HR Manager, Measuring Training Results, Orientation Handbook: Getting Employees Off to a Good Start, Creating a Top-Notch Talent Management Program, Diversity Training: Celebrating Diversity in the Workplace, Workplace Harassment: What It Is and What to Do About It, Workplace Violence: How to Manage Anger and Violence in the Workplace and more.

If you're looking to succeed in an HR role then the Human Resources Course Bundle the perfect way to get started. The Hiring for Success: Behavioral Interviewing Techniques, Onboarding: The Essential Rules for a Successful Onboarding Program, and Orientation Handbook: Getting Employees Off to a Good Start courses will help you sort the best candidates out of the pack, making you the key gateway for exceptional talent into your business. Human Resources Training: HR for the Non-HR Manager, Generation Gap: Closing the Gap in the Workplace, and The Practical Trainer will equip you with the skills to meet your day to day challenges head on, resolve the situations that arise when employees of different ages work together and help managers and employees perform when they are training new employees in your workplace.

Diversity Training: Celebrating Diversity in the Workplace, Workplace Harassment: What It Is and What to Do About It and Workplace Violence: How to Manage Anger and Violence in the Workplace are also included in this package and will prepare you to meet the more difficult challenges that you will face working in HR, by understanding these advanced concepts you will be able to succeed in a Human Resources department of any size and stand out in interviews with your advanced understanding that can take other employees years to pick up on through experience alone.

For a comprehensive list of all courses available simply click the units of study tab.

This is an incredible opportunity to invest in yourself and your future, take your Hiring & Managing skills to a new level with Courses For Success today!

Course Fast Facts:

  1. All courses are easy to follow and understand
  2. Only 6 to 8 hours of study is required per course
  3. Unlimited lifetime access to course materials
  4. Study as many courses as you want
  5. Delivered 100% on-line and accessible 24/7 from any computer or smartphone
  6. You can study from home or at work, at your own pace, in your own time
  7. Certificates 

Course Delivery

Courses are accessed online via our learning management system by any device including PC, MAC, tablet or Smart Phone.

Recognition & Accreditation

These courses are internationally recognized and accredited by the International Association of Online Training Standards (IAOTS). The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.

Other Bundle Packages Courses

If you’re hoping to get more bang for your buck, check out the rest of the course bundle packages from the Courses For Success range!

Receive Lifetime Access to Course Materials, so you can review at any time.

The Human Resources Course Bundle consists of 14 courses, below is a summary of each course:

Course 1 - Certificate In Human Resources Training: HR for the Non-HR Manager Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment
  • Making Connections

 Session 2: Defining Human Resources

  • The Basics of HR Management
  • Making Connections
  • Case Study, Part One
  • Case Study, Part Two
  • Questions

 Session 3: Performing a Skills Inventory

  • The Role of Emotional Intelligence
  • Skills Inventory Checklist
  • Sample Skills Inventory Form

 Session 4: Forecasting Techniques

  • Defining Forecasting
  • Extrapolation, Part One
  • Extrapolation, Part Two
  • Extrapolation, Part Three
  • Indexation
  • Making Connections

 Session 5: Job Analysis

  • Understanding Job Analysis
  • When Should Job Analysis Be Performed?
  • Who Should Be Consulted in Job Analysis?
  • The Purpose of Job Analysis
  • Job Analysis Methods
  • Performing an Analysis
  • Performing an Analysis
  • Job Analysis Formats
  • Factor Evaluation System

 Session 6: Identifying Job Competencies

  • Introduction
  • Technical Skills
  • Performance Skills
  • Competence Factors
  • Defining Competencies

 Session 7: Position Profiles and Job Descriptions

  • Preparing a Profile
  • Job Descriptions
  • Breaking Down the Job Description
  • Job Specifications
  • Things to Consider
  • My Position Profile, Part One
  • My Position Profile, Part Two

 Session 8: Do You Really Need to Hire?

  • Evaluate All Options
  • The Cost of Hiring
  • The Real Cost of Employee Turnover

 Session 9: Finding Candidates

  • Methods and Considerations, Part One
  • Methods and Considerations, Part Two
  • Methods and Considerations, Part Three
  • Conclusion

 Session 10: Advertising Guidelines

  • What to Include
  • Ten Tests for Creating an Effective Job Posting

 Session 11: Screening Resumes

  • Using a Resume Screening Guide
  • Resume Screening Guide
  • Using the Screening Guide
  • Developing a Resume Screening Guide

 Session 12: Preparing for the Interview

  • The Importance of Preparation
  • Before the Interview
  • The Interview Format

 Session 13: Conducting the Interview

  • History of the Interviewing Process
  • A New Kind of Interview
  • An Objective Interview
  • The Right Stuff
  • The Human Factor
  • Types of Techniques, Part One
  • Types of Techniques, Part Two
  • Basics of Behavioral Interviewing
  • Successful Behavioral Interviewing
  • Purpose of Behavioral Interviewing
  • Sample Questions
  • Supporting Tools
  • Asking Questions
  • Probing Techniques
  • Provocative Statements
  • Sample Behavioral Description Interview Questions
  • Attitude and Belief Questions
  • Self-Motivation Questions
  • Stability and Persistence Questions
  • Maturity and Judgment Questions
  • Developing Behavioral Description Interview Questions
  • The Critical Incident Technique, Part One
  • The Critical Incident Technique, Part Two
  • Sample Critical Incident Questions
  • Creating a Critical Incident

 Session 14: After the Interview

  • Post-Interview Checklist
  • Rating Techniques

 Session 15: Employee Orientation and Onboarding

  • Why Have Orientation?
  • Orientation
  • Onboarding
  • How Did Your Orientation Rate?
  • Making Connections
  • Problems to Avoid
  • Planning the Orientation Program

 Session 16: Follow the Leader

  • Follow the Leader

 Session 17: Planning Training

  • The Training Cycle
  • Advantages of a Training Needs Assessment (TNA)
  • Training Needs Assessment (TNA) Process
  • Getting Your Plan Approved
  • Internal vs. External Training

 Session 18: Working with External Providers

  • Criteria and Considerations
  • Making the Most of External Providers

 Session 19: Performance Reviews

  • Performance Review Problems
  • A Performance Management Checklist
  • Objectives and Results Checklist
  • Support Plan Checklist
  • Meeting with Your Employees Checklist
  • Ongoing Support and Feedback Checklist
  • Performance Interview Checklist
  • Performance Review Checklist
  • Case Study: Who Will Be the Best?
  • Discussion Questions
  • Dissecting a Performance Review
  • Rating the Raters
  • Evaluating Behaviors, Part One
  • Evaluating Behaviors, Part Two
  • Identifying Behaviors

 Session 20: Attendance Management

  • The Cost of Absenteeism
  • What Are Culpable Absences?
  • Getting to the Root Cause
  • The Case of Gretchen Washington
  • Discussion Questions
  • Dealing with Attendance Management
  • An Employer’s Rights
  • Tips and Tricks

 Session 21: Managing a Diverse Workforce

  • Dealing with Diversity
  • Understanding Our Reactions
  • Categories and Stereotypes
  • Trends in Diversity
  • Making Connections
  • Making Connections
  • Your Experience with Pigeon Holes
  • Your Experience with Pigeon Holes

 Session 22: Privacy Issues

  • Ten Key Principles

 Session 23: Compensation and Benefits

  • The Role of Compensation and Benefits
  • Pre-Assignment Review, Part One
  • Pre-Assignment Review, Part Two
  • Discussion Questions
  • Case Study: It’s Not You, It’s Me

 Session 24: Managing Disciplinary Issues

  • Defining Discipline
  • The Four Step Disciplinary System
  • Summary
  • A Discipline Checklist for a Supervisor

 Session 25: Terminating Employees

  • Letting Staff Go
  • The Psychology Surrounding Termination
  • The Termination Meeting
  • Case Study: How to Fire an Employee?

 Session 26: Exit Interviews

  • Designing the Exit Interview
  • Sample Exit Questionnaire

 Session 27: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 2 - Certificate In Business Succession Planning: Developing and Maintaining a Succession Plan Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: A Need for Succession Planning

  • Defining Succession Planning
  • The Definitions

 Session 3: Defining a Succession Plan

  • Strong Leaders and a Strong Organization
  • What’s Important?
  • Making Connections
  • Components of the Plan
  • SUCCESS Model
  • Breaking Down the Model
  • Setting the Scope
  • Case Study One
  • Case Study One
  • Case Study Two

 Session 4: Pre-Assignment Review

  • Task
  •  Session 5: Identifying Resources and Analyzing Risks
  • Understanding the Marketplace
  • What About Loyalty?
  • Finding the Talent
  • Coping with Change
  • Developing External Successors
  • Risk Assessment
  • Sample Risk Analysis
  • Summary

 Session 6: Defining Roles, Responsibilities, and Functions

  • Key Factors
  • The Role of Individualized Engagement Plans
  • Who Gets a Plan?
  • Succession Plan Profile
  • Succession Plan Profile
  • Succession Plan Profile
  • Working the Plan
  • Assignment #1: Complete a Risk Assessment
  • Assignment #2: Complete a First Draft of an IEP
  • Assignment #3: Create a Biography of Up to 250 Words

 Session 7: Gathering Information

  • Moving Through the Layers
  • Revisiting the Organizational Chart
  • Making Connections
  • Making Connections

 Session 8: Forecasting Needs

  • Key Ingredients of a Successful Plan
  • Coaching and Mentoring
  • Making Connections
  • Develop Reliable Data Gathering

 Session 9: Putting the Plan Together

  • Using Appreciative Inquiry (AI)
  • A Permanent Vacation
  • Tough Choices
  • How to Choose the Leader
  • Sample Assessment
  • Making Connections
  • Making Connections

 Session 10: Putting the Plan into Action

  • Phased Implementation
  • Changes to Consider
  • Making Connections
  • Making Connections
  • Succession Plan Organizational Chart
  • Technology
  • Making Connections

 Session 11: Evaluating and Reviewing the Plan

  • Evaluation Challenges
  • Evaluation Process
  • Breaking Down the Steps
  • Breaking Down the Steps
  • Sample Evaluation
  • Succession Program Evaluation Checklist
  • Succession Program Evaluation Checklist
  • Action Steps That Result From This Assessment
  • Checking out the Checklist
  • Checking out the Checklist

 Session 12: Your Action Plan

  • Plan and Then Do
  • Next Steps
  • Making Connections

 Session 13: Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 3 - Certificate In Developing a Lunch and Learn Program Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment
  • Pre-Course Assessment

 Session 2: So, What is a Lunch and Learn?

  • Introduction
  • Why Have a Lunch and Learn Program?

 Session 3: The Underpinnings of Lunch and Learn Programs

  • The Underpinnings of Lunch and Learn Programs
  • Aims
  • Expectations
  • How to Start a Lunch and Learn Program
  • Creating a Successful Lunch and Learn Promotion
  • Making Connections
  • Topics for a Lunch and Learn Session, Part One
  • Topics for a Lunch and Learn Session, Part Two

 Session 4: Ongoing Administration of a Lunch and Learn Program

  • Administrator Responsibilities

 Session 5: Developing a Lunch and Learn Presentation

  • Critical Elements for Success
  • Overcoming Nervousness, Part One
  • Overcoming Nervousness, Part Two
  • Building Your Presentation: Introduction
  • Building Your Presentation: Body
  • Building Your Presentation: Conclusion

 Session 6: Presentations

  • Evaluation Form
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 4 - Certificate In Onboarding: The Essential Rules for a Successful Onboarding Program Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Defining Onboarding

  • What is Onboarding?
  • Areas of Onboarding
  • Benefits for Your Business
  • Costs to Consider
  • A Recipe for Disaster

 Session 3: Creating the Onboarding Steering Team

  • Designing Your Team

 Session 4: Gathering Supporting Information

  • Finding the Processes and People
  • Identifying Stakeholders
  • Personal Identification
  • Putting It All Together
  • Vision Summary Sample
  • Activity
  • Activity

 Session 5: Setting Goals

  • The SPIRIT Model

 Session 6: Developing the Framework

  • A General Framework
  • Types of Activities
  • What is Pre-Work?
  • Pre-Work for the Manager
  • Pre-Work for the Employee
  • Transitioning from Pre-Work to Onboarding Activities
  • Creating an Onboarding Plan Template
  • Day One
  • Week One
  • Checking In
  • Completing an Informal Review
  • Month One
  • Example One
  • Example Two
  • Setting up the Review Meeting
  • Semi-Annual and Annual Reviews

 Session 7: Creating an Onboarding Plan

  • Background
  • Onboarding Plan Template

 Session 8: Customizing the Framework

  • Background
  • Individual Onboarding Plan
  • Activity

 Session 9: Measuring Results

  • Measuring Metrics

 Session 10: Branding the Program

  • Making the Onboarding Program All Your Own
  • Branding River Adventures
  • Activity

 Session 11: Onboarding Executives

  • Things to Consider

 Session 12: Understanding Employee Engagement

  • Present or Engaged?
  • Facts and Figures
  • The 10 C’s of Employee Engagement

 Session 13: Ten Ways to Make Your Program Unique

  • Ten Ways to Make Your Program Unique

 Session 14: Fun and Games

  • Let’s Get Creative!
  • Our Favorite Onboarding Games

 Session 15: Case Study Analysis

  • Making Connections

 Session 16: Personal Action Plan

  • Personal Action Plan
  • Achieving My Goals

Course 5 - Certificate In Mastering The Interview Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment Instructions
  • Categories
  • Sample Format: Basic Information
  • Sample Format: Education
  • Sample Format: Additional Education/Professional Development
  • Work History (Part One)
  • Work History Part 2
  • Work History Part 3

 Session 2: Understanding the Interview

  • Planning for the Interview
  • Considering the Questions
  • Information Checklist, Part One
  • Information Checklist, Part Two
  • Tying It Together
  • What We Want to Know
  • The Informational Interview
  • Guidelines, Part One
  • Guidelines, Part Two
  • Guidelines, Part Three
  • Sample Thank You Note

 Session 3: Types of Questions

  • Ready for Questions
  • Sample Behavioral Interviewing Questions
  • GOS Method
  • Knowledge Questions
  • Other Options
  • Preparing Interview Questions

 Session 4: Getting Ready

  • Question Tips
  • The "Weakest" Question
  • Making Connections
  • Wrapping Up
  • General Tips
  • General Tips
  • General Tips
  • General Tips

 Session 5: Live and In Person

  • Making Connections

 Session 6: Unwinding for the Interview

  • Warms Ups and Tips for Interview Preparation
  • One, Two, Three, Go!

 Session 7: Common Problems and Solutions

  • Best Intentions
  • Preparing Your Answers
  • Preparing Your Answers, Part Two
  • Preparing Your Answers, Part Three
  • Ability-Based Questions
  • Avoiding Awkwardness
  • Choosing What To Share
  • Making Connections

 Session 8: Phase Two

  • What to Expect After the Interview
  • Second Interview
  • A Few Guidelines for Eating While Interviewing, Part One
  • A Few Guidelines for Eating While Interviewing, Part Two
  • Guidelines on Alcohol
  • Pre-Employment Testing
  • Being Told "No, Thanks"
  • Following Up

 Session 9: Practice Makes Perfect

  • Making Connections

 Session 10: Sealing the Deal

  • Job Offers
  • Job Offer Checklist
  • Always Get a Letter!
  • Resignations

 Session 11: Getting What You're Worth

  • Negotiating Tips and Tricks
  • Pieces of the Pie
  • Keeping Perspective
  • Taking Care of Yourself

 Session 12: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 6 - Certificate In Generation Gap: Closing the Gap in the Workplace Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment: Question One
  • Pre-Assignment: Question Two

 Session 2: History in Brief

  • How It Came To Be
  • Naming the Generations
  • Additional Considerations

 Session 3: Finding Common Ground

  • Common Ground
  • The Role of Generations in Teams
  • What’s the Underlying Issue?
  • Case Study: What It Means to be a Gen Y Leader, Part One
  • Case Study: What It Means to be a Gen Y Leader, Part Two
  • Case Study Questions

 Session 4: Silents, Boomers, X’ers, Y’s, Millennials, and Gen Z

  • Speaking Across Generations, Part One
  • Speaking Across Generations, Part Two
  • Exploring the Generations’ Times

 Session 5: Recruiting that Bridges the Gap

  • Recruiting is an Adventure!
  • Benefitting the Masses, Part One
  • Benefitting the Masses, Part Two

 Session 6: Pre-Assignment Review

  • Pre-Assignment: Question One
  • Pre-Assignment: Question Two
  • Generalizations

 Session 7: Creative Solutions

  • Knowing What You Want
  • Personality Assessments and Generations
  • Having It All
  • Making Connections

 Session 8: The Value of Planning

  • Succession Planning in a Nutshell
  • Making Connections
  • Coaching and Mentoring, Part One
  • Coaching and Mentoring, Part Two
  • Making Connections

 Session 9: Developing Targeted Retention Strategies

  • Retention Considerations
  • Making Connections
  • Pulling Things Together, Part One
  • Pulling Things Together, Part Two

 Session 10: What We Really Want

  • Filling in the Gaps
  • What’s the Plan?
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 7 - Certificate In Hiring for Success: Behavioral Interviewing Techniques Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: History of the Interviewing Process

  • History of the Interviewing Process
  • Stress Interviews
  • Advocating Structured Interviews
  • Behavioral Interviews

 Session 3: The Recruitment & Selection Process

  • The Six-Stage Process
  • Making Connections

 Session 4: Factors in the Hiring Process

  • The Three Factors
  • Principles for Exploring Past Actions
  • Three Areas to Explore

 Session 5: Cost Analysis

  • Cost Analysis
  • Costs to Consider
  • Calculating the Cost

 Session 6: Job Analysis and Position Profiles

  • Understanding the Job
  • Job Analysis
  • Job Analysis Worksheet
  • Job Analysis Worksheet
  • Position Profiles
  • Categories in a Job Description
  • Sample Description

 Session 7: Determining the Skills You Need

  • Technical Skills
  • Performance Skills

 Session 8: Finding Candidates

  • Introduction
  • File Searches
  • Internal Searches
  • Placement Services
  • Referral Programs
  • Third Party Recruiters
  • Headhunters
  • Internet
  • Advertise
  • Thinking Out of the Box

 Session 9: Advertising Guidelines

  • Five Key Points
  • Other Tips
  • Ten Tests for Advertising
  •  Session 10: Screening Resumes
  • The Screening Process
  • Resume Rating Guide
  • Explanation of the Rating Guide
  • Explanation of the Rating Guide
  • Using the Screening Guide
  • Developing a Guide

 Session 11: Performance Assessments

  • The Value of Performance Assessments
  • Technical Exercises
  • Advantages of Technical Exercises
  • About Performance-Based Exercises
  • Identifying Performance-Based Exercises
  • Creating Performance-Based Exercises
  • Completing the Assessment

 Session 12: Problems Recruiters Face

  • Problems Recruiters Face
  • Problems Recruiters Face

 Session 13: Interviewing Barriers

  • Introduction

 Session 14: Non-Verbal Communication

  • Non-Verbal Communication
  • Making Connections

 Session 15: Types of Questions

  • Types of Questions
  • Open Questions
  • Some Useful Questions
  • Probing Techniques
  • Probing Techniques
  • Probing Techniques
  • Probing Techniques

 Session 16: Case Study

  • Background
  • Position Description
  • Sample Resume
  • Interview Transcript
  • Discussion Questions

 Session 17: Traditional vs. Behavioral Interviews

  • Traditional vs. Behavioral Interviews
  • The Behavioral Interviewing Model
  • Tips and Tricks
  • Purpose of Behavioral Interviewing
  • Other Advantages of Behavioral Interviewing
  • Sample Behavioral Interviewing Questions
  • Sample Questions

 Session 18: Other Types of Questions

  • Introduction
  • Achievement-Oriented Questions
  • Holistic Questions
  • Making Connections

 Session 19: The Critical Incident Technique

  • The Critical Incident Technique
  • Theories Behind the Critical Incident Technique
  • Sample Critical Incident Questions

 Session 20: Listening for Answers

  • Listen Well
  • Responding to Feelings
  • Reading Cues
  • Demonstration Cues
  • Demonstration Cues
  • Committing to Change

 Session 21: Difficult Applicants

  • Sample BDI Questions
  • Difficult Applicants: Silent Sam
  • Betty Bluff
  • Slippery Sue
  • Talkative Tom

 Session 22: Interview Preparation and Format

  • Interview Preparation
  • Before the Interview
  • Setting the Agenda
  • During the Interview
  • Length of Interview and Panel Size
  • Closing the Interview

 Session 23: Other Interview Techniques

  • Using Superlatives
  • Moving Through the Questions
  • Staying Positive
  • Good Note-Taking
  • Interruptions
  • Signposts

 Session 24: Scoring Responses

  • Performance-Based Rating Scales

 Session 25: Checking References

  • Checking References
  • Checking References
  • Reporting the Results
  • The Changing Nature of References

 Session 26: Human Rights

  • Human Rights

 Session 27: Skill Application

  • Making Connections
  • Making Connections

 Session 28: Pre-Assignment Review

  • Pre-Assignment Review

 Session 29: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 8 - Certificate In Measuring Training Results Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment, Part One
  • Pre-Assignment, Part Two

 Session 2: Setting the Framework

  • Identifying What You Will Measure
  • Step One: Isolating
  • Step Two: Consulting
  • Step Three: Evaluating
  • Take Note
  • Determining How You Are Going to Measure It
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part One
  • Designing an Evaluation Strategy to Fit Your Training Needs, Part Two
  • Making Connections, Part One
  • Making Connections, Part Two

 Session 3: Pre-Assignment Review

  • Making Connections

 Session 4: Kirkpatrick’s Evaluation Model

  • Methods of Evaluation
  • The Four Levels
  • Exploring the Levels
  • Using Rubrics to Evaluate Results
  • Other Methods of Evaluation
  • Points to Remember
  • Creative Evaluation Strategies
  • Evaluation Tips
  • Evaluating the Evaluation
  • Sample Feedback Form
  • Getting Results by Testing the Program
  • Making Connections

 Session 5: The Return on Investment

  • Clarifying Expectations
  • Case Study
  • Indicators of Value
  • What Training Does
  • Getting the Evaluation Right
  • Making Connections
  • Cost-Benefit Analysis, Part One
  • Cost-Benefit Analysis, Part Two
  • The Elements of the CBA
  • Making Connections
  • Cost-Benefit Analysis Worksheet, Part One
  • Cost-Benefit Analysis Worksheet, Part Two
  • Cost-Benefit Analysis Worksheet, Part Three
  • Cost-Benefit Analysis Worksheet, Part Four
  • Calculating the Return on Investment

 Session 6: Presenting Training Results

  • Getting Ready
  • Preparing for the Meeting
  • Getting It Right
  • Ground Control
  • Practice Never Hurts
  • Making Connections
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 9 - Certificate In Orientation Handbook: Getting Employees Off to a Good Start Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Finding, Hiring, and Keeping Good People

  • Identifying Tasks
  • Making Connections
  • Making Connections
  • 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
  • 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
  • Making Connections
  • Making Connections
  • Making Connections
  • 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 Organization’s Business Plan
  • Habit Seven: Orientation is Not Just HR’s Responsibility
  • Habit Eight: Focuses on Honesty, Not Quantity or Quality
  • Habit Nine: Consistency is Maintained

 Session 10: Obtaining Buy-In

  • 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
  • Principles of 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
  • 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 10 - Certificate In Creating a Top-Notch Talent Management Program Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Understanding Talent Management

  • What is Talent Management?
  • A Focused Effort to Manage Talent

 Session 3: Understanding Performance Management

  • The Differences Between Performance and Talent Management
  • The Rake
  • Shared Management Model Overview
  • About the Shared Management Model

 Session 4: Understanding Succession Planning

  • Replacing vs. Succeeding
  • Understanding Succession Planning Terms
  • Identifying Critical People
  • Case Study One
  • Case Study Two
  • Considering the Workplace
  • Identifying Resources
  • Understanding Employee Attitudes
  • Developing External Successors
  • Risk Assessment
  • Sample Risk Analysis Form
  • Summary

 Session 5: Creating a Talent Management Plan

  • Overview
  • Getting Prepared
  • Homework Assignment
  • The Vision Setting Meeting

 Session 6: About Competency Based Programs

  • Understanding Competencies
  • Competency Clusters
  • What is a Competency Model?
  • Model Overview
  • The Role of Competency Models in Talent Management

 Session 7: Identifying Talent

  • Key Talent Groups
  • High Performers
  • High Potentials
  • Successors
  • Aren't Successors and High Potentials the Same Thing?
  • Key Experts
  • Missing Pieces
  • Case Study: Smith Plumbing Inc.
  • Organizational Chart
  • Joe Smith
  • Jane Smith
  • Andrea Jones
  • Jim Smith
  • Melissa Smith
  • Terry Andrews
  • Questions
  • Fast-Track Programs

 Session 8: Bring on Bench Strength

  • Getting the Right Person for the Job
  • What Can You Do to Make Sure You Have the Best People Working for You?
  • Position Description Essentials
  • Why Are Position Descriptions Important?
  • Three Pillars
  • Orientation
  • Making Connections
  • Retention and Development

 Session 9: Conducting Talent Assessments to Create a Talent Profile

  • A Three-Phase Process
  • Past Performance Review
  • Evaluation of Future Potential
  • Career Discussion
  • Recording Information
  • A Sample Form
  • Compiling the Results
  • Understanding the Grid

 Session 10: Keeping People Interested

  • Key Attributes
  • Maslow's Classic Hierarchy of Motivational Needs
  • Herzberg's Motivational versus Maintenance Factors
  • Why Do You Think There Are So Many Theories on Motivation?
  • Case Study: Jim’s Job
  • Questions
  • Keeping Superstars from Falling
  • Techniques for Success

 Session 11: Talent Review Meetings

  • Structuring the Talent Review Meeting
  • Who should attend?
  • Why Is It Important?
  • What Should Be Covered?
  • A Manager’s Role
  • Case Study
  • Following Up

 Session 12: Show Me the Money!

  • Building Incentives into the Plan
  • Thinking Outside Dollars and Cents
  • About Competency-Based Pay and Pay-For-Performance

 Session 13: Communicating with High Potentials

  • Building Your Communication Strategy
  • Advantages of Communicating Status
  • Disadvantages of Communicating Status

 Session 14: Development Strategies

  • Goals with SPIRIT
  • Writing Tips
  • 360 Degree Feedback
  • 360 Degree Feedback
  • Coaching and Mentoring
  • Coaching and Mentoring
  • Creative Development Ideas

 Session 15: Reality Check!

  • Making Connections
  • Tasks

 Session 16: Fostering Engagement

  • Defining Engagement
  • Engagement Results
  • The Ten C's

 Session 17: Evaluating the Plan

  • Why is Evaluation Necessary?
  • Evaluation Tools
  • Sample Evaluation
  • Talent Management Program Evaluation Checklist
  • Action Steps That Result From This Assessment

 Session 18: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 11 - Certificate In The Practical Trainer Online Course

Session 1: Course Overview

  • Learning Objectives
  • Self-Development: A Checklist for Trainer-Trainees
  • Pre-Assignment

 Session 2: Defining a Successful Training Program

  • Defining Successful Training
  • About Audiences
  • Advantages of Workplace Training

 Session 3: What Makes a Successful Trainer?

  • Key Characteristics
  • Mistakes and Solutions
  • Stimulating a Readiness to Learn
  • How to Facilitate Learning
  • How to Inhibit Learning

 Session 4: A Word About Adult Learning

  • Understanding Adult Learning

 Session 5: The Learning Process

  • The Four Steps

 Session 6: Principles of Adult Learning

  • Making Connections
  • The Principles of Adult Learning
  • Making Connections

 Session 7: What’s Your Type? How About Mine?

  • Assessing Your Preferences
  • Questionnaire
  • What Does it Mean To Have a Number?
  • Mostly A’s – Inquiring Rationals
  • Mostly B’s – Authentic Idealists
  • Mostly C’s – Organized Guardians
  • Mostly D’s – Resourceful Artisans
  • What’s Important?
  • The Experiential Learning Cycle
  • Kolb’s Learning Cycle
  • Modifying Our Approach
  • The Authentic Idealist Learning Style
  • The Inquiring Rational Learning Style
  • The Resourceful Artisan Learning Style
  • The Organized Guardian Learning Style
  • The Organized Guardian Learning Style

 Session 8: Applying the Learning Cycle

  • The Four-Stage Cycle
  • Example
  • Making Connections
  • Individual Exercise

 Session 9: Extroverts and Introverts

  • Introversion/Extroversion Survey
  • Questionnaire
  • Case Study: Ashley and Holly
  • Lessons to Learn
  • Typical Workshop Participants

 Session 10: The Training Process

  • Process in Brief
  • When is Training Necessary?
  • Three Steps to an Efficient Needs Analysis: Overview
  • Isolating
  • Steps in ICE
  • Consulting
  • Evaluating
  • When is Training Not Appropriate?
  • Help! I Need a Template!

 Session 11: Planning Training

  • Developing Objectives
  • Determining Objectives
  • Determining Objectives
  • Considerations When Writing Objectives
  • Types of Objectives
  • Setting the Scope
  • Writing Tips
  • Verbs for Writing Clear, Concise Training Objectives
  • Writing Objectives
  • Researching Content
  • Researching Content
  • Planning an Interactive Program
  • Planning an Interactive Program

 Session 12: Choosing Training Methods

  • Choosing the Right Method
  • Overview of Common Training Methods
  • Summary
  • Environmental Concerns
  • Individual Exercises

 Session 13: Designing a Learning Sequence

  • The Model
  • Sample Sequences

 Session 14: Adding Games

  • The Value of Games
  • The Value of Games
  • Choosing the Right Game
  • Facilitator Responsibilities

 Session 15: Setting the Climate

  • Creating Atmosphere

 Session 16: Presentation Skills

  • Limitations of Telling
  • Limitations of Showing
  • Overcoming Nervousness
  • Overcoming Nervousness
  • Using Non-Verbal Communication
  • The Appropriate Distance between You and the Audience
  • Stand Erect
  • Consider Your Appearance
  • Move About and Use Gestures
  • Control Your Facial Expressions and Mannerisms
  • Maintain Eye Contact
  • Using Notes
  • Managing the Question and Answer Period
  • General Guidelines
  • Tips for Stunning Visuals
  • Tips for Success
  • Typography Tips and Tricks
  • Types of Visual Aids
  • A Word about Flip Charts

 Session 17: Dealing with Difficult Trainees

  • Big Talkers
  • The Kidder
  • Exhausted and Droopy
  • Not Into It!
  • Poor Follow-Through on Assignments
  • Failure to Arrive/Return from Breaks on Time
  • Whisperers

 Session 18: On-the-Job Training

  • Essentials of On-the-Job Training
  • Step 1: Job Breakdown
  • Step 2: Demonstration
  • Step 3: Have the Trainee Do the Job (Supervised)
  • Step 4: Follow Up
  • One-on-One Peer Training
  • Hands-On Training
  • Coaching

 Session 19: Training Presentations

  • Training Preparation Worksheet

 Session 20: Designing Evaluations

  • Effective Evaluations
  • Examples
  • Evaluation Techniques
  • Evaluation Techniques
  •  A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 12 - Certificate In Diversity Training: Celebrating Diversity in the Workplace Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Defining Diversity

  • Defining the Terms
  • Considering the Impact
  • Defining Related Terms

 Session 3: How Does Diversity Affect Me?

  • Changes in My World, Part One
  • Changes in My World, Part Two
  • Self-Awareness Inventory
  • Making Connections

 Session 4: Identifying Stereotypes

  • About Stereotypes
  • Our Reactions
  • When Categories Become a Problem
  • Some Common Phrases and the Stereotype Behind Them
  • Your Experience with Stereotypes, Part One
  • Your Experience with Stereotypes, Part Two

 Session 5: Wise Words

  • Changing Times
  • Changing Our Language
  • Going a Bit Too Far!
  • Ground Rules

 Session 6: The Cornerstones of Diversity

  • About the Cornerstones
  • Knowledge
  • Understanding
  • Acceptance
  • Behavior

 Session 7: How to Discourage Diversity

  • Common Pitfalls

 Session 8: The STOP Technique

  • The Four Steps
  • Tips and Tricks
  • Making Connections, Part One
  • Making Connections, Part Two
  • Making Connections, Part Three

 Session 9: Managing for Diversity

  • What Can I Do as an Employee?
  • What Can I Do as a Manager? Part One
  • What Can I Do as a Manager? Part Two

 Session 10: Dealing with Discrimination

  • What is Discrimination?
  • As An Employee
  • As A Manager, Part One
  • As A Manager, Part Two
  • As A Manager, Part Three

 Session 11: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 13 - Certificate In Workplace Harassment: What It Is and What to Do About It Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: Defining Harassment

  • What Is Harassment?
  • Types of Harassment
  • Legal Definitions
  • Summary
  • Reasonable Man/Reasonable Woman

 Session 3: Defining Sexual Harassment

  • What is Sexual Harassment?
  • Types of Harassment
  • Behavior Categories
  • Questionable Scenarios
  • Is This Harassment? Scenario One
  • Is This Harassment? Scenario Two
  • Is This Harassment? Scenario Three
  • Is This Harassment? Scenario Four
  • Is This Harassment? Scenario Five

 Session 4: The Purpose of Training

  • Why is Training Important?

 Session 5: Creating a Harassment Policy

  • Key Policy Points
  • Writing the Policy
  • The Complaint Procedure
  • Educating Staff
  • Monitoring the Policy

 Session 6: Other Prevention Strategies

  • Making Connections

 Session 7: Nipping it in the Bud

  • Your Role as a Manager
  • Making Connections

 Session 8: Protecting Yourself

  • Minimizing Your Risks
  • Key Strategies

 Session 9: What If It Happens to Me?

  • What Works and What Doesn’t?
  • Strategies that Do Work
  • Saying No

 Session 10: What If It’s Happening to Someone Else?

  • What’s Really Happening? Part One
  • What’s Really Happening? Part Two

 Session 11: Someone Has Filed a Complaint Against Me!

  • Steps to Deal with the Situation

 Session 12: Addressing a Complaint

  • Addressing a Complaint

 Session 13: Handling False Complaints

  • About False Complaints, Part One
  • About False Complaints, Part Two

 Session 14: Mediation

  • Basics of Mediation
  • Choosing a Mediator
  • External Mediator
  • The Mediation Process
  • Step One: Preparation, Part Two
  • Step Two: The Meeting, Part One
  • Step Two: The Meeting, Part Two
  • Step Three: Resolution
  • How to Document Mediation

 Session 15: Investigating a Complaint

  • Setting up the Investigation
  • Choosing the Investigator
  • Key Qualities for an Investigator
  • The Investigation Plan
  • Sample Issues
  • The Investigation Process
  • Sample Issues
  • The Investigation Process
  • Witness Evidence
  • Witness Information to Gather
  • A Witness’ Rights
  • About Confidentiality
  • Documents to Review
  • Location Evidence
  • The Manager’s Role During the Investigation
  • Managing the People Involved
  • Creating the Report, Part One
  • Creating the Report, Part Two
  • Who Should See the Report?
  • Verbal Sharing
  • Written Sharing
  • What Information Should Be Shared?
  • Who Should Share This Information With the Recipients?

 Session 16: Making the Decision

  • Who Makes the Decision?
  • When Should a Lawyer Be Involved?

 Session 17: Creating Solutions

  • To Fix or to Punish?
  • Outcomes for the Complainant
  • Outcomes for the Respondent
  • Changes in the Organization

 Session 18: After It’s Over

  • Getting Back to Normal
  • Maintaining Records

 Session 19: Skill Application

  • Process Overview
  • Key Players
  • Stage 1
  • Stage 2
  • Stage 3
  • Stage 4

 Session 20: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 14 - Certificate In Workplace Violence: How to Manage Anger and Violence in the Workplace Online Course

Session 1: Course Overview

  • Learning Objectives
  • Pre-Assignment

 Session 2: What is Workplace Violence?

  • Defining Violence
  • The Cycle of Violence
  • The Warning Signs
  • Maintaining Context

 Session 3: Understanding the Behavior Wheel

  • The Behavior Wheel
  • Case Study
  • Anger and the Behavior Wheel

 Session 4: The Anger Management Process

  • The Seven Steps
  • Step One: Decide What to Do
  • Step Two: Be Direct
  • Mini Case Study
  • Step Three: Acknowledge Feelings
  • Step Four: Find Something in Common
  • Step Five: Depersonalize
  • Feedback vs. Attacks
  • Responding Appropriately
  • Mini Case Study
  • Step Six: Getting to the Real Issues
  • Case Study, Part One
  • Case Study, Part Two
  • Case Study, Part Three
  • Case Study, Part Four
  • Case Study, Part Five
  • Letting Go, Part One
  • Letting Go, Part Two

 Session 5: Communicating Better

  • Building Your Message
  • I Messages
  • The Assertiveness Formula
  • Applying the Assertiveness Formula
  • Making Connections
  • Asking Questions
  • Planning Your Questions
  • Three Keys

 Session 6: Basic Problem Solving Tools

  • The Three-Phase Model
  • The Problem Solving Model
  • The Importance of the Model
  • Another Perspective
  • Keeping an Open Mind
  • Solving Problems the 'Right' Way
  • Phase One
  • Perception
  • Definition
  • Analysis, Part One
  • Analysis, Part Two
  • Analysis, Part Three
  • Phase Two
  • Creative Thinking Methods
  • Checkerboard
  • Research and Report
  • Evaluation
  • Decision Making
  • Phase Three
  • Planning
  • Implementation
  • Solution Planning Worksheet
  • The Problem Solving Toolkit
  • Using Criteria
  • Force Field Analysis
  • Legitimizing Problems and Positions
  • Task Information
  • Skill Application
  • Phase Two: Decision Making
  • Phase Three: Planning and Organizing

 Session 7: Other Ways of Managing Anger

  • Coping Strategies
  • Sanctuary
  • Relaxation Techniques

 Session 8: A Systems Approach

  • The Nine Stage Plan

 Session 9: Developing a Policy and Program

  • The Policy: The Purpose
  • The Policy: The Elements
  • The Policy: Staff Responsibilities
  • The Programs

 Session 10: Risk Assessment

  • The Five Stages
  • Stage One: The Risk Assessment Team
  • Stage Two: The Workplace Assessment
  • Stage Three, Part One: Victim Assessment
  • Stage Three, Part Two: Perpetrator Assessment
  • Red Flags
  • Stage Four: Workplace Survey
  • Stage Five: Developing a Hazard Checklist
  • Part One: Case Study (Summary)
  • Part One: Case Study (Floor Plan)
  • Part One: Case Study (Staff Hours)
  • Part Two: Risk Assessment (Workplace Assessment)
  • Part Two: Risk Assessment (Victim Assessment)
  • Part Two: Risk Assessment (Perpetrator Assessment)
  • Part Two: Risk Assessment (Workplace Survey)
  • Part Two: Risk Assessment (Hazard Checklist)

 Session 11: Hiring Practices

  • Getting it Right
  • Key Strategies
  • Checking Tests Out

 Session 12: Workplace Design

  • Layout Issues with the Acme Widgets Company: Case Study
  • Task

 Session 13: Workplace Practices and Procedures

  • Workplace Policies
  • Human Resources
  • Staff Management
  • Security Measures
  • Workplace Procedures

 Session 14: Security Systems and Personnel

  • Systems Criteria
  • Security Systems, Part One
  • Security Systems, Part Two
  • Security Personnel
  • Case Study: Staffing Schedule
  • Case Study: Floor Plan
  • Task

 Session 15: Training Programs

  • Developing a Program
  • Contents of the Program
  • Summary

 Session 16: Developing Emergency Response Plans

  • Guide to Developing a Plan
  • People to Include
  • Items to Address
  • Case Study: Summary
  • Case Study: Floor Plan
  • Case Study: Staff Hours
  • Case Study: Security Systems
  • Task

 Session 17: Program Review

  • Review Components

 Session 18: Developing a Threat Response Process

  • Introduction
  • The 14 Stages
  • The Threat Review Team

 Session 19: The Immediate Response

  • What To Do When Violence Happens
  • Next Steps
  • Stage One of the Threat Response Process, Part One
  • Stage One of the Threat Response Process, Part Two
  • Case Study
  • Questions, Part One
  • Questions, Part Two
  • Questions, Part Three
  • Questions, Part Four

 Session 20: Consulting with the Experts

  • Stage Two

 Session 21: Gathering Additional Information

  • Gathering Information
  • Case Study
  • Questions, Part One
  • Questions, Part Two
  • Questions, Part Three

 Session 22: Re-Evaluating Information

  • Stage Four
  • Stage Five

 Session 23: Communicating Incidents and Threats

  • Stage Six, Part One
  • Stage Six, Part Two
  • Developing a Communication Plan
  • Staff List
  • Questions

 Session 24: Interviewing Employees

  • Stage Seven
  • Stage Eight
  • Making Connections
  • Task

 Session 25: Risk Level Analysis

  • Stage Nine
  • The Five Categories
  • Case Studies, Part One
  • Case Studies, Part Two

 Session 26: Reviewing the Options

  • Stage Ten
  • Possible Outcomes
  • About Termination
  • Stages Eleven, Twelve, and Thirteen

 Session 27: Analyzing the Impact

  • About Stage Fourteen
  • Debriefing for the Threat Assessment Team
  • Helping the Healing

 Session 28: Incident Response Checklist

  • Framework Checklist, Part One
  • Framework Checklist, Part Two
  • Framework Checklist, Part Three
  • Framework Checklist, Part Four
  • Framework Checklist, Part Five
  • Framework Checklist, Part Six
  • Framework Checklist, Part Seven
  • Framework Checklist, Part Eight
  • Framework Checklist, Part Nine
  • Framework Checklist, Part Ten
  • Framework Checklist, Part Eleven
  • Framework Checklist, Part Twelve
  • Framework Checklist, Part Thirteen
  • Framework Checklist, Part Fourteen
  • Framework Checklist, Part Fifteen
  • Framework Checklist, Part Sixteen

 Session 29: Process Application

  • Reviewing the Process, Part One
  • Reviewing the Process, Part Two
  • Reviewing the Process, Part Three
  • Reviewing the Process, Part Four
  • Reviewing the Process, Part Five

 Session 30: A Personal Action Plan

  • Starting Point
  • Where I Want to Go
  • How I Will Get There

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 later
  • Modern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

  • OSX/iOS 6 or later
  • Modern and up to date Browser (Firefox, Chrome, Safari)

All systems

  • Internet bandwidth of 1Mb or faster
  • Flash 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

(4691)
Average rating 3.5 out of 5 stars
5 star
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4 star
32%
3 star
16%
2 star
5%
1 star
2%

24 August 2019 04:47:30 AM

Great course

22 August 2019 04:44:18 PM

A very serious in nature course,this course will help me in the workplace.

10 August 2019 02:50:14 PM

Very informative Course.

24 July 2019 08:53:38 AM

Easy to read and informative.

23 July 2019 11:04:53 PM

Great and informative course

19 July 2019 01:24:07 PM

challenging but successful

21 June 2019 12:00:40 AM

good

20 June 2019 11:56:29 PM

good

20 June 2019 11:47:59 PM

good

24 May 2019 10:30:23 PM

Good course, very useful!

24 April 2019 04:19:19 AM

very informative course

8 April 2019 04:36:22 AM

Great course

5 April 2019 05:42:33 PM

Very informative

4 April 2019 09:04:21 PM

Really good course and very inciteful!

27 March 2019 07:50:59 PM

More one on one peer training advice rather than so much group based training examples.

25 March 2019 01:31:21 AM

this cours was very helpful and quick to do

22 March 2019 08:54:10 AM

Good course, some things knew but some interesting points and techniques

22 March 2019 08:03:05 AM

Learned quite a bit with this, on both sides of the employer and employee job search

8 March 2019 08:43:12 PM

Loved this course and found it very useful!

8 March 2019 08:38:22 PM

Very interesting and helpful!

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Course Summary

Course ID No.: 001TCHRTBVS
Delivery Mode: Online
Course Access: Unlimited Lifetime
Time required: Study at your own pace
Qualification: Certificate

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