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Mentoring and coaching have come to be used more frequently in organizations to improve leadership competencies and provide employee support. It has benefits for the employer and employee. Develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Take home the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Building on Coaching and Mentoring in the Workplace Course I, C/M II take a further in-depth look at variables involved in employee support. Additionally, in this course you will develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Critical analysis and improvement of your programs alongside group dynamics and innovative strategies will also be examined in terms of coaching and mentoring programs. This course offers the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Agenda - Month One Unit 1 Introduction to Mentoring/Coaching Coaching and Mentoring – Defined Why Mentor or Coach? What are the types of mentoring? (Career development and Skills development) Unit 2 Coaching versus Mentoring (What’s the Difference?) Role Model - Define Which one is right for you? (Assess yourself as a Mentor/Coach) What is Peer mentoring Unit 3 The Effective Mentor or Coach (Leadership Tools & Techniques etc.) Setting Realistic Expectations Get Creative Communicate Effectively Unit 4 Issues in Mentoring and Coaching Teamwork (Group Dynamics) Diversity Increasing your Emotional IQ (Civility in the Workplace) Agenda - Month Two Unit 1 Special Employee Considerations in Workplace Coaching and Mentoring Programs The Remote Worker The Part-time Worker/Just-in-Time Workforce Generational Differences The Power Differential Unit 2 Development of a Coaching/Mentoring Program at Your Workplace Setting Your Workplace Goals & Objectives Making Your Workplace A Learning and Growth Organization Buy-in & Rewards Promotion of Your C/M Pr Investment & Support Unit 3 Critical Evaluation of Your Workplace Coaching/Mentoring Program Checkpoints for successful coaching/mentorship programs Successful Workplace Models of Coaching/Mentoring Programmatic and individual evaluations in coaching/mentorship programs When are you “Done”? The Feedback Loop Unit 4 Final Issues to Build On in Mentoring/Coaching in the Workplace Trust Group Dynamics Innovation

Start date: 06/05/17

End date: 07/28/17

Online 24/7 (06/05/2017-07/28/2017)

Online 24/7

Location : Online

Tuition: $295.00



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Ensure a smooth transition from best candidate to star employee. Onboarding is the process of socializing new employees into the organization. Onboarding of employees begins well before traditional new-hire orientation and has long reaching implications. At the conclusion of the class you will have constructed an Onboarding Program for use in your own organization. Agenda Unit 1 Introduction to Onboarding What is Onboarding The Social Model Organizational implications Roles of employees and management Unit 2 Onboarding During Recruitment The company culture Socializing prior to day one Public relations, social media and other trends Selecting for culture fit Unit 3 Onboarding After Recruitment Taking it from Orientation to Onboarding Discussion of different orientation processes Relationships The role of feedback and ongoing evaluation Unit 4 Onboarding for Success Information: What to include and When to include it Helping new hires to match their strengths to the organization Organizational Identity versus Personal Identity in socialization Onboarding at your own organization

Start date: 06/05/17

End date: 06/30/17

Online 24/7 (06/05/2017-06/30/2017)

Online 24/7

Location : Online

Tuition: $195.00



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Develop the mindset of Lean Operational Excellence, an advanced problem solving approach that facilitates continuous improvement within the organization through the identification and elimination of waste. Lean principles can also be used to streamline processes in the human resource functions such as recruiting, hiring, training, compensating and managing performance. Find out about Lean concepts, tools, and methods with which you can benchmark and assess problems, and lead continuous improvement efforts to resolve them. After taking this course you will have an expanded capacity to facilitate small groups and teams using Lean Process Improvement principles and methodologies to create change within your organization. Agenda Unit 1 Overview of LEAN Principles and Applications An overview of lean history and philosophy Understanding the universal application of lean to Human Resource functions regardless of industry Toyota Practical Problem Solving and A3 Tools A3 problem solving reporting processes Unit 2 LEAN Tools for Lean Human Resources Visual management, 5S, standardized work Other lean tools for HR functions Introduction to value stream mapping (VSM) processes A value stream mapping exercise to apply what you have learned Unit 3 Creating an Effective Business Case for LEAN Initiatives within Your Organization Creating the A3 report or storyboard Using the A3 report as a way to present a logical business case for proposed changes, decisions, and improvements within your organization Developing an A3 report to share with other class members Receiving feedback from peers and instructor Unit 4 Lean Leadership for Human Resources Lean leadership and culture change strategies Successfully implementing lean tools and concepts in your organization Planning to prepare for taking the next step Moving forward with Lean Leadership for HR

Start date: 07/03/17

End date: 07/28/17

Online 24/7 (07/03/2017-07/28/2017)

Online 24/7

Location : Online

Tuition: $245.00



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Strategically applying/utilizing the various disciplines within human resources in order to cause organizational change and add value is often referred to as “change management.” HR professionals are increasingly being asked to develop the personal skills and attitudes for implementing change as well as a technical understanding of how to apply the tools for change. In this class participants will learn how to successfully plan, implement, communicate, create employee involvement and commitment, and add value during change. This class is beneficial to human resources professionals within organizations or those seeking to enter the field of Human Resource Strategy Consulting. Agenda Unit 1 Overview of Change Management Principles and Applications -Change management principles and applications -Skills and aptitudes for change management -Successfully initiating and implementing change Unit 2 Change Management Tools for Human Resources - Various models of change management -Applying specific models to successful change management Unit 3 Building the Case For Change -Developing a convincing and data driven case for change within your organization -Building support for effective change management -Receiving feedback from peers and instructor Unit 4 Applying Change Management Tools Within Your Organization - Identifying a specific project within your organization -Successfully mapping out the process based on change management -Strategically creating a change management coalition -Planning to prepare to take the next step

Start date: 07/03/17

End date: 07/28/17

Online 24/7 (07/03/2017-07/28/2017)

Online 24/7

Location : Online

Tuition: $245.00



View Details »
Mentoring and coaching have come to be used more frequently in organizations to improve leadership competencies and provide employee support. It has benefits for the employer and employee. Develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Take home the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Building on Coaching and Mentoring in the Workplace Course I, C/M II take a further in-depth look at variables involved in employee support. Additionally, in this course you will develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Critical analysis and improvement of your programs alongside group dynamics and innovative strategies will also be examined in terms of coaching and mentoring programs. This course offers the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Agenda - Month One Unit 1 Introduction to Mentoring/Coaching Coaching and Mentoring – Defined Why Mentor or Coach? What are the types of mentoring? (Career development and Skills development) Unit 2 Coaching versus Mentoring (What’s the Difference?) Role Model - Define Which one is right for you? (Assess yourself as a Mentor/Coach) What is Peer Mentoring? Unit 3 The Effective Mentor or Coach (Leadership Tools & Techniques etc.) Setting Realistic Expectations Get Creative Communicate Effectively Unit 4 Issues in Mentoring and Coaching Teamwork (Group Dynamics) Diversity Increasing your Emotional IQ (Civility in the Workplace) Agenda - Month Two Unit 1 Special Employee Considerations in Workplace Coaching and Mentoring Programs The Remote Worker The Part-time Worker/Just-in-Time Workforce Generational Differences The Power Differential Unit 2 Development of a Coaching/Mentoring Program at Your Workplace Setting Your Workplace Goals & Objectives Making Your Workplace A Learning and Growth Organization Buy-in & Rewards Promotion of Your C/M Pr Investment & Support Unit 3 Critical Evaluation of Your Workplace Coaching/Mentoring Program Checkpoints for successful coaching/mentorship programs Successful Workplace Models of Coaching/Mentoring Programmatic and individual evaluations in coaching/mentorship programs When are you “Done”? The Feedback Loop Unit 4 Final Issues to Build On in Mentoring/Coaching in the Workplace Trust Group Dynamics Innovation

Start date: 09/05/17

End date: 10/27/17

Online 24/7 (09/05/2017-10/27/2017)

Online 24/7

Location : Online

Tuition: $295.00



View Details »
Ensure a smooth transition from best candidate to star employee. Onboarding is the process of socializing new employees into the organization. Onboarding of employees begins well before traditional new-hire orientation and has long reaching implications. At the conclusion of the class you will have constructed an Onboarding Program for use in your own organization. Agenda Unit 1 Introduction to Onboarding What is Onboarding The Social Model Organizational implications Roles of employees and management Unit 2 Onboarding During Recruitment The company culture Socializing prior to day one Public relations, social media and other trends Selecting for culture fit Unit 3 Onboarding After Recruitment Taking it from Orientation to Onboarding Discussion of different orientation processes Relationships The role of feedback and ongoing evaluation Unit 4 Onboarding for Success Information: What to include and When to include it Helping new hires to match their strengths to the organization Organizational Identity versus Personal Identity in socialization Onboarding at your own organization

Start date: 09/05/17

End date: 09/29/17

Online 24/7 (09/05/2017-09/29/2017)

Online 24/7

Location : Online

Tuition: $195.00



View Details »