Employee Onboarding Online Bundle, 5 Certificate Courses

Bring On New Employees And Reduce Staff Turnover

Employee Onboarding Online Bundle, 5 Certificate Courses

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Get Employee Onboarding, Measuring Results from Training, Hiring Strategies, Millennial Onboarding, and Talent Management in this Bundle

1. Employee Onboarding: How to Bring on New Employees and Reduce Staff Turnover

Employee On boarding is a vital part of any companies hiring procedure. Hiring, training, and bringing new employees on board is a huge investment. On boarding will assist newly hired employees in developing and keeping their skills. Knowledge will be retained, and their value will increase within the company.

Through Employee On boarding you will find it lowers costs related to employee turnover. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the company, and having a structured set of procedures will make your company stronger and produce a greater chance of success.

By the end of this Employee Onboarding Online Short Course, you will be able to:

  • Define onboarding
  • Understanding the benefits and purpose of onboarding
  • Recognize how to prepare for an onboarding program
  • Identify ways to engage and follow up with employees
  • Create expectations
  • Discover the importance of resiliency and flexibility

2. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.

Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this Measuring Results from Training Online Short Course, you will be able to:

  • Understand Kolb's learning styles and learning cycle
  • Understand Kirkpatrick's level of evaluation
  • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case

3. Hiring Strategies: Learn How To Attract & Hire The Best Talent

Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization's culture.

Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this course as it prepares them to seek out that great candidate and make sure they are a fit for your company. You will obtain the necessary tools required in finding that diamond in the rough.

By the end of this Hiring Strategies Online Short Course, you will be able to:

  • Know how to present the current open position
  • Develop a workable hiring strategy
  • Know how to determine which candidates to interview
  • Steps and techniques to use in an interview
  • Welcome newly hired employees
  • Find potential candidates for the position

4. Millennial Onboarding: Master The Advantages & Challenges Of Hiring Millennials

More than ever, millennials – those born between 1980 and 1995 – are entering the workforce and becoming a vital part of our organizations. These workers bring a unique outlook on life to their jobs, and may also pose unique challenges. Taking time to customize the onboarding process for millennial employees helps promote employee retention and ensures that millennials are properly socialized into the workplace. Customizing the onboarding process for millennial employees benefits both the employee and the workplace.

Onboarding new employees is a secure investment that will assist newly hired employees in developing their skills, knowledge, and value within the company. It will help match the technically skilled Millennial workforce with new and emerging needs of your company, which gives your company an advantage within the market. 

Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a need to tweak the onboarding process to better suit the needs of the company and new hires. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.

By the end of this Millennial Onboarding Online Short Course, you will be able to:

  • Define onboarding
  • Discuss the characteristics of Millennials
  • Create an onboarding process for Millennials
  • Develop action plans for working with Millennials
  • Learn from introspection

5. Talent Management: Talented Employees are the Key to Success. 

Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. With a company's workforce generally being its highest cost, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce, and attracting better and more skilled new hires.

We all know that training and retraining is expensive, and our Talent Management course will reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity. Talent Management is the investment that will pay dividends for years to come. 

By the end of this Talent Management Online Short Course, you will be able to:

  • Define talent and talent management
  • Understand the benefits of talent management
  • Recognise performance management and ways to review talent
  • Identify employee engagement
  • Create assessments and training programs
  • Learn how to improve employee retention

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

For comprehensive information on units of study click the units of study tab above.

This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success 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

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.

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

The Employee Onboarding 5 Course Bundle includes the following courses, below is a summary of each course: 

Course 1 - Employee Onboarding

Module One - Getting Started

Module Two - Purpose of Onboarding

  • Start-up Cost
  • Anxiety
  • Employee Turnover
  • Realistic Expectations

Module Three - Introduction

  • What is Onboarding
  • The Importance of Onboarding
  • Making employees feel welcome
  • First day checklist

Module Four - Onboarding Preparation

  • Prfoessionalism
  • Clarity
  • Designating a Mentor
  • Training

Module Five - Onboarding Checklist

  • Pre-arrival
  • Arrival
  • First Week
  • First Month

Module Six - Creating an Engaging Program

  • Getting off on the right track
  • Role of Human Resources
  • Role of managers
  • Characteristics

Module Seven - Following up the New Employees

  • Initial check in
  • Following up
  • Setting schedules
  • Mentor's Responsibility

Module Eight - Setting Expectations

  • Defining requirements
  • Identifying opportunities for improvement and growth
  • Setting verbal expectations
  • Putting it in writing

Module Nine - Resiliency and Flexibility

  • What is Resiliency?
  • Why is it important?
  • Five steps
  • What is flexibility?
  • Why is it important?
  • Five steps

Module Ten - Assigning Work

  • General principles
  • The Dictatorial approach
  • The apple picking approach
  • The collaborative approach

Module Eleven - Providing Feedback

  • Characteristics of good feedback
  • Feedback delivery tools
  • Informal feedback
  • Formal feedback

Module Twelve - Wrapping Up

Course 2 - Measuring Results from Training

Module One - Getting Started

Module Two: Kolb's Learning Styles

  • Lesson One: The Four-stage process
  • Lesson Two: Accommodators
  • Lesson Three: Divergers
  • Lesson Four: Convergers
  • Lesson Five: Assimilators

Module Three: Kirkpatrick's Level of Evaluation

  • Lesson One: Overview
  • Lesson Two: Level One: Reactions
  • Lesson Three: Level Two: Learning
  • Lesson Four: Level Three: Behavior
  • Lesson Five: Level Four: Results

Module Four: Types of Measurement Tools

  • Lesson One: Goal setting
  • Lesson Two: Self-evaluations
  • Lesson Three: Peer evaluations
  • Lesson Four: Supervisor evaluations
  • Lesson Five: High-Level evaluations

Module Five: Focusing the Training

  • Lesson One: Performing a Needs Assessment
  • Lesson Two: Creating Learning Objectives
  • Lesson Three: Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • Lesson One: What Will We Evaluate?
  • Lesson Two: When Will the Evaluation be Completed?
  • Lesson Three: How will we evaluate it?
  • Lesson Four: Who will perform the evaluation?

Module Seven: Assessing Learning before Training

  • Lesson One: Workplace Observation
  • Lesson Two: Objectives Assessment

Module Eight - Assessing Learning during Training

  • Reviewing learning objectives
  • Performing hip-pocket assessments
  • Quizzes and tests
  • Skill assessments

Module Nine - Assessing Learning after Training

  • Evaluation timelines
  • Learning journal
  • Goal setting
  • Additional methods of evaluation

Module Ten - The Long Term View

  • Creating a long term evaluation plan
  • Methods of evaluation
  • Documenting lessons learned

Module Eleven - Calculating the Return on Investment (ROI)

  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Module Twelve - Wrapping Up

Course 3 - Hiring Strategies

Module One - Getting Started

Module Two - Defining and Knowing the Position

  • Know the position
  • Needs analysis
  • Job analysis
  • Task analysis

Module Three - Hiring Strategy

  • Company information
  • Salary range
  • Top performers
  • Be prepared

Module Four - Lure in Great Candidates

  • Advertuse where candidates visit
  • Develop corporate citizenship
  • Treat your candidates well
  • Look at the competition

Module Five - Filtering Applicants to Interview

  • Put lots of weight on cover letters
  • Grading resumes
  • Internet search
  • Initial phone interview

Module Six - The Interview (Part 1)

  • Introduce everyone
  • Use a panel
  • Match the interview to the job
  • Types of questions

Module Seven - The Interview (Part 2)

  • Tell me about my company
  • Distractions
  • Interview more than once
  • Wrap up

Module Eight - Selection Proccess (Part 1)

  • Testing
  • Look for passion and enthusiasm
  • Background checks
  • Trust your instincts

Module Nine - Selection Process (Part 2)

  • Education Level vs Experience
  • Have a consensus
  • Keep non-hires on file
  • Checking references

Module Ten - Making an Offer

  • Do it quickly
  • Employment details
  • Notify rejected candidates
  • Be creative

Module Eleven - Onboarding

  • Training and orientation
  • Mentoring
  • 30-60-90 day reviews
  • Make them feel welcome

Module Twelve - Wrapping Up

Course 4 - Millennial Onboarding

Module One: Getting Started

Module Two: Purpose of Onboarding

  • Lesson One: Start Up Costs
  • Lesson Two: Employee Anxiety
  • Lesson Three: Employee Turnover
  • Lesson Four: Employee Expectations
  • Lesson Five: Case Study

Module Three: Introduction

  • Lesson One: Why Onboarding?
  • Lesson Two: Importance of Onboarding
  • Lesson Three: Making Employess Feel Welcome
  • Lesson Four: First Day Checklist
  • Lesson Five: Case Study

Module Four: Millennials and Onboarding

  • Lesson One: Who Are Millennials?
  • Lesson Two: How Do Millennials Differ from Other Workers?
  • Lesson Three: Investiture Socialization - Let Them Be Themselves!
  • Lesson Four: Informal Rather than Formal Onboarding Processes
  • Lesson Five: Case Study

Module Five: Onboarding Checklist

  • Lesson One: Pre-Arrival
  • Lesson Two: Arrival
  • Lesson Three: First Day
  • Lesson Four: First Week
  • Lesson Five: First Month
  • Lesson Six: Case Study

Module Six: Engaging the Millennial Employee

  • Lesson One: Create an Informal Program
  • Lesson Two: Engage Employees One on One
  • Lesson Three: The Role of Human Resources
  • Lesson Four: The Role of Managers
  • Lesson Five: Case Study

Module Seven: Following Up With the Millennial Employee

  • Lesson One: Initial Check-In - One on one
  • Lesson Two: Following up - Regular, Informal Follow Ups
  • Lesson Three: Setting Schedules - Millennials and Work Life
  • Lesson Four: Mentoring and the Millennial
  • Lesson Five: Case Study

Module Eight: Setting Expectations with the Millennial Employee

  • Lesson One: Define Requirements - Provide Specific Instructions
  • Lesson Two: Identify Opportunities for Improvement and Growth
  • Lesson Three: Set Verbal Expectations
  • Lesson Four: Put It In Writing
  • Lesson Five: Case Study

Module Nine: Mentoring the Millennial

  • Lesson One: Be Hands-On and Involved
  • Lesson Two: Serial Mentoring
  • Lesson Three: Be a Mentor, Not an Authority Figure
  • Lesson Four: Focus Millennia's Exploratory Drive on Work
  • Lesson Five: Case Study

Module Ten: Assigning Work to the Millennial Employee

  • Lesson One: Provide Clear Structure and Guidelines
  • Lesson Two: Provide Specific Benchmarks
  • Lesson Three: Set Boundaries and Provide Reality Checks
  • Lesson Four: Guide, Don't Dictate
  • Lesson Five: Case Study

Module Eleven: Providing Feedback

  • Lesson One: Millennials Thrive on Feedback!
  • Lesson Two: Characteristics of Quality Feedback
  • Lesson Three: Informal Feedback
  • Lesson Four: Formal Feedback
  • Lesson Five: Case Study

Module Twelve: Wrapping Up

Course 5 - Talent Management

Module One - Getting Started

Module Two - Defining Talent

  • What is talent management?
  • Types of talent
  • Skills and knowledge defined

Module Three - Understanding Talent Management

  • Guidelines
  • Importance and benefits
  • Challenges
  • Key elements to developing a winning strategy

Module Four - Performance Management

  • Performance management defined
  • Benefits
  • How to keep your employees motivated

Module Five - Talent Reviews

  • 360 degree feedback
  • Talent calibration
  • Maintaining an effective workforce
  • Looking to the future

Module Six - Succession and Career Planning

  • What is succession planning?
  • Developing a plan
  • Executing the plan
  • Overcoming roadblocks

Module Seven - Engagement

  • Employee engagement
  • Generating engagement
  • Influences

Module Eight - Competency Assessments

  • Competency assessment defined
  • Implementation
  • Final destination

Module Nine - Coaching, Training and Development

  • Setting goals
  • Developing options
  • Providing feedback
  • Wrapping up

Module Ten - Do's and Don'ts

  • Do's and don'ts
  • Tips for talent management

Module Eleven - Employee Retention

  • Goals and motivation
  • The expectancy theory
  • Object oriented theory

Module Twelve - Wrapping Up

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

About this Course

Get Employee Onboarding, Measuring Results from Training, Hiring Strategies, Millennial Onboarding, and Talent Management in this Bundle

1. Employee Onboarding: How to Bring on New Employees and Reduce Staff Turnover

Employee On boarding is a vital part of any companies hiring procedure. Hiring, training, and bringing new employees on board is a huge investment. On boarding will assist newly hired employees in developing and keeping their skills. Knowledge will be retained, and their value will increase within the company.

Through Employee On boarding you will find it lowers costs related to employee turnover. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the company, and having a structured set of procedures will make your company stronger and produce a greater chance of success.

By the end of this Employee Onboarding Online Short Course, you will be able to:

  • Define onboarding
  • Understanding the benefits and purpose of onboarding
  • Recognize how to prepare for an onboarding program
  • Identify ways to engage and follow up with employees
  • Create expectations
  • Discover the importance of resiliency and flexibility

2. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.

Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this Measuring Results from Training Online Short Course, you will be able to:

  • Understand Kolb's learning styles and learning cycle
  • Understand Kirkpatrick's level of evaluation
  • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case

3. Hiring Strategies: Learn How To Attract & Hire The Best Talent

Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization's culture.

Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this course as it prepares them to seek out that great candidate and make sure they are a fit for your company. You will obtain the necessary tools required in finding that diamond in the rough.

By the end of this Hiring Strategies Online Short Course, you will be able to:

  • Know how to present the current open position
  • Develop a workable hiring strategy
  • Know how to determine which candidates to interview
  • Steps and techniques to use in an interview
  • Welcome newly hired employees
  • Find potential candidates for the position

4. Millennial Onboarding: Master The Advantages & Challenges Of Hiring Millennials

More than ever, millennials – those born between 1980 and 1995 – are entering the workforce and becoming a vital part of our organizations. These workers bring a unique outlook on life to their jobs, and may also pose unique challenges. Taking time to customize the onboarding process for millennial employees helps promote employee retention and ensures that millennials are properly socialized into the workplace. Customizing the onboarding process for millennial employees benefits both the employee and the workplace.

Onboarding new employees is a secure investment that will assist newly hired employees in developing their skills, knowledge, and value within the company. It will help match the technically skilled Millennial workforce with new and emerging needs of your company, which gives your company an advantage within the market. 

Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a need to tweak the onboarding process to better suit the needs of the company and new hires. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.

By the end of this Millennial Onboarding Online Short Course, you will be able to:

  • Define onboarding
  • Discuss the characteristics of Millennials
  • Create an onboarding process for Millennials
  • Develop action plans for working with Millennials
  • Learn from introspection

5. Talent Management: Talented Employees are the Key to Success. 

Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. With a company's workforce generally being its highest cost, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce, and attracting better and more skilled new hires.

We all know that training and retraining is expensive, and our Talent Management course will reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity. Talent Management is the investment that will pay dividends for years to come. 

By the end of this Talent Management Online Short Course, you will be able to:

  • Define talent and talent management
  • Understand the benefits of talent management
  • Recognise performance management and ways to review talent
  • Identify employee engagement
  • Create assessments and training programs
  • Learn how to improve employee retention

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

For comprehensive information on units of study click the units of study tab above.

This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success 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

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.

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

The Employee Onboarding 5 Course Bundle includes the following courses, below is a summary of each course: 

Course 1 - Employee Onboarding

Module One - Getting Started

Module Two - Purpose of Onboarding

  • Start-up Cost
  • Anxiety
  • Employee Turnover
  • Realistic Expectations

Module Three - Introduction

  • What is Onboarding
  • The Importance of Onboarding
  • Making employees feel welcome
  • First day checklist

Module Four - Onboarding Preparation

  • Prfoessionalism
  • Clarity
  • Designating a Mentor
  • Training

Module Five - Onboarding Checklist

  • Pre-arrival
  • Arrival
  • First Week
  • First Month

Module Six - Creating an Engaging Program

  • Getting off on the right track
  • Role of Human Resources
  • Role of managers
  • Characteristics

Module Seven - Following up the New Employees

  • Initial check in
  • Following up
  • Setting schedules
  • Mentor's Responsibility

Module Eight - Setting Expectations

  • Defining requirements
  • Identifying opportunities for improvement and growth
  • Setting verbal expectations
  • Putting it in writing

Module Nine - Resiliency and Flexibility

  • What is Resiliency?
  • Why is it important?
  • Five steps
  • What is flexibility?
  • Why is it important?
  • Five steps

Module Ten - Assigning Work

  • General principles
  • The Dictatorial approach
  • The apple picking approach
  • The collaborative approach

Module Eleven - Providing Feedback

  • Characteristics of good feedback
  • Feedback delivery tools
  • Informal feedback
  • Formal feedback

Module Twelve - Wrapping Up

Course 2 - Measuring Results from Training

Module One - Getting Started

Module Two: Kolb's Learning Styles

  • Lesson One: The Four-stage process
  • Lesson Two: Accommodators
  • Lesson Three: Divergers
  • Lesson Four: Convergers
  • Lesson Five: Assimilators

Module Three: Kirkpatrick's Level of Evaluation

  • Lesson One: Overview
  • Lesson Two: Level One: Reactions
  • Lesson Three: Level Two: Learning
  • Lesson Four: Level Three: Behavior
  • Lesson Five: Level Four: Results

Module Four: Types of Measurement Tools

  • Lesson One: Goal setting
  • Lesson Two: Self-evaluations
  • Lesson Three: Peer evaluations
  • Lesson Four: Supervisor evaluations
  • Lesson Five: High-Level evaluations

Module Five: Focusing the Training

  • Lesson One: Performing a Needs Assessment
  • Lesson Two: Creating Learning Objectives
  • Lesson Three: Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • Lesson One: What Will We Evaluate?
  • Lesson Two: When Will the Evaluation be Completed?
  • Lesson Three: How will we evaluate it?
  • Lesson Four: Who will perform the evaluation?

Module Seven: Assessing Learning before Training

  • Lesson One: Workplace Observation
  • Lesson Two: Objectives Assessment

Module Eight - Assessing Learning during Training

  • Reviewing learning objectives
  • Performing hip-pocket assessments
  • Quizzes and tests
  • Skill assessments

Module Nine - Assessing Learning after Training

  • Evaluation timelines
  • Learning journal
  • Goal setting
  • Additional methods of evaluation

Module Ten - The Long Term View

  • Creating a long term evaluation plan
  • Methods of evaluation
  • Documenting lessons learned

Module Eleven - Calculating the Return on Investment (ROI)

  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Module Twelve - Wrapping Up

Course 3 - Hiring Strategies

Module One - Getting Started

Module Two - Defining and Knowing the Position

  • Know the position
  • Needs analysis
  • Job analysis
  • Task analysis

Module Three - Hiring Strategy

  • Company information
  • Salary range
  • Top performers
  • Be prepared

Module Four - Lure in Great Candidates

  • Advertuse where candidates visit
  • Develop corporate citizenship
  • Treat your candidates well
  • Look at the competition

Module Five - Filtering Applicants to Interview

  • Put lots of weight on cover letters
  • Grading resumes
  • Internet search
  • Initial phone interview

Module Six - The Interview (Part 1)

  • Introduce everyone
  • Use a panel
  • Match the interview to the job
  • Types of questions

Module Seven - The Interview (Part 2)

  • Tell me about my company
  • Distractions
  • Interview more than once
  • Wrap up

Module Eight - Selection Proccess (Part 1)

  • Testing
  • Look for passion and enthusiasm
  • Background checks
  • Trust your instincts

Module Nine - Selection Process (Part 2)

  • Education Level vs Experience
  • Have a consensus
  • Keep non-hires on file
  • Checking references

Module Ten - Making an Offer

  • Do it quickly
  • Employment details
  • Notify rejected candidates
  • Be creative

Module Eleven - Onboarding

  • Training and orientation
  • Mentoring
  • 30-60-90 day reviews
  • Make them feel welcome

Module Twelve - Wrapping Up

Course 4 - Millennial Onboarding

Module One: Getting Started

Module Two: Purpose of Onboarding

  • Lesson One: Start Up Costs
  • Lesson Two: Employee Anxiety
  • Lesson Three: Employee Turnover
  • Lesson Four: Employee Expectations
  • Lesson Five: Case Study

Module Three: Introduction

  • Lesson One: Why Onboarding?
  • Lesson Two: Importance of Onboarding
  • Lesson Three: Making Employess Feel Welcome
  • Lesson Four: First Day Checklist
  • Lesson Five: Case Study

Module Four: Millennials and Onboarding

  • Lesson One: Who Are Millennials?
  • Lesson Two: How Do Millennials Differ from Other Workers?
  • Lesson Three: Investiture Socialization - Let Them Be Themselves!
  • Lesson Four: Informal Rather than Formal Onboarding Processes
  • Lesson Five: Case Study

Module Five: Onboarding Checklist

  • Lesson One: Pre-Arrival
  • Lesson Two: Arrival
  • Lesson Three: First Day
  • Lesson Four: First Week
  • Lesson Five: First Month
  • Lesson Six: Case Study

Module Six: Engaging the Millennial Employee

  • Lesson One: Create an Informal Program
  • Lesson Two: Engage Employees One on One
  • Lesson Three: The Role of Human Resources
  • Lesson Four: The Role of Managers
  • Lesson Five: Case Study

Module Seven: Following Up With the Millennial Employee

  • Lesson One: Initial Check-In - One on one
  • Lesson Two: Following up - Regular, Informal Follow Ups
  • Lesson Three: Setting Schedules - Millennials and Work Life
  • Lesson Four: Mentoring and the Millennial
  • Lesson Five: Case Study

Module Eight: Setting Expectations with the Millennial Employee

  • Lesson One: Define Requirements - Provide Specific Instructions
  • Lesson Two: Identify Opportunities for Improvement and Growth
  • Lesson Three: Set Verbal Expectations
  • Lesson Four: Put It In Writing
  • Lesson Five: Case Study

Module Nine: Mentoring the Millennial

  • Lesson One: Be Hands-On and Involved
  • Lesson Two: Serial Mentoring
  • Lesson Three: Be a Mentor, Not an Authority Figure
  • Lesson Four: Focus Millennia's Exploratory Drive on Work
  • Lesson Five: Case Study

Module Ten: Assigning Work to the Millennial Employee

  • Lesson One: Provide Clear Structure and Guidelines
  • Lesson Two: Provide Specific Benchmarks
  • Lesson Three: Set Boundaries and Provide Reality Checks
  • Lesson Four: Guide, Don't Dictate
  • Lesson Five: Case Study

Module Eleven: Providing Feedback

  • Lesson One: Millennials Thrive on Feedback!
  • Lesson Two: Characteristics of Quality Feedback
  • Lesson Three: Informal Feedback
  • Lesson Four: Formal Feedback
  • Lesson Five: Case Study

Module Twelve: Wrapping Up

Course 5 - Talent Management

Module One - Getting Started

Module Two - Defining Talent

  • What is talent management?
  • Types of talent
  • Skills and knowledge defined

Module Three - Understanding Talent Management

  • Guidelines
  • Importance and benefits
  • Challenges
  • Key elements to developing a winning strategy

Module Four - Performance Management

  • Performance management defined
  • Benefits
  • How to keep your employees motivated

Module Five - Talent Reviews

  • 360 degree feedback
  • Talent calibration
  • Maintaining an effective workforce
  • Looking to the future

Module Six - Succession and Career Planning

  • What is succession planning?
  • Developing a plan
  • Executing the plan
  • Overcoming roadblocks

Module Seven - Engagement

  • Employee engagement
  • Generating engagement
  • Influences

Module Eight - Competency Assessments

  • Competency assessment defined
  • Implementation
  • Final destination

Module Nine - Coaching, Training and Development

  • Setting goals
  • Developing options
  • Providing feedback
  • Wrapping up

Module Ten - Do's and Don'ts

  • Do's and don'ts
  • Tips for talent management

Module Eleven - Employee Retention

  • Goals and motivation
  • The expectancy theory
  • Object oriented theory

Module Twelve - Wrapping Up

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

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Delivery Method

Online - Certificate

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Course Summary

Course ID No.: 020EO5CB
Delivery Mode: Online
Course Access: Unlimited Lifetime
Time required: Study at your own pace
Course Duration: 30-48 Hours for total bundle
Assessments: Yes
Qualification: Certificate

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