Certificate In Managing Human Resources Online Course

Manage Human Resources In Your Workplace

Certificate In Managing Human Resources Online Course

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Managing Human Resources Online Certificate Course

The Managing Human Resources Online Certificate sources gives you the fundamental concepts of human resources including topics on Health & Safety or Workplace Discrimination, the Managing Human Resources online course has everything you need to excel in role that involves managing or supervising other employees. Our Managing Human Resources Online Courses lets you understand how much human resources is important in the lives of employees, as well as aspects of legislation, policy, and procedures involving human resourcing issues.

Key Learning Objectives

  • Describe different aspects of Human Resource Management
  • Define Human Resources Management terms
  • Recruit, interview, and retain employees
  • Follow up effectively new employees
  • Be an advocate for your employees’ health and safety
  • Provide articulate feedback to employees
  • Correctly manage situations requiring discipline and termination
  • Evaluate some of the strengths and opportunities for Human Resources in your own workplace

Managing Human Resources Online - Requirements

The Managing Human Resources Online Certificate course is delivered 100 percent online 24/7 and takes around 6 to 8 hours of study to complete. 

To complete this course, a student must:

  • Have access to the internet and the necessary technical skills to navigate the online learning resources
  • Have access to any mobile device with internet connectivity (laptop, desktop, tablet)
  • Be a self-directed learner
  • Possess sound language and literacy skills

Quick Course Facts

  1. Course content is structured for easy comprehension
  2. Approximately 6 to 8 hours of study is needed to complete the course
  3. Registered students gain unrestricted lifetime access to the Managing Human Resources Online Certificate Course
  4. All course material is available online 24/7 and can be accessed using any device
  5. Study online from anywhere in your own time at your own pace
  6. All students who complete the course will be awarded with a certificate of completion

Managing Human Resources Online Course - Outline

Section One: Getting Started

  • Objectives

Section Two: Human Resources Today

In this part of the Human Resources Online Certificate course, we take a closer look into Human Resources in today’s context.

Key Factors Influencing Human Resources Today

  • Technology
  • Globalization
  • Demographics
  • Contingency

Current Trends in Human Resources Management

  • Onboarding
  • Proactive recruiting
  • Focus on work-life balance
  • Introduction of Lean and Six Sigma methods

Section Three: Recruiting and Interviewing

Recruiting and interviewing are two of the key roles of a human resource department. In this module, we will be discussing the first two parts of human resource management.

The job Selection Process

This refers to the formal or informal process of filling a vacancy in the organization. Below are the different steps of the job selection process:

  • Job analysis
  • Recruit
  • Filter candidates
  • Interview
  • Select
  • Introduce and retain

Interviewing Fairly

  • Reading body language and paying attention to non-verbal cues
  • Physical characteristics and how it influences an interviewer’s objectivity
  • Halo effect
  • Contrast effects

The Best Way to Interview

  • Asking questions that are job specific
  • Interview questions must be fair
  • Asking “open” questions
  • Scoring responses
  • Training interviewers

Section Four: Retention and Orientation

In this section we discuss retention and orientation, and how it falls within the scope of Employee Retention.

Getting Off on the Right Track

This part of the course addresses the things that help people get engaged in your organization. We take a look at the recruiting costs, and the impact of poor selection choice.

  • Encounter
  • Orientation

Role of Human Resources

  • Designing an orientation process
  • Completing paperwork
  • Providing managers with tools
  • Providing an overview of the performance management program

Role of the Manager

  • Introducing the person to the organization
  • Scheduling
  • Establishing objectives
  • Setting up technology, safety, and training

Characteristics of an Effective Orientation Program

  • Getting a professional hiring manager
  • Including technical and social aspects during orientation
  • Formal and informal introductions
  • Orienting employees on the company’s products, services, customers, and strategic plans
  • Providing training

Using an Orientation Checklist

This ensures that all new candidates have an equal opportunity in the workplace. Included in this section is an orientation checklist to get employees on track on their first day.

Section Five: Following Up with New Employees

This module focuses on the next step of the process which is following up with the new employees.

Checking In

Checking in with your new employees helps your organization become an “employer of choice.”

Following Up

This is based on the employee orientation checklist. This can include regular interactions that can be short and informal.

Designing the Follow-Up Schedule

  • Scheduling a meeting each day during the first week
  • Scheduling a meeting every two weeks for the first three months, and monthly thereafter

Section Six: Workplace Health

In this section, we discuss your role in helping maintain a healthy workplace and areas of training you may want to explore.

Understanding your Role and Responsibilities

Your role and responsibilities in maintaining a healthy workplace is dictated by the different regulations and legislations that are in effect in territory or state that you operate. It is important that you understand the different legal aspects and get the necessary training required under these current legislation and codes.

Understanding Local and Industry Specific Rules

Specific industries have special rules, and these can differ from one area to another. Be sure to speak with experts in your field and get the information you require.

Section Seven: Workplace Bullying, Harassment, and Violence

Almost half of all workers in Canada, the United States, and Britain have been bullied at work. In this section we discuss workplace bullying, harassment, and violence.

Incidents may manifest as:

  • Physical: Attacks, threats, or unwanted sexual advances.
  • Verbal: Offensive or critical jokes, gossip, threats, or criticism.
  • Written: Offending notes, email, text messages, and/or letters.

Cost to the Organization

We will also discuss the negative effects of conflicts on the organization which can extend to the people who work for the organization. Costs can include job loss, challenges in their personal life and career.

The Manager’s Role

The manager’s role includes providing staff with the tools to report issues and how to deal with issues when these arise. This can be done by:

  • Provide the staff with the ability and authority to manage conflict
  • Provide strong leadership
  • Conduct yourself with consideration and respect
  • Model principles and standards of diversity
  • Recognize staff for contributions
  • Deal with inappropriate behaviors in a timely fashion

During a crisis, follow the POLITE plan

We will also discuss how to use the polite plan in handling a crisis. This includes listening empathically and avoiding remarks that can be considered condescending. Interrupting an escalating situation helps relieve tension and move this to a problem solving situation.

An Employer’s Responsibility

Your responsibility includes providing a safe working environment and providing the training and tools that allow people to work safely. This should include policies regarding harassment, bullying, and violence. Concerns with your obligations should be addressed to local health and safety associations.

Section Eight: Workplace Wellness

In this part of the Managing Human Resources Online Certificate course, we look at the importance of workplace wellness in improving productivity. We explore the concept of workplace wellness and how to promote it in your organization.

Wellness Behaviors

  • Health eating
  • Exercise
  • Work-life balance

The Case for Wellness

  • Improves employee engagement and morale
  • Places less demand on expensive benefit programs

What you can do as an employer?

  • Health promotion and prevention
  • Provide training and education for supervisors and managers

What can you do as an employee?

  • Make your health a priority
  • Remember that you have a duty to be prepared for work
  • Participate in and comply with treatment

Section Nine: Providing Feedback to Employees

This section explores the different feedback models and some ways to make your feedback effective and encouraging.

Feedback Model

Before giving feedback to an employee, consider the environment and timing. Providing negative feedback in front of their colleagues is unprofessional and can damage the reputation of an employee.

Types of Feedback

Feedback can come in several forms. Informal feedback can be done by giving a small reward. Formal feedback, on the other hand, is provided for employees who meet certain benchmarks.

The Feedback Sandwich

  • Make a positive comment
  • Offer critique or suggestions for improvement
  • Make an overall positive comment

Encouraging Growth and Development

Providing meaningful feedback is a learned skill and can be improved with practice. Feedback can be used to encourage growth and development.

Section Ten: Terminating Employees

In part of the course, we discuss the difficult task of firing an employee. When modifying an employee’s behavior is unable to get the desired results, then termination is the next logical step.

Documenting Events

Terminating employees can be easy in cases of clear and serious misconduct or breach of contract. When considering terminating an employee, below are a few things to remember:

  • Check with the human resource department or supervisor
  • Make sure all documents are in order

Making the Decision

There is a lot of thought that goes when making the actual decision to terminate someone. Part is emotion and part logical. Here are a few questions to ask to determine if you are making the right decision:

  • Am I being hard on this person unnecessarily?
  • How serious were the infractions or performance issues that led to this?
  • What are the implications of releasing this employee in terms of backlash to the company, my work unit, and my professional integrity?
  • What are the implications to me as a manager, to the results of this department, and to the morale of people working here, to keep this problem employee?

Communicating the Decision

Section Eleven: Wrapping Up

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.

Other Human Resources Courses

If you want a career in the field of human resources, we at Courses For Success have a variety of human resources courses that can get you there!

Section One: Getting Started

  • Objectives

Section Two: What is HR?

  • Human Resources in 2010?
  • Human Resource Influencers

Section Three: Recruiting and Interviewing

  • Interview for what exactly?
  • Setting the scene to Interview
  • Five Steps to a Successful Interview
  • Behaviourally Based Questions

Section Four: Induction and Retention

  • Start as you mean to go on
  • Induction/Orientation Checklist

Section Five: Keeping Track

  • The Follow Up
  • Follow Up Schedules
  • Scary Statistics

Section Six: Health & Safety in the Workplace

  • Why all the urgency?
  • Understanding the Industry Specific Rules of your Country
  • Training for HR Managers

Section Seven: Workplace Discrimination & Harassment

  • Definitions
  • Bullying in the Workplace
  • A Manager has Responsibilities
  • An Employer has Greater Responsibility

Section Eight: Wellness in the Workplace

  • The Business Benefits of Wellness in the Workplace
  • Steps to Implementing a Wellness Program

Section Nine: Feedback

  • Characteristics of Good Feedback
  • Constructive Criticism
  • Encouraging Growth and Development

Section Ten: Employee Discipline

  • The General Discipline Process
  • Progressive Discipline
  • How to Prepare & Conduct Disciplinary Meetings
  • Following Up

Section Eleven: The Dreaded D Word

  • Making the Decision
  • What to Say When Terminating an Employee

Section Twelve: Wrapping Up

  • Words from the Wise
  • Action Plans and Evaluations

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
47%
4 star
41%
3 star
11%
2 star
1%
1 star
0%
(236)
Average rating 4 out of 5 stars

14 October 2019 04:21:07 PM

Very informative and valuable course

26 September 2019 01:02:00 PM

INFORMATIVE & HELPFUL

26 September 2019 12:54:15 PM

VERY HELPFUL

26 September 2019 12:53:31 PM

GREAT COURSE

26 September 2019 12:53:20 PM

BRILLIANT AND INFORMATIVE

25 June 2019 01:33:01 PM

Easy and Engaging

27 April 2019 03:37:58 AM

Very easy to learn. Thank you!

8 March 2019 01:39:35 PM

great help

29 October 2018 11:00:25 PM

I enjoyed this course.

10 August 2018 12:36:28 AM

Very informative module. I have learned a lot from it.

15 July 2018 09:45:31 PM

just completed for section, and have enjoyed understanding different ways manage HR in the workplace.

25 June 2018 07:01:09 AM

Very effective course.

20 June 2018 02:44:50 AM

Excellent!

6 June 2018 06:40:59 AM

very informative

25 May 2018 11:48:47 PM

.

22 May 2018 06:35:18 PM

hr is necessary for any business. When hiring staff you should be aware of the correct procedures.

21 May 2018 08:17:43 AM

Really enjoyed this course!

27 April 2018 08:13:46 PM

Informative and helpful

7 April 2018 01:44:33 AM

It is very informative

11 March 2018 02:32:48 PM

helpful and easy to follow

Load more reviews Loading...
About this Course

Managing Human Resources Online Certificate Course

The Managing Human Resources Online Certificate sources gives you the fundamental concepts of human resources including topics on Health & Safety or Workplace Discrimination, the Managing Human Resources online course has everything you need to excel in role that involves managing or supervising other employees. Our Managing Human Resources Online Courses lets you understand how much human resources is important in the lives of employees, as well as aspects of legislation, policy, and procedures involving human resourcing issues.

Key Learning Objectives

  • Describe different aspects of Human Resource Management
  • Define Human Resources Management terms
  • Recruit, interview, and retain employees
  • Follow up effectively new employees
  • Be an advocate for your employees’ health and safety
  • Provide articulate feedback to employees
  • Correctly manage situations requiring discipline and termination
  • Evaluate some of the strengths and opportunities for Human Resources in your own workplace

Managing Human Resources Online - Requirements

The Managing Human Resources Online Certificate course is delivered 100 percent online 24/7 and takes around 6 to 8 hours of study to complete. 

To complete this course, a student must:

  • Have access to the internet and the necessary technical skills to navigate the online learning resources
  • Have access to any mobile device with internet connectivity (laptop, desktop, tablet)
  • Be a self-directed learner
  • Possess sound language and literacy skills

Quick Course Facts

  1. Course content is structured for easy comprehension
  2. Approximately 6 to 8 hours of study is needed to complete the course
  3. Registered students gain unrestricted lifetime access to the Managing Human Resources Online Certificate Course
  4. All course material is available online 24/7 and can be accessed using any device
  5. Study online from anywhere in your own time at your own pace
  6. All students who complete the course will be awarded with a certificate of completion

Managing Human Resources Online Course - Outline

Section One: Getting Started

  • Objectives

Section Two: Human Resources Today

In this part of the Human Resources Online Certificate course, we take a closer look into Human Resources in today’s context.

Key Factors Influencing Human Resources Today

  • Technology
  • Globalization
  • Demographics
  • Contingency

Current Trends in Human Resources Management

  • Onboarding
  • Proactive recruiting
  • Focus on work-life balance
  • Introduction of Lean and Six Sigma methods

Section Three: Recruiting and Interviewing

Recruiting and interviewing are two of the key roles of a human resource department. In this module, we will be discussing the first two parts of human resource management.

The job Selection Process

This refers to the formal or informal process of filling a vacancy in the organization. Below are the different steps of the job selection process:

  • Job analysis
  • Recruit
  • Filter candidates
  • Interview
  • Select
  • Introduce and retain

Interviewing Fairly

  • Reading body language and paying attention to non-verbal cues
  • Physical characteristics and how it influences an interviewer’s objectivity
  • Halo effect
  • Contrast effects

The Best Way to Interview

  • Asking questions that are job specific
  • Interview questions must be fair
  • Asking “open” questions
  • Scoring responses
  • Training interviewers

Section Four: Retention and Orientation

In this section we discuss retention and orientation, and how it falls within the scope of Employee Retention.

Getting Off on the Right Track

This part of the course addresses the things that help people get engaged in your organization. We take a look at the recruiting costs, and the impact of poor selection choice.

  • Encounter
  • Orientation

Role of Human Resources

  • Designing an orientation process
  • Completing paperwork
  • Providing managers with tools
  • Providing an overview of the performance management program

Role of the Manager

  • Introducing the person to the organization
  • Scheduling
  • Establishing objectives
  • Setting up technology, safety, and training

Characteristics of an Effective Orientation Program

  • Getting a professional hiring manager
  • Including technical and social aspects during orientation
  • Formal and informal introductions
  • Orienting employees on the company’s products, services, customers, and strategic plans
  • Providing training

Using an Orientation Checklist

This ensures that all new candidates have an equal opportunity in the workplace. Included in this section is an orientation checklist to get employees on track on their first day.

Section Five: Following Up with New Employees

This module focuses on the next step of the process which is following up with the new employees.

Checking In

Checking in with your new employees helps your organization become an “employer of choice.”

Following Up

This is based on the employee orientation checklist. This can include regular interactions that can be short and informal.

Designing the Follow-Up Schedule

  • Scheduling a meeting each day during the first week
  • Scheduling a meeting every two weeks for the first three months, and monthly thereafter

Section Six: Workplace Health

In this section, we discuss your role in helping maintain a healthy workplace and areas of training you may want to explore.

Understanding your Role and Responsibilities

Your role and responsibilities in maintaining a healthy workplace is dictated by the different regulations and legislations that are in effect in territory or state that you operate. It is important that you understand the different legal aspects and get the necessary training required under these current legislation and codes.

Understanding Local and Industry Specific Rules

Specific industries have special rules, and these can differ from one area to another. Be sure to speak with experts in your field and get the information you require.

Section Seven: Workplace Bullying, Harassment, and Violence

Almost half of all workers in Canada, the United States, and Britain have been bullied at work. In this section we discuss workplace bullying, harassment, and violence.

Incidents may manifest as:

  • Physical: Attacks, threats, or unwanted sexual advances.
  • Verbal: Offensive or critical jokes, gossip, threats, or criticism.
  • Written: Offending notes, email, text messages, and/or letters.

Cost to the Organization

We will also discuss the negative effects of conflicts on the organization which can extend to the people who work for the organization. Costs can include job loss, challenges in their personal life and career.

The Manager’s Role

The manager’s role includes providing staff with the tools to report issues and how to deal with issues when these arise. This can be done by:

  • Provide the staff with the ability and authority to manage conflict
  • Provide strong leadership
  • Conduct yourself with consideration and respect
  • Model principles and standards of diversity
  • Recognize staff for contributions
  • Deal with inappropriate behaviors in a timely fashion

During a crisis, follow the POLITE plan

We will also discuss how to use the polite plan in handling a crisis. This includes listening empathically and avoiding remarks that can be considered condescending. Interrupting an escalating situation helps relieve tension and move this to a problem solving situation.

An Employer’s Responsibility

Your responsibility includes providing a safe working environment and providing the training and tools that allow people to work safely. This should include policies regarding harassment, bullying, and violence. Concerns with your obligations should be addressed to local health and safety associations.

Section Eight: Workplace Wellness

In this part of the Managing Human Resources Online Certificate course, we look at the importance of workplace wellness in improving productivity. We explore the concept of workplace wellness and how to promote it in your organization.

Wellness Behaviors

  • Health eating
  • Exercise
  • Work-life balance

The Case for Wellness

  • Improves employee engagement and morale
  • Places less demand on expensive benefit programs

What you can do as an employer?

  • Health promotion and prevention
  • Provide training and education for supervisors and managers

What can you do as an employee?

  • Make your health a priority
  • Remember that you have a duty to be prepared for work
  • Participate in and comply with treatment

Section Nine: Providing Feedback to Employees

This section explores the different feedback models and some ways to make your feedback effective and encouraging.

Feedback Model

Before giving feedback to an employee, consider the environment and timing. Providing negative feedback in front of their colleagues is unprofessional and can damage the reputation of an employee.

Types of Feedback

Feedback can come in several forms. Informal feedback can be done by giving a small reward. Formal feedback, on the other hand, is provided for employees who meet certain benchmarks.

The Feedback Sandwich

  • Make a positive comment
  • Offer critique or suggestions for improvement
  • Make an overall positive comment

Encouraging Growth and Development

Providing meaningful feedback is a learned skill and can be improved with practice. Feedback can be used to encourage growth and development.

Section Ten: Terminating Employees

In part of the course, we discuss the difficult task of firing an employee. When modifying an employee’s behavior is unable to get the desired results, then termination is the next logical step.

Documenting Events

Terminating employees can be easy in cases of clear and serious misconduct or breach of contract. When considering terminating an employee, below are a few things to remember:

  • Check with the human resource department or supervisor
  • Make sure all documents are in order

Making the Decision

There is a lot of thought that goes when making the actual decision to terminate someone. Part is emotion and part logical. Here are a few questions to ask to determine if you are making the right decision:

  • Am I being hard on this person unnecessarily?
  • How serious were the infractions or performance issues that led to this?
  • What are the implications of releasing this employee in terms of backlash to the company, my work unit, and my professional integrity?
  • What are the implications to me as a manager, to the results of this department, and to the morale of people working here, to keep this problem employee?

Communicating the Decision

Section Eleven: Wrapping Up

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.

Other Human Resources Courses

If you want a career in the field of human resources, we at Courses For Success have a variety of human resources courses that can get you there!

Section One: Getting Started

  • Objectives

Section Two: What is HR?

  • Human Resources in 2010?
  • Human Resource Influencers

Section Three: Recruiting and Interviewing

  • Interview for what exactly?
  • Setting the scene to Interview
  • Five Steps to a Successful Interview
  • Behaviourally Based Questions

Section Four: Induction and Retention

  • Start as you mean to go on
  • Induction/Orientation Checklist

Section Five: Keeping Track

  • The Follow Up
  • Follow Up Schedules
  • Scary Statistics

Section Six: Health & Safety in the Workplace

  • Why all the urgency?
  • Understanding the Industry Specific Rules of your Country
  • Training for HR Managers

Section Seven: Workplace Discrimination & Harassment

  • Definitions
  • Bullying in the Workplace
  • A Manager has Responsibilities
  • An Employer has Greater Responsibility

Section Eight: Wellness in the Workplace

  • The Business Benefits of Wellness in the Workplace
  • Steps to Implementing a Wellness Program

Section Nine: Feedback

  • Characteristics of Good Feedback
  • Constructive Criticism
  • Encouraging Growth and Development

Section Ten: Employee Discipline

  • The General Discipline Process
  • Progressive Discipline
  • How to Prepare & Conduct Disciplinary Meetings
  • Following Up

Section Eleven: The Dreaded D Word

  • Making the Decision
  • What to Say When Terminating an Employee

Section Twelve: Wrapping Up

  • Words from the Wise
  • Action Plans and Evaluations

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

(236)
Average rating 4 out of 5 stars
5 star
47%
4 star
41%
3 star
11%
2 star
1%
1 star
0%

14 October 2019 04:21:07 PM

Very informative and valuable course

26 September 2019 01:02:00 PM

INFORMATIVE & HELPFUL

26 September 2019 12:54:15 PM

VERY HELPFUL

26 September 2019 12:53:31 PM

GREAT COURSE

26 September 2019 12:53:20 PM

BRILLIANT AND INFORMATIVE

25 June 2019 01:33:01 PM

Easy and Engaging

27 April 2019 03:37:58 AM

Very easy to learn. Thank you!

8 March 2019 01:39:35 PM

great help

29 October 2018 11:00:25 PM

I enjoyed this course.

10 August 2018 12:36:28 AM

Very informative module. I have learned a lot from it.

15 July 2018 09:45:31 PM

just completed for section, and have enjoyed understanding different ways manage HR in the workplace.

25 June 2018 07:01:09 AM

Very effective course.

20 June 2018 02:44:50 AM

Excellent!

6 June 2018 06:40:59 AM

very informative

25 May 2018 11:48:47 PM

.

22 May 2018 06:35:18 PM

hr is necessary for any business. When hiring staff you should be aware of the correct procedures.

21 May 2018 08:17:43 AM

Really enjoyed this course!

27 April 2018 08:13:46 PM

Informative and helpful

7 April 2018 01:44:33 AM

It is very informative

11 March 2018 02:32:48 PM

helpful and easy to follow

Load more reviews Loading...

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Course Summary

Course ID: 020MHROSC
Delivery Mode: Online
Access: Unlimited lifetime
Time: Study at your own pace
Duration: 6-8 Hours
Qualification: Certificate

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