Salary Negotiation: Learn the Negotiation Mindset
Entry-level course for those new to negotiation. Get an informative, entertaining intro to earning more in under 30 min!
Created by Jim Hopkinson - 85,000+ students as salary expert, career coach, author
Students: 82767, Price: Free
Learn the importance of salary negotiation in this entertaining and informative intro course.
Negotiating your salary when going for a new job or a raise is a critical skill to make sure you get paid what you deserve, yet it is a topic that makes most everyone anxious.
Before you can master salary negotiation tips and tricks, you first have to be in the right mindset.
Using an easy-to-follow storytelling approach -- along with case studies, statistics, and the right amount of humor from Improv-trained actors -- this course will change the way you look at negotiation.
In just 20 minutes you will see:
Two crucial goals for any negotiation
Case studies of negotiations gone wrong
The new reality for a post-recession economy
What family, friends, and your boss WON'T tell you about negotiation
Negotiation statistics and facts
The HR perspective
The light switch moment of negotiation success
Bonus content: 5 Negotiation Mindset Tips for Your Job Search
Who this course is for:
This course is a crucial introduction for professionals interviewing for a new job, underpaid workers seeking a raise, new college grads -- anyone that is new to negotiation and is ready to learn more and earn what they deserve.
What are recommended next steps?
After getting in the proper mindset, see the following advanced courses for specific tips, tactics, and case studies:
Salary Negotiation: How to Negotiate a Raise or Promotion
Salary Negotiation: How To Negotiate a Job Offer (Student Edition)
Salary Negotiation: How To Negotiate a Job Offer (Pro Edition)
Mobile Cybersecurity Awareness
Learn How to Prevent Data Breaches, Identity Theft and Fraud via Smartphones, Laptops and Tablets
Created by Eric Schwartzman - Digital Marketing Consultant
Students: 25041, Price: Free
In a world where smartphones store gigabytes or personally identifiable information, human error remains the single biggest threat to the security of your information.
Not taking the cybersecurity precautions covered in this course when you use a smartphone has become riskier than ever.
While no one is 100% secure against a mobile attack, there’s a lot you can do to discourage thieves and hackers from targeting you, your family, friends or colleagues.
All it takes is one wrong click for you to become a victim of identity theft, fraud or a data breach. If your kids, loved ones or coworkers use your mobile device, this course is for them too.
Intellectual Property Security Awareness
How to Use Social Media without Infringing on Trademarks, Copyrights, Trade Secrets and Patents
Created by Eric Schwartzman - Digital Marketing Consultant
Students: 15191, Price: Free
The Average Copyright Infringement Claim Costs $130k in Legal Fees to Defend
You don’t have to be a bank robber to be convicted of stealing. Robbing someone of their creative expression is a crime that can lead to million dollar fines and jail time.
Welcome to the world of intellectual property, where using someone else’s trademark, patent, copyright or trade secret can land you in court for counterfeiting, criminal copyright infringement and theft.
In this course, you'll learn what intellectual property is, so you can share it wisely, when it’s OK to use protected works without the owners permission, how to determine what’s safe to share, and what’s too risky, who really owns your Linkedin connections and Twitter account, why accessing someone else’s social media account -- even with their permission -- could be a crime and much, much more.
Before you or your coworkers accidentally infringe on the rights of a litigious intellectual property owner, get this action class right now and learn how to demonstrate respect for intellectual property on social media.
Career: Complete Career Change Program
Career Change Strategies
Created by Karen Gurney - Executive Search Consultant
Students: 13142, Price: Free
Now, you have access to the work I do for Executive MBA programs through this class so you can craft and keep your peak income. And you are not alone in the process. When you join today I will send you an invitation to connect via Linkedin for a free profile review.
If you are not getting interviews for the job you want, you will want this class.
The best course I’ve ever been on. “If ever there was a course that you need to go on then it is this. I am very qualified but wasn't getting the phone calls for jobs because my strategy was totally wrong...If you want to get the hits then get the course!” by Keith McClean
Concise, efficient, effective, “With amazingly helpful downloadable content (just copy and paste into document)…Generates results, works for every industry and all job levels.” by Kevin Massabni,
This includes cutting edge tools for how hiring is done.
A whopping 75% of my clients get calls from their online profiles for the jobs they want, not through direct applications that get sucked into the 'resume black hole.'
And I give you my effective pre-formatted resume/CV template to write with along with 'fill-in-the-blank" interview and salary negotiation scripts.
This is my epic course that is the A to Z strategy that I use for my 6-Figure Executive MBA clients, now available to you.
You will want to take this course for these reasons.
1. You dislike your current career path and want something else.
2. You think you could be making more.
3. You do not have time for a job search and need recruiters to come to you.
4. If you are getting calls from recruiters but not for the jobs you want.
5. You need interview and salary negotiation scripts to make things easier.
I look forward to helping you reach your career goals.
Dr. Karen Gurney
Increase Trust & Flow – Accelerate Your Business Growth!
Discover how the Talent Dynamics profile & pathway can help you, your team & clients increase their results in business.
Created by Suraj Naik - #1Business Development Pathway for Accelerating Trust & Flow
Students: 12151, Price: Free
‘Everybody has a fundamental right to experience flow & know how to create it.’
Put simply, Flow is the Path of Least Resistance. You get to experience flow when you are playing to your natural strengths in the work that you do. It then allows you to be more trusted in your team or industry and also to get better results.
The Talent Dynamics profile & pathway really helps you uncover the best way to get things flowing more for you!
During this programme, you’ll get experience a brief history of the Talent Dynamics system, along with seeing the importance of Trust & Flow in business. You’ll also get to see how in business it all comes down to the Value that you offer & if you are Leveraging it effectively.
You’ll then go on a trip around the Talent Dynamics square to get an overview of each of the 8 different profiles. It will become clear how each of the different types of people should spend more time doing certain activities & avoid others if they can!
The Creator profile will then be explored even further, before you get to see parts of a 1-2-1 debrief, where a Talent Dynamics Flow Consultant completed a debrief with a client.
Overall, it will help you see the first stages of the Talent Dynamics Pathway in action, as elements of this course are part of our e-Accrediation programme for Flow Consultants.
Enjoy increasing the levels of Trust & Flow that you experience as a result!
Crash Course in HRM
Learn the basics of Human Resources Management
Created by Shrikant Mulik - Social Entrepreneur
Students: 12078, Price: Free
This beginner-level course will introduce the basics of Human Resources Management (HRM). It is meant for both working professionals and college students, who have not received any formal business education. It has following five sections:
Introduction to HRM
Training & Development
In the first section, we will get to know the responsibilities of HRM professionals. We will understand the difference between HRM and Personnel Management. Finally, we will discuss the skills needed for HRM.
Second section is devoted to the recruitment process. We will understand how job analysis plays an important role in recruitment. We will see the pros and cons of the internal versus external hiring. We will delve into various channels for external sourcing. Our final consideration in this section will the costs involved in the recruitment.
In third section, we will examine six-step selection process.
In fourth section, we will understand the steps involved in designing performance appraisal process. We will discuss the issues with performance appraisal process. We will then delve into various methods of performance evaluation. Finally, we will learn how the performance issues should be handled.
In the final section, we will see how training & development professionals manage employee orientation, design training programs, and carry out career development programs.
Overall, this course will provide you the basics of HRM.
Some part of the content of this course is adapted from an open textbook titled "Human Resource Management" produced by the University of Minnesota Libraries Publishing.
Drafting Social Media Policies
Learn Social Media Policy for Business, Corporate Social Media Policy Examples. Includes a Social Media Policy Template.
Created by Eric Schwartzman - Digital Marketing Consultant
Students: 9860, Price: Free
Social media policies are critical to any strategic social media marketing business plan. Without a firm grasp of what's permissible by law as well as what's needed to drive adoption internally, you could wind up with a policy that is ruled unlawful by the National Labor Relations Board (NLRB). Why does that matter?
According to a recent research on 400 companies by Cap Gemini and MIT, digitally mature businesses across all categories generate more revenue, are more profitable and command higher market valuation than businesses that refrain from embracing new media.
Social marketing was where we started. Social business is where we're headed. You can't socialize the organization without rules. Social media policy development is a critical component of socializing the enterprise. Learn how to draft social media polices for managers and clients.
This course will save you time and money by accelerating the development time you need to draft and gain approval for a social media policy. It will also minimize the risk of instituting an unlawful social media policy, like many major organizations have done already. Save your organization the time and expensive of having to learn your lesson in court.
You'll also get my world renown social media policy template , to get you off and running quickly with everything you need to be aware of to draft an effective social media policy. Plus, you'll learn the rationale behind the language, so you can explain to your legal counsel, manager or client.
In this course, you get the benefit of my real world experience developing social media policies for major organizations including Edison International, the United States Marine Corps and many others.
Social media has become an integral part of our personal lives. Unless you take the time to specify how (not if) employees can use social media at work, you risk forfeiting the chance of alienating the best and the brightest candidates. If you're a US-based organization, you might unknowingly violate the National Labor Relations Act.
But regardless of where you're based, draconian social media policies have the potential to severely tarnish your organization's reputation. Don't follow the International Olympic Committee's example. Get it right the first time.
Social Media Monitoring and Privacy Law
Learn to monitor social networks without violating privacy rights in this course on lawful social media surveillance.
Created by Eric Schwartzman - Digital Marketing Consultant
Students: 9410, Price: Free
Just because you CAN monitor conversations on social media, doesn’t make it lawful.
If you monitor social media, this course could save you hundreds of thousands of dollars on attorney’s fee and damages.
Respect personal privacy rights when you monitor social media conversations and collect meta data.
Learn your right to monitor the use of any computers, smartphones and networks you own or sponsor, what the Electronic Communications Privacy Act requires, how the Fair Credit Reporting Act impacts job applicant screening and how to override social media password protection laws and gain access to personal social media and email accounts.
Social Media Crisis Prevention
Get practical skills to protect your reputation and your organization against a social media meltdown.
Created by Eric Schwartzman - Digital Marketing Consultant
Students: 8180, Price: Free
Did you know that name calling and character assassination on social media -- even if it's just your personal opinion -- can get you fired and cost hundreds of thousands of dollars in attorney’s fees and damages?
Do you know when it’s safe to share a copyrighted work online without the owner’s permission?
Did you know you can be fined up to $11,000 per incident for tweeting at work without making the required disclosures?
Are you aware of your privacy rights online, and the rights organization’s have to monitor other people’s social media use?
Avoid becoming the next social media meltdown by learning how to use social networks lawfully and responsibly.
Acumen Presents: Prasad Setty of Google on People Analytics
Learn from Google's VP of People Analytics about how to use data for human resource decisions in your organization
Created by Acumen Academy Courses - Global Learning Community for Social Change-Makers
Students: 7382, Price: Free
In today’s competitive knowledge economy, a company’s ability to attract, retain and develop talented people is critical. Yet, in most organizations, we end up basing personnel decisions on emotions, instincts or politics rather than data. Important decisions about talent end up becoming black-box calculations rather than data-driven choices.
Enter People Analytics. This emerging field uses data to advance how organizations make decisions about human resources and enables leaders to operate on evidence rather than intuition.
Prasad Setty leads the People Analytics team at Google and is a pioneer in this field. In this course, he’ll offer you a behind-the-scenes look at how Google conducts groundbreaking research to distill the characteristics of the most effective teams and managers. He’ll walk you through how his team uses data to inform Google’s decisions about promotions, compensation, and team structure and help you get started incorporating data into your own human resource decisions—even if you’re a social entrepreneur starting at a much smaller and scrappier scale.
By the end of this course, you’ll have worked towards establishing a data-powered, performance-driven culture for your own enterprise and gained practical tips for building people analytics processes. This course is for anyone who wants to develop a smarter social enterprise where key personnel decisions are data-informed and human-approved.
Interview Training for Hiring Managers and Teams
Create a world-class candidate experience, master the art of the interview, and find the right people for your team.
Created by Elizabeth Shober - Head of Talent, Udemy
Students: 6873, Price: Free
Have you ever been asked to interview candidates for a role on your team, but didn't really know where to start? Were you unclear about how to review a resume or what questions you should ask?
Many employees are asked to be part of a hiring panel with little to no training on how to actually prepare for and conduct interviews, or how to adequately assess candidates. This course is built for both hiring team members and hiring managers who need an efficient yet effective primer on the interview process and tactical tips for conducting interviews and evaluating candidates.
In my 20 years of recruiting, I've conducted thousands of interviews, worked with hundreds of candidates, and helped dozens of teams find the right people for the job. In my current role as Head of Recruiting at Udemy, I oversee a team of recruiters, sourcers, and coordinators and teach the larger organization about interviewing best practices. I'm excited to share my knowledge and experience with you!
In this course, you will:
Discover how you can create a 5-star candidate experience
Determine your company's Employer Value Proposition (EVP) and how to use it to attract talent
Review the most relevant steps of the hiring process and your role/responsibility during each
Learn a strategy for reviewing resumes and developing interview questions from them
Identify when to use technical, cultural, and behavioral questions to get the information you need
Dive deep into the on-site interview, with tips for what to do before, during, and after
Assess a candidate's fit by considering the evidence you have and evaluating competencies
Reliably interview within the law by determining what you can and can't ask
Finding a good fit for a position is important to ensure your team can do its best work with the best people. If you are part of the interview panel, you play a large role in making sure both you and the candidate get what they need out of the interview experience. Having a game plan for your interviews will prepare you to serve this role, and this course will provide you with the knowledge you need to help your team find that perfect fit.
Throughout this course, you'll apply the skills you'll need to successfully interview. You'll practice reading resumes to glean the information you'll need to prepare for your interview. You'll dive into some role play scenarios to see behavioral interviewing in action. I've provided resources you can download to help prepare for your interviews. I've also gotten some of my best recruiters to share insights on their interviewing techniques.
If you're ready to nail your upcoming interviews and help your team find the right people, join me in this course!
Social Media FTC Disclosure Training
Use social media for sales, marketing and service without violating US Federal Trade Commission Disclosure Guidelines
Created by Eric Schwartzman - Digital Marketing Consultant
Students: 6868, Price: Free
If you don’t know how to make the required legal disclosures when you tweet or Facebook for work, this course shows you how.
Deceptive advertising investigations by US Federal Trade Commission for promoting products on social media without including the required disclosuree have catastrophic results.
If you’re a marketer, this course could save you millions of dollars.
If you’re an agency, it could keep you out of bankruptcy court.
And if you’re a social media practitioner, it could save you from becoming unemployable.
This course will teach you how to leverage social media for work without violation FTC dotcom disclosure regulations.
Building a Business Case for Talent Management
Learn a repeatable framework for getting your C-suite to fund your initiatives and embrace you as a valuable advisor
Created by Annissa Deshpande - Principal and Founder, lōglab, LLC
Students: 6122, Price: Free
Are you struggling to get funding for your talent management initiatives?
Finding and developing the right talent to deliver business objectives is on every C-level executive’s mind. In today’s dynamic business environments, leaders know that talent management is key to success. Yet, companies often struggle to figure out where to make investments, especially when the return isn't immediately measurable or apparent.
You can overcome this by providing the right business intelligence to make the case for these investments clear, concise and aligned to strategic objectives.
During this free course you will learn a repeatable framework to identify the talent management challenge in your organization, convert it to a business opportunity, and learn how to communicate so the C-suite pays attention. You will also get to see the framework in action when we go through a case study.
Diversity for Dummies: Making Multiculturalism Work
Advance Diversity and Inclusion in Your Organization and Life!
Created by Warren Chalklen, PhD - Education Innovator | 145,046 Students
Students: 5244, Price: Free
To build prosperous communities, nurturing schools, and innovative businesses; we require understanding of how to work with people from all walks of life. This course systematically prepares anyone interested in diversity and multiculturalism with important skills to make their environments more inclusive, safe, productive, and connected.
Concepts covered include the cultural, historical, and philosophical foundations of education in a multicultural society. We begin by outlining the principles of multicultural education, before looking at the connections between issues such as race, class, gender, and sexual orientation.
We also cover less addressed issues of diversity such as language, geography, religion, and the youth culture. Optional discussions, activities, and a range of additional readings deepen the learning so that anyone taking the class can put the ideas into practice right away.
The Recruiting Process Steps: From Job Posting to Job Offer
Understand the "why" behind each step of the process & increase your success in finding the RIGHT person for your team.
Created by Alex Wagner - PHR
Students: 4225, Price: Free
The recruiting process has been broken down into 7 bite-sized pieces so that you can understand the purpose behind each step, know what red flags to look for, and use take-away tools to implement the process successfully in your business.
This course was created to increase your confidence and improve your ability to recruit and hire successfully - finding the RIGHT person to fit your team.
Step 1: Creating the Job Ad and Posting Online *Template included*
Get into the mindset of the candidate to know what he or she will be looking for immediately when reviewing your ad.
Tip: Applicants are more likely to click out of a job ad if no pay is listed.
Step 2: Sifting Through Applicant Resumes
Become quicker at reviewing resumes, knowing which candidates should be declined and which candidates would be worth your time.
Tip: Identify gaps in employment and make note to ask about those in the pre-screen phone call.
Step 3: Making the Pre-Screen Phone Call *Recommended questions included*
Learn what questions are most important to ask in your first 15-minute conversation with the candidate to determine if he or she is worth an hour more of your time.
Tip: Ask if the candidate lives within a “commutable distance” to your company as many candidates don’t look closely when applying.
Step 4: Preparing and Completing In-Person Interview #1 *Recommended questions included*
Breakdown this step even further into Preparation, Interview, and Review.
Tip: End this step by asking the front desk how the candidate acted upon arrival. This will provide insight about how the candidate acts when he or she is not trying to impress you.
Step 5: Reference Checking *Recommended questions included*
Understand why this step is vital to the process and will be used to verify resume accuracy.
Tip: Instead of asking "What is the candidate’s biggest weakness?” (references often avoid this question), ask “What is an area of improvement?” to re-frame the question and keep things positive.
Step 6: Preparing and Completing In-Person interview #2
Get creative with the final interview and start looking towards the finish line.
Tip: Make this a working interview, dinner meeting, or include an aspect of demonstration in the interview to get a new perspective on the candidate’s personality and knowledge level.
Step 7: Extending the Job Offer or Sending the Decline Email *Decline email template included*
There are two options to end the process with a clear outline of how to proceed either way.
Tip: Don’t allow candidates to extend their offer deadlines by more than a week as they are likely waiting on another offer.
Over the past 5 years, I have worked with dozens of business owners and hiring managers who lack training in the recruiting process. I noticed a major gap in both understanding and implementation so I decided to create a course that would provide a guide to the process - making it easier for the hiring manager and helping him or her go into each step with the right mindset. Recruiting is not just about asking a certain number of questions and finding someone with a personality that you like. Each step has a very specific purpose and knowing WHY you are completing these steps will make the difference between a successful hire and a short-lived fit.
The impact of a poor hire is costly! It affects your company culture and the monetary cost of turnover is thousands and thousands of dollars. If you are inexperienced, untrained, or not confident in the process, I highly recommend completing this course. You’ll have access to take-away tools and be able to come back and review this information as needed!
I’ll see you inside the course.
Think like a migrant, act like a local
Migrants and locals are two sides of a coin—a journey of collaborative adaptation
Created by Goutam Basak - Entrepreneur
Students: 3340, Price: Free
Who do we call migrants? It may be you or me, moving from one place to
another to improve our lives. It can be inter country, intra country or even
rural to urban. Statistically, the maximum number of human migrations across
the world happened in the last decade—and it is increasing every day.
Migrants and locals are two sides
of a coin—a journey of collaborative adaptation necessary from both ends. We
all struggle during this process from fear
of uncertainty, culture shock, change in perception, value system and style of
communication. As human beings are the heart and soul of any business,
understanding different perspectives and behaviour are crucial in reaping the
optimum outcome. Migration—wherever it happens, it always brings socio economic growth
and in today’s hyper connected mobile world is truly a relevant topic.
like a migrant – use your practice of adaption to strive for success
a local – collaborate, socialise and adapt to the ways of your new homeland
ESL Business English: English & Business Skills Development
English for Business: Simplified! - with "Rick Means Business"
Created by Rick Means Business - Business English Instructor
Students: 3270, Price: Free
Join me on this Business English journey where we will travel to various countries around the world to network, interview experts and visit international expos. The key sections will include:
- Human Resources Management: REAL examples of cover letters, CV's and job interviews!
- International Trade: REAL examples and explanations of documents and trends in this field!
- Event Management: We'll look at modern trends in this exciting field!
REAL information for the REAL world! See you inside!
How to improve Gender Equality & Workplace Inclusivity
An Employers Guide to Supporting Recruitment, Retention & Practices to improve Gender Equality & Workplace Inclusivity.
Created by Engendering STEM - Engendering Future Talent in STEM
Students: 2277, Price: Free
This course is part of the free tailored support programme offered, by the Engendering STEM team, to SMEs with a commitment to improving gender equality.
For small and medium sized companies (SMEs), where there may be little internal resource, and potentially no dedicated human resource department, attracting the talent to maintain growth and meet their business needs can seem like a daunting task.
However, change can still be achieved!
The Engendering STEM team - a collaboration between Erasmus+ partners in the Netherlands, Scotland and the Basque Country in Spain - have created a course providing evidence-based solutions and practical, incremental steps that employers can take to facilitate learning, and assist in turning gender equality rhetoric into action.
Manager of an Innovative Leather Company
Created by Desiree Scalia - Project Manager
Students: 2180, Price: Free
In this MOOC we'll analyse current management processes and we'll see how to improve them to ensure that we have an innovative company. We'll focus of aspects like innovation management, leather processes development, standardization and quality control, environmental impact of the tannng industries, health and safety at work and other personal and transversal skills. The course lasts for eight weeks, seven corresponding to the different modules and a final week to deliver a course proejct work.
Manager for an Efficient and Innovative Footwear Industry
New innovation approaches
Created by Shoeman Project - European Consortium
Students: 1924, Price: Free
The main aim of the MOOC Manager for an Efficient and Innovative Footwear Industry is to improve the knowledge and skills of managers (and potential ones) of companies in the footwear sector and related areas. The MOOC is in line with the mentality of the new professionals recently joining the footwear industry labour force and provides incentives the development of innovative footwear materials as a result of the training process.
Human Resources for Christian Nonprofits and Ministries
Train new managers with effective human resources tools, policies and processes
Created by Andrew Sears - University President focused on Disruptive Innovation
Students: 1669, Price: Free
The goal of this course is to prepare a nonprofit manager with effective human resources tools, policies and processes. The course is focused around the student developing human resources tools at each stage of an employee’s life cycle: hiring, onboarding, training, employee evaluations, corrective action and employee separation. The course centers around building components of the final project – a nonprofit manager’s employee supervision toolkit & manual.
This course is intended to be used by organizations to help train new managers in best practices in order to avoid any potential legal issues for HR. The intent is that this free module could be assigned as professional development as part of a “new manager training” to complement any training already being done by the organization.
After learning the key processes and best practices, students will then create a nonprofit manager’s employee supervision toolkit manual synthesizing practical human resources tools.
Andrew Sears is the President of City Vision University where we are bringing radically affordable education to those serving the poor, the addicted and the underserved. Andrew previously co-founded MIT's Internet Telephony Consortium with one of the fathers of the internet (David Clark) focused on disruption in the telecommunications industry. Before spending the past 20 years living with and serving the poor with disruptive educational technologies, Andrew worked as a consultant to Sprint, venture capitalist and internet startups.
Performance Management System
Learn various strategies
Created by Akaaro Consulting and Training - HR, Legal & Financial Management Consulting firm
Students: 1105, Price: Free
Like many management terms, the word “performance management” has been interpreted, and the concept implemented, in many different ways. But the major goal in any good performance management system is to ensure that employees’ activities – what they do and how well they do them – are in sync with the goals of the organization, while maintaining a motivated and happy workforce.
Hence we can say that Performance management is the continuous process of improving performance by setting individual and team goals which are aligned to the strategic goals of the organisation, planning how to achieve the goals, reviewing and assessing progress, and developing the required competencies of people.
So, there are 4 major steps in the performance management system. These are- plan, act, track, and evaluate
Performance Management is a very important function in Human Resource Management and if not done properly then can waste a lot of resources of the company.
Here you will learn about:
Meaning of performance management system.
Key characteristics of effective performance management.
Different strategies in performance management.
Here learn about the various strategies used nowadays.
Section 1: Introduction
Meaning and key steps
What should we assess
Performance Management System vs. Performance Appraisal
Section 2: Various Strategies
SMART goal setting
KRAs and KPIs
Critical Incidents Method
Behaviorally Anchored Rating Scale (BARS)
Assessment Development Centre (ADC)
Balanced Score Card (BSC)
Section 3: Feedbacks and Performance Improvement Plan (PIP)
Section 4: Common biases
Power of asking questions and providing feedback
Understanding the power of asking questions and strategies in conducting feedback
Created by Coach Rye Cruz - Learning Coach & Mentor
Students: 1037, Price: Free
This course is created for people managers, coaches and mentors who would like to learn more about the power of asking questions and simple yet proven strategies of success in providing feedback. Most leaders “tell” rather than “ask” because they believe they are just too busy for a dialogue. Before you invest any more time in telling others what you want them to do, spend some time asking them what they think they should do and that would create the huge difference as a leader shifting from Directing to Empowering people. The course also includes 3 key strategies needed as a leader in providing proper feedback.
Overview of HR and Payroll Processes in India
A quick overview of HR and Payroll processes in India within less than one hour.
Created by greytHR Academy - Academic Initiative by Greytip software Pvt.Ltd.
Students: 821, Price: Free
Are you looking for a course that gives you a high-level overview of India's HR and Payroll processes? Are you looking for a course that quickly takes you through the basic HR and Payroll function processes in India? Then, you are at the right place. This course brings you a bird's eye view of the HR and Payroll departments of an organization in India. In this course, you will learn about the functions, activities, and responsibilities that HR and payroll departments handle throughout the employee's journey in an organization.
This would also form a base for the beginner and practitioner stage courses about HR and Payroll processing.
By the end of this course, learners would be able to:
Describe the importance of the Human resources (HR) department and Payroll department in an organization
Explain the roles of the HR and Payroll department in an organization
Outline the various functions performed by the HR and Payroll department in an organization
This course has been built specifically to handhold fresh graduates into the intricate and exciting domain of HR and Payroll operations, although HR and Payroll enthusiasts can also take up the course for viewing the basics of HR and Payroll processing in India.
So, why wait? Take a tour and get ready to start your journey
How Human Resources now play a major role in business management
Created by Shane Irvine - Learn to Think Like a Lawyer
Students: 385, Price: Free
The world was dealt a serious blow with the Covid-19 pandemic. During the 2020 time of writing Entrepreneurs, Et al, and recovery was just getting started. Different regions were affected differently and the level of resources to promote entrepreneurship also varies by region. Jobs and financial resources became alarmingly scarce.
Working from home, being self-employment and undertaking entrepreneurial endeavors quickly became the new business norm as many people had no choice except to go to work for themselves.
With major corporations and government entities outsourcing much of their work to avoid workplace exposure to the coronavirus. Initially, only essential workers were retained while many people, were left unemployed, laid off, or had their jobs suspended. The lucky ones were able to work from home.
As a result, entrepreneurialism became the new standard for business in the United States and around the world. Many entrepreneurs had studied business science in undergraduate or graduate coursework, and were able to adapt. However, many found themselves unprepared to start or manage their own business, and going back to school was just not an option. This series of courses is designed for those who want to improve their business skills but lack the resources to go back to school.
There are certain disciplines in business that every entrepreneur needs to be familiar with, but it is not necessary to learn them in a traditional academic setting. Business disciplines are typically taught in classrooms with a live instructor and typically include basic business scholastic selections such as entrepreneurship, management strategies, insurance, finance, sales, marketing, human resources, and accounting principles. However, the information provided in these disciplines is generic. No one university has a monopoly on standard business knowledge. As a matter of fact, most of the business curriculum has become standardized so that transferring students have equivalent knowledge about the standard curriculum.
Because this information is considered standard knowledge, it can be taught through either traditional classroom study or self-study. Not every student has the self-discipline to achieve a high level of understanding of a subject matter. Not every university student has the ability to even pass their classes. Education is very individual. People learn at different levels. Some people are capable of learning with minimal assistance by just listening, reading along, and doing independent studying on areas they don’t initially grasp.
Quite often a discipline requires understanding fundamental principles. If those principles are not understood from the beginning, the whole study thereafter may be flawed by a lack of understanding of core principles. All too often, the speed of the class does not allow students to go back and relearn what they missed. Some students excel while others are left behind. The courses often flow at the speed of the top learners. This deprives other students of an opportunity to matriculate and achieve scholastic successes.
Not everyone needs a traditional classroom setting to learn in and some are just not cut out for university education. However, many people are capable of learning independently at their own pace.
If one plans to start their own business, they don’t necessarily need an actual diploma, they need the knowledge. The curriculum contained herein is designed to give a broad knowledge of the functional areas of how businesses are structured, practical managerial skills, communication skills, and business decision-making capability.
When it comes to business, there is no one right way to do anything. There are as many different approaches as there are different opportunities. The goal of every business student is to synthesize the information and extrapolate from that information that is necessary to achieve their end business goal.
Tips and Tricks for Recruitment
How to build and refine your recruitment skills
Created by Julian Vlach Ionita - Cross-Cultural Trainer, OD Consultant
Students: 327, Price: Free
When dealing with a normal candidate, the recruiter’s goal is to build rapport to determine a genuine behavior. When dealing with a difficult one, the goal is to manage risks of losing the candidate. On top of this, the shortage of the candidate’s pipeline is a market reality. What to do for having an effective recruitment process, when you do not afford errors?
Frequently, a bad hire is the output of a fiasco to precisely identify the competencies required for a position. Time, effort, energy and money is lost! Hence it becomes crucial that every interview must be well planned to elicit the competencies required for the said job or position.
The current pandemic context requires new strategies. Recruiters are doing more head-hunting and need complex abilities. The power of active listening and sending a message with a high impact must be reinforced with new competencies. Considering the challenges of a world affected by crises, lockdowns, loneliness of the workforce, the same issues can also be found in different companies.
Competencies play a key role in supporting good or superior performance on the job. In order to select the right candidate it is essential to assess the competencies that the individual possesses. “The key to finding out how someone will perform in a job is to collect and analyze examples of how he/she has performed in similar situations in the past” These can further be matched to the expected levels for a specified job role, thus helping the Interviewer to make an objective selection decision.
The needed skils for recruiters effectiveness.
Best Practices for managers involved in the recruitment process.
Competency Based Interview particularities.
STAR funnel technique.
Sexual harassment at workplace
Prevention, Prohibition and Redressal of Sexual hrrassment
Created by Akaaro Consulting and Training - HR, Legal & Financial Management Consulting firm
Students: 264, Price: Free
Are men also covered in the Act
If a guy proposes to a girl for marriage/for a date. Is this sexual harassment?
If a male friend has hugged her female friend. Is this sexual harassment?
If something happens while travelling in an office bus. Does this come under this act?
A female staff has got her nails painted and a male staff teases her for that. Is this sexual harassment?
Now if this same male staff is the husband of this female staff and teases her for her nail paint. Then is this sexual harassment?
Starring/winking. Is this sexual harassment?
We will be covering this and many more topics in detail.
Section 1: Self-Assessment and Objectives
Self-Assessment and Objectives
Section 2: Introduction
Purpose of Sexual Harassment of Women at Workplace Act, 2013
Applicability and Scope
Section 3: Sexual Harassment
Section 4: Complaint Committee
Complaint Mechanism and Timelines
Section 5: Employer
Duties and obligations
Section 6: Rights of Complainant and Respondent
Section 7: FAQs
Recruitment: 10 simple recommendations for team building
Learn how to work with human resources
Created by James Renua's Express Skills Academy - Personal Development | Psychology | Teaching | Marketing
Students: 234, Price: Free
Recruiting adequate personnel for the positions in your team is definitely not an easy task and not everybody is capable of.
Fortunately for you, this course will teach you all the basic information needed in order to effectively pick out the right candidates for the job, and this will only take up about 30 minutes of your time!
You’ve put in a lot of work but now you are ready to start up your own company or team, but you don’t really know how to recruit….
Well, that’s not a problem because in just 30 minutes we will teach you all the simple aspects of becoming a good recruiter.
You will start of this course by talking about who a recruiter is and what kind of responsibilities he has.
You are not just looking for people that will fill in the empty spaces in your organization. You are looking for a team!
You will learn about how to make an enticing job offer that will catch the attention of any individual.
You will also learn how to extract vital information out of these individuals and identify what exactly you need in order to achieve success.
Another great and fun thing you will learn are some mind games that you can play with other people in order to determine what positing each person wants in the team.
Recruitment, Selection and Onboarding
This course will help you understand the key aspects of recruitment ,selection and onboarding of employees in a company
Created by Rajiv Misra - HR consultant with over 15 years of work experience
Students: 25, Price: Free
The course covers all aspects of Recruitment, Selection and Onboarding . It starts with what is an employee value preposition ( EVP) and how to create it for your company.Practical tips are provided which will help in building a unique EVP for a company. It then covers the how to frame a Job description (JD) for a specific role based on role outcomes and the various recruitment channels and their pros and cons. The course then covers in detail how to set up the selection criteria for a specific role and how to use five selection tools to include role plays, presentations, Situational Judgement tests (SJTs), Case Studies and Competency Based and Behavioural Event Interviews ( CBI and BEI) for making better selection decisions. Each of these selection tools are discussed in detail with which tool will be suitable for which role and level. Sample downloadable tools are available which can be used with a little modification for your company. In the last section we cover the onboarding and induction process and discuss some best practices which will provide the new joiners to your company a positive experience leading to better retention. A downloadable induction checklist to monitor the induction process is provided