Increase, Update, and Maintain a Competent Workforce - eLearning Bundle Course
Course Details:
Length: 47 Courses
Price: $700/person (USD)
Access Length: 6 months
Bulk Pricing: 10+ Contact Us
Course Features:
Instant Access After Purchase
Lecture by Recorded Video
Stop and Start as Needed
Certificate of Completion
Software Lab Included: N/A
Delivery Method:
Self-Paced Online
Individuals & Groups
@ Your Location
Course Overview
Increase, Update, and Maintain a Competent Workforce: The Full-Cycle Talent Management Strategy BundleIncrease, Update, and Maintain a Competent Workforce - eLearning Bundle consists of courses grouped in 7 topics:
- RECRUITING
- INTERVIEWING
- BEHAVIORAL BASED INTERVIEWING
- HIRING
- CULTURE OF LEARNING
- FIRING & DOWNSIZING
- SUCCESSION PLANNING
The Increase, Update, and Maintain a Competent Workforce master bundle is a comprehensive training program for HR professionals, hiring managers, and business leaders focused on full-cycle talent management. This seven-section course provides the systematic strategies needed to recruit, interview, develop, and manage the separation of employees while ensuring legal compliance and fostering a high-performing culture.
This bundle delivers expertise across the entire employee lifecycle:- Strategic Talent Acquisition: Master RECRUITING and HIRING by shifting to performance-based hiring, focusing on securing high achievers and problem-solvers. Learn how to leverage your Employee Value Proposition (EVP) to attract top talent and navigate the crucial legal aspects of hiring to mitigate organizational risk.
- Interviewing Mastery: Gain specialized skills in INTERVIEWING and BEHAVIORAL BASED INTERVIEWING (BBI). Learn to create effective job descriptions, utilize the STAR model for BBI question creation, and practice the Seeking Contrary Evidence strategy to make objective, evidence-based hiring decisions while avoiding common forms of unconscious bias.
- Development and Retention: Discover how to establish a successful CULTURE OF LEARNING by promoting the Growth Mindset and securing executive support for continuous employee development. Learn effective delegation as a key management skill for team growth and increased competence.
- Organizational Continuity & Separation: Master SUCCESSION PLANNING by defining critical positions and differentiating between high-performing (HiP) and high-potential (HiPo) employees. Finally, gain the necessary skills for FIRING & DOWNSIZING lawfully and discreetly, including detailed guidance on the progressive discipline plan, meticulous documentation, and managing team morale post-layoff.
By completing this bundle, you will be equipped with the actionable, best-practice methodologies to systematically acquire, grow, and retain the competent workforce essential for sustained business success.
Build and maintain a high-performing organization. Enroll now to master Full-Cycle Talent Management!
Also Included - 4 Courses: An Essential Career Skills Pack with 4 courses in key areas for career management and growth, including Time Management, Digital Skills, Creativity and Soft Skills.
Course Notes
Bundle Objectives
- Implement a paradigm shift to performance-based hiring to attract and secure high achievers.
- Master the use of social recruiting and the Employee Value Proposition (EVP) to build a strong employer brand.
- Utilize Behavioral-Based Interviewing (BBI), including the STAR model, to predict future performance based on past behavior.
- Conduct interviews while maintaining legal compliance and avoiding unlawful questions and various forms of unconscious bias.
- Develop a successful Culture of Learning by incorporating continuous learning into the organization's mission.
- Apply the principles of a Growth Mindset to both personal and team development, shifting the approach to challenges and failure.
- Master effective delegation as a management skill to foster team growth and increase employee competence.
- Develop and implement a robust progressive discipline plan and meticulously document performance feedback to ensure legal compliance during separation.
- Execute individual termination meetings and broader company layoffs lawfully, minimizing disruption and managing team morale.
- Design and implement a systematic Succession Planning process to secure organizational continuity.
- Differentiate between high-performing (HiP) and high-potential (HiPo) employees for future leadership roles.
- Create and implement a formal HiPo policy with personalized development plans to ensure retention.
Target Audience
This course is suitable for:
- Human Resources (HR) Professionals: Staff and managers responsible for the entire employee lifecycle, from recruitment to separation.
- Hiring Managers and Supervisors: Leaders at all levels who are directly involved in interviewing, selecting, and developing new employees.
- Talent Acquisition Specialists: Recruiters and sourcers aiming to optimize their strategies for securing high-performing, culturally aligned candidates.
- Business Owners and Senior Leaders: Executives responsible for organizational continuity, succession planning, and creating a strong culture.
Key Features
- Audio Narration
- Video
- Inline Activities
- Quizzes
- Exercises
- Supplemental Resources
- Assessment
Languages
- Audio/Video/Course Text: American English.
- Subtitles (Closed Caption): N/A.
Course Duration
- Competent Workforce: 17 hr 16 min
- Essential Career Skills Pack: 2 hr 23 min
eLearning Training Delivery Method
Learn at Your Own Pace
This self-paced online course lets you learn independently at your own pace through Certstaffix Training's easy-to-use platform.
How It Works
- A Learn at your own pace - Start and stop as it is convenient for you. Pick up where you left off.
- Lecture utilizing video and recorded screenshots
- 6-month subscription length
- Instant Access After Purchase
Have more than 10 students needing this course? Contact Us for bulk pricing.
Course Topics
RECRUITING
Section Duration - 6 Courses, 2 hr 45 min
Effective talent acquisition is the foundation of a competent workforce, and this section provides the modern strategies needed to locate, screen, and secure high achievers. You will learn how to make a critical paradigm shift: focusing on performance-based hiring by recruiting for the candidate’s anniversary date rather than the start date, which attracts stronger, long-term talent. The modules cover how to use social recruiting to maximize your company’s reach, establish your organization as an employer of choice, and ensure you are attracting candidates who possess the right competencies and cultural fit.
The curriculum offers powerful, practical skills for refining the entire interview process to select candidates who are problem-solvers, not problem-bringers. You will be trained in best practices for conducting interviews, including how to utilize behavioral questions, implement pre-hire assessments, and use probing techniques to put your doubts squarely to the applicant. By mastering listening, fact-checking, and avoiding interview bias, you will gain a systematic approach to achieve consistency in your selection process and dramatically improve your hiring success rate.
Courses in this Section:
Talent Acquisition: Recruiting
Course Duration - 15 min
These days, organizations are making the most of available tools to locate, screen, and attract the most qualified candidates available. The recruiting process has been enhanced, streamlined, and accelerated by technology, behavioral science, pre-employment assessments, and social media. The key is to know how to position your business to attract the best talent pool using social recruiting. Using social media to present your organization dynamically, positively, and effectively to your audiences of active or potential applicants is also vital. It is important to recognize the candidates who have the right competencies and cultural fit to your organization is another skill worth developing. We’ll look at ways that you can establish your company as an employer of choice, use social media to locate and draw the right applicants for recruitment, and assess cultural fit to guarantee the best possible talent choices.
Course Objectives:
- Become an employer of choice
- Maximizing your company’s social media reach
- Evaluate if a candidate is a cultural fit for your organization
The Top 10 Best Hiring and Recruiting Practices for Performance-based hiring
Course Duration - 20 min
Too many companies and candidates overvalue what they give and get on the start date, rather than looking at whether the job represents a good career move for the candidate. This short-term mindset is the root cause of most hiring problems. By hiring for the anniversary date, rather than the start date, you will avoid most of these problems and attract stronger people. In this course from the creator of performance-based hiring, Lou Adler, you’ll learn about the importance of making this paradigm shift in thinking by being introduced to the top 10 best hiring and recruiting practices.
Course Objectives:
- Differentiate between a surplus mindset and a scarcity mindset
- Identify your company’s current mindset regarding hiring
- Apply the 10 best hiring and recruiting practices on real search projects
Recruiting: Probing in Interviews
Course Duration - 10 min
Control the interview. Don’t avoid asking awkward questions – put your doubts squarely to the applicant.
Course Objectives:
- Utilize key recruiting techniques to find the best candidates
- Identify talented and suitable candidates for an open position
- Identify the strengths and weaknesses of potential hires
Recruiting: Listening to the Candidate
Course Duration - 10 min
Put applicants at their ease. Encourage them to talk. Don’t give your opinions, listen to theirs.
Course Objectives:
- Utilize key recruiting techniques to find the best candidates
- Identify talented and suitable candidates for an open position
- Identify the strengths and weaknesses of potential hires
Recruiting High Achievers
Course Duration - 50 min
Recruiting High Achievers is a course providing a path towards hiring the best candidates through consistent behavioral questions, careful listening and probing. All organizations want high achievers, but don’t always hire the best people for the job. Jan Durrans, Executive Vice-president, Chief of Staff and Chief Performance Officer at AXOS Bank, discusses with Eve Ash her tips for recruiting the best people. These include taking a holistic review of recruitment strategy (each element builds a more complete picture that allows you to come to your decision), sorting the problem-solvers from the problem bringers, asking probing questions and fact-checking interview candidates, and ensuring consistency of interview approach. Once this course is completed, will have learned how to hire the best candidate through probing behavioral questions, careful listening and fact checking. You will know how to analyze the characteristics of your high achievers and use this is hiring more people with those attributes. You will be hiring more problem solvers, and less problem bringers.
Course Objectives:
- Apply powerful strategies to recruit high achievers
- Identify characteristics of high performers and recruit problem solvers not problem bringers
- Utilize behavioral interview questions
- Complete pre-hire assessments prior to interview
- Critically review and confirm resume details and probe to uncover the real person
- Achieve consistency in interviews, reference checking and follow-up
Improving the Interview Process
Course Duration - 1 hr
Improving the Interview Process is the third segment of the HIRE learning path. This course presents how organizations can properly approach the interview process to select candidates that are the right fit. The content focuses on best practices to prepare for an interview, how to effectively conduct an interview, avoiding interviewing bias, and other factors that come into play when selecting a job candidate.
Course Objectives:
- Identify selection criteria for hiring
- Create effective interview guides
- Optimize interviews and assessments to qualify candidates better
- Avoid interview pitfalls
- Apply strategies for selecting the right candidate
Talent Acquisition: Recruiting
Course Duration - 15 min
These days, organizations are making the most of available tools to locate, screen, and attract the most qualified candidates available. The recruiting process has been enhanced, streamlined, and accelerated by technology, behavioral science, pre-employment assessments, and social media. The key is to know how to position your business to attract the best talent pool using social recruiting. Using social media to present your organization dynamically, positively, and effectively to your audiences of active or potential applicants is also vital. It is important to recognize the candidates who have the right competencies and cultural fit to your organization is another skill worth developing. We’ll look at ways that you can establish your company as an employer of choice, use social media to locate and draw the right applicants for recruitment, and assess cultural fit to guarantee the best possible talent choices.
Course Objectives:
- Become an employer of choice
- Maximizing your company’s social media reach
- Evaluate if a candidate is a cultural fit for your organization
The Top 10 Best Hiring and Recruiting Practices for Performance-based hiring
Course Duration - 20 min
Too many companies and candidates overvalue what they give and get on the start date, rather than looking at whether the job represents a good career move for the candidate. This short-term mindset is the root cause of most hiring problems. By hiring for the anniversary date, rather than the start date, you will avoid most of these problems and attract stronger people. In this course from the creator of performance-based hiring, Lou Adler, you’ll learn about the importance of making this paradigm shift in thinking by being introduced to the top 10 best hiring and recruiting practices.
Course Objectives:
- Differentiate between a surplus mindset and a scarcity mindset
- Identify your company’s current mindset regarding hiring
- Apply the 10 best hiring and recruiting practices on real search projects
Recruiting: Probing in Interviews
Course Duration - 10 min
Control the interview. Don’t avoid asking awkward questions – put your doubts squarely to the applicant.
Course Objectives:
- Utilize key recruiting techniques to find the best candidates
- Identify talented and suitable candidates for an open position
- Identify the strengths and weaknesses of potential hires
Recruiting: Listening to the Candidate
Course Duration - 10 min
Put applicants at their ease. Encourage them to talk. Don’t give your opinions, listen to theirs.
Course Objectives:
- Utilize key recruiting techniques to find the best candidates
- Identify talented and suitable candidates for an open position
- Identify the strengths and weaknesses of potential hires
Recruiting High Achievers
Course Duration - 50 min
Recruiting High Achievers is a course providing a path towards hiring the best candidates through consistent behavioral questions, careful listening and probing. All organizations want high achievers, but don’t always hire the best people for the job. Jan Durrans, Executive Vice-president, Chief of Staff and Chief Performance Officer at AXOS Bank, discusses with Eve Ash her tips for recruiting the best people. These include taking a holistic review of recruitment strategy (each element builds a more complete picture that allows you to come to your decision), sorting the problem-solvers from the problem bringers, asking probing questions and fact-checking interview candidates, and ensuring consistency of interview approach. Once this course is completed, will have learned how to hire the best candidate through probing behavioral questions, careful listening and fact checking. You will know how to analyze the characteristics of your high achievers and use this is hiring more people with those attributes. You will be hiring more problem solvers, and less problem bringers.
Course Objectives:
- Apply powerful strategies to recruit high achievers
- Identify characteristics of high performers and recruit problem solvers not problem bringers
- Utilize behavioral interview questions
- Complete pre-hire assessments prior to interview
- Critically review and confirm resume details and probe to uncover the real person
- Achieve consistency in interviews, reference checking and follow-up
Improving the Interview Process
Course Duration - 1 hr
Improving the Interview Process is the third segment of the HIRE learning path. This course presents how organizations can properly approach the interview process to select candidates that are the right fit. The content focuses on best practices to prepare for an interview, how to effectively conduct an interview, avoiding interviewing bias, and other factors that come into play when selecting a job candidate.
Course Objectives:
- Identify selection criteria for hiring
- Create effective interview guides
- Optimize interviews and assessments to qualify candidates better
- Avoid interview pitfalls
- Apply strategies for selecting the right candidate
INTERVIEWING
Section Duration - 6 Courses, 2 hr 7 min
Mastering the interview process is paramount for successful talent acquisition and building a high-performing, diverse workforce. This section provides hiring managers, supervisors, and HR staff with the specialized skills to conduct effective interviews, resulting in better hiring decisions that directly impact the company's bottom line. Learners will gain practical expertise in developing and using interview scorecards, creating effective job descriptions, and applying strategies to select the right candidates while avoiding common pitfalls.
A core focus is on ensuring legal compliance and fairness by teaching you how to avoid interview questions that are unlawful or irrelevant, following guidelines from the Equal Employment Opportunity Commission (EEOC). You will learn to identify and overcome various forms of bias, including rater bias and unconscious bias, to achieve objective evaluations. The section also introduces specific techniques for interviewing with a DEI focus, enabling you to assess a candidate’s knowledge of Diversity, Equity, and Inclusion (DEI) and leverage varied perspectives to enhance innovation and problem-solving within your organization.
Courses in this Section:
Becoming an Effective Manager: Reducing Rater Bias
Course Duration - 15 min
One of the key responsibilities of a leader is to assess team members on a regular basis. These might include post-project reviews, annual or quarterly performance evaluations, and in-the-moment feedback. Organizations use different parameters and tools to assess their employees. The assessments used are based on functional goals, developmental goals, innovation goals, stretch goals, or any other goals customized to the organizational needs. Irrespective of the tools you use, when it is time to assess your employees, do you rely on the data or by your perception of the person? As fair and factual as you believe your assessments are, you might actually be guilty of some “rater biases” that can skew your evaluations.
Course Objectives:
- Assess if you are too lenient or halo in your evaluations
- Find whether your evaluations are based on recency or similarity
- Examine if you are driven by contrast or negative bias
- Identify the central tendency and employ a technique to be objective during your evaluations
Questionable Interview Questions
Course Duration - 50 min
Safeguard your organization from the use of questionable interviewing processes by recognizing the laws and following the steps recommended by the Equal Employment Opportunity Commission (EEOC). You'll examine the importance of focusing interview questions on qualifications and avoiding questions that are considered irrelevant or appear to attempt to elicit information. The course discusses the three areas of consideration suggested by the EEOC when developing interview questions to ask. It also covers the importance of keeping and maintaining proper records. The course uses narrated video and self-assessment quizzes for an engaging learning experience.
Course Objectives:
- Avoid interview questions that are unlawful or do not focus on candidate qualifications
- Use the recommended EEOC considerations when developing interview questions
- Keep proper interview records and document the decision-making process
Effective Interviewing
Course Duration - 28 min
One of the most important decisions a company can make is hiring new employees. Good hiring decisions can make or break teams and can have a direct impact on a company's bottom line. Additionally, increasing diversity in hiring is about more than simple fair hiring practices. Research shows diverse teams make faster decisions and are more innovative. This class is designed to assist managers, supervisors, and HR staff in improving interviewing skills.
Course Objectives:
- Identify and overcome unconscious bias
- Build more effective job descriptions
- Plan smart interview questions
- Develop and use interview scorecards
- Prepare yourself for the interview
- Set candidates at ease
- Conduct the interview
- Sell the position and make a final decision
Selecting New Employees: Interview Methods and Avoiding Mistakes
Course Duration - 5 min
We have all been through a process of interviewing, evaluation, and hiring; it is an unavoidable part of the business world. Some may have encountered people who were not successful at conducting a smooth interviewing process and some of you may even have turned down a job offer based on a poor application experience. It is important for managers to understand how to create and execute a hiring process properly, without making the common mistakes.
Course Objectives:
- Develop the plan and process of how to conduct the interview process
- Identify what not to do during interviews
Interview Communication
Course Duration - 10 min
One form of common business communication is the interview. Whether you are interviewing for a job or interviewing someone else, it’s important to understand the proper way to conduct an interview. As your business grows and your role in the business changes, you will likely be involved in conducting interviews of prospective candidates for new positions. Basic to the interview process is developing and asking good questions. But before you design your interview questions, you need to make sure you have a clear purpose for gathering the information.
Course Objectives:
- List the steps you should take when preparing for and conducting an interview
- Focus on the answers given and select follow-up questions
- Develop better questions and conduct a more effective interview
Interviewing with a DEI Focus
Course Duration - 19 min
Hiring a diverse workforce helps organizations understand and empathize with the diversity of the communities and customers they serve. Diversity also brings multiple perspectives and approaches, which ultimately enhances creativity and problem solving to successfully fulfill an organization’s mission. But to acquire a true diverse workforce, you need to look at your hiring practices. One area to focus on is using interview questions that help you better understand a candidate’s knowledge and interest in DEI, while also learning more about the diversity of their lived experiences. In this course, you’ll be introduced to specific questions you can use during your interview process to identify candidates with varied experiences and skills to help build your diverse workforce.
Course Objectives:
- Identify the types of questions you can and cannot ask during an interview
- Distinguish between different types of questions for examining aspects of experience and knowledge
- List ways to assess bias for a fairer interview process
Becoming an Effective Manager: Reducing Rater Bias
Course Duration - 15 min
One of the key responsibilities of a leader is to assess team members on a regular basis. These might include post-project reviews, annual or quarterly performance evaluations, and in-the-moment feedback. Organizations use different parameters and tools to assess their employees. The assessments used are based on functional goals, developmental goals, innovation goals, stretch goals, or any other goals customized to the organizational needs. Irrespective of the tools you use, when it is time to assess your employees, do you rely on the data or by your perception of the person? As fair and factual as you believe your assessments are, you might actually be guilty of some “rater biases” that can skew your evaluations.
Course Objectives:
- Assess if you are too lenient or halo in your evaluations
- Find whether your evaluations are based on recency or similarity
- Examine if you are driven by contrast or negative bias
- Identify the central tendency and employ a technique to be objective during your evaluations
Questionable Interview Questions
Course Duration - 50 min
Safeguard your organization from the use of questionable interviewing processes by recognizing the laws and following the steps recommended by the Equal Employment Opportunity Commission (EEOC). You'll examine the importance of focusing interview questions on qualifications and avoiding questions that are considered irrelevant or appear to attempt to elicit information. The course discusses the three areas of consideration suggested by the EEOC when developing interview questions to ask. It also covers the importance of keeping and maintaining proper records. The course uses narrated video and self-assessment quizzes for an engaging learning experience.
Course Objectives:
- Avoid interview questions that are unlawful or do not focus on candidate qualifications
- Use the recommended EEOC considerations when developing interview questions
- Keep proper interview records and document the decision-making process
Effective Interviewing
Course Duration - 28 min
One of the most important decisions a company can make is hiring new employees. Good hiring decisions can make or break teams and can have a direct impact on a company's bottom line. Additionally, increasing diversity in hiring is about more than simple fair hiring practices. Research shows diverse teams make faster decisions and are more innovative. This class is designed to assist managers, supervisors, and HR staff in improving interviewing skills.
Course Objectives:
- Identify and overcome unconscious bias
- Build more effective job descriptions
- Plan smart interview questions
- Develop and use interview scorecards
- Prepare yourself for the interview
- Set candidates at ease
- Conduct the interview
- Sell the position and make a final decision
Selecting New Employees: Interview Methods and Avoiding Mistakes
Course Duration - 5 min
We have all been through a process of interviewing, evaluation, and hiring; it is an unavoidable part of the business world. Some may have encountered people who were not successful at conducting a smooth interviewing process and some of you may even have turned down a job offer based on a poor application experience. It is important for managers to understand how to create and execute a hiring process properly, without making the common mistakes.
Course Objectives:
- Develop the plan and process of how to conduct the interview process
- Identify what not to do during interviews
Interview Communication
Course Duration - 10 min
One form of common business communication is the interview. Whether you are interviewing for a job or interviewing someone else, it’s important to understand the proper way to conduct an interview. As your business grows and your role in the business changes, you will likely be involved in conducting interviews of prospective candidates for new positions. Basic to the interview process is developing and asking good questions. But before you design your interview questions, you need to make sure you have a clear purpose for gathering the information.
Course Objectives:
- List the steps you should take when preparing for and conducting an interview
- Focus on the answers given and select follow-up questions
- Develop better questions and conduct a more effective interview
Interviewing with a DEI Focus
Course Duration - 19 min
Hiring a diverse workforce helps organizations understand and empathize with the diversity of the communities and customers they serve. Diversity also brings multiple perspectives and approaches, which ultimately enhances creativity and problem solving to successfully fulfill an organization’s mission. But to acquire a true diverse workforce, you need to look at your hiring practices. One area to focus on is using interview questions that help you better understand a candidate’s knowledge and interest in DEI, while also learning more about the diversity of their lived experiences. In this course, you’ll be introduced to specific questions you can use during your interview process to identify candidates with varied experiences and skills to help build your diverse workforce.
Course Objectives:
- Identify the types of questions you can and cannot ask during an interview
- Distinguish between different types of questions for examining aspects of experience and knowledge
- List ways to assess bias for a fairer interview process
BEHAVIORAL BASED INTERVIEWING
Section Duration - 4 Courses, 1 hr 14 min
Behavioral-Based Interviewing (BBI) is a proven, evidence-based method designed to significantly reduce hiring errors by predicting future performance based on past behavior. This essential section teaches talent acquisition professionals and hiring managers the science behind this technique, enabling them to make smarter decisions that align with organizational needs and culture. You will learn that experience alone doesn't equal performance, and that focusing on specific competencies is key to hiring successfully.
The curriculum covers the systematic whys and hows of BBI, from planning the right questions to evaluating evidence effectively. Learners will master the STAR model for question creation and gain skills in using job-related probes to get a complete picture of a candidate's abilities. Critically, you will learn the Seeking Contrary Evidence strategy, which involves asking balanced questions about successes and failures to avoid a one-sided view and pinpoint the best-qualified applicants for your team.
Courses in this Section:
TrainingBriefs® Behavior-Based Interviewing: Seeking Contrary Evidence
Course Duration - 5 min
Clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. Then, you have to ask job-related probes to get the whole picture of the candidate’s skills. In this course, you'll explore the topic of seeking contrary evidence. The Seeking Contrary Evidence strategy involves asking questions about strengths, weaknesses, successes, failures, achievements and mistakes. The main reason this strategy is important is that it allows you to evaluate a more balanced response and not get a one-sided view of the candidate.
Course Objectives:
- Apply methods of using the strategy of seeking contrary evidence
- Identify the main reason the seeking contrary evidence strategy is important and also what this strategy involves
TrainingBriefs® Understanding Behavior-Based Interviewing
Course Duration - 8 min
What many successful interviewers have found is that the way in which a person handled a specific situation in the past gives you valid information about how that person will approach a similar situation in the future. This is the foundation for behavior-based interviewing. Once you understand this concept, you can plan to ask the kinds of questions that will give you the information you need to make good hiring decisions. Behavior-based interviewing looks at job experiences of the past to help predict the future. It helps eliminate errors made by interviewers who rely too heavily on intuition or general impressions.
Course Objectives:
- Explain the concept of behavior-based interviewing
- Plan what kinds of questions to ask, that will give you the information you need to make good hiring decisions
- List the key points in behavior-based interviewing
Talent Acquisition: Behavioral Interviewing
Course Duration - 13 min
Making your hires successful requires a lot of work. There is a science to identify talent that matches the needs and culture of your organization. The process of interviewing candidates based on behavioral questions is a proven way of pinpointing the best-qualified applicants. In this course, we will review the whys and hows of using this popular interviewing practice so that you can make the most of its benefits.
Course Objectives:
- Determine what behavioral interview is
- Enlist steps to prepare for the behavioral interview
- Create questions using STAR model
- Conduct behavioral interviews
Management Skills: A Question of Evidence - The Behavioral-Based Interview
Course Duration - 48 min
Selecting the right candidate for your company can make or break a project. After this course you will have the interview skills to make the right choice. Through an evidence-based method, you'll be prepared to conduct interviews with questions that focus on behavior and past performance. We'll explore the power of utilizing this behavior-based method of questioning to clarify whether the candidate can do the job you require.
This course examines common pitfalls interviewers suffer when looking for an ideal candidate. You'll come to see that experience doesn't always equal performance, and that identifying the competencies you require will give you focus. Complete the quiz at the end with 80 percent or higher and receive a certificate of completion. This course is part of the Newmarket Learning Management Series designed to help you succeed in a leadership role.
Course Objectives:
- Prepare behavior-based interview questions that identify specific competencies requires for the job
- Evaluate candidate answers based on evidence of preferred behavior and past performance
- Utilize the "Power of You" approach to separate experience from performance
- Develop proper note-taking skills for post-interview review
TrainingBriefs® Behavior-Based Interviewing: Seeking Contrary Evidence
Course Duration - 5 min
Clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. Then, you have to ask job-related probes to get the whole picture of the candidate’s skills. In this course, you'll explore the topic of seeking contrary evidence. The Seeking Contrary Evidence strategy involves asking questions about strengths, weaknesses, successes, failures, achievements and mistakes. The main reason this strategy is important is that it allows you to evaluate a more balanced response and not get a one-sided view of the candidate.
Course Objectives:
- Apply methods of using the strategy of seeking contrary evidence
- Identify the main reason the seeking contrary evidence strategy is important and also what this strategy involves
TrainingBriefs® Understanding Behavior-Based Interviewing
Course Duration - 8 min
What many successful interviewers have found is that the way in which a person handled a specific situation in the past gives you valid information about how that person will approach a similar situation in the future. This is the foundation for behavior-based interviewing. Once you understand this concept, you can plan to ask the kinds of questions that will give you the information you need to make good hiring decisions. Behavior-based interviewing looks at job experiences of the past to help predict the future. It helps eliminate errors made by interviewers who rely too heavily on intuition or general impressions.
Course Objectives:
- Explain the concept of behavior-based interviewing
- Plan what kinds of questions to ask, that will give you the information you need to make good hiring decisions
- List the key points in behavior-based interviewing
Talent Acquisition: Behavioral Interviewing
Course Duration - 13 min
Making your hires successful requires a lot of work. There is a science to identify talent that matches the needs and culture of your organization. The process of interviewing candidates based on behavioral questions is a proven way of pinpointing the best-qualified applicants. In this course, we will review the whys and hows of using this popular interviewing practice so that you can make the most of its benefits.
Course Objectives:
- Determine what behavioral interview is
- Enlist steps to prepare for the behavioral interview
- Create questions using STAR model
- Conduct behavioral interviews
Management Skills: A Question of Evidence - The Behavioral-Based Interview
Course Duration - 48 min
Selecting the right candidate for your company can make or break a project. After this course you will have the interview skills to make the right choice. Through an evidence-based method, you'll be prepared to conduct interviews with questions that focus on behavior and past performance. We'll explore the power of utilizing this behavior-based method of questioning to clarify whether the candidate can do the job you require.
This course examines common pitfalls interviewers suffer when looking for an ideal candidate. You'll come to see that experience doesn't always equal performance, and that identifying the competencies you require will give you focus. Complete the quiz at the end with 80 percent or higher and receive a certificate of completion. This course is part of the Newmarket Learning Management Series designed to help you succeed in a leadership role.
Course Objectives:
- Prepare behavior-based interview questions that identify specific competencies requires for the job
- Evaluate candidate answers based on evidence of preferred behavior and past performance
- Utilize the "Power of You" approach to separate experience from performance
- Develop proper note-taking skills for post-interview review
HIRING
Section Duration - 8 Courses, 6 hr 26 min
Successful talent acquisition hinges on a strategic and legally compliant hiring process that secures the best candidates while mitigating organizational risk. This section provides an in-depth, six-step blueprint for enhancing your entire approach, from preparation through to the final job offer. You will learn how to leverage your company's Employee Value Proposition (EVP) and employer brand to actively create a culture that attracts and retains top talent, fundamentally shifting your strategy from simply filling vacancies to acquiring problem-solvers.
The curriculum is designed to equip you with mastery over all critical stages, including formulating legally compliant job descriptions, applying pre-employment assessments for performance prediction, and conducting thorough background checks. Key modules focus on the legal aspects of hiring, ensuring you are knowledgeable about federal, state, and local laws to avoid discriminatory practices and legal pitfalls. Finally, you will learn how to confidently extend both verbal and written job offers, manage negotiations, and properly close and document all recruitment activities, ensuring a seamless and professional candidate experience.
Courses in this Section:
Talent Acquisition: Selection
Course Duration - 14 min
The impact of social media has dramatically changed the recruiting strategies. Evaluating and screening candidates for job openings also significantly changed. Today’s organizational hiring processes consist of software programs, technology, and behavioral science. Once applicants have responded to your company’s recruiting efforts via LinkedIn, corporate website, or other social platforms, what are the most efficient and cost-effective ways that hiring managers can decide to pursue suitable candidates? The answer lies in a variety of methods from old-fashioned reference checking, software programs that manage hiring efforts, pre-employment assessments, and so on. Let’s look at some of the ways you can use these tools to streamline your efforts and quickly identify the most qualified candidates for your organization.
Course Objectives:
- Review and shortlist candidates resume and use software applications to screen them
- Identify the need to check for reference and social media presence of candidates
- Conduct remote interviews for the first round of scanning
- Use assessments to gauge the candidates
Legal Aspects of Interviewing and Hiring
Course Duration - 40 min
The pre-employment process (i.e. recruitment, interviewing and hiring) is filled with legal pitfalls. As such, individuals involved in the recruitment, interviewing and hiring process need to be familiar with effective techniques and knowledgeable of federal, state, and local laws restricting hiring practices that could be considered discriminatory or invasions of privacy. This course discusses legal issues related to job descriptions, recruitment methods, background checks and offers of employment, as well as interviewing, testing, and evaluating candidates.
Course Objectives:
- Formulate effective and non-discriminatory job descriptions
- Identify the common methods of locating and screening applicants and the legal pitfalls in doing so
- Formulate effective and legally compliant interview scripts
- Identify legal issues concerning the conducting of tests, references, and background checks
- Determine legal issues concerning evaluation and decision making on job candidates
- Create a legally compliant job offer letter that does not place the organization at risk of inadvertently creating contractual obligations
Hiring Right
Course Duration - 1 hr
This course explores all aspects of employee recruitment and selection, including writing an effective job description, conducting well-prepared interviews, and fairly evaluating candidates before selection. You will learn the importance of advance preparation to ensure a level playing field for all applicants. You'll also discover valuable processes that will help make your tasks easier, including the 4 steps in the interview and selection process and the 5 stages of a structured interview.
Course Objectives:
- Consult with experts and past job holders to develop job criteria
- Create effective job descriptions and interview questions
- Assess applicants and candidates fairly and objectively before selection
Hiring Practices
Course Duration - 1 hr 15 min
Start hiring the very best candidates for the job by enhancing your approach with this training course filled with expert advice and strategies for acquiring top talent. We'll outline the 6 steps of hiring: posting the job, processing applications, interviews, assessment, background checks, and the job offer. You'll learn what each of these steps should entail and how to select the right hiring options and tools for your organization.
Course Objectives:
- Craft effective job postings to clearly outline requirements and entice applicants
- Develop an application and interview process suitable to your organization's needs and resources
- Perform assessments to help predict a candidate's performance and fit within your organization
- Verify the merits of your applications by conducting appropriate background checks
- Create written job offers according to professional and legal standards
Creating a Culture to Attract and Retain Employees
Course Duration - 1 hr
Creating a Culture to Attract & Retain Employees is the first segment of the HIRE learning path. This course presents how organizations can leverage their company culture, Employee Value Proposition (EVP), and employer brand to attract talent. The content outlined in this course informs the learner on why people are attracted to an organization and how to implement strategies to become an employer that candidates want to work for.
Course Objectives:
- Recognize the elements of company culture and how it impacts the ability to attract talent
- Apply principals that promote a compelling company culture
- Identify, develop, and implement an Employee Value Proposition (EVP) to optimize attracting talent
- Define employer brand as well as identify and evaluate the key aspects of an employer brand
- Recognize the phases of the applicant and candidate experience and the importance of each step
Improving the Hiring Process
Course Duration - 1 hr
Improving the Hiring Process is the second segment of the HIRE learning path. This course presents how organizations can effectively build their recruitment process to find top talent that is the right fit. The content focuses on the timeline of a job recruitment, from the preparation to the actions put in place, to effectively carry out a recruitment strategy.
Course Objectives:
- Prepare for the recruiting process
- Carry out a thorough recruiting plan
- Create an effective job posting
- Identify a strategy for promoting a job opening
Completing the Hiring Process
Course Duration - 1 hr
Completing the Hiring Process is the fourth and final segment of the HIRE learning path. This course presents how organizations can effectively hire a candidate. The content focuses on the verbal job offer, offer letter, pre-employment screenings, and closing recruitment activities.
Course Objectives:
- Confidently extend a verbal job offer
- Construct an appealing offer of employment
- Respond and negotiate an offer within the given parameters
- Prepare a well-written offer letter
- Properly utilize pre-employment screenings
- Effectively notify unselected applicants and candidates
- Properly close and document a recruitment
Introducing Performance-based Hiring
Course Duration - 17 min
A traditional hiring process usually involves using a surplus of talent to weed out unqualified candidates. However, this may not always attract the best talent. That’s the challenge Performance-based Hiring has been designed to meet. In this course from the creator of performance-based hiring, Lou Adler, you’ll be introduced to the philosophy and process of Performance-based Hiring and learn how this process focuses on attracting a great hire that everyone will be happy with on the first anniversary date.
Course Objectives:
- Summarize the 5 factors that define Performance-based Hiring
- Outline the steps of the Performance-based Hiring process
- Compare and contrast your hiring process with the performance-based process
Talent Acquisition: Selection
Course Duration - 14 min
The impact of social media has dramatically changed the recruiting strategies. Evaluating and screening candidates for job openings also significantly changed. Today’s organizational hiring processes consist of software programs, technology, and behavioral science. Once applicants have responded to your company’s recruiting efforts via LinkedIn, corporate website, or other social platforms, what are the most efficient and cost-effective ways that hiring managers can decide to pursue suitable candidates? The answer lies in a variety of methods from old-fashioned reference checking, software programs that manage hiring efforts, pre-employment assessments, and so on. Let’s look at some of the ways you can use these tools to streamline your efforts and quickly identify the most qualified candidates for your organization.
Course Objectives:
- Review and shortlist candidates resume and use software applications to screen them
- Identify the need to check for reference and social media presence of candidates
- Conduct remote interviews for the first round of scanning
- Use assessments to gauge the candidates
Legal Aspects of Interviewing and Hiring
Course Duration - 40 min
The pre-employment process (i.e. recruitment, interviewing and hiring) is filled with legal pitfalls. As such, individuals involved in the recruitment, interviewing and hiring process need to be familiar with effective techniques and knowledgeable of federal, state, and local laws restricting hiring practices that could be considered discriminatory or invasions of privacy. This course discusses legal issues related to job descriptions, recruitment methods, background checks and offers of employment, as well as interviewing, testing, and evaluating candidates.
Course Objectives:
- Formulate effective and non-discriminatory job descriptions
- Identify the common methods of locating and screening applicants and the legal pitfalls in doing so
- Formulate effective and legally compliant interview scripts
- Identify legal issues concerning the conducting of tests, references, and background checks
- Determine legal issues concerning evaluation and decision making on job candidates
- Create a legally compliant job offer letter that does not place the organization at risk of inadvertently creating contractual obligations
Hiring Right
Course Duration - 1 hr
This course explores all aspects of employee recruitment and selection, including writing an effective job description, conducting well-prepared interviews, and fairly evaluating candidates before selection. You will learn the importance of advance preparation to ensure a level playing field for all applicants. You'll also discover valuable processes that will help make your tasks easier, including the 4 steps in the interview and selection process and the 5 stages of a structured interview.
Course Objectives:
- Consult with experts and past job holders to develop job criteria
- Create effective job descriptions and interview questions
- Assess applicants and candidates fairly and objectively before selection
Hiring Practices
Course Duration - 1 hr 15 min
Start hiring the very best candidates for the job by enhancing your approach with this training course filled with expert advice and strategies for acquiring top talent. We'll outline the 6 steps of hiring: posting the job, processing applications, interviews, assessment, background checks, and the job offer. You'll learn what each of these steps should entail and how to select the right hiring options and tools for your organization.
Course Objectives:
- Craft effective job postings to clearly outline requirements and entice applicants
- Develop an application and interview process suitable to your organization's needs and resources
- Perform assessments to help predict a candidate's performance and fit within your organization
- Verify the merits of your applications by conducting appropriate background checks
- Create written job offers according to professional and legal standards
Creating a Culture to Attract and Retain Employees
Course Duration - 1 hr
Creating a Culture to Attract & Retain Employees is the first segment of the HIRE learning path. This course presents how organizations can leverage their company culture, Employee Value Proposition (EVP), and employer brand to attract talent. The content outlined in this course informs the learner on why people are attracted to an organization and how to implement strategies to become an employer that candidates want to work for.
Course Objectives:
- Recognize the elements of company culture and how it impacts the ability to attract talent
- Apply principals that promote a compelling company culture
- Identify, develop, and implement an Employee Value Proposition (EVP) to optimize attracting talent
- Define employer brand as well as identify and evaluate the key aspects of an employer brand
- Recognize the phases of the applicant and candidate experience and the importance of each step
Improving the Hiring Process
Course Duration - 1 hr
Improving the Hiring Process is the second segment of the HIRE learning path. This course presents how organizations can effectively build their recruitment process to find top talent that is the right fit. The content focuses on the timeline of a job recruitment, from the preparation to the actions put in place, to effectively carry out a recruitment strategy.
Course Objectives:
- Prepare for the recruiting process
- Carry out a thorough recruiting plan
- Create an effective job posting
- Identify a strategy for promoting a job opening
Completing the Hiring Process
Course Duration - 1 hr
Completing the Hiring Process is the fourth and final segment of the HIRE learning path. This course presents how organizations can effectively hire a candidate. The content focuses on the verbal job offer, offer letter, pre-employment screenings, and closing recruitment activities.
Course Objectives:
- Confidently extend a verbal job offer
- Construct an appealing offer of employment
- Respond and negotiate an offer within the given parameters
- Prepare a well-written offer letter
- Properly utilize pre-employment screenings
- Effectively notify unselected applicants and candidates
- Properly close and document a recruitment
Introducing Performance-based Hiring
Course Duration - 17 min
A traditional hiring process usually involves using a surplus of talent to weed out unqualified candidates. However, this may not always attract the best talent. That’s the challenge Performance-based Hiring has been designed to meet. In this course from the creator of performance-based hiring, Lou Adler, you’ll be introduced to the philosophy and process of Performance-based Hiring and learn how this process focuses on attracting a great hire that everyone will be happy with on the first anniversary date.
Course Objectives:
- Summarize the 5 factors that define Performance-based Hiring
- Outline the steps of the Performance-based Hiring process
- Compare and contrast your hiring process with the performance-based process
CULTURE OF LEARNING
Section Duration - 6 Courses, 1 hr 7 min
Establishing a robust culture of learning is critical for driving continuous employee development and business success, ensuring your workforce is updated and competent. This section provides managers and leaders with actionable strategies for incorporating ongoing learning into your organization's mission and value statements. Learners will gain the psychological framework of the Growth Mindset, distinguishing between fixed and growth mindsets and applying practical tips to shift their own and their team’s approach to challenges, effort, and failure.
The modules detail the essential steps for developing a successful learning culture, including securing executive support, formalizing effective training, and promoting essential knowledge sharing among employees. You will discover how a learning-focused environment helps attract top talent, increases job satisfaction, and boosts overall productivity and profits. Furthermore, you will master effective delegation as a key management skill for team development, ensuring success by matching the right assignments to the right person to foster growth.
Courses in this Section:
The Growth Mindset: Understanding Fixed and Growth Mindsets
Course Duration - 9 min
How we view our intelligence and abilities shapes the way we approach challenges, effort, and failure. Our course "Understanding Fixed and Growth Mindsets" explores the psychological framework developed by Dr. Carol Dweck that explains how our beliefs about our own potential can impact personal and professional success. In this course, we’ll distinguish between fixed and growth mindsets, examine how each mindset affects learning and performance, and uncover how mindset develops over time. We’ll also explore actionable strategies to help shift toward a growth mindset and discuss how feedback can reinforce either mindset depending on how it’s delivered.
Course Objectives:
- Identify the traits of a fixed mindset and a growth mindset
- Recognize how mindset influences motivation and achievement
- Apply strategies to shift from a fixed to a growth mindset
- Explain how feedback can reinforce mindset development
Growth Mindset: Practical Tips
Course Duration - 7 min
In this module, you'll find out some practical tips to help you develop a growth mindset, and use it to achieve your goals and enhance your career.
Course Objectives:
- Identify practical tips for developing and maintaining a growth mindset
Developing Your Culture: 03. Developing a Learning Culture
Course Duration - 9 min
Continuous employee learning is important for business success, so in this elearning course, Developing a Learning Culture, we will discuss how ongoing learning can put you ahead of your competition. The course will show how a learning culture can attract top talent, help workers become self-sufficient, develop a growth mindset and take ownership of their career. This course will teach you the steps to developing your own learning culture: leadership, formalizing training, avoiding training that wastes time, using learning to create recognition and promoting knowledge sharing.
Course Objectives:
- Demonstrate an open approach to learning
- Provide the tools employees need and want to develop
- Promote knowledge sharing
Becoming a Continuous Learning Organization
Course Duration - 15 min
In this lesson, you will learn how a culture of learning leads to success. Establishing a culture of continuous learning in your organization takes time and effort, but the results are worth the investment. Begin with gaining the support of executives, and then start to incorporate learning into your overall mission, your strategic goals, and value statements. Work to get “buy-in” from everyone in your company, and include them in finding ways to learn, teach, and share knowledge. Establish easy-to-use systems and processes that make learning an expected part of your corporate behavior. Your organization and employees will benefit not only through increased productivity and higher profits, but in personal development and job satisfaction as well.
Course Objectives:
- Describe a continuous learning organization
- List the benefits of a continuous learning organization
- Build a culture of continuous learning
AMA-CPM® 08/16: Delegation for Growth and Development
Course Duration - 20 min
Effective managers leverage delegation skills to grow and develop members of their team. In this lesson, you’ll learn to identify what can be delegated to whom and how to ensure the success of what has been delegated.
Course Objectives:
- Explain the purpose and benefits of delegating
- Match the right assignment to the right person
- Recognize your own comfort level with delegating
- Determine what can and can't be delegated
- Conduct an effective delegation discussion
This Quick Training Will Change the Way You Learn
Course Duration - 7 min
We get it—sometimes taking your elearning courses feels like you're just checking a box. But what if that "required training" was actually your secret weapon for getting ahead? In this fast-paced, relatable course, you'll follow Parker, an office worker who's been there—binge-watching training at 2x speed, multitasking through modules, and failing quizzes for courses he never really listened to. Sound familiar? Through humor and real-life scenarios, you'll discover how to turn training from background noise into a powerful tool for career growth and personal development. You'll also get practical tips to help you focus, stay motivated, and actually remember what you learned. Whether this is your first step in a larger curriculum or just one of many, this course will help you get more out of every click, quiz, and completion badge—because your growth is worth more than just checking a box.
Course Objectives:
- Explain the role of training courses in personal and career development
- Apply strategies to get the most value out of your training courses
The Growth Mindset: Understanding Fixed and Growth Mindsets
Course Duration - 9 min
How we view our intelligence and abilities shapes the way we approach challenges, effort, and failure. Our course "Understanding Fixed and Growth Mindsets" explores the psychological framework developed by Dr. Carol Dweck that explains how our beliefs about our own potential can impact personal and professional success. In this course, we’ll distinguish between fixed and growth mindsets, examine how each mindset affects learning and performance, and uncover how mindset develops over time. We’ll also explore actionable strategies to help shift toward a growth mindset and discuss how feedback can reinforce either mindset depending on how it’s delivered.
Course Objectives:
- Identify the traits of a fixed mindset and a growth mindset
- Recognize how mindset influences motivation and achievement
- Apply strategies to shift from a fixed to a growth mindset
- Explain how feedback can reinforce mindset development
Growth Mindset: Practical Tips
Course Duration - 7 min
In this module, you'll find out some practical tips to help you develop a growth mindset, and use it to achieve your goals and enhance your career.
Course Objectives:
- Identify practical tips for developing and maintaining a growth mindset
Developing Your Culture: 03. Developing a Learning Culture
Course Duration - 9 min
Continuous employee learning is important for business success, so in this elearning course, Developing a Learning Culture, we will discuss how ongoing learning can put you ahead of your competition. The course will show how a learning culture can attract top talent, help workers become self-sufficient, develop a growth mindset and take ownership of their career. This course will teach you the steps to developing your own learning culture: leadership, formalizing training, avoiding training that wastes time, using learning to create recognition and promoting knowledge sharing.
Course Objectives:
- Demonstrate an open approach to learning
- Provide the tools employees need and want to develop
- Promote knowledge sharing
Becoming a Continuous Learning Organization
Course Duration - 15 min
In this lesson, you will learn how a culture of learning leads to success. Establishing a culture of continuous learning in your organization takes time and effort, but the results are worth the investment. Begin with gaining the support of executives, and then start to incorporate learning into your overall mission, your strategic goals, and value statements. Work to get “buy-in” from everyone in your company, and include them in finding ways to learn, teach, and share knowledge. Establish easy-to-use systems and processes that make learning an expected part of your corporate behavior. Your organization and employees will benefit not only through increased productivity and higher profits, but in personal development and job satisfaction as well.
Course Objectives:
- Describe a continuous learning organization
- List the benefits of a continuous learning organization
- Build a culture of continuous learning
AMA-CPM® 08/16: Delegation for Growth and Development
Course Duration - 20 min
Effective managers leverage delegation skills to grow and develop members of their team. In this lesson, you’ll learn to identify what can be delegated to whom and how to ensure the success of what has been delegated.
Course Objectives:
- Explain the purpose and benefits of delegating
- Match the right assignment to the right person
- Recognize your own comfort level with delegating
- Determine what can and can't be delegated
- Conduct an effective delegation discussion
This Quick Training Will Change the Way You Learn
Course Duration - 7 min
We get it—sometimes taking your elearning courses feels like you're just checking a box. But what if that "required training" was actually your secret weapon for getting ahead? In this fast-paced, relatable course, you'll follow Parker, an office worker who's been there—binge-watching training at 2x speed, multitasking through modules, and failing quizzes for courses he never really listened to. Sound familiar? Through humor and real-life scenarios, you'll discover how to turn training from background noise into a powerful tool for career growth and personal development. You'll also get practical tips to help you focus, stay motivated, and actually remember what you learned. Whether this is your first step in a larger curriculum or just one of many, this course will help you get more out of every click, quiz, and completion badge—because your growth is worth more than just checking a box.
Course Objectives:
- Explain the role of training courses in personal and career development
- Apply strategies to get the most value out of your training courses
FIRING & DOWNSIZING.
Section Duration - 5 Courses, 2 hr 16 min
Managing employee separation, whether through termination or large-scale downsizing, is a complex process demanding legal diligence and sensitivity to preserve staff morale and brand image. This section provides managers and HR professionals with the essential skills and procedural knowledge to execute these difficult tasks lawfully and discreetly. You will learn the importance of having a robust progressive discipline plan, consistently providing performance feedback, and meticulously documenting every decision to protect the organization from legal pitfalls.
The modules offer systematic guidance for handling both individual terminations and broader company layoffs. You will learn the five critical steps for developing a comprehensive layoff plan, including evaluating cost-cutting alternatives and managing both internal and external communication strategies. Furthermore, the course provides practical techniques for conducting the termination meeting with confidence, ensuring a lawful and minimally disruptive separation while effectively wrapping up administrative details and managing team performance afterward.
Courses in this Section:
Legally Firing
Course Duration - 5 min
As a manager, you should prepare for eventually having to terminate an employee. In this course, Legally Firing, we will discuss the importance of providing performance feedback, proper documentation, and how to create a progressive discipline plan. We will also review what you can legally fire an employee for, and what you cannot. This course will prepare you to properly and legally fire an employee if necessary.
Course Objectives:
- Provide feedback on an employee's performance correctly
- Document the correct information
- Build a progressive discipline plan
The Termination Meeting
Course Duration - 5 min
The termination meeting should serve as a chance to terminate the employee discreetly, while ‘wrapping up’ certain matters, such as returning keys or badges and negotiating some form of severance or benefit pay. The presence of a security guard at a business can provide peace of mind and a sense of security to the business owner, employees and customers. Employees that work in high-risk areas are more productive and easier to retain when they don't have to worry about personal safety. In that meeting, the employer can cover the details of getting keys and company property, explaining any benefits to which the employee may be entitled, and generally facilitating the departure. In contrast to the exit interview is the termination meeting.
Course Objectives:
- Create an effective termination meeting
- Determine how is attend the termination meeting
- Define the best venue for the meeting
Managing Essentials™: Employee Terminated Due to Downsizing
Course Duration - 6 min
No manager or supervisor enjoys the task of terminating an employee - especially when the organization is experiencing deep change. You have an employee who is being terminated due to downsizing. What do you do? There are four steps you can take to help the situation. It’s a good idea to write down and practice what you plan to say. Anticipate possible reactions and think through the best responses. Coordinate the necessary documentation and final papers with human resources for your manager. Try to schedule the termination early in the day and week, in a private area. Have a second person present. Tell the employee the decision to terminate has been made and allow a reaction. Stay in control and deal with arguments and emotion by saying, "I understand you’re upset, but the decision’s been made, and we need to move on." You may have to say it several times.
Course Objectives:
- Identify steps to deliver a termination due to downsizing
- Improve the quality and consistency of your employee interventions
- Approach difficult conversations with confidence
Company Layoffs and Downsizing
Course Duration - 45 min
Develop a comprehensive plan for your organization that evaluates the decision making process surrounding layoffs and includes both internal and external communication strategies. You will learn the 5 steps critical to effectively handling both small and large staff reductions as well as how to preserve brand image and rebuild staff morale. The course discusses the factors you need to consider before setting your plan into motion and why setting up ad hoc teams to take care of the details is such an important step.
Course Objectives:
- Create an effective layoff plan by following a 5-step process
- Identify and evaluate the cost-cutting options available to your organization prior to layoffs
- Protect yourself from potential backlash by properly documenting every decision
Successful Termination
Course Duration - 1 hr 15 min
Terminating an employee is never pleasant, but the guidelines covered in this training course for managers will help ensure the process is lawful and minimally disruptive to your team. We’ll discuss how to set expectations and manage employee performance following a termination to prevent a decline in morale. We will also detail important employment laws for rightful termination, as well as proactive disciplinary measures to prevent a termination in the first place.
Course Objectives:
- Manage team performance following a termination to minimize disruptions and encourage productivity
- Execute lawful termination procedures to protect yourself and your organization
- Take proactive disciplinary actions to prevent unnecessary terminations
Legally Firing
Course Duration - 5 min
As a manager, you should prepare for eventually having to terminate an employee. In this course, Legally Firing, we will discuss the importance of providing performance feedback, proper documentation, and how to create a progressive discipline plan. We will also review what you can legally fire an employee for, and what you cannot. This course will prepare you to properly and legally fire an employee if necessary.
Course Objectives:
- Provide feedback on an employee's performance correctly
- Document the correct information
- Build a progressive discipline plan
The Termination Meeting
Course Duration - 5 min
The termination meeting should serve as a chance to terminate the employee discreetly, while ‘wrapping up’ certain matters, such as returning keys or badges and negotiating some form of severance or benefit pay. The presence of a security guard at a business can provide peace of mind and a sense of security to the business owner, employees and customers. Employees that work in high-risk areas are more productive and easier to retain when they don't have to worry about personal safety. In that meeting, the employer can cover the details of getting keys and company property, explaining any benefits to which the employee may be entitled, and generally facilitating the departure. In contrast to the exit interview is the termination meeting.
Course Objectives:
- Create an effective termination meeting
- Determine how is attend the termination meeting
- Define the best venue for the meeting
Managing Essentials™: Employee Terminated Due to Downsizing
Course Duration - 6 min
No manager or supervisor enjoys the task of terminating an employee - especially when the organization is experiencing deep change. You have an employee who is being terminated due to downsizing. What do you do? There are four steps you can take to help the situation. It’s a good idea to write down and practice what you plan to say. Anticipate possible reactions and think through the best responses. Coordinate the necessary documentation and final papers with human resources for your manager. Try to schedule the termination early in the day and week, in a private area. Have a second person present. Tell the employee the decision to terminate has been made and allow a reaction. Stay in control and deal with arguments and emotion by saying, "I understand you’re upset, but the decision’s been made, and we need to move on." You may have to say it several times.
Course Objectives:
- Identify steps to deliver a termination due to downsizing
- Improve the quality and consistency of your employee interventions
- Approach difficult conversations with confidence
Company Layoffs and Downsizing
Course Duration - 45 min
Develop a comprehensive plan for your organization that evaluates the decision making process surrounding layoffs and includes both internal and external communication strategies. You will learn the 5 steps critical to effectively handling both small and large staff reductions as well as how to preserve brand image and rebuild staff morale. The course discusses the factors you need to consider before setting your plan into motion and why setting up ad hoc teams to take care of the details is such an important step.
Course Objectives:
- Create an effective layoff plan by following a 5-step process
- Identify and evaluate the cost-cutting options available to your organization prior to layoffs
- Protect yourself from potential backlash by properly documenting every decision
Successful Termination
Course Duration - 1 hr 15 min
Terminating an employee is never pleasant, but the guidelines covered in this training course for managers will help ensure the process is lawful and minimally disruptive to your team. We’ll discuss how to set expectations and manage employee performance following a termination to prevent a decline in morale. We will also detail important employment laws for rightful termination, as well as proactive disciplinary measures to prevent a termination in the first place.
Course Objectives:
- Manage team performance following a termination to minimize disruptions and encourage productivity
- Execute lawful termination procedures to protect yourself and your organization
- Take proactive disciplinary actions to prevent unnecessary terminations
SUCCESSION PLANNING
Section Duration - 8 Courses, 1 hr 21 min
Succession planning is a mission-critical strategy for ensuring organizational continuity and mitigating the leadership crisis that many companies face as older leaders retire. This essential section guides business owners and HR professionals through the systematic process of identifying, developing, and retaining future leaders, securing the long-term competence of your workforce. Learners will master the key steps to succession planning, including defining critical positions and designing a comprehensive leadership development framework.
A core focus is placed on differentiating between high-performing (HiP) and high-potential (HiPo) employees, explaining the distinct skills and characteristics to look for in future leaders. You will learn how to create and implement a formal HiPo policy, developing personalized plans to keep these sought-after individuals engaged and committed to the organization, while also addressing and mitigating potential risks. By applying practical talent review strategies and using in-depth discussion and feedback, you will gain the ability to successfully transition roles and guarantee a smooth organizational handover when the time comes.
Courses in this Section:
Succession Planning: The Importance of Succession Planning
Course Duration - 5 min
This Succession Planning: The Importance of Succession Planning course will walk you through the process of identifying and developing new leaders in your organization. In this course, we will explore why succession planning is important for all business owners and explain how it benefits an organization. We'll also define what succession planning is and provide an overview on how to successfully make this transition when the time comes to keep your organization moving forward.
Course Objectives:
- Recognize why a succession plan is important for any business
- Identify employees within your company who can step into a leadership position
- Develop a succession plan that ensures a smooth transition
Succession Planning: Identifying HiPos
Course Duration - 6 min
How do you determine who will make a great leader in your company? Our Succession Planning: Identifying HiPos course explains how to identify future leaders within your organization. In this course, we will explain the skills and characteristics you should look for when looking for HiPos within your company. We'll also discuss common criteria you should consider when finding the right candidate. We will explore the differences between high-potential and high-performing employees and discuss why this distinction is important.
Course Objectives:
- Identify high-performing and high-potential employees in your company
- Recognize the difference between high-performers and high-potential employees
- Discover HiPo candidates within your organization
Succession Planning: Retaining and Developing HiPos
Course Duration - 6 min
Since most HiPos are usually the most sought-after employees at your company, our Succession Planning: Retaining and Developing HiPos course explains what you can do to keep these employees committed to your business. To start, we'll advise you on what to avoid and what you can do to ensure your HiPos are motivated and engaged, so they want to stay with your company. This course includes information on how to personalize the HiPo development process to address their individual needs. We'll also cover the risks that may occur when working closely with HiPos and how to mitigate them.
Course Objectives:
- Keep HiPos engaged
- Create a personalized development plan for the HiPos in your company
- Recognize the potential risks of working with HiPos
Succession Planning: Creating a HiPo Policy
Course Duration - 6 min
As the second part in our Succession Planning series, the Succession Planning: Creating a HiPo Policy course explores the importance of creating a plan that helps you find and develop high-potential employees (HiPo) within your company. Since any plan will be unique to your organization, this course will provide a basic overview of what you need to consider before putting a HiPo policy in place. We'll also discuss how teams can work together to shape this policy, what qualities and characteristics you should look for, and tips on developing a successful policy.
Course Objectives:
- Recognize what to consider when developing a HiPo policy
- Identify how to create a successful HiPo program
- Develop a HiPo policy that meets the needs of your organization
Succession Planning: The Steps to Succession Planning
Course Duration - 9 min
Succession planning is a process that most companies use to ensure there is a development for each individual within the company. Dive in to learn the steps to success planning.
Course Objectives:
- Define succession planning
- Identify the steps of succession planning
Becoming a Competent Leader: Building an Effective Leadership Succession Plan
Course Duration - 14 min
How much time do you spend developing your leadership succession plan? As older leaders begin to retire at greater and greater rates, the 2018 Deloitte Millennial Survey discovered that 65% of potential millennial leaders feel unprepared to take their places. Forbes reports that by 2025, 75% of the workforce will be made up of millennials. These statistics suggest that there’s a leadership crisis on the horizon. Designing a strategy and framework to direct leadership development is mission critical for every organization. Training—and retaining—emerging leaders in your company should be a top priority. Understanding what team members want and expect from an employer will help you develop the right programs and systems to keep your talent engaged in learning, growing, and contributing to your organization.
Course Objectives:
- Retain your talented resource
- Design a leadership development framework
- Create a culture of learning
Succession Planning and Talent Review
Course Duration - 30 min
Succession Planning and Talent Review is a unique course providing practical strategies for succession planning. HR expert Peter Wallbridge gives practical tips for senior managers to plan succession and future roles through the use of a talent review process. Once this course is completed, you will have learned to develop and apply talent reviews to enable career plans for high potential individuals and future succession arrangements. You will have learned to implement comprehensive information packs, and in-depth discussion and feedback on each individual.
Course Objectives:
- Implement practical strategies for succession planning
- Use a talent review process with comprehensive information packs
- Conduct in depth discussion and feedback on each individual
- Identify future roles and succession plans and how to make the process a success
Developing the Succession Plan
Course Duration - 5 min
Developing the Succession Plan is a process that involves the planning, development, and execution of succession plans. In this case study on IBM's current plan for managing its workforce in Europe, it is evident that there are many stages involved with developing these strategies as well as varying degrees of complexity at each stage. There is also evidence to support that some people within organizations may not recognize or approve the work being done by those tasked with creating their own succession plans because they believe their individual success will be dependent upon one person who has been given authority over themselves without input from them first.
Course Objectives:
- Create a plan, assign roles, and execute the plan
- Ensure continuity and identify critical positions
- Acquire the knowledge of getting valuable insights into the workplace
Succession Planning: The Importance of Succession Planning
Course Duration - 5 min
This Succession Planning: The Importance of Succession Planning course will walk you through the process of identifying and developing new leaders in your organization. In this course, we will explore why succession planning is important for all business owners and explain how it benefits an organization. We'll also define what succession planning is and provide an overview on how to successfully make this transition when the time comes to keep your organization moving forward.
Course Objectives:
- Recognize why a succession plan is important for any business
- Identify employees within your company who can step into a leadership position
- Develop a succession plan that ensures a smooth transition
Succession Planning: Identifying HiPos
Course Duration - 6 min
How do you determine who will make a great leader in your company? Our Succession Planning: Identifying HiPos course explains how to identify future leaders within your organization. In this course, we will explain the skills and characteristics you should look for when looking for HiPos within your company. We'll also discuss common criteria you should consider when finding the right candidate. We will explore the differences between high-potential and high-performing employees and discuss why this distinction is important.
Course Objectives:
- Identify high-performing and high-potential employees in your company
- Recognize the difference between high-performers and high-potential employees
- Discover HiPo candidates within your organization
Succession Planning: Retaining and Developing HiPos
Course Duration - 6 min
Since most HiPos are usually the most sought-after employees at your company, our Succession Planning: Retaining and Developing HiPos course explains what you can do to keep these employees committed to your business. To start, we'll advise you on what to avoid and what you can do to ensure your HiPos are motivated and engaged, so they want to stay with your company. This course includes information on how to personalize the HiPo development process to address their individual needs. We'll also cover the risks that may occur when working closely with HiPos and how to mitigate them.
Course Objectives:
- Keep HiPos engaged
- Create a personalized development plan for the HiPos in your company
- Recognize the potential risks of working with HiPos
Succession Planning: Creating a HiPo Policy
Course Duration - 6 min
As the second part in our Succession Planning series, the Succession Planning: Creating a HiPo Policy course explores the importance of creating a plan that helps you find and develop high-potential employees (HiPo) within your company. Since any plan will be unique to your organization, this course will provide a basic overview of what you need to consider before putting a HiPo policy in place. We'll also discuss how teams can work together to shape this policy, what qualities and characteristics you should look for, and tips on developing a successful policy.
Course Objectives:
- Recognize what to consider when developing a HiPo policy
- Identify how to create a successful HiPo program
- Develop a HiPo policy that meets the needs of your organization
Succession Planning: The Steps to Succession Planning
Course Duration - 9 min
Succession planning is a process that most companies use to ensure there is a development for each individual within the company. Dive in to learn the steps to success planning.
Course Objectives:
- Define succession planning
- Identify the steps of succession planning
Becoming a Competent Leader: Building an Effective Leadership Succession Plan
Course Duration - 14 min
How much time do you spend developing your leadership succession plan? As older leaders begin to retire at greater and greater rates, the 2018 Deloitte Millennial Survey discovered that 65% of potential millennial leaders feel unprepared to take their places. Forbes reports that by 2025, 75% of the workforce will be made up of millennials. These statistics suggest that there’s a leadership crisis on the horizon. Designing a strategy and framework to direct leadership development is mission critical for every organization. Training—and retaining—emerging leaders in your company should be a top priority. Understanding what team members want and expect from an employer will help you develop the right programs and systems to keep your talent engaged in learning, growing, and contributing to your organization.
Course Objectives:
- Retain your talented resource
- Design a leadership development framework
- Create a culture of learning
Succession Planning and Talent Review
Course Duration - 30 min
Succession Planning and Talent Review is a unique course providing practical strategies for succession planning. HR expert Peter Wallbridge gives practical tips for senior managers to plan succession and future roles through the use of a talent review process. Once this course is completed, you will have learned to develop and apply talent reviews to enable career plans for high potential individuals and future succession arrangements. You will have learned to implement comprehensive information packs, and in-depth discussion and feedback on each individual.
Course Objectives:
- Implement practical strategies for succession planning
- Use a talent review process with comprehensive information packs
- Conduct in depth discussion and feedback on each individual
- Identify future roles and succession plans and how to make the process a success
Developing the Succession Plan
Course Duration - 5 min
Developing the Succession Plan is a process that involves the planning, development, and execution of succession plans. In this case study on IBM's current plan for managing its workforce in Europe, it is evident that there are many stages involved with developing these strategies as well as varying degrees of complexity at each stage. There is also evidence to support that some people within organizations may not recognize or approve the work being done by those tasked with creating their own succession plans because they believe their individual success will be dependent upon one person who has been given authority over themselves without input from them first.
Course Objectives:
- Create a plan, assign roles, and execute the plan
- Ensure continuity and identify critical positions
- Acquire the knowledge of getting valuable insights into the workplace
Essential Career Skills Pack
Productivity and Time Management
Course Duration - 30 min
It seems that there is never enough time in the day. But, since we all get the same 24 hours, why is it that some people achieve so much more with their time than others? This course will explain how to plan and prioritize tasks, so that we can make the most of the limited time we have. By using the time-management techniques in this course, you can improve your ability to function more effectively – even when time is tight and pressures are high. So, by the end of the course you will have the knowledge, skills and confidence to be an effective manager of your time.
Course Objectives:
Course Objectives:
- Set your priorities to better manage your time
- Improve your productivity by sharpening your focus and multitasking effectively
Detailed Course Outline:
Detailed Course Outline:
- Productiity & Time Management
- Prioritization
- Getting Things Done
- Procrastination
- Multitasking & Focus
- Summary
Basic Digital Skills
Course Duration - 13 min
With the rise of digital transformation and technology, having a basic digital literacy is essential for all types of jobs, regardless of the industry. To stay competitive and be successful in the workplace, enhancing your digital skills should be a top priority.
Course Objectives:
Course Objectives:
- Recall the essential digital skills framework
- Elaborate on the toolkit of essential digital skills
- Identify how to develop or improve your digital skills
Detailed Course Outline:
Detailed Course Outline:
- The Essential Digital Skills Framework
- The Toolkit of Essential Digital Skills
- Developing Digital Skills
- Summary
4 Ways to Boost Creativity
Course Duration - 30 min
The digital economy is opening up ways for everyone to be creative. It doesn’t just mean being artistic – it’s more about ideas, solutions, alternatives, incremental improvements. Peter Quarry and Eve Ash discuss ways that mental capacity can be developed, perspectives changed, group power leveraged and making things actually happen.
Course Objectives:
Course Objectives:
- Define creativity
- Think outside the box
- Develop the right mental attitude
- Leverage the power of groups
- Ensure managers make it happen
Detailed Course Outline:
Detailed Course Outline:
- What is Creativity at Work?
- Learn to Think Outside the box
- Develop the Right Mental Capacity
- Laverage the Power of Groups
- Ensure Managers Make It Happen
- Summary
The 11 Essential Career Soft Skills
Course Duration - 1 hr 10 min
Soft Skills are the traits, characteristics, habits, and skills needed to survive and thrive in the modern work world. Soft skills aren't usually taught in school, but you will learn them all here in this course. Are you someone that other people in your organization and industry like to work with, collaborate with and partner with? Are you seen as a valuable asset to any new project that comes along?
This soft skills training course will teach you how to develop the skills that can make the difference between a lackluster career that tops out at middle management versus one that lands you in the executive suite. Or to wherever you define career success. So many soft skills seem like common sense at first glance, but they are not commonly applied by most workers. This soft skills training course will give you an edge over your competitors. It will also make your job, your career and your life more rewarding and enjoyable.
Course Objectives:
Course Objectives:
- Understand how to be a great communicator
- Become a stronger listene
- Appear professional to co-workers and bosses of all ages
- Avoid common career blunders that often end careers
- Manage expectations for bosses and colleagues
- Position yourself for promotions
- Make technology your asset, even if you are afraid of technology
- Avoid the Not My Job Syndrome
- Develop EQ to Match Your IQ
- Develop leadership qualities
Detailed Course Outline:
Detailed Course Outline:
- Introduction
- The Soft Tech Savvy Way to Always Be Essential
- Not My Job, And I Am Happy to Do It
- You Can Become a Master Communicator
- Feedback Video for The 11 Essential Career Soft Skills
- Become a Leader Without the Title or Formal Authority
- Your EQ Will Beat a Higher IQ
- Building Your Winning Team
- Make Every One of Your Seconds Count
- Unleash Your Inner Anthony Robbins
- Avoid Being Uncool
- Clothes Can Still Make or Break Your Career
- Conclusion The 11 Essential Career Soft Skills
- Extra: Developing Your Career Secret Sauce
Course FAQs
What is the Class Format?
This training is a self-paced eLearning course that you have access to for 6 months after purchase.
What Are Some Recruiting Best Practices?
Recruiting top talent is essential for any successful business. It's important to ensure that the recruitment process is effective and efficient, as this will directly impact the performance of your organization. In order to hire high-performing employees, it's important to understand the best practices for recruiting and hiring.
One such practice is performance-based hiring. This involves focusing on job performance and the candidate's ability to fulfill the requirements of a role, rather than relying solely on an applicant’s experience or qualifications. Performance-based hiring helps employers identify top talent who may not have extensive work experience but still possess the skills necessary to be successful in a particular role.
Recruiting high achievers is a key strategy for finding and hiring top talent. When looking for potential employees, it's important to look beyond traditional qualifications like education or experience. Instead, focus on qualities such as ambition, drive, and problem-solving skills. These qualities are often more indicative of future success than past experiences or academic achievements.
Once you have identified potential candidates, it's important to create a structured and effective interview process. This should include questions that are tailored to the job role and provide insight into the candidate's skills, experience, capabilities, and goals. It should also involve multiple interviews with different team members or stakeholders in order to get a full picture of the applicant's potential fit. A good interview process can help ensure that you find the right person for the job.
By following best practices and putting a focus on performance-based hiring, recruiting high achievers, and improving the interview process, employers can successfully identify top talent and build a strong team that will contribute to their organization’s success.
What Are Some Interviewing Best Practices?
In order to find the best candidates for any position, it is important you practice interviewing best practices. To help reduce rater bias in hiring decisions, a manager must be aware of their own biases and take steps to make sure they are not influencing their interviews. This can include using structured interviews where questions are consistent across all applicants as well as blind interviews where applicants’ names and other identifying information are kept from the interviewer. When interviewing candidates, make sure to ask appropriate questions that do not violate any laws or company regulations. Global interview methods such as utilizing competency-based and performance-based questioning can help ensure a successful hiring process. You should consider adopting an interviewing style with a DEI (Diversity, Equity, and Inclusion) focus. This approach allows for the inclusion of questions that can provide insight into how an applicant might contribute to a diverse workforce. By following all these best practices you are ensuring that your organization has a successful and effective interviewing process.
This is just the start of becoming an effective manager. It is important to stay up-to-date on all interviewing best practices, laws, and regulations as the hiring landscape continues to evolve. Doing so will ensure that your organization is finding the best possible candidates for any position while also maintaining a safe and equitable environment in the workplace.
What Is Behavioral Based Interviewing?
Behavioral-based interviewing is a process used by employers to assess job applicants. It focuses on determining the applicant's past behavior in order to predict their future performance in the role being sought. Behavioral questions are designed to explore how an individual has previously handled situations encountered in the workplace, and can provide insights into strengths, weaknesses, decision making style, and core values.
The goal of this type of interviewing is to uncover evidence that the candidate is a fit for the job and company culture. It seeks "contrary evidence," meaning it looks beyond the applicant's self-reported experience by asking questions that require stories and examples from their past experiences. By seeking contrary evidence, hiring managers can gain a better understanding of an applicant's skills and likelihood of success.
Behavioral interviewing requires preparation on the part of both the interviewer and candidate. Interviewers must develop questions that will provide insight into the candidate’s capabilities, while candidates should be prepared to answer with examples from their past experiences. This type of interview also requires active listening on the part of the interviewer, as they must be prepared to ask follow up questions and dig deeper into an applicant’s responses.
By using behavioral-based interviewing techniques, employers can gain a better understanding of what makes an applicant tick and help determine if they are the right fit for the organization. Ultimately, it allows for a more accurate measure of how someone will perform in the role and if they are in alignment with the company’s core values.
What Are Some Hiring Best Practices?
Hiring the right people is essential for any organization to achieve its goals and objectives. It is important to use a systematic approach throughout the hiring process in order to ensure that you are filling positions with candidates who are most likely to succeed and be productive members of your team. There are a variety of best practices that can help you improve your hiring process and make sure you are getting the best talent available.
Talent acquisition starts with selection - identifying potential candidates who have the skills, knowledge, experience, and attitude needed to fill the role. Legal aspects should be considered when interviewing and hiring, such as any regulations or laws that may come into play. Successful hiring requires taking into account both hard and soft skills when evaluating job candidates.
Creating a workplace culture that attracts and retains employees is also key to successful hiring. This includes offering competitive pay, benefits, flexible work hours, ample training opportunities, and more. Improving the hiring process itself will also ensure that interviewees have a positive experience and are well prepared to answer questions effectively.
Once the hiring process is complete, introducing performance-based hiring will help ensure that you are selecting employees who can consistently deliver results. This includes having clear job objectives and metrics to measure success so that new hires can be assessed on an ongoing basis.
By following these best practices throughout the hiring process, you can ensure that your organization is well-positioned for success.
What Is a Culture of Learning?
A culture of learning is essential for any organization to grow and develop. It fosters a sense of team spirit, encourages innovation, increases employee engagement and productivity, and enables organizations to stay ahead of the competition.
A growth mindset is key in creating a culture of learning where employees are open to new ideas, take risks, and embrace feedback. It is also important to provide learning opportunities and resources for employees to learn new techniques, hone existing skills, and develop their knowledge base. Supporting employee development should be a priority – from providing mentorship programs, to offering tuition reimbursement, or even setting up a dedicated learning space.
Opportunities to learn can range from online courses, to attending conferences and workshops, or even volunteering. Organizations should also consider delegation for growth and development opportunities, allowing employees to take on more responsibilities and develop their skills in a real-world setting.
By creating a culture of learning, organizations can become a continuous learning organization – one that is constantly evolving with the ever-changing business landscape. A culture of learning helps organizations to stay competitive, attract and retain the best talent, and give employees the chance to reach their career goals. It also leads to improved employee engagement, increased job satisfaction, as well as better internal communication.
Creating a culture of learning is essential for any organization that wants to be successful in today's rapidly changing business world. Organizations that embrace a learning culture will find themselves better positioned to take advantage of new opportunities, stay ahead of their competitors, and have employees who are more engaged and productive.
By investing in employee development, providing learning opportunities, and cultivating a Growth Mindset within the organization, organizations can create an environment where people are motivated to learn, grow, and succeed. This will help the organization stay competitive in an ever-evolving business world and ensure that employees have the skills and knowledge to make a real difference.
What Are Some Firing and Downsizing Best Practices?
When it comes to firing and downsizing, the following best practices should be observed:
Legally Firing: When terminating an employee, make sure that all laws are followed. This includes informing the employee of their rights under local, state and federal law. It is also important to ensure that the termination process is consistent with any company policy, contract or union agreement that the employee may be subject to.
The Termination Meeting: Take steps to ensure that the termination meeting is as respectful and dignified as possible. This includes ensuring privacy during the meeting, providing an appropriate amount of time for questions and answers about the termination, and allowing plenty of time for any statements by the employee.
Termination Due to Downsizing: When terminating an employee due to downsizing, be sure to provide a severance package that is fair and in alignment with any company policy or contractual obligation. This package should also include outplacement services such as job search assistance and a reference letter from their former employer.
Company Layoffs and Downsizing: It is important to remember that layoffs and downsizing can have a serious impact on employees, both emotionally and financially. As such, it is important for companies to provide ample resources and support during the transition period. This may include career counseling services, financial assistance in the form of unemployment compensation or educational opportunities.
When firing or downsizing an employee, it is important to ensure that the process is conducted in a professional and respectful manner. This ensures that both parties are able to move on from the situation without any hard feelings. Taking steps such as providing outplacement services can help reduce any negative impact on the company’s reputation. By following these best practices, companies can ensure a successful termination process.
What Are Some Succession Planning Best Practices?
Succession planning is a critical component of any business. It helps to ensure continuity of operations over time and provides stability to key roles within the organization. By developing robust succession plans, organizations can identify, develop, and retain high-potential (HiPo) talent while ensuring that key positions are filled with qualified individuals when needed.
To create an effective succession plan, organizations should take the following steps:
- Identify and assess HiPos who have the potential to fill critical roles in the future. This includes assessing current talent, developing performance criteria, and identifying those with high potential for development into leadership positions.
- Retain and develop these HiPos to ensure they reach their full potential. This involves providing mentoring, coaching, and other development opportunities.
- Create a solid HiPo policy that outlines expectations for promotion and succession planning. This should be included in the organization’s overall Talent Management strategy.
- Develop leadership competencies that are necessary for successful succession. This should include areas such as team building, interpersonal communications, decision-making, and problem-solving.
- Conduct a talent review to ensure that the organization has adequate HiPo and leadership capacity to fill current and future roles.
- Put together a comprehensive succession plan that outlines the skills, competencies, and experience needed to fill critical roles.
Succession planning is an essential part of any organization’s long-term success and sustainability. By following these best practices, organizations can ensure they have a pool of qualified individuals ready to take on leadership roles as needed. This will help the organization remain competitive in its industry and provide continuity of operations over time.
Related Business Management Information:
How Much Do Business Management Training Courses Cost?
Self-Paced Business Management eLearning courses cost $200 at the starting point per student. Group purchase discounts are available.
What Business Management Skills Should I Learn?
A: If you are wondering what Business Management skills are important to learn, we've written a Business Management Skills and Learning Guide that maps out Business Management skills that are key to master and which of our courses teaches each skill.
Where Can I Learn More About Business Management?
Business Management Blogs
- Business Management blog - Keap
- Business Administration and Management Blog | TUW
- Harvard Business Review - Ideas and Advice for Leaders
- Stories, Insights, and News | Business Management - edX Blog
Business Management User Groups
Business Management Online Forums
Explore Management Training Classes Near Me:
Certstaffix Training offers self-paced eLearning courses for Business Management, ideal for those looking for convenient and flexible learning options. With these online classes, you can save time trekking to and from a physical class location by taking courses remotely. Have the ability to learn when it's most convenient for you with our eLearning courses – no more worrying about searching for "Business Management classes near me" and commuting long distances. Take advantage of our online Business Management classes today to get the education you need quickly. Start learning today and see how Certstaffix Training can help you reach your goals.
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