Discover how you can easily become a Human Resources Professional in less than 12 weeks using this complete Human Resources training system from Basics to Advanced. The reliable experience of the Human Resources professionals with whom we’ve closely worked on this complete online course proved that the success or the failure of a business depends on the quality of the people who work for that business and the quality of the management.
One of our collaborators, the CEO of a big recruiting company, told us once: “Throughout my career I’ve met so many brilliant persons that had great ideas and started businesses that eventually failed just because they didn’t give the proper importance to some essential human resources activities like recruitment and selection or the evaluation and the motivation of the employees. Neglecting these activities, it resulted a poorly prepared and uncommitted workforce. I believe these are the three ingredients of an imminent business failure.”
Given the huge importance of the Human Resources activities within a company’s life, mastering the knowledge in this field will bring you immediate benefits, either you are a business owner, a manager, a person looking for a career in Human Resources or a Human Resources professional looking to refine your skills. This is the reason why we’ve gathered only certified knowledge and endorsed techniques based on years of valuable experience in human resources and we share it with you through this human resources online course.
The Human Resources Management Full Course is the result of more than 10 years of working closely with experienced human resources professionals, executive managers and business owners. They shared their knowledge and revealed valuable insider secrets about managing the human resources. The result is now within your reach with a clear and concise content, relevant examples and captivating real case studies based on role-playing.
The success of your career in Human Resources depends on how skillful you are in choosing and managing the people. The success of the business depends on the people that work for your business. Ensure your success discovering how you can easily choose the right people and how you can manage them to always get the results you want. Enroll now!
This online course is for anyone who wants to start a career in Human Resources, HR professionals looking to enhance their knowledge and skills or business owners who need to better manage their employees. No prior knowledge is necessary.
By enrolling in this human resources course, you will participate in a practical learning program created by HR experts and you will get the specific skills that will definitely help you differentiate from other candidates when you will apply for a job or a promotion.
The course takes 12 weeks and every week we recommend you to spend 3 to 5 hours learning and participating in your course activities, any day and time that suits you best.
You can take the Human Resources Management Full Course even without being assessed. You decide how much you are willing to engage in your course. However, if you want to receive the certificate of completion, you have to get a pass mark (minimum 5/D) as a result of your participation in the course activities.
After each module, you will participate in real case simulations and practical applications in order to apply what you’ve just learned to actual real life situations. You will receive feedback for every solution you propose.
At the end, you will attempt the final assessment in order to finish the course. Because the practical applications are the most important part of the learning process, the final assessment questions are quite easy to answer and the final assessment is only an official requirement, not a stressful exam. You don’t have to pay anything for the assessment.
When you enroll in the Human Resources Management Full Course with BigMainStreet, you will have a Tutor who will watch over your course progress and will send you notifications by phone or email whenever it will be necessary.
1.1 A very important recruitment issue - the difference between abilities, skills and competencies
1.2 Case study for understanding the competencies requested for a Manager position
1.3 The key questions we ask ourselves when we want to hire a new employee
1.4 How to define the job requirements and the candidate profile - case study for Executive Secretary
1.5 How to prepare the job offer and with whom we must consult for it
2.1 How to conceive the job announcement and what are its important elements
2.2 The most appropriate media channel: newspapers, internet, “in company” and what are the costs
2.3 Recommendations from my personal experience to increase the effectiveness of an employment ad
2.4 The key points that are important to consider when we analyze the resumes
3.1 How to prepare a successful interview
3.2 The magic questions used by HR professionals during the job interview
3.3 Using the situational and the behavioral interview, the star technique or the Skype interview
3.4 For what kind of jobs we use under stress, panel and group interview
3.5 What is the head-hunting and for what positions we can use it
3.6 How we can find out from a candidate testing what we could find in 10 hours of interview
3.7 When is the best time to discuss about special clauses: mobility, non-competition, confidentiality
4.1 How to communicate with the employees within the company
4.2 When we use memos, internal rules, weekly reports and decision notes
4.3 Practical rules for a better internal communication
4.4 How to organize the human resources department in 5 separated divisions
4.5 Why it is important to elaborate the internal organizational chart
4.6 Which are the mandatory and necessary job description items
4.7 Case study on the job description for Marketing Specialist
4.8 Case study on the job description for Internal Communication Assistant
4.9 How to write an HR procedure and what it actually comprises
4.10 Employment procedure model with immediate practical implementation
4.11 What are the forms and documents used in HR – the complete list
5.1 What is the induction of a new employee and why it is important for the company
5.2 How we go through the 3 integration steps of the new employee
5.3 How to establish the integration period for each job
5.4 What documents and information we provide for integrating the new employee
5.5 Who are the most indicated people to integrate the new employee
5.6 How to ensure the professional training of the new employee
5.7 How to identify the need for training and how to elaborate the employee training plan
5.8 The 6 methods used by large companies for the internal training of their employees
5.9 How to elaborate more easily the Career Plan by dividing it into 5 major motivations
5.10 12 real life certified methods for employees’ career development
5.11 How to apply the organizational culture for developing the employees’ career
6.1 How to organize the evaluation activity and what objectives we have to pursue
6.2 How to set the objectives for human resources evaluation
6.3 How to define the performance criteria
6.4 What methods and tests we can use within the evaluation
6.5 How we can apply the evaluation method based on the behavior of the employee
6.6 What are the benefits of the management by objectives as an evaluation method
6.7 How to use the 360 degree feedback method to generate both feedback and solutions
6.8 How and when we should use the Assessment Centers
6.9 How to conduct the exit interview and which are its practical benefits
7.1 What are the rights of the employee and the employer regarding discipline at work
7.2 How to create a good organizational climate
7.3 What contains the Internal Regulations Policy
7.4 What is the essential in the Code of Professional Conduct
7.5 Example - when the dress code can be imposed and what specific regulations it contains
7.6 How we can apply equity and non-discrimination in labor
7.7 What is the disciplinary offence and what are the specific sanctions we can apply
8.1 What is motivation and what is our role as Human Resources specialists
8.2 How we can find out what motivates employees to be more proficient and how to apply this
8.3 Before using any motivation method it is necessary to meet the basic needs of the employees
8.4 Why the need for security and safety is so important for employees
8.5 How we can use belongingness to increase the employees’ motivation
8.6 Which buttons we have to push to meet the employees’ need for esteem and importance
8.7 How to meet the self-realization needs of the company’s employees
8.8 7 nonfinancial ways to increase the employees’ motivation in the real life
8.9 When we should give rewards to achieve a higher motivation level for employees
8.10 What are the major factors that lower the employees’ motivation
8.11 Top 10 priorities of employees to efficiently motivate them
8.12 20 tested methods to increase the employees’ motivation and involvement
9.1 How to give the reward to maximize its positive effects
9.2 How to implement the Rewarding Plan for the company’s departments
9.3 What specific targets we set for giving the rewards
9.4 How to establish the criteria for giving the rewards
9.5 Case study – making the rewarding plan for the Sales Representative at Almetech Ltd.
9.6 How to choose the best reward - trips, private insurances, days off, training, discounts
9.7 Over 38 Real Life Rewards you can apply in your company starting from tomorrow
9.8 How to present the employees the Rewarding Plan and the rewards
9.9 The 8 golden questions to quickly check if your Rewarding Plan works
By enrolling to this course you can collect up to 18 loyalty points. Your cart will total 18 points that can be converted into a voucher of $18.00.