Discover how you can master the Human Resources essentials in 6 easy steps! One of our collaborators, the Human Resources Manager of an international transport company, told us once about what the skillful HR professionals have in common: “In 25 years of working in this field, I’ve met many valuable Human Resources professionals and what they all have in common is the solid knowledge in 6 essentials activities of Human Resources: 1: Recruitment, 2: Interviewing and Selection, 3: Procedures and Forms, 4: Integration and Career Plan, 5: Performance Evaluation, 6: Regulations and Discipline”.
The vast experience of the Human Resources professionals with whom we’ve closely worked on creating this online course proved that a proper functioning of these 6 components is the condition for a smooth running of the Human Resources activities within a company. How can we ensure that? After more than 10 years of working closely with experienced human resources professionals, executive managers and business owners, we’ve eventually got the answer and we share it with you through this online course.
The Human Resources Best Practices Course contains only certified knowledge, endorsed techniques and valuable insider secrets revealed to you through a clear and concise content, relevant examples and captivating real case studies.
What separates the amazing Human Resources Professionals from the mediocre employees working in this field is their willingness to continuously improve their skills. Enroll now and improve your skills by mastering the Human Resources essentials in 6 easy steps!
This online course is for anyone who wants to start a career in Human Resources in order to become an HR Assistant or an HR Manager. The course is very valuable for all the 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 Best Practices 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. The assessment is included in the course price.
When you enroll in the Human Resources Best Practices 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 prepare a successful interview
2.2 The magic questions used by HR professionals during the job interview
2.3 Using the situational and the behavioral interview, the star technique or the Skype interview
2.4 For what kind of jobs we use under stress, panel and group interview
2.5 What is the head-hunting and for what positions we can use it
2.6 How we can find out from a candidate testing what we could find in 10 hours of interview
2.7 When is the best time to discuss about special clauses: mobility, non-competition, confidentiality
3.1 How to communicate with the employees within the company
3.2 When we use memos, internal rules, weekly reports and decision notes
3.3 Practical rules for a better internal communication
3.4 How to organize the human resources department in 5 separated divisions
3.5 Why it is important to elaborate the internal organizational chart
3.6 Which are the mandatory and necessary job description items
3.7 Case study on the job description for Marketing Specialist
3.8 Case study on the job description for Internal Communication Assistant
3.9 How to write an HR procedure and what it actually comprises
3.10 Employment procedure model with immediate practical implementation
3.11 What are the forms and documents used in HR – the complete list
4.1 What is the induction of a new employee and why it is important for the company
4.2 How we go through the 3 integration steps of the new employee
4.3 How to establish the integration period for each job
4.4 What documents and information we provide for integrating the new employee
4.5 Who are the most indicated people to integrate the new employee
4.6 How to ensure the professional training of the new employee
4.7 How to identify the need for training and how to elaborate the employee training plan
4.8 The 6 methods used by large companies for the internal training of their employees
4.9 How to elaborate more easily the Career Plan by dividing it into 5 major motivations
4.10 12 real life certified methods for employees’ career development
4.11 How to apply the organizational culture for developing the employees’ career
5.1 How to organize the evaluation activity and what objectives we have to pursue
5.2 How to set the objectives for human resources evaluation
5.3 How to define the performance criteria
5.4 What methods and tests we can use within the evaluation
5.5 How we can apply the evaluation method based on the behavior of the employee
5.6 What are the benefits of the management by objectives as an evaluation method
5.7 How to use the 360 degree feedback method to generate both feedback and solutions
5.8 How and when we should use the Assessment Centers
5.9 How to conduct the exit interview and which are its practical benefits
6.1 What are the rights of the employee and the employer regarding discipline at work
6.2 How to create a good organizational climate
6.3 What contains the Internal Regulations Policy
6.4 What is the essential in the Code of Professional Conduct
6.5 Example - when the dress code can be imposed and what specific regulations it contains
6.6 How we can apply equity and non-discrimination in labor
6.7 What is the disciplinary offence and what are the specific sanctions we can apply
By enrolling to this course you can collect up to 8 loyalty points. Your cart will total 8 points that can be converted into a voucher of $8.00.