Ultimate Conducting Annual Employee Reviews Online Bundle, 10 Certificate Courses

Understand the process of conducting an annual review


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Get Conducting Annual Employee Reviews, Employee Recognition, Meeting Management, Delivering Constructive Criticism, Appreciative Inquiry, Conflict Resolution, Measuring Results from Training, Talent Management, Managing Human Resources and Employee Termination Processes in this Bundle

1. Conducting Annual Employee Reviews: Understand the process of conducting an annual review

An annual review can help you keep your employees happy, engaged, and focused.  It is human nature to want to succeed.  Giving your employees feedback on their positive and negative attributes is part of the pathway to success.  A poorly designed annual review can have the reverse effect.  

With our Conducting Annual Employee Reviews course, you will discover how to conduct a well-designed employee review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.

Course Objectives:

  • Understand the process of conducting an annual review.
  • Determine the categories for an annual review.
  • Know the mistakes managers make during an annual review.
  • Understand the concept of pay for performance.
  • Know how to tie employee compensation to firm-wide returns.
  • Know the value of employee communication.
  • Gauge employees’ happiness.

2. Employee Recognition: Effective Company Recognition Programs Keep Employees Motivated, Safe and Happy!

Employee recognition program is not a luxury, it is a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, team work, reinforcing company values, and more. Company recognition can influence their employees to work hard, and smart. Instead of just saying thank you to an employee who has been with the company for 10 years, take the time to give them some sort of certificate, or thoughtful gift. Employees are more likely to continue employment with a company if they feel they are appreciated.

Let's learn how to create an effective programs/guidelines to provide a well thought recognition for employees better morale and productivity.

By the end of this Employee Recognition Online Short Course, you will be able to:

  • Assess the type of Employee Recognition Program(s) your company needs
  • Train leadership to recognize their employees
  • Know when and where recognition is needed
  • Construct a culture of recognition
  • Maintain an effective Employee Recognition Program

3. Meeting Management: Learn How To Develop and Implement Meeting Management

This course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage the you and leave a positive and lasting impression. Through this course you will learn the needed skills in planning and implementing a successful meeting.

The Meeting Management course will explore how to reduce waste and make meetings more efficient. This is a hands-on Meeting Management Online Short Course and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills to improve your meeting management skills.

This training course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage your attendees and leave a positive and lasting impression. This is a hands-on workshop and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills along with other participants who share the same desire to improve their meeting management skills.

By the end of this Meeting Management Online Short Course, you will be able to:

  • Plan and prepare
  • Identify the participants
  • Choose the time and place
  • Create the agenda
  • Set up the meeting space
  • Incorporate your electronic options
  • Meeting roles and responsibilities
  • Use an agenda
  • Chairing a meeting
  • Deal with disruptions
  • Professionally deal with personality conflicts
  • Take minutes
  • Make the most of your meetings using games, activities and prizes

4. Delivering Constructive Criticism: How to Manage Criticism to Benefit Your Organization

Delivering Constructive Criticism is one of the most challenging things for anyone. Through this course you will gain valuable knowledge and skills that will assist with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way.

Constructive Criticism if done correctly will provide great benefits to your organization. It provides the ability for management to nullify problematic behaviors and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.

By the end of this Delivering Constructive Criticism Online Short Course, you will be able to:

  • Understand when feedback should take place
  • Learn how to prepare and plan to deliver constructive criticism
  • Determine the appropriate atmosphere in which it should take place
  • Identify the proper steps to be taken during the session
  • Know how emotions and certain actions can negatively impact the effects of the session
  • Recognise the importance of setting goals and the method used to set them

5. ppreciative Inquiry: Strengthen an Organization by Creating a Positive Environment

Organizations can be thought of as a living being made up of the individuals working within it. Appreciative Inquiry has the ability to change the whole organization by changing the people. Through positive questioning employees will be directed to move in a positive direction. Recognizing the strengths and values of what works, as opposed to what's wrong will transform the individuals and in turn transform the organization.

Appreciative Inquiry is a shift from looking at problems and deficiencies and instead focusing on strengths and successes. It is a tool for change, and it will strengthen relationships throughout your business. Through best practices and positive stories you are able to transform your organization.

By the end of this Appreciative Inquiry Online Short Course, you will be able to:

  • Know the meaning of appreciative inquiry
  • Think in positive terms and avoid thinking negatively
  • Encourage others to think positively
  • Recognise positive attributes in people
  • Create positive imagery
  • Manage and guide employees in a positive environment

6. Conflict Resolution: Learn How To Resolve Conflicts of Any Size

There are many ways to resolve conflicts - surrendering, running away, overpowering your opponent with violence, filing a lawsuit, etc.

Conflict resolution grew out of the belief that there are better options than using violence or going to court. Today, conflict resolution is used in a wide range of industries covering an array of different situations. This course will demonstrate the six-step process to resolve conflicts of any size.

You will also learn crucial conflict resolution skills, including dealing with anger and using the Agreement Frame.

Course Topics:

  • Building Positive Energy
  • Fishbone Diagram
  • Agreement Frame

By the end of this Conflict Resolution Online Short Course, you will be able to:

  • Understand what conflict and effective conflict resolution mean.
  • Understand all six phases of the conflict resolution process.
  • Understand the five main styles of conflict resolution.
  • Be able to adapt the process for all types of conflicts.
  • Be able to break out parts of the process and use those tools to prevent conflict.
  • Be able to use basic communication tools, such as the agreement frame and open questions.
  • Be able to use basic anger and stress management techniques

7. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.

Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this Measuring Results from Training Online Short Course, you will be able to:

  • Understand Kolb's learning styles and learning cycle
  • Understand Kirkpatrick's level of evaluation
  • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case

8. Talent Management: Talented Employees are the Key to Success

Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. With a company's workforce generally being its highest cost, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce, and attracting better and more skilled new hires.

We all know that training and retraining is expensive, and our Talent Management course will reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity. Talent Management is the investment that will pay dividends for years to come.

By the end of this Talent Management Online Short Course, you will be able to:

  • Define talent and talent management
  • Understand the benefits of talent management
  • Recognise performance management and ways to review talent
  • Identify employee engagement
  • Create assessments and training programs
  • Learn how to improve employee retention

9. Managing Human Resources: Manage Human Resources In Your Workplace

The role of Human Resources is changing, as companies delegate more and more responsibility for their HR to line managers and supervisors. Other, usually larger companies however still have a dedicated HR department which deals with all the companies’ human recourses responsibilities.

Whichever type of company you work for, it is important that you understand how much human resources is really about the employees, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.

Covering everything from the very fundamentals of human resources to complex topics such as Health & Safety or Workplace Discrimination, the Managing Human Resources online course has everything you need to excel in role that involves managing or supervising other employees.

By the end of this Managing Human Resources Online Course, you will be able to:

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

10. Employee Termination Processes: Guide your employees toward the right track and away from poor performing behaviors

Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.

With our Employee Termination course, you will begin to see how important it is to develop a core set of skills when you find yourselves in a situation where you have to let an employee go.

By the end of this Certificate In Employee Termination Processes Online Course, you will be able to:

  • Create employee performance plans
  • Identify employees who should be terminated
  • Establish effective termination meetings
  • Know the “Do’s” and “Don’ts” of firing an employee
  • Be able to conduct exit interviews

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Ultimate Conducting Annual Employee Reviews Bundle, 10 Courses includes the following courses, below is a summary of each course: 

Course 1 - Conducting Annual Employee Reviews

Module One: Getting Started

  • Course Objectives 

Module Two: How to Conduct Annual Reviews

  • Develop the Process 
  • Set Benchmarks Early 
  • Agreement with Set Benchmarks 
  • Hold an Effective Meeting 

Module Three: Categories for Annual Review I

  • Company Mission and Values 
  • Customer Service and Quality Control 
  • Problem - Solving/Judgment 
  • Production

Module Four: Categories for Annual Review II

  • Work Style 
  • Resource Management 
  • Communications Skills 
  • Teamwork 

Module Five: Common Mistakes Managers Make when Conducting Employee Reviews I

  • Contrast Effect 
  • Similar-to-me Effect 
  • Halo (or horn) Effect 
  • Central Tendency 

Module Six: Common Mistakes Managers Make when Conducting Employee Reviews II

  • Leniency/Desire to Please 
  • First Impression Bias 
  • Rater Bias 
  • Recency Effect 

Module Seven: Successful Tips for Concept of Pay for Performance

  • No Surprises 
  • Focus on the Basics 
  • Show Clear Disparity 
  • One for All and All for One 

Module Eight: How to Tie Employee Compensation to Firm-Wide Returns

  • Set Quarterly Revenue Target 
  • Set Employee Goal 
  • Conduct Quarterly Reviews 
  • Pay Out Quarterly 

Module Nine: How to Communicate Employee Expectations Effectively

  • Have Regular Conversations 
  • State What's Working 
  • Be Honest 
  • Provide Mentoring 

Module Ten: Meaningful Questions to Gauge Employee Happiness I

  • Ask Questions Frequently 
  • How Transparent is Management? 
  • Rate Quality of Facility? 
  • Contributing Factors to Work Easier? 

Module Eleven: Meaningful Questions to Gauge Employee Happiness II

  • What makes you Productive? 
  • Recognition? 
  • Opportunities to Grow and Advance? 
  • Confidence in Leadership? 

Module Twelve: Wrapping Up

Course 2 - Employee Recognition

Module One: Getting Started

By the end of this course, you will be able to:

  • Assess the type of Employee Recognition Program(s) your company needs
  • Train leadership to recognize their employees
  • Know when and where recognition is needed
  • Construct a culture of recognition
  • Maintain an effective Employee Recognition Program

Module Two: The Many Types of Incentive

  • Safety Incentives
  • Years of Service
  • Productivity
  • Attendance & Wellness Incentives

Module Three: Designing Employee Recognition Programs 

  • Purpose
  • Employee Involvement
  • Budget
  • Keep it Simple

Module Four: How To Get The Buzz Out 

  • Be Creative With Designs
  • Paper the Walls
  • Use Social Media
  • Go Mobile!

Module Five: It Starts From The Top! 

  • Identifying Desirable Behaviors
  • Understanding the Goals of the Company
  • Setting Guidelines
  • Providing Recognition Templates

Module Six: Creating a Culture of Recognition 

  • Keep Your Staff "In the Know"
  • Empower Employees with Peer to Peer Recognition
  • Team Building: Encourage Camaraderie
  • Motivate by Promoting Fun

Module Seven: The Best Things In Life Are Free!

  • Put a Spotlight on Employees in Staff Meetings
  • Write it Down
  • Display Your Appreciation
  • Make Work More Comfortable

Module Eight: A Small Gesture Goes A Long Way 

  • Have a Party!
  • Make a Game of It
  • Reward with Small Gift
  • Give Them a Break

Module Nine: Pulling Out The Red Carpets

  • Have an Awards Ceremony
  • Win Large Items
  • Vacation
  • Career Advancement

Module Ten: The Don’ts of Employee Recognition 

  • Don’t Forget About The Art Of The High Five!
  • Don’t Let It Become Boring
  • Popularity Contest or Recognition Program?
  • Make Sure the Prize is Motivational

Module Eleven: Maintaining Employee Recognition Programs 

  • Change the Membership
  • Include In New Employee Orientation
  • Keep Marketing!
  • Annual Awards Ceremonies

Module Twelve: Wrapping Up

Course 3 - Meeting Management

Module One - Getting Started

Module Two - Planning and Preparing (Part 1)

  • Identifying the Participants
  • Choosing the Time and Place
  • Creating the Agenda

Module Three - Planning and Preparing (Part 2)

  • Lesson One: Gathering Materials
  • Lesson Two: Sending Invitations
  • Lesson Three: Making Logistical Arrangements

Module Four - Setting up the Meeting Space

  • Lesson One: The Basic Essentials
  • Lesson Two: The Extra Touches
  • Lesson Three: Choosing a Physical Arrangement

Module Five - Electronic Options

  • Lesson One: Overview of Choices Available
  • Lesson Two: Things to Consider
  • Lesson Three: Making a Final Decision

Module Six - Meeting Roles and Responsibilities

  • Lesson One: The Chairperson
  • Lesson Two: The Minute Taker
  • Lesson Three: The Attendees
  • Lesson Four: Variations for Large and Small Meetings

Module Seven - Chairing a Meeting (Part 1)

  • Lesson One: Getting Off On the Right Foot
  • Lesson Two: The Role of The Agenda
  • Lesson Three: Using a Parking Lot

Module Eight - Chairing a Meeting (Part 2)

  • Lesson One: Keeping the Meeting on Track
  • Lesson Two: Dealing with Overtime
  • Lesson Three: Holding Participants Accountable

Module Nine - Dealing with Disruptions

  • Lesson One: Running In and Out
  • Lesson Two: Cell Phone and PDA Ringing
  • Lesson Three: Off On a Tangent
  • Lesson Four: Personality Conflict

Module Ten - Taking Minutes

  • Lesson One: What are Minutes?
  • Lesson Two: What Do I Record?

Module Eleven - Making the Most of your Meeting

  • Lesson One: The 50 Minute Meeting
  • Lesson Two: Using Games
  • Lesson Three: Giving Prizes
  • Lesson Four: Stuffed Magic

Module Twelve - Wrapping Up

Course 4 - Delivering Constructive Criticism

Module One - Getting Started

Module Two - When Should Feedback Occur?

  • Repeated events or behavior
  • Breaches in Company policy
  • When informal feedback has not worked
  • Immediately after the occurrence

Module Three - Preparing and Planning

  • Gather facts on the issue
  • Practice your tone
  • Create an action plan
  • Keep written records

Module Four - Choosing a Time and Place

  • Check the ego at the door
  • Criticize in private, praise in public
  • It has to be face to face
  • Create a safe atmosphere

Module Five - During the session (Part 1)

  • The feedback sandwich
  • Monitor body language
  • Check for understanding
  • Practice active listening

Module Six - During the Session (Part 2)

  • Set goals
  • Be collaborative
  • Ask for a self-assessment
  • Always keep emotions in check

Module Seven - Setting Goals

  • SMART goals
  • The Three P's
  • Ask for their input
  • Be as specific as possible

Module Eight - Diffusing Anger or Negative Emotions

  • Choose the correct words
  • Stay on topic
  • Empathize
  • Try to avoid "You messages"

Module Nine - What Not to Do

  • Attacking or blaming
  • Not giving them a chance to speak
  • Talking down
  • Becoming emotional

Module Ten - After the Session (Part 1)

  • Set up a follow-up meeting
  • Make yourself available
  • Be very specific with the instuctions
  • Provide support and resources

Module Eleven - After the Session (Part 2)

  • Focus on the future
  • Measuring results
  • Was the action plan followed?
  • If improvement is not seen, then what?

Module Twelve - Wrapping Up

Course 5 - Appreciative Inquiry

Module One - Geting Started

By the end of the course, you will be able to:

  • Know the meaning of appreciative inquiry
  • Think in positive terms and avoid thinking  negatively
  • Encourage others to think positively
  • Recognise positives attributes in people
  • Create positive imagery
  • Manage and guide employees in a positive environment

Module Two - Introducing Appreciative Inquiry

  • What is Appreciative Inquiry?
  • Generating a Better Future
  • Engaging People in Positive Thought
  • Change the Person, Change the Organisation

Module Three - Changing the Way You Think

  • Shifting from "What's Wrong?" to "What's Right?"
  • It's not eliminating mistakes - It's holding up success
  • Positive language will affect people's thinking
  • Limit or remove negative phrasing

Module Four - Four D Model

  • Discovery
  • Dream
  • Design
  • Delivery

Module Five - Four I Model

  • Initiate
  • Inquire
  • Imagine
  • Innovate

Module Six - Appreciative Inquiry Interview Style

  • Framing positive questions
  • Solicit positive stories
  • Finding what works
  • Recognize the reoccurring themes

Module Seven - Anticipatory Reality

  • Imagining a successful future will affect the present
  • Controlling negative anticipation
  • Current decisions will be influenced positively
  • Base it on Data and Real examples

Module Eight - The Power of Positive Imagery

  • Shaping performance with positive imagery
  • Being better prepared for adversity
  • People are more flexible and creative
  • Think of the perfect situation

Module Nine - Influencing Change Through Appreciative Inquiry

  • Using strengths to solve challenges
  • Confidence will promote positive change
  • Inquiry is a seed change
  • People will gravitate towards what is expected of them

Module Ten - Coaching and Managing with Appreciative Inquiry

  • Build around what works
  • Focus on increases
  • Recognise the best in people
  • Limit or remove negative comments

Module Eleven - Creating a Positive Core

  • Strengths
  • Best Practices
  • Peak Experiences
  • Successes

Module Twelve - Wrapping Up

Course 6 - Conflict Resolution

Section One: Getting Started

Section Two: Introduction to Conflict Resolution

  • Conflict, What Is It?
  • What is Effective Conflict Resolution?
  • Understanding the Effective Conflict Resolution Process

Section Three: Effective Conflict Resolution Styles

  • Collaborating
  • Competing
  • Compromising
  • Accommodating
  • Avoiding

Section Four: Creating a Communicative Atmosphere

  • Defuse Emotions
  • Setting Ground Rules
  • Choosing the Time and Place

Section Five: Mutual Understanding

  • What Do I Want?
  • What Do They Want?
  • What Do We Want?

Section Six: Focusing on Individual and Shared Needs

  • Identify Common Ground
  • Build Positive Energy and Goodwill
  • Strengthen Your Partnership

Section Seven: Analysing to the Root Cause

  • Examining Root Causes
  • Creating a Cause and Effect Diagram
  • Identifying the Benefits of Resolution

Section Eight: Create Options

  • Generate, Don’t Evaluate
  • Creating Mutual Gain Options and Multiple Option Solutions
  • Digging Deeper into Your Options

Section Nine: Solution Building

  • Creating Criteria
  • Creating a Shortlist
  • Choosing a Solution
  • Building a Plan

Module Ten: The Short Version of the Process

  • Evaluating the Situation 
  • Choosing Your Steps 
  • Creating an Action Plan 
  • Using Individual Process Steps

Module Eleven: Additional Tools

  • Stress and Anger Management Techniques 
  • The Agreement Frame 
  • Asking Open Questions

Module Twelve: Wrapping Up

Course 7 - Measuring Results from Training

Module One - Getting Started

Module Two: Kolb's Learning Styles

  • Lesson One: The Four-stage process
  • Lesson Two: Accommodators
  • Lesson Three: Divergers
  • Lesson Four: Convergers
  • Lesson Five: Assimilators

Module Three: Kirkpatrick's Level of Evaluation

  • Lesson One: Overview
  • Lesson Two: Level One: Reactions
  • Lesson Three: Level Two: Learning
  • Lesson Four: Level Three: Behavior
  • Lesson Five: Level Four: Results

Module Four: Types of Measurement Tools

  • Lesson One: Goal setting
  • Lesson Two: Self-evaluations
  • Lesson Three: Peer evaluations
  • Lesson Four: Supervisor evaluations
  • Lesson Five: High-Level evaluations

Module Five: Focusing the Training

  • Lesson One: Performing a Needs Assessment
  • Lesson Two: Creating Learning Objectives
  • Lesson Three: Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • Lesson One: What Will We Evaluate?
  • Lesson Two: When Will the Evaluation be Completed?
  • Lesson Three: How will we evaluate it?
  • Lesson Four: Who will perform the evaluation?

Module Seven: Assessing Learning before Training

  • Lesson One: Workplace Observation
  • Lesson Two: Objectives Assessment

Module Eight - Assessing Learning during Training

  • Reviewing learning objectives
  • Performing hip-pocket assessments
  • Quizzes and tests
  • Skill assessments

Module Nine - Assessing Learning after Training

  • Evaluation timelines
  • Learning journal
  • Goal setting
  • Additional methods of evaluation

Module Ten - The Long Term View

  • Creating a long term evaluation plan
  • Methods of evaluation
  • Documenting lessons learned

Module Eleven - Calculating the Return on Investment (ROI)

  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Module Twelve - Wrapping Up

Course 8 - Talent Management

Module One - Getting Started

Module Two - Defining Talent

  • What is talent management?
  • Types of talent
  • Skills and knowledge defined

Module Three - Understanding Talent Management

  • Guidelines
  • Importance and benefits
  • Challenges
  • Key elements to developing a winning strategy

Module Four - Performance Management

  • Performance management defined
  • Benefits
  • How to keep your employees motivated

Module Five - Talent Reviews

  • 360 degree feedback
  • Talent calibration
  • Maintaining an effective workforce
  • Looking to the future

Module Six - Succession and Career Planning

  • What is succession planning?
  • Developing a plan
  • Executing the plan
  • Overcoming roadblocks

Module Seven - Engagement

  • Employee engagement
  • Generating engagement
  • Influences

Module Eight - Competency Assessments

  • Competency assessment defined
  • Implementation
  • Final destination

Module Nine - Coaching, Training and Development

  • Setting goals
  • Developing options
  • Providing feedback
  • Wrapping up

Module Ten - Do's and Don'ts

  • Do's and don'ts
  • Tips for talent management

Module Eleven - Employee Retention

  • Goals and motivation
  • The expectancy theory
  • Object oriented theory

Module Twelve - Wrapping Up

Course 9 - Managing Human Resources

Section One: Getting Started

  • Objectives

Section Two: What is HR?

  • Human Resources in 2010?
  • Human Resource Influencers

Section Three: Recruiting and Interviewing

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

Section Four: Induction and Retention

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

Section Five: Keeping Track

  • The Follow Up
  • Follow Up Schedules
  • Scary Statistics

Section Six: Health & Safety in the Workplace

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

Section Seven: Workplace Discrimination & Harassment

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

Section Eight: Wellness in the Workplace

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

Section Nine: Feedback

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

Section Ten: Employee Discipline

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

Section Eleven: The Dreaded D Word

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

Section Twelve: Wrapping Up

  • Words from the Wise
  • Action Plans and Evaluations

Course 10 - Employee Termination Processes

Module One: Getting Started

  • Housekeeping Items
  • The Parking Lot

Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

  • Justification
  • Validate
  • Include
  • Be Grateful

Module Three: Employees Who Should Be Terminated I    

  • Feeling of Entitlement
  • Cannot Perform Job Functions
  • Can’t Function with Other Employees
  • They Overpromise and Under Deliver

Module Four: Employees Who Should Be Terminated II

  • Blatant Disregard for Customers
  • They Are Unreliable
  • Don’t Adhere to Code of Conduct
  • Use Company Property for Personal Use

Module Five: Things to Consider When Setting Up the Termination Meeting

  • Meeting Attendees
  • Venue of the Meeting
  • Security Presence
  • Logistics

Module Six: The Correct Way to Fire an Employee I    

  • Use Positive Language
  • Review Past Feedback
  • Concentrate on Specific Behavior
  • Fire Early in the Week

Module Seven: The Correct Way to Fire an Employee II    

  • Keep it Short    
  • Have Employee Sign Release    
  • Transfer Terminated Employee’s Functions    
  • Avoid Fighting Unemployment Claims with Employee    

Module Eight: What an Employment Termination Checklist Should Contain    

  • Notification to Human Resources    
  • Systems Access Terminations    
  • Return of Company Property    6
  • Benefits Status    

Module Nine: The “Don’ts” of Firing an Employee I

  • No Performance Improvement Plan    
  • Using an Electronic Method    
  • Fire Without a Witness    
  • Provide Long Reason for Firing    

Module Ten: The “Don’ts” of Firing an Employee II    

  • Not Making the Decision Final    
  • Let Employee Take Company Property    
  • Allow Access to Work Area    
  • Permit Information System Access    

Module Eleven: Conduct Effective Exit Interviews    

  • When, How and Who    
  • Objective of the Process    
  • Company Readiness for Exit Interviews    
  • Execute the Feedback Results    

Module Twelve: Wrapping Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet. 

Minimum specifications for the computer are:

Windows:

  • Microsoft Windows XP, or later
  • Modern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

  • OSX/iOS 6 or later
  • Modern and up to date Browser (Firefox, Chrome, Safari)

All systems

  • Internet bandwidth of 1Mb or faster
  • Flash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

About this Course

Get Conducting Annual Employee Reviews, Employee Recognition, Meeting Management, Delivering Constructive Criticism, Appreciative Inquiry, Conflict Resolution, Measuring Results from Training, Talent Management, Managing Human Resources and Employee Termination Processes in this Bundle

1. Conducting Annual Employee Reviews: Understand the process of conducting an annual review

An annual review can help you keep your employees happy, engaged, and focused.  It is human nature to want to succeed.  Giving your employees feedback on their positive and negative attributes is part of the pathway to success.  A poorly designed annual review can have the reverse effect.  

With our Conducting Annual Employee Reviews course, you will discover how to conduct a well-designed employee review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.

Course Objectives:

  • Understand the process of conducting an annual review.
  • Determine the categories for an annual review.
  • Know the mistakes managers make during an annual review.
  • Understand the concept of pay for performance.
  • Know how to tie employee compensation to firm-wide returns.
  • Know the value of employee communication.
  • Gauge employees’ happiness.

2. Employee Recognition: Effective Company Recognition Programs Keep Employees Motivated, Safe and Happy!

Employee recognition program is not a luxury, it is a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, team work, reinforcing company values, and more. Company recognition can influence their employees to work hard, and smart. Instead of just saying thank you to an employee who has been with the company for 10 years, take the time to give them some sort of certificate, or thoughtful gift. Employees are more likely to continue employment with a company if they feel they are appreciated.

Let's learn how to create an effective programs/guidelines to provide a well thought recognition for employees better morale and productivity.

By the end of this Employee Recognition Online Short Course, you will be able to:

  • Assess the type of Employee Recognition Program(s) your company needs
  • Train leadership to recognize their employees
  • Know when and where recognition is needed
  • Construct a culture of recognition
  • Maintain an effective Employee Recognition Program

3. Meeting Management: Learn How To Develop and Implement Meeting Management

This course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage the you and leave a positive and lasting impression. Through this course you will learn the needed skills in planning and implementing a successful meeting.

The Meeting Management course will explore how to reduce waste and make meetings more efficient. This is a hands-on Meeting Management Online Short Course and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills to improve your meeting management skills.

This training course is designed to give you the basic tools you need to initiate and manage your meetings. You will learn planning and leading techniques that will give you the confidence to run a meeting that will engage your attendees and leave a positive and lasting impression. This is a hands-on workshop and your participation will help make it a valuable experience. Use this time to begin the process of developing your skills along with other participants who share the same desire to improve their meeting management skills.

By the end of this Meeting Management Online Short Course, you will be able to:

  • Plan and prepare
  • Identify the participants
  • Choose the time and place
  • Create the agenda
  • Set up the meeting space
  • Incorporate your electronic options
  • Meeting roles and responsibilities
  • Use an agenda
  • Chairing a meeting
  • Deal with disruptions
  • Professionally deal with personality conflicts
  • Take minutes
  • Make the most of your meetings using games, activities and prizes

4. Delivering Constructive Criticism: How to Manage Criticism to Benefit Your Organization

Delivering Constructive Criticism is one of the most challenging things for anyone. Through this course you will gain valuable knowledge and skills that will assist with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way.

Constructive Criticism if done correctly will provide great benefits to your organization. It provides the ability for management to nullify problematic behaviors and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.

By the end of this Delivering Constructive Criticism Online Short Course, you will be able to:

  • Understand when feedback should take place
  • Learn how to prepare and plan to deliver constructive criticism
  • Determine the appropriate atmosphere in which it should take place
  • Identify the proper steps to be taken during the session
  • Know how emotions and certain actions can negatively impact the effects of the session
  • Recognise the importance of setting goals and the method used to set them

5. ppreciative Inquiry: Strengthen an Organization by Creating a Positive Environment

Organizations can be thought of as a living being made up of the individuals working within it. Appreciative Inquiry has the ability to change the whole organization by changing the people. Through positive questioning employees will be directed to move in a positive direction. Recognizing the strengths and values of what works, as opposed to what's wrong will transform the individuals and in turn transform the organization.

Appreciative Inquiry is a shift from looking at problems and deficiencies and instead focusing on strengths and successes. It is a tool for change, and it will strengthen relationships throughout your business. Through best practices and positive stories you are able to transform your organization.

By the end of this Appreciative Inquiry Online Short Course, you will be able to:

  • Know the meaning of appreciative inquiry
  • Think in positive terms and avoid thinking negatively
  • Encourage others to think positively
  • Recognise positive attributes in people
  • Create positive imagery
  • Manage and guide employees in a positive environment

6. Conflict Resolution: Learn How To Resolve Conflicts of Any Size

There are many ways to resolve conflicts - surrendering, running away, overpowering your opponent with violence, filing a lawsuit, etc.

Conflict resolution grew out of the belief that there are better options than using violence or going to court. Today, conflict resolution is used in a wide range of industries covering an array of different situations. This course will demonstrate the six-step process to resolve conflicts of any size.

You will also learn crucial conflict resolution skills, including dealing with anger and using the Agreement Frame.

Course Topics:

  • Building Positive Energy
  • Fishbone Diagram
  • Agreement Frame

By the end of this Conflict Resolution Online Short Course, you will be able to:

  • Understand what conflict and effective conflict resolution mean.
  • Understand all six phases of the conflict resolution process.
  • Understand the five main styles of conflict resolution.
  • Be able to adapt the process for all types of conflicts.
  • Be able to break out parts of the process and use those tools to prevent conflict.
  • Be able to use basic communication tools, such as the agreement frame and open questions.
  • Be able to use basic anger and stress management techniques

7. Measuring Results from Training: Master The Learning Cycle & Get More Out Of Training

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits.

Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.

By the end of this Measuring Results from Training Online Short Course, you will be able to:

  • Understand Kolb's learning styles and learning cycle
  • Understand Kirkpatrick's level of evaluation
  • Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case

8. Talent Management: Talented Employees are the Key to Success

Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. With a company's workforce generally being its highest cost, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce, and attracting better and more skilled new hires.

We all know that training and retraining is expensive, and our Talent Management course will reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity. Talent Management is the investment that will pay dividends for years to come.

By the end of this Talent Management Online Short Course, you will be able to:

  • Define talent and talent management
  • Understand the benefits of talent management
  • Recognise performance management and ways to review talent
  • Identify employee engagement
  • Create assessments and training programs
  • Learn how to improve employee retention

9. Managing Human Resources: Manage Human Resources In Your Workplace

The role of Human Resources is changing, as companies delegate more and more responsibility for their HR to line managers and supervisors. Other, usually larger companies however still have a dedicated HR department which deals with all the companies’ human recourses responsibilities.

Whichever type of company you work for, it is important that you understand how much human resources is really about the employees, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.

Covering everything from the very fundamentals of human resources to complex topics such as Health & Safety or Workplace Discrimination, the Managing Human Resources online course has everything you need to excel in role that involves managing or supervising other employees.

By the end of this Managing Human Resources Online Course, you will be able to:

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

10. Employee Termination Processes: Guide your employees toward the right track and away from poor performing behaviors

Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.

With our Employee Termination course, you will begin to see how important it is to develop a core set of skills when you find yourselves in a situation where you have to let an employee go.

By the end of this Certificate In Employee Termination Processes Online Course, you will be able to:

  • Create employee performance plans
  • Identify employees who should be terminated
  • Establish effective termination meetings
  • Know the “Do’s” and “Don’ts” of firing an employee
  • Be able to conduct exit interviews

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For comprehensive information on units of study click the units of study tab above.

This is an incredible opportunity to invest in yourself and your future, sharpen your training skills and learn what it takes to create your own success with Courses For Success Today!

Course Fast Facts:

  1. All courses are easy to follow and understand
  2. Only 6 to 8 hours of study is required per course
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  4. Study as many courses as you want
  5. Delivered 100% on-line and accessible 24/7 from any computer or smartphone
  6. You can study from home or at work, at your own pace, in your own time
  7. Certificates

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These courses are internationally recognized and accredited by the International Association of Online Training Standards (IAOTS). The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.

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Ultimate Conducting Annual Employee Reviews Bundle, 10 Courses includes the following courses, below is a summary of each course: 

Course 1 - Conducting Annual Employee Reviews

Module One: Getting Started

  • Course Objectives 

Module Two: How to Conduct Annual Reviews

  • Develop the Process 
  • Set Benchmarks Early 
  • Agreement with Set Benchmarks 
  • Hold an Effective Meeting 

Module Three: Categories for Annual Review I

  • Company Mission and Values 
  • Customer Service and Quality Control 
  • Problem - Solving/Judgment 
  • Production

Module Four: Categories for Annual Review II

  • Work Style 
  • Resource Management 
  • Communications Skills 
  • Teamwork 

Module Five: Common Mistakes Managers Make when Conducting Employee Reviews I

  • Contrast Effect 
  • Similar-to-me Effect 
  • Halo (or horn) Effect 
  • Central Tendency 

Module Six: Common Mistakes Managers Make when Conducting Employee Reviews II

  • Leniency/Desire to Please 
  • First Impression Bias 
  • Rater Bias 
  • Recency Effect 

Module Seven: Successful Tips for Concept of Pay for Performance

  • No Surprises 
  • Focus on the Basics 
  • Show Clear Disparity 
  • One for All and All for One 

Module Eight: How to Tie Employee Compensation to Firm-Wide Returns

  • Set Quarterly Revenue Target 
  • Set Employee Goal 
  • Conduct Quarterly Reviews 
  • Pay Out Quarterly 

Module Nine: How to Communicate Employee Expectations Effectively

  • Have Regular Conversations 
  • State What's Working 
  • Be Honest 
  • Provide Mentoring 

Module Ten: Meaningful Questions to Gauge Employee Happiness I

  • Ask Questions Frequently 
  • How Transparent is Management? 
  • Rate Quality of Facility? 
  • Contributing Factors to Work Easier? 

Module Eleven: Meaningful Questions to Gauge Employee Happiness II

  • What makes you Productive? 
  • Recognition? 
  • Opportunities to Grow and Advance? 
  • Confidence in Leadership? 

Module Twelve: Wrapping Up

Course 2 - Employee Recognition

Module One: Getting Started

By the end of this course, you will be able to:

  • Assess the type of Employee Recognition Program(s) your company needs
  • Train leadership to recognize their employees
  • Know when and where recognition is needed
  • Construct a culture of recognition
  • Maintain an effective Employee Recognition Program

Module Two: The Many Types of Incentive

  • Safety Incentives
  • Years of Service
  • Productivity
  • Attendance & Wellness Incentives

Module Three: Designing Employee Recognition Programs 

  • Purpose
  • Employee Involvement
  • Budget
  • Keep it Simple

Module Four: How To Get The Buzz Out 

  • Be Creative With Designs
  • Paper the Walls
  • Use Social Media
  • Go Mobile!

Module Five: It Starts From The Top! 

  • Identifying Desirable Behaviors
  • Understanding the Goals of the Company
  • Setting Guidelines
  • Providing Recognition Templates

Module Six: Creating a Culture of Recognition 

  • Keep Your Staff "In the Know"
  • Empower Employees with Peer to Peer Recognition
  • Team Building: Encourage Camaraderie
  • Motivate by Promoting Fun

Module Seven: The Best Things In Life Are Free!

  • Put a Spotlight on Employees in Staff Meetings
  • Write it Down
  • Display Your Appreciation
  • Make Work More Comfortable

Module Eight: A Small Gesture Goes A Long Way 

  • Have a Party!
  • Make a Game of It
  • Reward with Small Gift
  • Give Them a Break

Module Nine: Pulling Out The Red Carpets

  • Have an Awards Ceremony
  • Win Large Items
  • Vacation
  • Career Advancement

Module Ten: The Don’ts of Employee Recognition 

  • Don’t Forget About The Art Of The High Five!
  • Don’t Let It Become Boring
  • Popularity Contest or Recognition Program?
  • Make Sure the Prize is Motivational

Module Eleven: Maintaining Employee Recognition Programs 

  • Change the Membership
  • Include In New Employee Orientation
  • Keep Marketing!
  • Annual Awards Ceremonies

Module Twelve: Wrapping Up

Course 3 - Meeting Management

Module One - Getting Started

Module Two - Planning and Preparing (Part 1)

  • Identifying the Participants
  • Choosing the Time and Place
  • Creating the Agenda

Module Three - Planning and Preparing (Part 2)

  • Lesson One: Gathering Materials
  • Lesson Two: Sending Invitations
  • Lesson Three: Making Logistical Arrangements

Module Four - Setting up the Meeting Space

  • Lesson One: The Basic Essentials
  • Lesson Two: The Extra Touches
  • Lesson Three: Choosing a Physical Arrangement

Module Five - Electronic Options

  • Lesson One: Overview of Choices Available
  • Lesson Two: Things to Consider
  • Lesson Three: Making a Final Decision

Module Six - Meeting Roles and Responsibilities

  • Lesson One: The Chairperson
  • Lesson Two: The Minute Taker
  • Lesson Three: The Attendees
  • Lesson Four: Variations for Large and Small Meetings

Module Seven - Chairing a Meeting (Part 1)

  • Lesson One: Getting Off On the Right Foot
  • Lesson Two: The Role of The Agenda
  • Lesson Three: Using a Parking Lot

Module Eight - Chairing a Meeting (Part 2)

  • Lesson One: Keeping the Meeting on Track
  • Lesson Two: Dealing with Overtime
  • Lesson Three: Holding Participants Accountable

Module Nine - Dealing with Disruptions

  • Lesson One: Running In and Out
  • Lesson Two: Cell Phone and PDA Ringing
  • Lesson Three: Off On a Tangent
  • Lesson Four: Personality Conflict

Module Ten - Taking Minutes

  • Lesson One: What are Minutes?
  • Lesson Two: What Do I Record?

Module Eleven - Making the Most of your Meeting

  • Lesson One: The 50 Minute Meeting
  • Lesson Two: Using Games
  • Lesson Three: Giving Prizes
  • Lesson Four: Stuffed Magic

Module Twelve - Wrapping Up

Course 4 - Delivering Constructive Criticism

Module One - Getting Started

Module Two - When Should Feedback Occur?

  • Repeated events or behavior
  • Breaches in Company policy
  • When informal feedback has not worked
  • Immediately after the occurrence

Module Three - Preparing and Planning

  • Gather facts on the issue
  • Practice your tone
  • Create an action plan
  • Keep written records

Module Four - Choosing a Time and Place

  • Check the ego at the door
  • Criticize in private, praise in public
  • It has to be face to face
  • Create a safe atmosphere

Module Five - During the session (Part 1)

  • The feedback sandwich
  • Monitor body language
  • Check for understanding
  • Practice active listening

Module Six - During the Session (Part 2)

  • Set goals
  • Be collaborative
  • Ask for a self-assessment
  • Always keep emotions in check

Module Seven - Setting Goals

  • SMART goals
  • The Three P's
  • Ask for their input
  • Be as specific as possible

Module Eight - Diffusing Anger or Negative Emotions

  • Choose the correct words
  • Stay on topic
  • Empathize
  • Try to avoid "You messages"

Module Nine - What Not to Do

  • Attacking or blaming
  • Not giving them a chance to speak
  • Talking down
  • Becoming emotional

Module Ten - After the Session (Part 1)

  • Set up a follow-up meeting
  • Make yourself available
  • Be very specific with the instuctions
  • Provide support and resources

Module Eleven - After the Session (Part 2)

  • Focus on the future
  • Measuring results
  • Was the action plan followed?
  • If improvement is not seen, then what?

Module Twelve - Wrapping Up

Course 5 - Appreciative Inquiry

Module One - Geting Started

By the end of the course, you will be able to:

  • Know the meaning of appreciative inquiry
  • Think in positive terms and avoid thinking  negatively
  • Encourage others to think positively
  • Recognise positives attributes in people
  • Create positive imagery
  • Manage and guide employees in a positive environment

Module Two - Introducing Appreciative Inquiry

  • What is Appreciative Inquiry?
  • Generating a Better Future
  • Engaging People in Positive Thought
  • Change the Person, Change the Organisation

Module Three - Changing the Way You Think

  • Shifting from "What's Wrong?" to "What's Right?"
  • It's not eliminating mistakes - It's holding up success
  • Positive language will affect people's thinking
  • Limit or remove negative phrasing

Module Four - Four D Model

  • Discovery
  • Dream
  • Design
  • Delivery

Module Five - Four I Model

  • Initiate
  • Inquire
  • Imagine
  • Innovate

Module Six - Appreciative Inquiry Interview Style

  • Framing positive questions
  • Solicit positive stories
  • Finding what works
  • Recognize the reoccurring themes

Module Seven - Anticipatory Reality

  • Imagining a successful future will affect the present
  • Controlling negative anticipation
  • Current decisions will be influenced positively
  • Base it on Data and Real examples

Module Eight - The Power of Positive Imagery

  • Shaping performance with positive imagery
  • Being better prepared for adversity
  • People are more flexible and creative
  • Think of the perfect situation

Module Nine - Influencing Change Through Appreciative Inquiry

  • Using strengths to solve challenges
  • Confidence will promote positive change
  • Inquiry is a seed change
  • People will gravitate towards what is expected of them

Module Ten - Coaching and Managing with Appreciative Inquiry

  • Build around what works
  • Focus on increases
  • Recognise the best in people
  • Limit or remove negative comments

Module Eleven - Creating a Positive Core

  • Strengths
  • Best Practices
  • Peak Experiences
  • Successes

Module Twelve - Wrapping Up

Course 6 - Conflict Resolution

Section One: Getting Started

Section Two: Introduction to Conflict Resolution

  • Conflict, What Is It?
  • What is Effective Conflict Resolution?
  • Understanding the Effective Conflict Resolution Process

Section Three: Effective Conflict Resolution Styles

  • Collaborating
  • Competing
  • Compromising
  • Accommodating
  • Avoiding

Section Four: Creating a Communicative Atmosphere

  • Defuse Emotions
  • Setting Ground Rules
  • Choosing the Time and Place

Section Five: Mutual Understanding

  • What Do I Want?
  • What Do They Want?
  • What Do We Want?

Section Six: Focusing on Individual and Shared Needs

  • Identify Common Ground
  • Build Positive Energy and Goodwill
  • Strengthen Your Partnership

Section Seven: Analysing to the Root Cause

  • Examining Root Causes
  • Creating a Cause and Effect Diagram
  • Identifying the Benefits of Resolution

Section Eight: Create Options

  • Generate, Don’t Evaluate
  • Creating Mutual Gain Options and Multiple Option Solutions
  • Digging Deeper into Your Options

Section Nine: Solution Building

  • Creating Criteria
  • Creating a Shortlist
  • Choosing a Solution
  • Building a Plan

Module Ten: The Short Version of the Process

  • Evaluating the Situation 
  • Choosing Your Steps 
  • Creating an Action Plan 
  • Using Individual Process Steps

Module Eleven: Additional Tools

  • Stress and Anger Management Techniques 
  • The Agreement Frame 
  • Asking Open Questions

Module Twelve: Wrapping Up

Course 7 - Measuring Results from Training

Module One - Getting Started

Module Two: Kolb's Learning Styles

  • Lesson One: The Four-stage process
  • Lesson Two: Accommodators
  • Lesson Three: Divergers
  • Lesson Four: Convergers
  • Lesson Five: Assimilators

Module Three: Kirkpatrick's Level of Evaluation

  • Lesson One: Overview
  • Lesson Two: Level One: Reactions
  • Lesson Three: Level Two: Learning
  • Lesson Four: Level Three: Behavior
  • Lesson Five: Level Four: Results

Module Four: Types of Measurement Tools

  • Lesson One: Goal setting
  • Lesson Two: Self-evaluations
  • Lesson Three: Peer evaluations
  • Lesson Four: Supervisor evaluations
  • Lesson Five: High-Level evaluations

Module Five: Focusing the Training

  • Lesson One: Performing a Needs Assessment
  • Lesson Two: Creating Learning Objectives
  • Lesson Three: Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • Lesson One: What Will We Evaluate?
  • Lesson Two: When Will the Evaluation be Completed?
  • Lesson Three: How will we evaluate it?
  • Lesson Four: Who will perform the evaluation?

Module Seven: Assessing Learning before Training

  • Lesson One: Workplace Observation
  • Lesson Two: Objectives Assessment

Module Eight - Assessing Learning during Training

  • Reviewing learning objectives
  • Performing hip-pocket assessments
  • Quizzes and tests
  • Skill assessments

Module Nine - Assessing Learning after Training

  • Evaluation timelines
  • Learning journal
  • Goal setting
  • Additional methods of evaluation

Module Ten - The Long Term View

  • Creating a long term evaluation plan
  • Methods of evaluation
  • Documenting lessons learned

Module Eleven - Calculating the Return on Investment (ROI)

  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Module Twelve - Wrapping Up

Course 8 - Talent Management

Module One - Getting Started

Module Two - Defining Talent

  • What is talent management?
  • Types of talent
  • Skills and knowledge defined

Module Three - Understanding Talent Management

  • Guidelines
  • Importance and benefits
  • Challenges
  • Key elements to developing a winning strategy

Module Four - Performance Management

  • Performance management defined
  • Benefits
  • How to keep your employees motivated

Module Five - Talent Reviews

  • 360 degree feedback
  • Talent calibration
  • Maintaining an effective workforce
  • Looking to the future

Module Six - Succession and Career Planning

  • What is succession planning?
  • Developing a plan
  • Executing the plan
  • Overcoming roadblocks

Module Seven - Engagement

  • Employee engagement
  • Generating engagement
  • Influences

Module Eight - Competency Assessments

  • Competency assessment defined
  • Implementation
  • Final destination

Module Nine - Coaching, Training and Development

  • Setting goals
  • Developing options
  • Providing feedback
  • Wrapping up

Module Ten - Do's and Don'ts

  • Do's and don'ts
  • Tips for talent management

Module Eleven - Employee Retention

  • Goals and motivation
  • The expectancy theory
  • Object oriented theory

Module Twelve - Wrapping Up

Course 9 - Managing Human Resources

Section One: Getting Started

  • Objectives

Section Two: What is HR?

  • Human Resources in 2010?
  • Human Resource Influencers

Section Three: Recruiting and Interviewing

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

Section Four: Induction and Retention

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

Section Five: Keeping Track

  • The Follow Up
  • Follow Up Schedules
  • Scary Statistics

Section Six: Health & Safety in the Workplace

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

Section Seven: Workplace Discrimination & Harassment

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

Section Eight: Wellness in the Workplace

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

Section Nine: Feedback

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

Section Ten: Employee Discipline

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

Section Eleven: The Dreaded D Word

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

Section Twelve: Wrapping Up

  • Words from the Wise
  • Action Plans and Evaluations

Course 10 - Employee Termination Processes

Module One: Getting Started

  • Housekeeping Items
  • The Parking Lot

Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

  • Justification
  • Validate
  • Include
  • Be Grateful

Module Three: Employees Who Should Be Terminated I    

  • Feeling of Entitlement
  • Cannot Perform Job Functions
  • Can’t Function with Other Employees
  • They Overpromise and Under Deliver

Module Four: Employees Who Should Be Terminated II

  • Blatant Disregard for Customers
  • They Are Unreliable
  • Don’t Adhere to Code of Conduct
  • Use Company Property for Personal Use

Module Five: Things to Consider When Setting Up the Termination Meeting

  • Meeting Attendees
  • Venue of the Meeting
  • Security Presence
  • Logistics

Module Six: The Correct Way to Fire an Employee I    

  • Use Positive Language
  • Review Past Feedback
  • Concentrate on Specific Behavior
  • Fire Early in the Week

Module Seven: The Correct Way to Fire an Employee II    

  • Keep it Short    
  • Have Employee Sign Release    
  • Transfer Terminated Employee’s Functions    
  • Avoid Fighting Unemployment Claims with Employee    

Module Eight: What an Employment Termination Checklist Should Contain    

  • Notification to Human Resources    
  • Systems Access Terminations    
  • Return of Company Property    6
  • Benefits Status    

Module Nine: The “Don’ts” of Firing an Employee I

  • No Performance Improvement Plan    
  • Using an Electronic Method    
  • Fire Without a Witness    
  • Provide Long Reason for Firing    

Module Ten: The “Don’ts” of Firing an Employee II    

  • Not Making the Decision Final    
  • Let Employee Take Company Property    
  • Allow Access to Work Area    
  • Permit Information System Access    

Module Eleven: Conduct Effective Exit Interviews    

  • When, How and Who    
  • Objective of the Process    
  • Company Readiness for Exit Interviews    
  • Execute the Feedback Results    

Module Twelve: Wrapping Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet. 

Minimum specifications for the computer are:

Windows:

  • Microsoft Windows XP, or later
  • Modern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

  • OSX/iOS 6 or later
  • Modern and up to date Browser (Firefox, Chrome, Safari)

All systems

  • Internet bandwidth of 1Mb or faster
  • Flash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

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Delivery Method Online
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Benefits:
  • How to layout a Success Plan.
  • Get where you want to be in life.
  • How to unclutter your mind to succeed.
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Features:
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Course Summary

Course ID No.: 020CAER10CB
Delivery Mode: Online
Course Access: Unlimited Lifetime
Time required: Study at your own pace
Course Duration: 60-80 Hours for total bundle
Assessments: Yes
Qualification: Certificate

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