HRCI/PHR Certification Program Online
Managing People
Training
Provided by ProTrain Online
The Human Resource Certification Institute (HRCI) is the credentialing affiliate of the Society for Human Resource Management (SHRM), the world s largest association devoted to professional human resource management. HRCI works to define and maintain the HR body of knowledge, and offers assessments and certification of this knowledge. Human Resource certification demonstrates mastery of the HR body of knowledge and is widely accepted as a symbol of professional achievement. This online 13 course series entitled the HRCI/ Professional in Human Resources Certification Program that maps to the six functional areas and is an excellent tool for helping learners refresh for the PHR exam. 12 months access. Mentor Supported.
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HRCI/PHR Certification Program Online
Human Resources Certificate
Online 175 to 350 hours, Depending on Skill Level
Overview/Description
This comprehensive online program includes five courses: Managing Diversity, Behav-ioral Interviewing, Recruiting & Retention, Strategies for the Tight Labor Market, Effec-tive Hiring and Interviewing Skills, HRCI/PHR Certification Program and RCI/SPHR (Senior Professional Human Resource).
Curriculum
Managing Diversity
Overview/Description
Curriculum
Why Diversity Matters
Overview/Description
Imagine, for a minute, a workplace where everyone is the same. All of the workers are of the same ethnicity, gender, educational background, and socioeconomic standing. With a team full of people essentially cut from the same cloth, where do the new ideas come from? How will the company ever be able to see things from a different point of view? Without diversity in the workplace, companies run the risk of becoming monocul-tural organizations that see things from a very limited perspective. The effects of this are far-reaching, right down to the company's bottom line. Establishing diversity in the workplace is not limited to laws that pertain to the hiring of women and minorities. Nor is it limited to managing or even honoring differences between people, but rather, it is about taking those differences and putting them to work in the best possible way for both the good of the company and for the good of the worker. This course will take a closer look at diversity initiatives in the workplace and what makes them matter. One lesson will look at the history of diversity programs and how they've evolved over time. It will debunk many of the common myths associated with the concept of workplace diver-sity and it will explore the compelling reasons that make it necessary in today's business climate. Another lesson will explore the far-reaching implications of diversity initiatives on business. It will examine the ways in which diversity within organizations, or lack of it, touches every aspect of the business, right down to the bottom line. Additionally, it will explore the ways in which diversity in the workplace brings outstanding benefits, not only to organizations, but to workers, as well. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date re-viewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
The Meaning of Diversity
Recognize the advantages of having a well-functioning diversity program in the workplace.
Match the evolutionary components of diversity to examples of their characteristics.
Match the appropriate classification to example statements about diversity.
Identify examples of the factors for incorporating diversity.
The Business Case for Diversity
Recognize the key advantages associated with diversity in the workplace.
Match the factors that help link diversity to a company's bottom line with examples.
Match the strategies for achieving business advantages from diversity to examples.
Apply the procedures associated with the strategies for achieving business advan-tages from diversity in a given scenario.
Select examples of the strategies for increasing employee satisfaction through di-versity.
Changing the Corporate Culture
Overview/Description
To instill an appreciation of diversity within a company is a difficult task. It requires changing existing views and practices that until now have defined the workplace. You can overcome ingrained attitudes by learning how a diversity initiative differs from fed-eral mandate, why some workers will object to the concept of diversity, and how to han-dle their opposition. This course describes the challenges of providing a climate of acceptance, explains policies and practices that further the goal of diversity, and sug-gests ways to leverage diversity and build inclusion. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date re-viewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Battling Ingrained Attitudes
Identify the benefits of corporate commitment to diversity.
Match types of unconscious barriers to diversity in the workplace to examples.
Determine the types of unconscious barriers to diversity that exist in a given work-place scenario.
Select examples of contrasting elements between workplace diversity initiatives and federally-mandated directives.
Determine whether a federally-mandated directive or a workplace diversity initiative has been used in a hypothetical workplace scenario.
Match techniques for handling opposition to diversity to examples.
Employ techniques for handling opposition to diversity in a given workplace situation.
Moving Forward
Identify the benefits of effective diversity implementation.
Match procedures for creating a new corporate culture to examples.
Determine which procedures for creating a new corporate culture have been em-ployed in a given workplace scenario.
Select examples of policies and practices for creating diversity.
Identify techniques to link diversity with organizational strategy and culture, and match them to examples.
Examine a given workplace scenario to determine how diversity has been linked with organizational strategy and culture.
Diversity in the Future
Overview/Description
Employers must understand the ways in which the idea of diversity will continue to ex-pand in the years to come. They need to prepare for demographic changes that will al-ter both the definition of corporate culture and practices for hiring, retention, and interaction with the company. This course explores the need for a holistic approach to workplace diversity, and the effects of incorporating a work/life initiative into business strategy. This product has been reviewed by the Employment Practice Group of Shee-han Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Expanding the Concept of Diversity
Recognize the importance of embracing diversity initiatives and integrating en-hanced support of workplace diversity.
Match workplace practices that demonstrate a holistic approach to diversity to ex-amples.
Determine whether a diversity plan appropriately reflects a holistic attitude in a given scenario.
Select examples of linking a work/life initiative to business strategies.
Determine which work/life issue has been linked to a business strategy in a given workplace scenario, and provide justification.
Match practices to avoid future liability to examples.
Trends in Diversity
Recognize the value of understanding trends in workplace diversity.
Match future workplace trends to examples.
Determine what preparations should be made to address future workplace trends in a hypothetical workplace scenario, and why.
Choose examples of the benefits of diversity in corporate governance.
Analyze whether diversity in corporate governance has been implemented in a hypo-thetical workplace situation, and provide justification.
Designing a Diversity Initiative
Overview/Description
Organizations often rave about the great job they do at managing diversity; however, diversity isn't something that needs to be managed. Rather, diversity is an initiative that must permeate the company culture to be truly successful. Perhaps you've asked your-self, "How can I create an environment in which all team members, with their diverse backgrounds, can contribute to their full potential?" This course will explore the steps associated with creating, launching, and evaluating a diversity initiative. This course will explore the necessary steps for conducting a diversity needs analysis. It will examine the basic groundwork that must be laid when starting a diversity initiative. Additionally, it will provide important information to help you successfully launch your diversity initia-tive. The course will also examine the strategies used to measure the success of a di-versity initiative once it is in place. It explains the process for collecting useful and meaningful feedback and provides metrics by which organizations can evaluate the ef-fectiveness of their diversity programs. Finally, it offers a variety of options for organiza-tions who find that their diversity program is in need of improvement. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Diversity Program Start Up Guide
Recognize the benefits employees of corporate organizations may gain when diver-sity programs are implemented.
Sequence examples of the steps for analyzing cultural competence.
Determine whether the steps for analyzing cultural competence have been effec-tively applied in a given scenario and why.
Match the principles for building the groundwork for diversity with examples.
Apply the principles for building the groundwork for diversity in a given scenario.
Match the steps for launching a diversity initiative with examples.
Apply the steps for launching a diversity initiative in a hypothetical situation.
Measuring Success
Identify the benefits associated with a successful diversity initiative.
Identify examples of three key factors organizations can use to achieve success through their diversity program.
Match diversity metrics with examples.
Identify examples of the strategic areas for improving the standing of diversity initia-tives.
Managing Diversity Simulation
Overview/Description
You're a procurement manager at Zip Cola, which was established in 1924 as a small, family-run business. You're in charge of identifying and sourcing product lines, and ne-gotiating competitive purchasing from suppliers. The company has expanded steadily over the years and now is one of the largest soft drink companies in the world. Recently, the company put a diversity initiative into place. As a manager, you will need to support this initiative and encourage the employees that report to you to do the same. A major challenge will be to handle opposition to the diversity initiative. This will involve ac-knowledging opposing views, debunking myths and misconceptions, and stating behav-ior expectations in light of the initiative. If you do these things successfully, you will also have the opportunity to take advantage of the diversity initiative to increase employee job satisfaction. This simulation is based on the series "Managing Diversity" and con-tains links to the following courses: HR0021, HR0022, and HR0024.
Topics
Handling opposition to a diversity initiative.
Using a diversity initiative to increase employee satisfaction.
Overcoming barriers to the success of a diversity initiative.
Explaining the differences between a diversity initiative and legal mandate.
Following a diversity initiative's policies and practices.
Avoiding future liability.
Managing Diversity
Overview/Description
Topics
Behavioral Interviewing
Overview/Description
Curriculum
Building a Firm Foundation
Overview/Description
The behavioral-based interviewing process begins with laying a firm foundation for suc-cess. Before you bring a candidate in for the interview, much work must be done behind the scenes. This course will help you set the stage for success. You'll understand why hiring is the key to your organization's success, and you'll learn about the legalities of hiring. You'll explore various hiring options and the advantages and disadvantages of each option. You'll discover what you can do to market the opportunities your organiza-tion offers and what it takes to make your company a great place to work. When you've finished this course, you'll have a strong basis for beginning the process of behavioral interviewing.
Topics
Before You Begin
Recognize the importance of effective hiring practices.
Select the common hiring mistakes.
Choose the trends affecting today's work force.
Select the legal concerns employers should be aware of when hiring.
Hiring Strategies
Recognize the benefits of constructing a hiring strategy.
Match the hiring strategies to company life cycles.
Differentiate between the advantages and disadvantages of using contract workers.
Differentiate between the advantages and disadvantages of outsourcing hiring.
The Behavioral-based Job Description
Recognize the value of behavorial-based job descriptions.
Sequence the steps involved in creating a behavioral-based job description.
Sequence the steps for identifying critical work habits.
Identify the additional information that should be included in a behavioral-based job description.
Recruiting Strategies
Recognize the benefits of using a variety of recruiting strategies to market job oppor-tunities.
Identify the guidelines for writing an effective job advertisement.
Choose the creative recruiting strategies.
Identify the methods you can use to evaluate the attractiveness of your organization.
Screening Applicants
Overview/Description
You've done your homework. You understand the importance of effective hiring, you've considered all of your hiring options, and you've effectively marketed the job opportuni-ties in your organization using a behavioral-based job description. Applicants are pour-ing in. What do you do next? You must become skilled at screening applicants so that you can narrow the field to the group of individuals who appear to be best suited to the needs of your organization. In this course, you'll learn how to use applications, resumes, phone calls, and references as screening tools. You'll learn what information to look for, how to assess behavioral information that is provided to you, and how to pick up on "red flags."
Topics
Applications as Screening Tools
Recognize the benefits of effectively using applications.
Identify the valid reasons to use standardized application forms.
Sequence the steps to creating a good employment application.
Sequence the steps to reviewing an employment application.
Resumes as Screening Tools
Identify the benefits of using resumes more effectively as screening tools.
Select the effective resume screening strategies.
Choose the crucial resume areas on which to focus.
Match the critical marks to make on a resume to the corresponding statements.
Phone Calls as Screening Tools
Recognize the value of using phone calls to screen applicants.
Specify the effective telephone interview preparation tactics.
Identify the purposes of the screening phone call.
Apply the dynamic phone interview strategies to the corresponding examples.
References and Background Checks
Recognize the value of performing reference and background checks.
Determine the elements to include when conducting a background check.
Choose the appropriate questions to ask previous employers.
Select the techniques for delving deeper into a candidate's history.
Preparing for the Behavioral Interview
Overview/Description
Research shows that the biggest problem with most interviews is that they lack focus and validity. This is the result of a lack of planning and structure on the part of an inter-viewer. To create and conduct an effective behavioral-based interview, you must have a clear understanding of what behavioral-based information is and the interviewing proc-ess itself. In this course, you'll gain a strong understanding of both of these elements. Additionally, you'll learn how to develop and prepare behavioral-based questions, and how to evaluate the responses you receive to these types of questions. You'll also learn how to create an interviewing environment that is conducive to the behavioral-based in-terviewing process.
Topics
All about Interviewing
Identify the benefits of mastering interviewing basics.
Select the purposes of interviewing.
Choose the traditional interviewing errors.
Differentiate among the various interviewing styles used in business scenarios.
Behavioral-based Information
Recognize the value of obtaining behavioral-based information.
Choose the statements that identify why past behavior accurately predicts future performance.
Identify the qualities of behavioral-based information.
Differentiate among the interview question response levels in business scenarios.
Developing Behavioral-based Questions
Recognize the importance of preparing questions in advance of the interview.
Sequence the steps for developing effective technical interview questions.
Identify the effective work-habit questions in business scenarios.
Apply the techniques for selecting the fair and legal interview questions.
Setting the Tone
Identify the benefits of setting the right interview tone.
Identify the strategies that minimize biases that compromise the interview process.
Choose the factors to create the proper environment for a behavioral interview.
Apply the methods for gaining usable information during an interview.
Conducting the Behavioral-based Interview
Overview/Description
Interviewing is no longer a process of interrogation. In fact, the previously held view that an interview is an opportunity for an interviewee to "sell" himself is under considerable challenge. What's taking the place of the traditional interview? The behavioral-based interview. The behavioral-based interview differs significantly from traditional interview-ing styles because it focuses on the theory that past behavior and performance predict future behavior and performance. In this course, you'll learn how to ask behavioral-based questions and distinguish behavioral response from non-behavioral responses. You'll discover how you can use role plays, structured situational questions, and take-home projects to determine behavior. You'll explore various means for evaluating the ability and motivation to perform once on the job, and finally, you'll be guided through the decision-making process of selecting a candidate.
Topics
Effective Behavioral-based Interviewing
Recognize the advantages of behavioral-based interviews.
Use behavioral-based questions in a sequential process given a scenario.
Identify appropriate strategies to use when conducting behavioral-based interviews.
Determine the information to be recorded during the documentation process in given interview scenarios.
Using Job Simulations to Evaluate Behaviors
Recognize the benefits of using job simulations in interviews.
Use structured situational questions in interview scenarios.
Identify strategies for using role plays in interviews.
Identify the methods of developing sample work projects for interviewing purposes.
Pre-employment Tests
Recognize the benefits of using applicable pre-employment tests.
Choose the appropriate tests to administer to particular job candidates.
Match the three types of test validity with the corresponding questions and descrip-tions.
Identify ways to use pre-employment testing to screen job applicants.
Making a Solid Decision
Recognize the importance of making a sound final decision.
Select a job candidate by applying a weighted attribute scale.
Identify the guidelines for making an offer to a candidate.
Apply the steps involved in successful negotiation.
Preparing as the Interviewee
Overview/Description
Interviewing isn't what it used to be. Today's interviewers are continually asking inter-viewees for detailed examples of past performance. Organizations have found that em-ployees tend to do at least as well on new jobs as they did on their old ones. So the information and examples you provide to potential employers will often seal your fate. It's critical that you prepare yourself for behavioral interviewing. In this course, you'll learn how to locate opportunities and build a behavioral-based resume. You'll also dis-cover how to provide behavioral-based information during the pre-interview phone screening. Additionally, you'll be aware of the specific behavior that enhances the actual interview.
Topics
Redefining Job Opportunities
Recognize the importance of defining job qualifications in behavioral terms rather than in terms of job titles and responsibilities.
In a given scenario, apply the principles for providing a complete answer to behav-ioral-based interview questions.
Anticipate behavioral-based interview questions based on specific job descriptions.
Apply the principles of creating a behavioral-based skills summary given a brief job history.
Building the Behavioral-based Resume
Recognize benefits of preparing a behavioral-based resume.
Select rules to follow when writing a behavioral-based resume.
In a given scenario, apply the principles of preparing job history descriptions for a behavioral-based resume.
Given a specific scenario, recommend the best method to organize a resume.
Interviewing the Interviewers
Recognize benefits of gathering information about a potential employer during pre-interview conversations.
Apply pre-interview steps to open the lines of communication in a given scenario.
Use the best response to interest indicators in a pre-interview conversation.
Choose telephone tips that help land a face-to-face interview.
Behavior that Enhances Interviewing
Recognize the importance of using specific behaviors to make a positive impression during the interview.
Identify ways of dressing that give an applicant an advantage in an interview.
Choose body language that enhances an interview.
Differentiate between dos and don'ts for making a positive first impression.
Experiencing the Behavioral-based Interview
Overview/Description
How will you know if you're in a behavioral-based interview? What can you do to build rapport during the process? How should you formulate your answers? What will help you be most effective? The answers to all of these questions are contained in "Experi-encing the Behavioral-based Interview." In this course, you'll get the inside information on what you'll be asked and how to respond. You'll be given tips and strategies for building rapport during the interview, and you'll learn a specific formula for responding to behavioral-based questions. When you've completed this course, you'll be ready and able to effectively participate in a behavioral-based interview.
Topics
Recognizing the Behavioral-based Interview
Recognize advantages of knowing when you're involved in a behavioral-based inter-view.
Differentiate among various interviewing styles.
Choose questions that are indicative of a behavioral-based interview.
Identify elements of behavioral-based interviewing.
Building Rapport
Recognize the importance of building rapport during the behavioral-based interview.
Apply the appropriate rapport-building strategies in a given behavioral-based inter-view scenario.
Apply the appropriate strategy for maintaining rapport during a given behavioral-based interview scenario.
Choose interview moments when rapport can lead to making mistakes.
Answering Questions
Recognize the importance of answering questions with behavioral-based responses.
Apply the relevant part of the STAR response model to a behavioral-based question in a given interview scenario.
Sequence the steps in presenting a STAR response to a behavioral-based interview question.
Formulate a positive response to a request for negative information in an interview scenario.
Finishing Touches
Recognize the importance of closing the interview on a positive note and following up.
Differentiate between dos and don'ts at the end of an interview.
Apply the appropriate technique for following up on an interview in a given business scenario.
Use the appropriate tactic for negotiation of salary and benefits in given scenarios about job acceptance discussions.
Behavioral Interviewing (Simulation)
Overview/Description
In your role as an executive at BioData, Inc., you are charged with finding a suitable candidate for the position of Development Manager for Online Databases--a difficult po-sition to fill. You need someone who has a diverse set of core competencies including a scientific background, technical expertise and management abilities. Under the guid-ance of the newly hired HR manager, Jeannie Newhart, the company is moving toward the behavioral model to protect themselves from legal liability, improve new-hire suc-cess rates and to clarify job responsibilities for current employees. Unlike traditional in-terviewing techniques, which focus on interrogation, the behavioral model is based on the underlying theory that past behavior predicts future performance. You will apply be-havioral techniques to screen and interview candidates. During a phone interview and two face-to-face meetings you will practice: Asking behavioral questions, evaluating be-havioral response levels, asking appropriate follow-up and probing questions, balancing objective and subjective measures when deciding on a candidate, determining the range of your offer and much more. This simulation is based on the series Behavioral Interviewing and contains links to the following courses: HR0211, HR0212, HR0213, and HR0214.
Topics
Planning for behavioral-based interviews in advance.
Providing appropriate job profiles.
Asking elimination questions.
Anchoring behavioral-based questions.
Determining the range of your offer.
Effectively discussing salary.
Preparing the candidate for the face-to-face interview.
Using open-ended questions.
Using techniques to avoid personal biases.
Adhering to the interview structure.
Creating a proper environment for the interview.
Asking for rich, detailed information and verifiable data.
Asking technical and work habit questions.
Using appropriate follow-up and probing questions.
Balancing objective measures with subjective judgments when evaluating candi-dates.
Steering the conversation with your questions.
Recruiting & Retention Strategies for the Tight Labor Market
Overview/Description
Curriculum
Recruiting for the 21st Century: The Market
Overview/Description
It's the beginning of a new century and a new millennium, and the employment market is hot, hot, hot. Employee attitudes have shifted from "I'm sure glad I have a job" to "What have you done for me lately?" Boomers, members of the sociological phenome-non that has defined our culture since 1946, are getting ready to retire, and fewer work-ers from succeeding generations are available to step in. But the boomers aren't gone yet, and using the skills of older workers is part of the answer to today's labor crunch. This course will explore how today's businessperson can define both the labor market-place and the business culture and will also investigate how to develop recruiting and retention policies to match the needs and wants of both.
Topics
Today's Recruiting Climate
Recognize the value of understanding today's recruiting climate.
Identify reasons for the tight labor market.
Identify strategies for recruiting for diversity.
Choose the best way in a given scenario to address the sense of disconnection workers feel.
Identify reasons that employee retention is a valuable strategy.
Identify strategies for retaining employees.
Recruiting the Generations
Recognize benefits of hiring veteran workers, baby boomers, and younger employ-ees.
Identify myths and facts about the veteran worker.
Apply appropriate strategies in a given scenario for recruiting veteran workers.
Identify characteristics of the baby boom generation.
Apply the appropriate strategy in a given scenario for recruiting a baby boomer.
Discriminate between characteristics of Generation X and Generation Next.
Apply the appropriate strategy in a given scenario for recruiting a younger worker.
What Job Candidates Want
Recognize the importance of knowing what job seekers want from potential employ-ers.
Identify factors to keep in mind for recruiting.
Identify career development opportunities that are attractive to job candidates.
Apply the most appropriate method of employee recognition to a specific scenario.
Apply the most appropriate method of providing flexibility in specific business sce-narios.
Recruiting for the 21st Century: Strategies
Overview
"We'll just stick an ad in the paper, and we'll fill the slot. Right?" You don't sound so sure--and with good reason. The old ways of recruiting no longer make the grade. With unemployment hovering below 5 percent, innovative companies and human resources professionals are turning to online recruiting and other creative techniques to locate quality talent. This course investigates those strategies, as well as tried-and-true meth-ods, and shows the learner how to target specific applicant types, such as executives, sales representatives, and information technology professionals.
Topics
Updating Tried-and-true Approaches
Recognize benefits of updating traditional recruiting methods.
Analyze a situation to determine if an effective means of advertising was used.
Identify effective strategies for participating in a job fair to attract potential employ-ees.
Analyze a hiring scenario to determine if the correct choice was made to outsource the hiring process.
Identify ways to be competitive with other companies for potential employees.
Innovative Recruiting Methods
Recognize benefits of using innovative recruiting methods.
Identify methods for finding employees from within a company.
Identify types of potential employees from outside your company that are often over-looked.
Analyze a scenario involving use of a recruiting page to determine if it's effective for recruiting potential employees.
Identify ways to make online recruiting effective.
Targeting Specific Types of Workers
Recognize the importance of targeting specific types of workers.
Deduce the success of a recruiting approach for an executive in a given situation.
Apply methods for attracting information technology professionals in a given busi-ness scenario.
Apply methods for recruiting sales representatives in a business scenario.
Recruiting Successfully
Overview/Description
The most significant challenge to the growth and survival of any business is finding and retaining qualified workers. With today's unemployment rate at such low levels, to say recruiting top talent is simply a "challenge" is an understatement. Most people charged with staffing their organizations feel as if they're in a knockdown battle for employees. The job of the recruiter is shifting from bringing job candidates and employers together into a sales and marketing function; the recruiter has to sell the company and the posi-tion. The successful recruiter is adapting to the new market and to the new ways of re-cruiting. In this course, you'll learn what it takes to be a successful recruiter in today's tight labor market.
Topics
Be a Salesperson
Recognize the importance of viewing recruiting as a sales function.
Choose examples of ways to develop relationships with managers.
Identify ways to treat candidates as customers.
Match effective customer service principles with their corresponding activities.
Analyze business scenarios to determine if effective customer service principles were applied.
Be a Resource
Recognize the value of being a quick recruiting resource.
Match sourcing methods with examples of corresponding activities.
Identify ways to build and maintain a network of potential candidates.
Apply ways to build and maintain a network in given business scenarios.
Analyze scenarios in which recruiters have to reduce hiring time to determine if they would be successful.
Be Adaptable
Recognize the importance of being adaptable in today's labor market.
Choose examples of ways to use technology to enhance recruiting.
Identify examples of ways to use the Internet to help with recruiting functions.
Choose examples of recruiting globally for employees.
Have a Plan
Recognize benefits of having a recruiting plan.
Identify questions to ask to learn about the competition.
Apply the steps of a recruiting plan in given business situations.
Identify the steps to determine the success of your recruiting plan.
Online Recruiting
Overview/Description
When the television first came on the market, few people could afford one. The picture and sound were poor, and nobody ever expected it would put radio entertainment shows practically out of business. But it did. It revolutionized the way people were enter-tained and informed. The Internet is similarly changing the world. The Internet and tech-nology are changing the way people do business, shop, and search for jobs. The Inter-net is not some passing fad, as some people judged the television. It's the way of the future. In order to stay competitive in today's tight labor market, recruiters must learn to use the Internet as a key part of their recruiting strategy. In this course, you will learn why you need to embrace this future, how you can attract job seekers through the Inter-net, and how you can create a winning Web site to bring potential employees to you.
Topics
Embrace the Future
Recognize benefits of using the Internet for recruiting needs.
Identify statements that describe how search engines return results.
Use general search techniques to target searches.
Match options for posting jobs on the Internet with the characteristics of each.
Determine which option for advertising job openings over the Internet best meets a need in a given scenario.
Identify steps in figuring out the market before devising a strategy for recruiting online.
Build a Better Web Site
Recognize the importance of creating an effective recruiting section on your com-pany's Web site.
Match Web site design elements to examples of features that make a recruiting sec-tion appealing to job candidates.
Identify examples of how to make a Web site easy to use.
Match development areas with examples of options for developing a job location on a Web site.
Make the Most of Your Web Opportunities
Recognize the importance of capitalizing on your Web opportunities for recruiting.
Analyze strategies for writing an attention-grabbing Internet job ad in a business scenario.
Determine ways to increase traffic to your Web site in a business scenario.
Sequence steps for following up on resumes.
Facilitating Effective Hiring
Overview/Description
The most important part of recruiting is choosing the right candidate to help your busi-ness prosper and grow. The company's recruiter is the front line to finding quality em-ployees. Keys to facilitating effective hiring decisions include thinking through the hiring process, having a well thought-out job description, and using sound screening practices. These activities are an intrinsic part of the recruiter's job, and this course explores these areas.
Topics
Before You Hire
Recognize benefits of making good hiring decisions.
Match examples of the costs of poor hiring decisions with corresponding loss cate-gories.
Match pre-hiring mistakes with corresponding examples of how to avoid them.
Analyze the fit between an applicant's goals and a position's potential in a business scenario.
The Job Analysis
Recognize the importance of having accurate job analysis.
Identify the members of a profile team.
Select questions to ask a profile team to determine job requirements.
Identify questions the profile group must ask to determine job competencies.
Analyze a business scenario to determine whether competencies for a specific job were correctly determined by the profile group.
Attracting and Screening Applicants
Recognize benefits of improving strategies to attract and screen applicants.
Analyze a job description to determine its effectiveness in a business scenario.
Conduct an initial screening interview in a role play.
Select examples of competency-based screening mechanisms.
Retention
Overview/Description
Once you get those hard-to-find quality employees, the hard work of keeping them be-gins. During times of low unemployment, you very much want to avoid the costs of high turnover. Developing strategies to keep those valuable employees is a must and should be a part of your recruiting strategy. In this course, you will explore reasons employees leave and the many ways you can prevent most attrition from happening.
Topics
Managing Turnover
Recognize the importance of retaining valuable employees.
Match types of attrition with corresponding examples.
Assess a recruiting scenario to determine whether the necessary steps were taken to understand an open position.
Select examples of the types of information needed to present a job realistically to a job candidate.
Retention 101
Recognize benefits of having a basic retention strategy.
Choose examples of effective ways to use monetary compensation to retain em-ployees.
Choose examples of benefits to offer to retain workers.
Select examples of recognition incentives that can be used as retention tools.
Analyze an employment scenario to determine whether the correct steps were taken to foster an employee-company connection successfully.
Advanced Retention Practices
Recognize benefits of creating good retention practices.
Apply methods for supporting career development in a business scenario.
Match ways of creating a positive work environment with corresponding examples.
Apply strategies for developing strong connections with employees in a business scenario.
Effective Hiring and Interviewing Skills
Overview/Description
Curriculum
Hiring Considerations
Overview
Recruitment is a complex and important activity for a manager. Effective hiring requires effective preparation. The recruitment process must be fair and safe, and there is plenty of legislation to trip up the unwary manager. Getting any part of this wrong is expensive, time consuming, and damaging to the good name of the company. This course will give you a brief overview of the major employment legislation that affects recruitment. Then the course will explore the options that any manager has when faced with hiring a new employee. Hiring is an expensive process, so the course explores a cost-benefit analy-sis of the various hiring methods, examining in detail internal hiring and contingent workers as two particular options. Defining a job in terms of competencies and then rat-ing them provides the foundations for effective hiring, and this course will show you how to use these methods in creating a structured interview.
Topics
Hiring Appropriately
Recognize the benefits of hiring appropriately.
Match the four main areas of concern in hiring legislation with appropriate examples.
Match the four question areas of negligent hiring with appropriate examples.
Identify an employer's responsibilities in relation to affirmative action and hiring.
Hiring Options
Recognize the benefits of evaluating different hiring options.
Match methods used to attract and hire employees with their descriptions.
Distinguish between the advantages of recruiting internally and externally.
Use decision guide principles to evaluate the appropriateness of a situation for con-tingency workers.
Hiring Effectively
Recognize the benefits of hiring effectively.
Select examples of competency statements that demonstrate application of associ-ated principles.
Apply the competency rating technique in a given situation.
Identify elements of a structured interview in a given situation
Effective Interviewing
Overview/Description
The employment interview is at the heart of the recruitment process for most organiza-tions, and successful interviews don't just happen. They are the result of careful plan-ning and preparation. Interviews are time consuming, and although you will not want to skimp on them, you have to use the available time as efficiently as possible. This course shows you how to screen and manage the interview time efficiently. You have to be confident about the methods that are used by whoever conducts interviews in your or-ganization. This course will show you how to create methods that are reliable, and will explain the questioning and rapport-building techniques that effective interviewers use. During interviews, applicants are also trying to impress you and assessing your organi-zation. This course will show you how to recognize the techniques used by experienced candidates, and how to impress them.
Topics
Preparing to Interview
Recognize the value of preparing for the employment interview.
Apply techniques to effectively screen applications and resumes in a given situation.
Organize the right environment in a given employment interview situation.
Construct an interview timetable to control the stages and timing of interviews, using the interview details provided.
Interviewing Methods
Recognize the value of effective interview methods.
Match principles that make an interview more reliable and consistent with examples.
In a given situation, use the three questioning strategies appropriately.
Use appropriate questioning methods in a given situation.
Interviewing Skills
Recognize the value of learning interviewing skills.
Apply social skills in a given situation to make the interview more effective.
Identify the techniques used by candidates.
Match techniques to impress applicants with examples.
Selecting the Best Applicant
Overview/Description
Making decisions is always difficult, and that applies particularly to choosing a new em-ployee. This course will show you the most effective methods for evaluating and choos-ing the best applicants. It will show you how to analyze the information from the interview--by working in a focused framework--and how to compare candidates. You will examine and avoid the most common problems with decision making, and confirm and ratify your decision with other people who know the candidate. Put that all together, and you will have the best possible recipe for choosing the best applicants.
Topics
Making the Best Decision
Recognize the value of analyzing information about applicants.
Recognize examples of the two types of model answers.
Evaluate candidates in a given scenario.
Identify the most common problems with rating systems.
Avoiding Making Poor Decisions
Recognize the benefits of good decision making.
Match the causes of poor decision making with examples.
Match the three ways of improving decision making with examples.
Checking Your Decisions
Recognize the benefits of checking decisions.
Match four factors of team interview organization with examples.
Use appropriate reference-checking techniques in a given situation.
Identify the main records used in background information checking.
Effective Hiring and Interviewing Skills Simulation
Overview/Description
An effective interview relies as much on the interviewer it does on the interviewee. Proper preparation, consistent lines of questioning, and established criteria for evalua-tion are effective tools in determining the best candidate for the job. The Effective Inter-viewing Skills Simulation serves to test the participant's ability to prepare and conduct an effective interview, handle manipulative candidates, and evaluate applicants. The Effective Interviewing Skills Simulation comprises five scenarios and is based on the series "Effective Hiring and Interviewing Skills." Throughout the simulation, links are provided to the following courses: HR0232 and HR0233.
Topics
Questioning effectively.
Creating model answers.
Achieving consistency and reliability.
Creating the right environment.
Exhibiting effective social skills.
Handling manipulative candidates.
Impressing applicants.
Evaluating candidates.
Effective Hiring and Interviewing Skills
Overview/Description
Topics
HRCI/PHR Certification Program
Overview/Description
Curriculum
EEO and Affirmative Action (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee rights, such as equal employment opportunity (EEO) and affirmative action (AA). The (HRCI) certification examinations are widely recognized as the industry stan-dard for evaluating Human Resource professional's competencies. HRCI is an affiliate of the Society for Human Resource Management and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regulations and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of equal employment opportunity and affirmative action. In the area of EEO, you will learn about the chief forms of employment discrimination, the impact of certain important dis-crimination cases on employment law, and the primary methods of complying with EEO laws and regulations. The course will also help you understand AA plans, that is, which companies must implement formal AA plans, what AA plans consist of, and how AA compliance audits are conducted. All the topics in this course are based on the Work-force Planning and Employment functional area of the HR Body of Knowledge recom-mended by SHRM. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing na-ture of the law, information in this course may become outdated.
Topics
Equal Employment Opportunity
Identify the importance of understanding the principles of equal employment oppor-tunity.
Identify examples of characteristics that, according to equal employment opportunity law, should not be used to make employment decisions.
Match key categories of employment discrimination with examples.
Match key employment discrimination cases from 1971 to 1976 with the EEO prece-dents they set.
Match key employment discrimination cases from 1993 to 1995 with the EEO prece-dents they set.
Choose examples of companies that must file an annual equal employment oppor-tunity report
Choose valid examples of ways to obtain applicant flow data.
Match the steps of the litigation process with examples of tasks HR staff might have to perform during each step.
Affirmative Action Plans
Identify the benefits of understanding the nature of affirmative action plans.
Identify types of organizations that are required to create affirmative action plans ac-cording to Executive Order 11246 (as amended by Executive Orders 11375 and 11478).
Match the key analysis sections that are required in a formal affirmative action plan with statements that are true for each.
Identify examples of the elements that are required by Section 60-2.16 and Section 60-2.17 of the OFCCP's 41 60-2 regulations.
Match types of affirmative action audit reviews with their descriptions.
Managing Employment (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations, HRCI/PHR (Professional in Human Resources certification), cover a broad range of workforce planning and employment issues, including legislation affecting employee and consumer rights, and matters of workforce management. The (HRCI) certification examinations are widely recognized as the industry standard for evaluating Human Re-source professionals' competencies. HRCI is an affiliate of the Society for Human Re-source Management and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regula-tions and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of federal anti-discrimination legislation and workforce management. In this course, you'll learn about legislation that is specific to employee rights, privacy, and consumer protection. In addi-tion, you'll learn about effective methods for creating sound job descriptions and job specifications. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge recommended by SHRM. This product has been reviewed by the Employment Practice Group of Sheehan Phin-ney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, in-formation in this course may become outdated.
Topics
Employee Rights Legislation
Identify the importance of understanding employee rights legislation.
Match each federal civil rights-related anti-discrimination law with its employee rights provisions.
Match each federal health-related anti-discrimination law with its provisions.
Identify provisions of the Vietnam Era Veterans Readjustment Assistance Act of 1974.
Identify provisions of the Immigration Reform and Control Act.
Match federal anti-discrimination legislation regarding employee selection and layoff with their provisions.
Choose federal anti-discrimination laws with which congressional employees must comply under the Congressional Accountability Act of 1995.
Privacy and Consumer Protection Legislation
Identify the importance of understanding employee privacy and consumer protection legislation.
Identify key provisions of the Privacy Act.
Identify key provisions of the Employee Polygraph Protection Act.
Match each federal consumer protection-related law with its provisions.
Job Analysis
Identify the benefits of a job analysis.
Match the key elements of a job analysis--knowledge, skills, and abilities--with their appropriate examples.
Match techniques used when conducting a job analysis with their descriptions.
Match information categories with examples of the information that must be gathered for a job analysis.
Match the key elements of a job description with the appropriate examples.
Match the key elements of job specifications with the appropriate examples.
Employee Relations (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee and labor relations. The (HRCI) certification examinations are widely recog-nized as the industry standard for evaluating Human Resource professionals' compe-tencies. The Professional in Human Resources (PHR) certification shows that the holder has demonstrated mastery of the HR body of knowledge. As a human resources professional, you are responsible for helping to ensure that your company's employee relations are positive and that they comply with required regulations and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of employee relations, employee and individual rights and relations, and Equal Employment Opportunity (EEO) complaints. In the area of employment rights, you will learn about employee rights legislation, employer and la-bor regulations, and the process for filing EEO complaints. This course will also help you understand methods for creating positive employee relations and techniques for as-sessing and analyzing employee relations. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge rec-ommended by SHRM. This course addresses the Employee and Labor Relations func-tional area. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Key Legislation
Identify the benefits of understanding key employee relations legislation.
Match provisions of key employee labor relations legislation to examples.
Match employment rights issues and practices to examples of violations.
Corporate Culture
Identify the benefits of understanding the relationship between corporate culture and employee relations.
Match methods for creating positive employee relations to examples.
Choose examples of methods for assessing the corporate culture.
Select examples of the common errors in analyzing data.
Employee Benefit Programs (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including the work rules and practices that apply to employee benefit programs. As a human resources professional, you are responsible for helping to ensure that your company's practices comply with any legislation governing employee benefits and that the benefit programs are competitive enough to attract and retain employees. These are some of the topics you will need to understand to prepare for the Human Resource Certification Institute's Professional in Human Resources certification examination (HRCI/PHR). This course will help you pre-pare for the HRCI certification examinations in the areas of benefits compensation. In the area of benefit regulations, this course will help you understand the federal legisla-tion that mandates multiple employee benefits. You will also learn methods for design-ing voluntary benefits plans for the particular needs of your company's employees. All the topics in this course are based on the Benefits and Compensation functional area of the HR Body of Knowledge recommended by SHRM.
Topics
Benefits under Government Regulation
Recognize the value of understanding the employee benefits required by govern-ment regulations.
Match Social Security and Medicare to examples of the coverage provided by each plan.
Identify the situations covered by the unemployment insurance program.
Select the benefits that are provided by workers' compensation.
Identify issues that affect an employee's eligibility to receive COBRA benefits.
Select the FMLA program conditions that provide leave from employment.
Voluntary Benefits
Recognize the benefits of understanding the voluntary employee benefits.
Match the qualified compensation plan and the nonqualified compensation plan to their examples.
Match types of health plans to examples.
Select examples of the different voluntary disability benefit plans.
Select examples of benefit needs assessment considerations.
HRD Development (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including human resources development and performance management. As a human resources professional, you are responsible for helping to ensure that your company's employees have maximized their potential for growth and development. This course will help you prepare for the HRCI certification examinations in the areas of human resources development and per-formance management. In the area of human resource development, you will learn ef-fective methods for both leadership development and organizational development. This course will also help you understand techniques for developing effective performance appraisals and career growth programs for your company's employees. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Leadership and Organization Development
Identify the benefits of employee leadership development.
Match leadership theories to their examples.
Match successful leadership practices to their corresponding examples.
Match intervention strategies for organizational development to examples.
Apply appropriate intervention strategies for organizational development in a given scenario.
Performance Management
Identify the benefits of using performance management techniques in human re-source development.
Match methods for appraising employee performance with examples.
Match elements of effective performance appraisal documentation to examples.
Match the types of career development programs to their examples.
Union ,Work Environments (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certifications, including PHR (Pro-fessional in Human Resources), cover a broad range of workforce planning and em-ployment issues, including those affecting employee and labor relations. The HRCI certification examinations are widely recognized as the industry standard for evaluating Human Resource professionals' competencies. HRCI is an affiliate of the Society for Human Resource Management and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your com-pany's employment practices are in line with work rules of union environments and that union-employer issues are resolved in a legally defensible manner. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of work regulations and employee issue resolution. This course will also help you under-stand union organization, grievance processes, dispute resolution, and arbitration. In the areas of work regulations, you will learn about collective bargaining, contract nego-tiations, good faith bargaining, and strikes and boycotts. This product has been re-viewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Work Rules in Union Environments
Identify the benefits of understanding the work rules that apply to union environ-ments.
The learner will match unfair labor practices by employers with examples.
Identify examples of the unfair labor practices by unions.
Sequence examples of the steps of the NLRB election process.
Match the voting protocols for unions with examples.
Union-employer Relations
Identify the advantages of understanding union-employer relations.
Match the typical collective bargaining subjects to examples.
Match collective bargaining strategies to examples.
Match the good faith bargaining guidelines to examples.
Match activities that occur during labor protests with examples.
Sexual ,Harassment in the Workplace (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including issues related to the prevention of discrimination and harassment. The (HRCI) certification examinations are widely recognized as the industry standard for evaluating Human Resource profes-sionals' competencies. HRCI is an affiliate of the Society for Human Resource Man-agement and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regulations and rec-ommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the area of sexual harassment. In this course, you'll learn about the many aspects of sexual harassment, the key types of sexual har-assment claims, the recent legal history of sexual harassment, and important elements of an effective sexual harassment prevention program. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge recommended by SHRM. This product has been reviewed by the Employ-ment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Understanding Sexual Harassment
Identify the importance of understanding workplace sexual harassment.
Match the Equal Employment Opportunity Commission guidelines for defining "sex-ual harassment" with examples.
Match forms of possible sexual harassment with their examples.
Match each legal criterion for sexual harassment with its corresponding example of sexually harassing behavior.
Sexual Harassment: Precedents and Prevention
Identify the benefits of understanding harassment claims, cases, and prevention programs.
Identify examples of sexual harassment situations in which a tangible job detriment claim could be proven.
Identify the elements that, when combined, would create a hostile environment claim.
Match each sexual harassment case with the precedent it set.
Choose examples of key elements that comprise an effective sexual harassment prevention program.
Non-union Work Environments (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee and labor relations. The HRCI certification examinations are widely recog-nized as the industry standard for evaluating Human Resource professional's compe-tencies. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are in line with work rules of non-union envi-ronments and that employee issues are resolved in a legally defensible manner. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of work regulations and employee issue resolution. In the areas of work regula-tions, you will learn about policies, procedures, and work rules, along with employee handbook regulations and workplace behavior issues. This course will also help you understand Alternative Dispute Resolution, and how to deal with workplace behavior issues. These are just some of the questions you'll need to know the answers to when you take the Human Resource Certification Institute's Professional in Human Resources certification examination (HRCI/PHR). This product has been reviewed by the Employ-ment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Work Rules in Non-union Environments
Identify the benefits of understanding work rules in non-union environments.
Match policies, procedures, and work rules to examples.
Match legal considerations with examples.
Analyze an example of an employee handbook to determine whether it meets the key legal criteria.
Resolving Employee Issues
Identify the benefits of resolving employee issues.
Sequence examples of the steps of a disciplinary process.
Match strategies associated with the Alternative Dispute Resolution to examples.
Employee Development (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including the theories and applications of employee training and training program development. As a human re-sources
Online 175 to 350 hours, Depending on Skill Level
Overview/Description
This comprehensive online program includes five courses: Managing Diversity, Behav-ioral Interviewing, Recruiting & Retention, Strategies for the Tight Labor Market, Effec-tive Hiring and Interviewing Skills, HRCI/PHR Certification Program and RCI/SPHR (Senior Professional Human Resource).
Curriculum
Managing Diversity
Overview/Description
Curriculum
Why Diversity Matters
Overview/Description
Imagine, for a minute, a workplace where everyone is the same. All of the workers are of the same ethnicity, gender, educational background, and socioeconomic standing. With a team full of people essentially cut from the same cloth, where do the new ideas come from? How will the company ever be able to see things from a different point of view? Without diversity in the workplace, companies run the risk of becoming monocul-tural organizations that see things from a very limited perspective. The effects of this are far-reaching, right down to the company's bottom line. Establishing diversity in the workplace is not limited to laws that pertain to the hiring of women and minorities. Nor is it limited to managing or even honoring differences between people, but rather, it is about taking those differences and putting them to work in the best possible way for both the good of the company and for the good of the worker. This course will take a closer look at diversity initiatives in the workplace and what makes them matter. One lesson will look at the history of diversity programs and how they've evolved over time. It will debunk many of the common myths associated with the concept of workplace diver-sity and it will explore the compelling reasons that make it necessary in today's business climate. Another lesson will explore the far-reaching implications of diversity initiatives on business. It will examine the ways in which diversity within organizations, or lack of it, touches every aspect of the business, right down to the bottom line. Additionally, it will explore the ways in which diversity in the workplace brings outstanding benefits, not only to organizations, but to workers, as well. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date re-viewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
The Meaning of Diversity
Recognize the advantages of having a well-functioning diversity program in the workplace.
Match the evolutionary components of diversity to examples of their characteristics.
Match the appropriate classification to example statements about diversity.
Identify examples of the factors for incorporating diversity.
The Business Case for Diversity
Recognize the key advantages associated with diversity in the workplace.
Match the factors that help link diversity to a company's bottom line with examples.
Match the strategies for achieving business advantages from diversity to examples.
Apply the procedures associated with the strategies for achieving business advan-tages from diversity in a given scenario.
Select examples of the strategies for increasing employee satisfaction through di-versity.
Changing the Corporate Culture
Overview/Description
To instill an appreciation of diversity within a company is a difficult task. It requires changing existing views and practices that until now have defined the workplace. You can overcome ingrained attitudes by learning how a diversity initiative differs from fed-eral mandate, why some workers will object to the concept of diversity, and how to han-dle their opposition. This course describes the challenges of providing a climate of acceptance, explains policies and practices that further the goal of diversity, and sug-gests ways to leverage diversity and build inclusion. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date re-viewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Battling Ingrained Attitudes
Identify the benefits of corporate commitment to diversity.
Match types of unconscious barriers to diversity in the workplace to examples.
Determine the types of unconscious barriers to diversity that exist in a given work-place scenario.
Select examples of contrasting elements between workplace diversity initiatives and federally-mandated directives.
Determine whether a federally-mandated directive or a workplace diversity initiative has been used in a hypothetical workplace scenario.
Match techniques for handling opposition to diversity to examples.
Employ techniques for handling opposition to diversity in a given workplace situation.
Moving Forward
Identify the benefits of effective diversity implementation.
Match procedures for creating a new corporate culture to examples.
Determine which procedures for creating a new corporate culture have been em-ployed in a given workplace scenario.
Select examples of policies and practices for creating diversity.
Identify techniques to link diversity with organizational strategy and culture, and match them to examples.
Examine a given workplace scenario to determine how diversity has been linked with organizational strategy and culture.
Diversity in the Future
Overview/Description
Employers must understand the ways in which the idea of diversity will continue to ex-pand in the years to come. They need to prepare for demographic changes that will al-ter both the definition of corporate culture and practices for hiring, retention, and interaction with the company. This course explores the need for a holistic approach to workplace diversity, and the effects of incorporating a work/life initiative into business strategy. This product has been reviewed by the Employment Practice Group of Shee-han Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Expanding the Concept of Diversity
Recognize the importance of embracing diversity initiatives and integrating en-hanced support of workplace diversity.
Match workplace practices that demonstrate a holistic approach to diversity to ex-amples.
Determine whether a diversity plan appropriately reflects a holistic attitude in a given scenario.
Select examples of linking a work/life initiative to business strategies.
Determine which work/life issue has been linked to a business strategy in a given workplace scenario, and provide justification.
Match practices to avoid future liability to examples.
Trends in Diversity
Recognize the value of understanding trends in workplace diversity.
Match future workplace trends to examples.
Determine what preparations should be made to address future workplace trends in a hypothetical workplace scenario, and why.
Choose examples of the benefits of diversity in corporate governance.
Analyze whether diversity in corporate governance has been implemented in a hypo-thetical workplace situation, and provide justification.
Designing a Diversity Initiative
Overview/Description
Organizations often rave about the great job they do at managing diversity; however, diversity isn't something that needs to be managed. Rather, diversity is an initiative that must permeate the company culture to be truly successful. Perhaps you've asked your-self, "How can I create an environment in which all team members, with their diverse backgrounds, can contribute to their full potential?" This course will explore the steps associated with creating, launching, and evaluating a diversity initiative. This course will explore the necessary steps for conducting a diversity needs analysis. It will examine the basic groundwork that must be laid when starting a diversity initiative. Additionally, it will provide important information to help you successfully launch your diversity initia-tive. The course will also examine the strategies used to measure the success of a di-versity initiative once it is in place. It explains the process for collecting useful and meaningful feedback and provides metrics by which organizations can evaluate the ef-fectiveness of their diversity programs. Finally, it offers a variety of options for organiza-tions who find that their diversity program is in need of improvement. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Diversity Program Start Up Guide
Recognize the benefits employees of corporate organizations may gain when diver-sity programs are implemented.
Sequence examples of the steps for analyzing cultural competence.
Determine whether the steps for analyzing cultural competence have been effec-tively applied in a given scenario and why.
Match the principles for building the groundwork for diversity with examples.
Apply the principles for building the groundwork for diversity in a given scenario.
Match the steps for launching a diversity initiative with examples.
Apply the steps for launching a diversity initiative in a hypothetical situation.
Measuring Success
Identify the benefits associated with a successful diversity initiative.
Identify examples of three key factors organizations can use to achieve success through their diversity program.
Match diversity metrics with examples.
Identify examples of the strategic areas for improving the standing of diversity initia-tives.
Managing Diversity Simulation
Overview/Description
You're a procurement manager at Zip Cola, which was established in 1924 as a small, family-run business. You're in charge of identifying and sourcing product lines, and ne-gotiating competitive purchasing from suppliers. The company has expanded steadily over the years and now is one of the largest soft drink companies in the world. Recently, the company put a diversity initiative into place. As a manager, you will need to support this initiative and encourage the employees that report to you to do the same. A major challenge will be to handle opposition to the diversity initiative. This will involve ac-knowledging opposing views, debunking myths and misconceptions, and stating behav-ior expectations in light of the initiative. If you do these things successfully, you will also have the opportunity to take advantage of the diversity initiative to increase employee job satisfaction. This simulation is based on the series "Managing Diversity" and con-tains links to the following courses: HR0021, HR0022, and HR0024.
Topics
Handling opposition to a diversity initiative.
Using a diversity initiative to increase employee satisfaction.
Overcoming barriers to the success of a diversity initiative.
Explaining the differences between a diversity initiative and legal mandate.
Following a diversity initiative's policies and practices.
Avoiding future liability.
Managing Diversity
Overview/Description
Topics
Behavioral Interviewing
Overview/Description
Curriculum
Building a Firm Foundation
Overview/Description
The behavioral-based interviewing process begins with laying a firm foundation for suc-cess. Before you bring a candidate in for the interview, much work must be done behind the scenes. This course will help you set the stage for success. You'll understand why hiring is the key to your organization's success, and you'll learn about the legalities of hiring. You'll explore various hiring options and the advantages and disadvantages of each option. You'll discover what you can do to market the opportunities your organiza-tion offers and what it takes to make your company a great place to work. When you've finished this course, you'll have a strong basis for beginning the process of behavioral interviewing.
Topics
Before You Begin
Recognize the importance of effective hiring practices.
Select the common hiring mistakes.
Choose the trends affecting today's work force.
Select the legal concerns employers should be aware of when hiring.
Hiring Strategies
Recognize the benefits of constructing a hiring strategy.
Match the hiring strategies to company life cycles.
Differentiate between the advantages and disadvantages of using contract workers.
Differentiate between the advantages and disadvantages of outsourcing hiring.
The Behavioral-based Job Description
Recognize the value of behavorial-based job descriptions.
Sequence the steps involved in creating a behavioral-based job description.
Sequence the steps for identifying critical work habits.
Identify the additional information that should be included in a behavioral-based job description.
Recruiting Strategies
Recognize the benefits of using a variety of recruiting strategies to market job oppor-tunities.
Identify the guidelines for writing an effective job advertisement.
Choose the creative recruiting strategies.
Identify the methods you can use to evaluate the attractiveness of your organization.
Screening Applicants
Overview/Description
You've done your homework. You understand the importance of effective hiring, you've considered all of your hiring options, and you've effectively marketed the job opportuni-ties in your organization using a behavioral-based job description. Applicants are pour-ing in. What do you do next? You must become skilled at screening applicants so that you can narrow the field to the group of individuals who appear to be best suited to the needs of your organization. In this course, you'll learn how to use applications, resumes, phone calls, and references as screening tools. You'll learn what information to look for, how to assess behavioral information that is provided to you, and how to pick up on "red flags."
Topics
Applications as Screening Tools
Recognize the benefits of effectively using applications.
Identify the valid reasons to use standardized application forms.
Sequence the steps to creating a good employment application.
Sequence the steps to reviewing an employment application.
Resumes as Screening Tools
Identify the benefits of using resumes more effectively as screening tools.
Select the effective resume screening strategies.
Choose the crucial resume areas on which to focus.
Match the critical marks to make on a resume to the corresponding statements.
Phone Calls as Screening Tools
Recognize the value of using phone calls to screen applicants.
Specify the effective telephone interview preparation tactics.
Identify the purposes of the screening phone call.
Apply the dynamic phone interview strategies to the corresponding examples.
References and Background Checks
Recognize the value of performing reference and background checks.
Determine the elements to include when conducting a background check.
Choose the appropriate questions to ask previous employers.
Select the techniques for delving deeper into a candidate's history.
Preparing for the Behavioral Interview
Overview/Description
Research shows that the biggest problem with most interviews is that they lack focus and validity. This is the result of a lack of planning and structure on the part of an inter-viewer. To create and conduct an effective behavioral-based interview, you must have a clear understanding of what behavioral-based information is and the interviewing proc-ess itself. In this course, you'll gain a strong understanding of both of these elements. Additionally, you'll learn how to develop and prepare behavioral-based questions, and how to evaluate the responses you receive to these types of questions. You'll also learn how to create an interviewing environment that is conducive to the behavioral-based in-terviewing process.
Topics
All about Interviewing
Identify the benefits of mastering interviewing basics.
Select the purposes of interviewing.
Choose the traditional interviewing errors.
Differentiate among the various interviewing styles used in business scenarios.
Behavioral-based Information
Recognize the value of obtaining behavioral-based information.
Choose the statements that identify why past behavior accurately predicts future performance.
Identify the qualities of behavioral-based information.
Differentiate among the interview question response levels in business scenarios.
Developing Behavioral-based Questions
Recognize the importance of preparing questions in advance of the interview.
Sequence the steps for developing effective technical interview questions.
Identify the effective work-habit questions in business scenarios.
Apply the techniques for selecting the fair and legal interview questions.
Setting the Tone
Identify the benefits of setting the right interview tone.
Identify the strategies that minimize biases that compromise the interview process.
Choose the factors to create the proper environment for a behavioral interview.
Apply the methods for gaining usable information during an interview.
Conducting the Behavioral-based Interview
Overview/Description
Interviewing is no longer a process of interrogation. In fact, the previously held view that an interview is an opportunity for an interviewee to "sell" himself is under considerable challenge. What's taking the place of the traditional interview? The behavioral-based interview. The behavioral-based interview differs significantly from traditional interview-ing styles because it focuses on the theory that past behavior and performance predict future behavior and performance. In this course, you'll learn how to ask behavioral-based questions and distinguish behavioral response from non-behavioral responses. You'll discover how you can use role plays, structured situational questions, and take-home projects to determine behavior. You'll explore various means for evaluating the ability and motivation to perform once on the job, and finally, you'll be guided through the decision-making process of selecting a candidate.
Topics
Effective Behavioral-based Interviewing
Recognize the advantages of behavioral-based interviews.
Use behavioral-based questions in a sequential process given a scenario.
Identify appropriate strategies to use when conducting behavioral-based interviews.
Determine the information to be recorded during the documentation process in given interview scenarios.
Using Job Simulations to Evaluate Behaviors
Recognize the benefits of using job simulations in interviews.
Use structured situational questions in interview scenarios.
Identify strategies for using role plays in interviews.
Identify the methods of developing sample work projects for interviewing purposes.
Pre-employment Tests
Recognize the benefits of using applicable pre-employment tests.
Choose the appropriate tests to administer to particular job candidates.
Match the three types of test validity with the corresponding questions and descrip-tions.
Identify ways to use pre-employment testing to screen job applicants.
Making a Solid Decision
Recognize the importance of making a sound final decision.
Select a job candidate by applying a weighted attribute scale.
Identify the guidelines for making an offer to a candidate.
Apply the steps involved in successful negotiation.
Preparing as the Interviewee
Overview/Description
Interviewing isn't what it used to be. Today's interviewers are continually asking inter-viewees for detailed examples of past performance. Organizations have found that em-ployees tend to do at least as well on new jobs as they did on their old ones. So the information and examples you provide to potential employers will often seal your fate. It's critical that you prepare yourself for behavioral interviewing. In this course, you'll learn how to locate opportunities and build a behavioral-based resume. You'll also dis-cover how to provide behavioral-based information during the pre-interview phone screening. Additionally, you'll be aware of the specific behavior that enhances the actual interview.
Topics
Redefining Job Opportunities
Recognize the importance of defining job qualifications in behavioral terms rather than in terms of job titles and responsibilities.
In a given scenario, apply the principles for providing a complete answer to behav-ioral-based interview questions.
Anticipate behavioral-based interview questions based on specific job descriptions.
Apply the principles of creating a behavioral-based skills summary given a brief job history.
Building the Behavioral-based Resume
Recognize benefits of preparing a behavioral-based resume.
Select rules to follow when writing a behavioral-based resume.
In a given scenario, apply the principles of preparing job history descriptions for a behavioral-based resume.
Given a specific scenario, recommend the best method to organize a resume.
Interviewing the Interviewers
Recognize benefits of gathering information about a potential employer during pre-interview conversations.
Apply pre-interview steps to open the lines of communication in a given scenario.
Use the best response to interest indicators in a pre-interview conversation.
Choose telephone tips that help land a face-to-face interview.
Behavior that Enhances Interviewing
Recognize the importance of using specific behaviors to make a positive impression during the interview.
Identify ways of dressing that give an applicant an advantage in an interview.
Choose body language that enhances an interview.
Differentiate between dos and don'ts for making a positive first impression.
Experiencing the Behavioral-based Interview
Overview/Description
How will you know if you're in a behavioral-based interview? What can you do to build rapport during the process? How should you formulate your answers? What will help you be most effective? The answers to all of these questions are contained in "Experi-encing the Behavioral-based Interview." In this course, you'll get the inside information on what you'll be asked and how to respond. You'll be given tips and strategies for building rapport during the interview, and you'll learn a specific formula for responding to behavioral-based questions. When you've completed this course, you'll be ready and able to effectively participate in a behavioral-based interview.
Topics
Recognizing the Behavioral-based Interview
Recognize advantages of knowing when you're involved in a behavioral-based inter-view.
Differentiate among various interviewing styles.
Choose questions that are indicative of a behavioral-based interview.
Identify elements of behavioral-based interviewing.
Building Rapport
Recognize the importance of building rapport during the behavioral-based interview.
Apply the appropriate rapport-building strategies in a given behavioral-based inter-view scenario.
Apply the appropriate strategy for maintaining rapport during a given behavioral-based interview scenario.
Choose interview moments when rapport can lead to making mistakes.
Answering Questions
Recognize the importance of answering questions with behavioral-based responses.
Apply the relevant part of the STAR response model to a behavioral-based question in a given interview scenario.
Sequence the steps in presenting a STAR response to a behavioral-based interview question.
Formulate a positive response to a request for negative information in an interview scenario.
Finishing Touches
Recognize the importance of closing the interview on a positive note and following up.
Differentiate between dos and don'ts at the end of an interview.
Apply the appropriate technique for following up on an interview in a given business scenario.
Use the appropriate tactic for negotiation of salary and benefits in given scenarios about job acceptance discussions.
Behavioral Interviewing (Simulation)
Overview/Description
In your role as an executive at BioData, Inc., you are charged with finding a suitable candidate for the position of Development Manager for Online Databases--a difficult po-sition to fill. You need someone who has a diverse set of core competencies including a scientific background, technical expertise and management abilities. Under the guid-ance of the newly hired HR manager, Jeannie Newhart, the company is moving toward the behavioral model to protect themselves from legal liability, improve new-hire suc-cess rates and to clarify job responsibilities for current employees. Unlike traditional in-terviewing techniques, which focus on interrogation, the behavioral model is based on the underlying theory that past behavior predicts future performance. You will apply be-havioral techniques to screen and interview candidates. During a phone interview and two face-to-face meetings you will practice: Asking behavioral questions, evaluating be-havioral response levels, asking appropriate follow-up and probing questions, balancing objective and subjective measures when deciding on a candidate, determining the range of your offer and much more. This simulation is based on the series Behavioral Interviewing and contains links to the following courses: HR0211, HR0212, HR0213, and HR0214.
Topics
Planning for behavioral-based interviews in advance.
Providing appropriate job profiles.
Asking elimination questions.
Anchoring behavioral-based questions.
Determining the range of your offer.
Effectively discussing salary.
Preparing the candidate for the face-to-face interview.
Using open-ended questions.
Using techniques to avoid personal biases.
Adhering to the interview structure.
Creating a proper environment for the interview.
Asking for rich, detailed information and verifiable data.
Asking technical and work habit questions.
Using appropriate follow-up and probing questions.
Balancing objective measures with subjective judgments when evaluating candi-dates.
Steering the conversation with your questions.
Recruiting & Retention Strategies for the Tight Labor Market
Overview/Description
Curriculum
Recruiting for the 21st Century: The Market
Overview/Description
It's the beginning of a new century and a new millennium, and the employment market is hot, hot, hot. Employee attitudes have shifted from "I'm sure glad I have a job" to "What have you done for me lately?" Boomers, members of the sociological phenome-non that has defined our culture since 1946, are getting ready to retire, and fewer work-ers from succeeding generations are available to step in. But the boomers aren't gone yet, and using the skills of older workers is part of the answer to today's labor crunch. This course will explore how today's businessperson can define both the labor market-place and the business culture and will also investigate how to develop recruiting and retention policies to match the needs and wants of both.
Topics
Today's Recruiting Climate
Recognize the value of understanding today's recruiting climate.
Identify reasons for the tight labor market.
Identify strategies for recruiting for diversity.
Choose the best way in a given scenario to address the sense of disconnection workers feel.
Identify reasons that employee retention is a valuable strategy.
Identify strategies for retaining employees.
Recruiting the Generations
Recognize benefits of hiring veteran workers, baby boomers, and younger employ-ees.
Identify myths and facts about the veteran worker.
Apply appropriate strategies in a given scenario for recruiting veteran workers.
Identify characteristics of the baby boom generation.
Apply the appropriate strategy in a given scenario for recruiting a baby boomer.
Discriminate between characteristics of Generation X and Generation Next.
Apply the appropriate strategy in a given scenario for recruiting a younger worker.
What Job Candidates Want
Recognize the importance of knowing what job seekers want from potential employ-ers.
Identify factors to keep in mind for recruiting.
Identify career development opportunities that are attractive to job candidates.
Apply the most appropriate method of employee recognition to a specific scenario.
Apply the most appropriate method of providing flexibility in specific business sce-narios.
Recruiting for the 21st Century: Strategies
Overview
"We'll just stick an ad in the paper, and we'll fill the slot. Right?" You don't sound so sure--and with good reason. The old ways of recruiting no longer make the grade. With unemployment hovering below 5 percent, innovative companies and human resources professionals are turning to online recruiting and other creative techniques to locate quality talent. This course investigates those strategies, as well as tried-and-true meth-ods, and shows the learner how to target specific applicant types, such as executives, sales representatives, and information technology professionals.
Topics
Updating Tried-and-true Approaches
Recognize benefits of updating traditional recruiting methods.
Analyze a situation to determine if an effective means of advertising was used.
Identify effective strategies for participating in a job fair to attract potential employ-ees.
Analyze a hiring scenario to determine if the correct choice was made to outsource the hiring process.
Identify ways to be competitive with other companies for potential employees.
Innovative Recruiting Methods
Recognize benefits of using innovative recruiting methods.
Identify methods for finding employees from within a company.
Identify types of potential employees from outside your company that are often over-looked.
Analyze a scenario involving use of a recruiting page to determine if it's effective for recruiting potential employees.
Identify ways to make online recruiting effective.
Targeting Specific Types of Workers
Recognize the importance of targeting specific types of workers.
Deduce the success of a recruiting approach for an executive in a given situation.
Apply methods for attracting information technology professionals in a given busi-ness scenario.
Apply methods for recruiting sales representatives in a business scenario.
Recruiting Successfully
Overview/Description
The most significant challenge to the growth and survival of any business is finding and retaining qualified workers. With today's unemployment rate at such low levels, to say recruiting top talent is simply a "challenge" is an understatement. Most people charged with staffing their organizations feel as if they're in a knockdown battle for employees. The job of the recruiter is shifting from bringing job candidates and employers together into a sales and marketing function; the recruiter has to sell the company and the posi-tion. The successful recruiter is adapting to the new market and to the new ways of re-cruiting. In this course, you'll learn what it takes to be a successful recruiter in today's tight labor market.
Topics
Be a Salesperson
Recognize the importance of viewing recruiting as a sales function.
Choose examples of ways to develop relationships with managers.
Identify ways to treat candidates as customers.
Match effective customer service principles with their corresponding activities.
Analyze business scenarios to determine if effective customer service principles were applied.
Be a Resource
Recognize the value of being a quick recruiting resource.
Match sourcing methods with examples of corresponding activities.
Identify ways to build and maintain a network of potential candidates.
Apply ways to build and maintain a network in given business scenarios.
Analyze scenarios in which recruiters have to reduce hiring time to determine if they would be successful.
Be Adaptable
Recognize the importance of being adaptable in today's labor market.
Choose examples of ways to use technology to enhance recruiting.
Identify examples of ways to use the Internet to help with recruiting functions.
Choose examples of recruiting globally for employees.
Have a Plan
Recognize benefits of having a recruiting plan.
Identify questions to ask to learn about the competition.
Apply the steps of a recruiting plan in given business situations.
Identify the steps to determine the success of your recruiting plan.
Online Recruiting
Overview/Description
When the television first came on the market, few people could afford one. The picture and sound were poor, and nobody ever expected it would put radio entertainment shows practically out of business. But it did. It revolutionized the way people were enter-tained and informed. The Internet is similarly changing the world. The Internet and tech-nology are changing the way people do business, shop, and search for jobs. The Inter-net is not some passing fad, as some people judged the television. It's the way of the future. In order to stay competitive in today's tight labor market, recruiters must learn to use the Internet as a key part of their recruiting strategy. In this course, you will learn why you need to embrace this future, how you can attract job seekers through the Inter-net, and how you can create a winning Web site to bring potential employees to you.
Topics
Embrace the Future
Recognize benefits of using the Internet for recruiting needs.
Identify statements that describe how search engines return results.
Use general search techniques to target searches.
Match options for posting jobs on the Internet with the characteristics of each.
Determine which option for advertising job openings over the Internet best meets a need in a given scenario.
Identify steps in figuring out the market before devising a strategy for recruiting online.
Build a Better Web Site
Recognize the importance of creating an effective recruiting section on your com-pany's Web site.
Match Web site design elements to examples of features that make a recruiting sec-tion appealing to job candidates.
Identify examples of how to make a Web site easy to use.
Match development areas with examples of options for developing a job location on a Web site.
Make the Most of Your Web Opportunities
Recognize the importance of capitalizing on your Web opportunities for recruiting.
Analyze strategies for writing an attention-grabbing Internet job ad in a business scenario.
Determine ways to increase traffic to your Web site in a business scenario.
Sequence steps for following up on resumes.
Facilitating Effective Hiring
Overview/Description
The most important part of recruiting is choosing the right candidate to help your busi-ness prosper and grow. The company's recruiter is the front line to finding quality em-ployees. Keys to facilitating effective hiring decisions include thinking through the hiring process, having a well thought-out job description, and using sound screening practices. These activities are an intrinsic part of the recruiter's job, and this course explores these areas.
Topics
Before You Hire
Recognize benefits of making good hiring decisions.
Match examples of the costs of poor hiring decisions with corresponding loss cate-gories.
Match pre-hiring mistakes with corresponding examples of how to avoid them.
Analyze the fit between an applicant's goals and a position's potential in a business scenario.
The Job Analysis
Recognize the importance of having accurate job analysis.
Identify the members of a profile team.
Select questions to ask a profile team to determine job requirements.
Identify questions the profile group must ask to determine job competencies.
Analyze a business scenario to determine whether competencies for a specific job were correctly determined by the profile group.
Attracting and Screening Applicants
Recognize benefits of improving strategies to attract and screen applicants.
Analyze a job description to determine its effectiveness in a business scenario.
Conduct an initial screening interview in a role play.
Select examples of competency-based screening mechanisms.
Retention
Overview/Description
Once you get those hard-to-find quality employees, the hard work of keeping them be-gins. During times of low unemployment, you very much want to avoid the costs of high turnover. Developing strategies to keep those valuable employees is a must and should be a part of your recruiting strategy. In this course, you will explore reasons employees leave and the many ways you can prevent most attrition from happening.
Topics
Managing Turnover
Recognize the importance of retaining valuable employees.
Match types of attrition with corresponding examples.
Assess a recruiting scenario to determine whether the necessary steps were taken to understand an open position.
Select examples of the types of information needed to present a job realistically to a job candidate.
Retention 101
Recognize benefits of having a basic retention strategy.
Choose examples of effective ways to use monetary compensation to retain em-ployees.
Choose examples of benefits to offer to retain workers.
Select examples of recognition incentives that can be used as retention tools.
Analyze an employment scenario to determine whether the correct steps were taken to foster an employee-company connection successfully.
Advanced Retention Practices
Recognize benefits of creating good retention practices.
Apply methods for supporting career development in a business scenario.
Match ways of creating a positive work environment with corresponding examples.
Apply strategies for developing strong connections with employees in a business scenario.
Effective Hiring and Interviewing Skills
Overview/Description
Curriculum
Hiring Considerations
Overview
Recruitment is a complex and important activity for a manager. Effective hiring requires effective preparation. The recruitment process must be fair and safe, and there is plenty of legislation to trip up the unwary manager. Getting any part of this wrong is expensive, time consuming, and damaging to the good name of the company. This course will give you a brief overview of the major employment legislation that affects recruitment. Then the course will explore the options that any manager has when faced with hiring a new employee. Hiring is an expensive process, so the course explores a cost-benefit analy-sis of the various hiring methods, examining in detail internal hiring and contingent workers as two particular options. Defining a job in terms of competencies and then rat-ing them provides the foundations for effective hiring, and this course will show you how to use these methods in creating a structured interview.
Topics
Hiring Appropriately
Recognize the benefits of hiring appropriately.
Match the four main areas of concern in hiring legislation with appropriate examples.
Match the four question areas of negligent hiring with appropriate examples.
Identify an employer's responsibilities in relation to affirmative action and hiring.
Hiring Options
Recognize the benefits of evaluating different hiring options.
Match methods used to attract and hire employees with their descriptions.
Distinguish between the advantages of recruiting internally and externally.
Use decision guide principles to evaluate the appropriateness of a situation for con-tingency workers.
Hiring Effectively
Recognize the benefits of hiring effectively.
Select examples of competency statements that demonstrate application of associ-ated principles.
Apply the competency rating technique in a given situation.
Identify elements of a structured interview in a given situation
Effective Interviewing
Overview/Description
The employment interview is at the heart of the recruitment process for most organiza-tions, and successful interviews don't just happen. They are the result of careful plan-ning and preparation. Interviews are time consuming, and although you will not want to skimp on them, you have to use the available time as efficiently as possible. This course shows you how to screen and manage the interview time efficiently. You have to be confident about the methods that are used by whoever conducts interviews in your or-ganization. This course will show you how to create methods that are reliable, and will explain the questioning and rapport-building techniques that effective interviewers use. During interviews, applicants are also trying to impress you and assessing your organi-zation. This course will show you how to recognize the techniques used by experienced candidates, and how to impress them.
Topics
Preparing to Interview
Recognize the value of preparing for the employment interview.
Apply techniques to effectively screen applications and resumes in a given situation.
Organize the right environment in a given employment interview situation.
Construct an interview timetable to control the stages and timing of interviews, using the interview details provided.
Interviewing Methods
Recognize the value of effective interview methods.
Match principles that make an interview more reliable and consistent with examples.
In a given situation, use the three questioning strategies appropriately.
Use appropriate questioning methods in a given situation.
Interviewing Skills
Recognize the value of learning interviewing skills.
Apply social skills in a given situation to make the interview more effective.
Identify the techniques used by candidates.
Match techniques to impress applicants with examples.
Selecting the Best Applicant
Overview/Description
Making decisions is always difficult, and that applies particularly to choosing a new em-ployee. This course will show you the most effective methods for evaluating and choos-ing the best applicants. It will show you how to analyze the information from the interview--by working in a focused framework--and how to compare candidates. You will examine and avoid the most common problems with decision making, and confirm and ratify your decision with other people who know the candidate. Put that all together, and you will have the best possible recipe for choosing the best applicants.
Topics
Making the Best Decision
Recognize the value of analyzing information about applicants.
Recognize examples of the two types of model answers.
Evaluate candidates in a given scenario.
Identify the most common problems with rating systems.
Avoiding Making Poor Decisions
Recognize the benefits of good decision making.
Match the causes of poor decision making with examples.
Match the three ways of improving decision making with examples.
Checking Your Decisions
Recognize the benefits of checking decisions.
Match four factors of team interview organization with examples.
Use appropriate reference-checking techniques in a given situation.
Identify the main records used in background information checking.
Effective Hiring and Interviewing Skills Simulation
Overview/Description
An effective interview relies as much on the interviewer it does on the interviewee. Proper preparation, consistent lines of questioning, and established criteria for evalua-tion are effective tools in determining the best candidate for the job. The Effective Inter-viewing Skills Simulation serves to test the participant's ability to prepare and conduct an effective interview, handle manipulative candidates, and evaluate applicants. The Effective Interviewing Skills Simulation comprises five scenarios and is based on the series "Effective Hiring and Interviewing Skills." Throughout the simulation, links are provided to the following courses: HR0232 and HR0233.
Topics
Questioning effectively.
Creating model answers.
Achieving consistency and reliability.
Creating the right environment.
Exhibiting effective social skills.
Handling manipulative candidates.
Impressing applicants.
Evaluating candidates.
Effective Hiring and Interviewing Skills
Overview/Description
Topics
HRCI/PHR Certification Program
Overview/Description
Curriculum
EEO and Affirmative Action (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee rights, such as equal employment opportunity (EEO) and affirmative action (AA). The (HRCI) certification examinations are widely recognized as the industry stan-dard for evaluating Human Resource professional's competencies. HRCI is an affiliate of the Society for Human Resource Management and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regulations and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of equal employment opportunity and affirmative action. In the area of EEO, you will learn about the chief forms of employment discrimination, the impact of certain important dis-crimination cases on employment law, and the primary methods of complying with EEO laws and regulations. The course will also help you understand AA plans, that is, which companies must implement formal AA plans, what AA plans consist of, and how AA compliance audits are conducted. All the topics in this course are based on the Work-force Planning and Employment functional area of the HR Body of Knowledge recom-mended by SHRM. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing na-ture of the law, information in this course may become outdated.
Topics
Equal Employment Opportunity
Identify the importance of understanding the principles of equal employment oppor-tunity.
Identify examples of characteristics that, according to equal employment opportunity law, should not be used to make employment decisions.
Match key categories of employment discrimination with examples.
Match key employment discrimination cases from 1971 to 1976 with the EEO prece-dents they set.
Match key employment discrimination cases from 1993 to 1995 with the EEO prece-dents they set.
Choose examples of companies that must file an annual equal employment oppor-tunity report
Choose valid examples of ways to obtain applicant flow data.
Match the steps of the litigation process with examples of tasks HR staff might have to perform during each step.
Affirmative Action Plans
Identify the benefits of understanding the nature of affirmative action plans.
Identify types of organizations that are required to create affirmative action plans ac-cording to Executive Order 11246 (as amended by Executive Orders 11375 and 11478).
Match the key analysis sections that are required in a formal affirmative action plan with statements that are true for each.
Identify examples of the elements that are required by Section 60-2.16 and Section 60-2.17 of the OFCCP's 41 60-2 regulations.
Match types of affirmative action audit reviews with their descriptions.
Managing Employment (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations, HRCI/PHR (Professional in Human Resources certification), cover a broad range of workforce planning and employment issues, including legislation affecting employee and consumer rights, and matters of workforce management. The (HRCI) certification examinations are widely recognized as the industry standard for evaluating Human Re-source professionals' competencies. HRCI is an affiliate of the Society for Human Re-source Management and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regula-tions and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of federal anti-discrimination legislation and workforce management. In this course, you'll learn about legislation that is specific to employee rights, privacy, and consumer protection. In addi-tion, you'll learn about effective methods for creating sound job descriptions and job specifications. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge recommended by SHRM. This product has been reviewed by the Employment Practice Group of Sheehan Phin-ney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, in-formation in this course may become outdated.
Topics
Employee Rights Legislation
Identify the importance of understanding employee rights legislation.
Match each federal civil rights-related anti-discrimination law with its employee rights provisions.
Match each federal health-related anti-discrimination law with its provisions.
Identify provisions of the Vietnam Era Veterans Readjustment Assistance Act of 1974.
Identify provisions of the Immigration Reform and Control Act.
Match federal anti-discrimination legislation regarding employee selection and layoff with their provisions.
Choose federal anti-discrimination laws with which congressional employees must comply under the Congressional Accountability Act of 1995.
Privacy and Consumer Protection Legislation
Identify the importance of understanding employee privacy and consumer protection legislation.
Identify key provisions of the Privacy Act.
Identify key provisions of the Employee Polygraph Protection Act.
Match each federal consumer protection-related law with its provisions.
Job Analysis
Identify the benefits of a job analysis.
Match the key elements of a job analysis--knowledge, skills, and abilities--with their appropriate examples.
Match techniques used when conducting a job analysis with their descriptions.
Match information categories with examples of the information that must be gathered for a job analysis.
Match the key elements of a job description with the appropriate examples.
Match the key elements of job specifications with the appropriate examples.
Employee Relations (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee and labor relations. The (HRCI) certification examinations are widely recog-nized as the industry standard for evaluating Human Resource professionals' compe-tencies. The Professional in Human Resources (PHR) certification shows that the holder has demonstrated mastery of the HR body of knowledge. As a human resources professional, you are responsible for helping to ensure that your company's employee relations are positive and that they comply with required regulations and recommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of employee relations, employee and individual rights and relations, and Equal Employment Opportunity (EEO) complaints. In the area of employment rights, you will learn about employee rights legislation, employer and la-bor regulations, and the process for filing EEO complaints. This course will also help you understand methods for creating positive employee relations and techniques for as-sessing and analyzing employee relations. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge rec-ommended by SHRM. This course addresses the Employee and Labor Relations func-tional area. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Key Legislation
Identify the benefits of understanding key employee relations legislation.
Match provisions of key employee labor relations legislation to examples.
Match employment rights issues and practices to examples of violations.
Corporate Culture
Identify the benefits of understanding the relationship between corporate culture and employee relations.
Match methods for creating positive employee relations to examples.
Choose examples of methods for assessing the corporate culture.
Select examples of the common errors in analyzing data.
Employee Benefit Programs (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including the work rules and practices that apply to employee benefit programs. As a human resources professional, you are responsible for helping to ensure that your company's practices comply with any legislation governing employee benefits and that the benefit programs are competitive enough to attract and retain employees. These are some of the topics you will need to understand to prepare for the Human Resource Certification Institute's Professional in Human Resources certification examination (HRCI/PHR). This course will help you pre-pare for the HRCI certification examinations in the areas of benefits compensation. In the area of benefit regulations, this course will help you understand the federal legisla-tion that mandates multiple employee benefits. You will also learn methods for design-ing voluntary benefits plans for the particular needs of your company's employees. All the topics in this course are based on the Benefits and Compensation functional area of the HR Body of Knowledge recommended by SHRM.
Topics
Benefits under Government Regulation
Recognize the value of understanding the employee benefits required by govern-ment regulations.
Match Social Security and Medicare to examples of the coverage provided by each plan.
Identify the situations covered by the unemployment insurance program.
Select the benefits that are provided by workers' compensation.
Identify issues that affect an employee's eligibility to receive COBRA benefits.
Select the FMLA program conditions that provide leave from employment.
Voluntary Benefits
Recognize the benefits of understanding the voluntary employee benefits.
Match the qualified compensation plan and the nonqualified compensation plan to their examples.
Match types of health plans to examples.
Select examples of the different voluntary disability benefit plans.
Select examples of benefit needs assessment considerations.
HRD Development (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including human resources development and performance management. As a human resources professional, you are responsible for helping to ensure that your company's employees have maximized their potential for growth and development. This course will help you prepare for the HRCI certification examinations in the areas of human resources development and per-formance management. In the area of human resource development, you will learn ef-fective methods for both leadership development and organizational development. This course will also help you understand techniques for developing effective performance appraisals and career growth programs for your company's employees. This product has been reviewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Leadership and Organization Development
Identify the benefits of employee leadership development.
Match leadership theories to their examples.
Match successful leadership practices to their corresponding examples.
Match intervention strategies for organizational development to examples.
Apply appropriate intervention strategies for organizational development in a given scenario.
Performance Management
Identify the benefits of using performance management techniques in human re-source development.
Match methods for appraising employee performance with examples.
Match elements of effective performance appraisal documentation to examples.
Match the types of career development programs to their examples.
Union ,Work Environments (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certifications, including PHR (Pro-fessional in Human Resources), cover a broad range of workforce planning and em-ployment issues, including those affecting employee and labor relations. The HRCI certification examinations are widely recognized as the industry standard for evaluating Human Resource professionals' competencies. HRCI is an affiliate of the Society for Human Resource Management and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your com-pany's employment practices are in line with work rules of union environments and that union-employer issues are resolved in a legally defensible manner. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of work regulations and employee issue resolution. This course will also help you under-stand union organization, grievance processes, dispute resolution, and arbitration. In the areas of work regulations, you will learn about collective bargaining, contract nego-tiations, good faith bargaining, and strikes and boycotts. This product has been re-viewed by the Employment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Work Rules in Union Environments
Identify the benefits of understanding the work rules that apply to union environ-ments.
The learner will match unfair labor practices by employers with examples.
Identify examples of the unfair labor practices by unions.
Sequence examples of the steps of the NLRB election process.
Match the voting protocols for unions with examples.
Union-employer Relations
Identify the advantages of understanding union-employer relations.
Match the typical collective bargaining subjects to examples.
Match collective bargaining strategies to examples.
Match the good faith bargaining guidelines to examples.
Match activities that occur during labor protests with examples.
Sexual ,Harassment in the Workplace (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including issues related to the prevention of discrimination and harassment. The (HRCI) certification examinations are widely recognized as the industry standard for evaluating Human Resource profes-sionals' competencies. HRCI is an affiliate of the Society for Human Resource Man-agement and provides testing and certification services. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are fair and equitable, and that they comply with required regulations and rec-ommended policies and practices. Toward that end, this course will help you prepare for the HRCI certification examinations in the area of sexual harassment. In this course, you'll learn about the many aspects of sexual harassment, the key types of sexual har-assment claims, the recent legal history of sexual harassment, and important elements of an effective sexual harassment prevention program. All the topics in this course are based on the Workforce Planning and Employment functional area of the HR Body of Knowledge recommended by SHRM. This product has been reviewed by the Employ-ment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Understanding Sexual Harassment
Identify the importance of understanding workplace sexual harassment.
Match the Equal Employment Opportunity Commission guidelines for defining "sex-ual harassment" with examples.
Match forms of possible sexual harassment with their examples.
Match each legal criterion for sexual harassment with its corresponding example of sexually harassing behavior.
Sexual Harassment: Precedents and Prevention
Identify the benefits of understanding harassment claims, cases, and prevention programs.
Identify examples of sexual harassment situations in which a tangible job detriment claim could be proven.
Identify the elements that, when combined, would create a hostile environment claim.
Match each sexual harassment case with the precedent it set.
Choose examples of key elements that comprise an effective sexual harassment prevention program.
Non-union Work Environments (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including those affecting employee and labor relations. The HRCI certification examinations are widely recog-nized as the industry standard for evaluating Human Resource professional's compe-tencies. As a human resources professional, you are responsible for helping to ensure that your company's employment practices are in line with work rules of non-union envi-ronments and that employee issues are resolved in a legally defensible manner. Toward that end, this course will help you prepare for the HRCI certification examinations in the areas of work regulations and employee issue resolution. In the areas of work regula-tions, you will learn about policies, procedures, and work rules, along with employee handbook regulations and workplace behavior issues. This course will also help you understand Alternative Dispute Resolution, and how to deal with workplace behavior issues. These are just some of the questions you'll need to know the answers to when you take the Human Resource Certification Institute's Professional in Human Resources certification examination (HRCI/PHR). This product has been reviewed by the Employ-ment Practice Group of Sheehan Phinney Bass Green. As of the date reviewed, the content of this course is in compliance with federal law and court decisions. Due to the rapidly changing nature of the law, information in this course may become outdated.
Topics
Work Rules in Non-union Environments
Identify the benefits of understanding work rules in non-union environments.
Match policies, procedures, and work rules to examples.
Match legal considerations with examples.
Analyze an example of an employee handbook to determine whether it meets the key legal criteria.
Resolving Employee Issues
Identify the benefits of resolving employee issues.
Sequence examples of the steps of a disciplinary process.
Match strategies associated with the Alternative Dispute Resolution to examples.
Employee Development (HRCI/PHR)
Overview/Description
The Human Resource Certification Institute's (HRCI) certification examinations cover a broad range of workforce planning and employment issues, including the theories and applications of employee training and training program development. As a human re-sources
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