Yes, you have a requirement to know the law! Employment laws. For CEO’s and HR leaders, these are extremely important to know and abide by for your organization and employees. In this course we will learn all about the fundamental federal laws that govern HR compliance, employment laws in practice, and red flag scenarios to watch out for.

Human resources is necessary for any organization to meet business results, drive strategy, and maintain compliance with laws and regulations. This vital part of your company is responsible for the hiring process, company culture, building relationships with employees, and everything in between. To put it simply – an efficient HR department helps your organization to thrive.

Whether you are a CEO or HR leader, we all want business results. In order to get those results, we need to find a way to align them with our business and people strategy. It is important that our employees are feeling motivated to hit performance targets and realizing their purpose in their organizations. With clearly defined strategic goals in your organization, you and your team will recognize their purpose, and work harder towards the business results.

When we say our organization has a strong culture, what do we mean by that? If you asked your employees, would they know? In this course, we will teach you how to develop a positive culture in your workplace. We’ll learn how to hire for the culture you want and create cultural interview questions that allow you to identify which candidates fit the needs of your team.

What do you look for when you are applying for a job? Job descriptions are some of the most important tools and roadmaps for candidates to gauge their capabilities with the role. They are also important from a structural and legal standpoint. That is why in this course, you will learn how to ensure your job descriptions exceed expectations and create helpful roadmaps for your candidates and employees.

What are job assessments and why do we use them? They are certainly not used to scare our people away, yet it’s our duty to make sure our business results are being met by the people we hire. The purpose of a job assessment is to ensure that we identify the needs of the role and that there is alignment between the needs of the person doing the job and the needs of the organization. How can we account for the wants and needs of all of these moving parts? With a job assessment of course!

It’s simple. Your employees work and they get compensation. But what about hourly, salary or commission employees? Do they all get paid the same? Maybe it isn’t so simple… A compensation plan is vital to support important components of your business. This will help establish the importance and impact compensation plans have on a business, and ensure the right people are involved in developing them.

CEO’s always want the job done. But what is the job, and how do we find the right the person to get that job done? One of the most important aspects to building an efficient team is understanding who they are and how they work.

How do we consistently find and attract job hunters to our organization annually? Do not worry, we’ll tell you how! The answer is… an annual recruitment plan! This is extremely important to develop in your organization to align business strategy and hiring resources with long-term staffing needs.

As an HR leader, ask yourself: “Is our hiring process equitable to all applicants?” “What don’t I know about our hiring process?” It is vital that we find an answer to these questions, as well as figuring out how to incorporate these practices into the organization.

A candidate is much more than their resume and cover letter. What do they bring to your organization and team? Do you truly know your candidate? It is extremely important that hiring managers understand who their candidate is on a deeper level than their previous work experience.

Why is it that candidates feel drawn to your organization? Could it be how you talk to them? Where you post your job openings? Or employee referrals? The answer is yes, to all of those. An expansive recruitment plan is crucial in finding a large amount of solid candidates to fit the role you want to fill.

It’s here. Time to interview your candidate. Do you have all the right questions you want to ask them? Are you sure? To ensure that your interview process is efficient, this course is designed to give you everything you need to setup the perfect interview!

In order to get the most out of your interview with your candidate, you need to know how to properly conduct an interview. This is one of the most important components when making your hiring decisions and finally selecting the right candidate for the role.

You have completed your hiring decision and selected the right candidate for your team and the role. Now, it is time to officially offer them the position in writing, or officially known as, the offer letter.

Yes! You got the perfect candidate for the role you have been needing to fill. Now it is time for paperwork. This is an essential component to onboarding new hires into your company. If you are unsure about the correct paperwork to provide your new employee, do not worry, in this course we will look at the importance of new hire paperwork, how to create it, and how to implement it.

What happens during the time between the offer and the employee’s first day of work? *Crickets* We’ll tell you exactly what happens, AND show you how to set up an efficient pre-boarding system.

How do we make our new employees comfortable with our team and organization? Orientation! This is one of the most important processes that introduces an employee to their workspace, team, and new role. This course will cover everything you need to create a successful orientation process!

How is your new hire fitting into your organization? How do we ensure that they are feeling comfortable and ready to be successful as they move forward with their job? These are the types of conversations we need to have with our employees to ensure that they have a successful onboarding experience. 

As a new employee, we all enjoy having a buddy with us at work! Especially one who is experienced and can help us along the way. Which is why your organization needs to implement a new hire buddy program. This program pairs a new employee with an experienced staff member in the same department, starting from the first day, through day 90. In this course, we will be looking at how to create the most efficient buddy system for your new employees.

A great offense is the best defense. Documentation is great offense. Yet, why do we do such a poor job at it? We don’t know how to do it properly and it seems like

So.

Much.

Work.

Well – let’s simplify it in this course

How does your team grow? They grow in various ways AND as organizational leaders; we need to plan for their growth and the organizational needs. This is where formal succession planning and mentoring programs into play. Join us in this course as we discuss what they are and how the serve the organization and staff learning and growing into additional roles and responsibilities.

Do you ever wonder why folks cannot do what they have been asked to do and agreed to do? Yet, as leaders we create the environment in what behaviors we allow and do not allow in our organizations. “Hard” conversations and accountability are key to ensuring that your organization and the people in it are performing. In this course we will chat about accountability, discipline and creating happy alumni.

“If you want to live a happy life, tie it to a goal, not to people or things.” —Albert Einstein

In this course we will be setting organizational, department, team and individual goals.  We will dive into why goals need to cascade and the power of sharing goals with others!

“Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.”

Zig Ziglar

In this course we will start the annual performance process with the manager conversations. We will dive into the relationship between the manager and employee and how accountability and goal setting impact great performance.

Annual Performance Reviews

Groan…

Forced feedback… telling you all the things you are doing wrong…

Surprises…

Ick.

Nope – Not today!

Today we will create the written performance review that allows staff to grow and you to see where you are at as a leader.