Human Resources Soft Skills Bundle

152 Hours / 12 Months / Self-Paced
Retail Price: $199.00

Course Overview:

The Human Resources Soft Skills Bundle combines the skills needed to successfully maintain employee relations within a company. Participants will learn the basic tools to handle numerous human resource situations such as interviewing, orientation, training, safety, harassment, discrimination, violence, discipline, and termination. Within these workshops students will learn Business Succession Planning, Contract and Crisis Management, Employee Onboarding, Recruitment, Termination, Health and Wellness at Work, Hiring Strategies, Workplace Diversity, and Harassment strategies. Having a talented group of employees has always been a key to success; it will translate into better performance and higher productivity.

The Human Resources Soft Skills Bundle includes the following courses:

  • Business Succession Planning
  • Contract Management
  • Crisis Management
  • Developing a Lunch and Learn
  • Employee Onboarding
  • Employee Recruitment
  • Employee Termination Processes
  • Generation Gaps
  • Health and Wellness at Work
  • Hiring Strategies
  • Human Resource Management
  • Measuring Results From Training
  • Millennial Onboarding
  • Talent Management
  • Train-The-Trainer
  • Universal Safety Practices
  • Workplace Diversity
  • Workplace Harassment
  • Workplace Violence

Course Outline:

  Business Succession Planning Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Succession Planning vs. Replacement Planning

  • What is Business Succession Planning?
  • What is Replacement Planning?
  • Differences Between
  • Deciding What You Need

Module Three: Preparing for the Planning Process

  • How to Set Parameters for the Planning Process
  • Should You Establish a Committee?
  • How to Gather Operational Data

Module Four: Initiating Process

  • Develop a Mission Statement
  • Develop a Vision Statement
  • Choosing to Be a Mentor

Module Five: The SWOT Analysis

  • Identifying Strengths
  • Identifying Weaknesses
  • Identifying Opportunities
  • Identifying Threats

Module Six: Developing the Succession Plan

  • Prioritize What the Succession Plan Will Address
  • Set Goals and Objectives
  • Develop a Strategy for Achieving Goals
  • Draft the Plan

Module Seven: Executing the Plan

  • Assign Responsibility and Authority
  • Establish a Monitoring System
  • Identifying Paths
  • Choosing Your Final Approach

Module Eight: Gaining Support

  • Gathering Data
  • Addressing Concerns and Issues
  • Evaluating and Adapting

Module Nine: Managing the Change

  • Developing a Change Management Plan
  • Developing a Communication Plan
  • Implementing the Plans
  • Providing Constructive Criticism
  • Encouraging Growth and Development

Module Ten: Overcoming Roadblock

  • Common Obstacles
  • Re-Evaluating Goals
  • Focusing on Progress

Module Eleven: Reaching the End

  • How to Know When You’ve Achieved Success
  • Transitioning
  • Wrapping It All Up

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Contract Management Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: Defining Contract Management

  • What is Contract Management?
  • Contract Types
  • Contract Elements
  • Risks of Poor Contract Management
  • Case Study
  • Module Two: Review Questions

Module Three: Legal and Ethical Contract Management

  • Contract Law I
  • Contract Law II
  • Defining Ethical Contract Management
  • Ethical Breaches
  • Case Study
  • Module Three: Review Questions

Module Four: Contract Management Requests

  • Choosing Potential Bidders
  • RFPs and Technology
  • Calculating Value
  • Making a Choice
  • Case Study
  • Module Four: Review Questions

Module Five: How to Create a Contract

  • Templates and Software
  • Compliance
  • Wording
  • Risks of Noncompliance
  • Case Study
  • Module Five: Review Questions

Module Six: Contract Negotiations

  • Be Prepared
  • Prioritize Terms
  • Remain Professional
  • Execute the Contract
  • Case Study
  • Module Six: Review Questions

Module Seven: Assess Performance

  • What Performance Can Be Assessed
  • Creating Metrics
  • Measuring Performance
  • Improving Performance
  • Case Study
  • Module Seven: Review Questions

Module Eight: Relationships

  • Qualities of Effective Relationships
  • Relationship Pitfalls
  • Building Trust
  • Maintaining Relationships
  • Case Study
  • Module Eight: Review Questions

Module Nine: Amending Contracts

  • Redlines and Strikeouts
  • Replacing Clauses
  • Describing Amendments
  • Amendment Status
  • Case Study
  • Module Nine: Review Questions

Module Ten: Conducting Audits

  • Why Audit?
  • Plan
  • Establishing Procedures
  • Investigate and Report
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Renewing Contracts

  • Involve Stakeholders
  • Review
  • Check for Accuracy and Changes
  • Update or Cancel
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion of Action Plans and Evaluations
  Crisis Management Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: Crisis

  • Internal Risks
  • External Risks
  • Aggression
  • Violence
  • Case Study
  • Module Two: Review Questions

Module Three: Workplace Violence

  • Threats
  • Damage
  • Psychological Acts
  • Physical Acts
  • Case Study Module Three: Review Questions

Module Four: Myths

  • Violence Just Happens
  • It Is Uncommon
  • Problems Will Solve Themselves
  • It Is Not Possible To Prevent Violence
  • Case Study
  • Module Four: Review Questions

Module Five: Escalation

  • Threats
  • Stalking and Bullying
  • Injury
  • Death
  • Case Study
  • Module Five: Review Questions

Module Six: Concerning Behaviors

  • Disruptive
  • Emotional Abuse
  • Causes Anxiety
  • Examples of Behavior
  • Case Study
  • Module Six: Review Questions

Module Seven: Domestic Violence Indicators

  • Disruptive Calls
  • Poor Concentration
  • Bruising
  • Absences
  • Case Study
  • Module Seven: Review Questions

Module Eight: Triggers of Workplace Violence

  • Reprimands and Terminations
  • Financial Strain
  • Loss of Loved One
  • Perceived Slights
  • Case Study
  • Module Eight: Review Questions

Module Nine: Conflict Dangers

  • Triggers
  • Action Point
  • Flashpoint
  • Identify
  • Case Study
  • Module Nine: Review Questions

Module Ten: Response

  • Note Areas of Concern
  • Discuss It
  • Report It
  • Report Extreme Cases to HR/Tip Line
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Strategies

  • Policies
  • Programs
  • Emergency Procedures
  • Train Employees
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion of Action Plans and Evaluations
  Developing a Lunch and Learn Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives
  • Action Plans and Evaluations

Module Two: The Prep Work

  • Finding the Best the Location
  • Setting up the Location
  • Focus Group
  • Practice
  • Case Study
  • Module Two: Review Questions

Module Three: Creating the Content (I)

  • Picking the Right Topic
  • Hands on Works Great
  • Stay Focused
  • Keep it Informal
  • Case Study
  • Module Three: Review Questions

Module Four: Creating the Content (II)

  • Make It Interactive
  • Review it Thoroughly
  • Creating a Customized Presentation
  • Back It Up!
  • Case Study
  • Module Four: Review Questions

Module Five: During the Session

  • Ground Rules
  • Quick Opening
  • Parking Lot
  • Adjusting on the Fly
  • Case Study
  • Module Five: Review Questions

Module Six: Food and Facilities

  • Providing Food?
  • People Bringing Their Own
  • Eat During or After?
  • Clean Up and Tear Down
  • Case Study
  • Module Six: Review Questions

Module Seven: Take Away Material

  • Handouts and Take Away Material
  • Quizzes or Self-Tests
  • Website with Minutes and Session Notes
  • Reference Material or White Paper
  • Case Study
  • Module Seven: Review Questions

Module Eight: Difficult Situations or People

  • Disruptions
  • Food Issues
  • Senior Management Buy In
  • People Not Participating?
  • Case Study
  • Module Eight: Review Questions

Module Nine: What A Lunch and Learn is Not

  • Heavy or Serious Topics
  • Required Training
  • Replacement for Traditional Training
  • Just a Free Lunch
  • Case Study
  • Module Nine: Review Questions

Module Ten: Best Practices (I)

  • Obtain Feedback and Tweak
  • Utilize Star Employees
  • Provide an Agenda Ahead of Time
  • Keep the Session Casual and Loose
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Best Practices (II)

  • Use it as a Refresher
  • Networking Opportunity
  • Upper Management Q&A Session
  • Put it on a Regular Schedule
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Employee Onboarding Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Introduction

  • What is Onboarding?
  • The Importance of Onboarding
  • Making Employees Feel Welcome
  • First Day Checklist
  • Case Study
  • Review Questions

Module Three: Purpose of Onboarding

  • Start-Up Cost
  • Anxiety
  • Employee Turnover
  • Realistic Expectations
  • Case Study
  • Review Questions

Module Four: Onboarding Preparation

  • Professionalism
  • Clarity
  • Designating a Mentor
  • Training
  • Case Study
  • Review Questions

Module Five: Onboarding Checklist

  • Pre-Arrival
  • Arrival
  • First Week
  • First Month
  • Case Study
  • Review Questions

Module Six: Creating an Engaging Program

  • Getting off on the Right Track
  • Role of Human Resources
  • Role of Managers
  • Characteristics
  • Case Study
  • Review Questions

Module Seven: Following Up with New Employees

  • Initial Check In
  • Following Up
  • Setting Schedules
  • Mentor’s Responsibility
  • Case Study
  • Review Questions

Module Eight: Setting Expectations

  • Defining Requirements
  • Identifying Opportunities for Improvement and Growth
  • Setting Verbal Expectations
  • Putting it in Writing
  • Case Study
  • Review Questions

Module Nine: Resiliency and Flexibility

  • What is Resiliency?
  • Why is it Important?
  • 5 Steps
  • What is Flexibility?
  • Why is it Important?
  • 5 Steps
  • Case Study
  • Review Questions

Module Ten: Assigning Work

  • General Principals
  • The Dictatorial Approach
  • The Apple Picking Approach
  • The Collaborative Approach
  • Case Study
  • Review Questions

Module Eleven: Providing Feedback

  • Characteristics of Good Feedback
  • Feedback Delivery Tools
  • Informal Feedback
  • Formal Feedback
  • Case Study
  • Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Employee Recruitment Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Introduction to Recruitment

  • What is Recruitment?
  • Challenges and trends
  • Sourcing Candidates
  • Requirements
  • Case Study
  • Review Questions

Module Three: The Selection Process

  • Job Analysis and Descriptions
  • The Approach
  • The Recruitment Interview
  • Testing
  • Case Study
  • Review Questions

Module Four: Goal Setting

  • Using The G.R.O.W. Model
  • Identifying Goal Areas
  • Setting SMART Goals
  • Using a Productivity Journal
  • Case Study
  • Review Questions

Module Five: The Interview

  • Phone Interviews
  • Traditional Interviews
  • Situational Interviews
  • Stress Interviews
  • Case Study
  • Review Questions

Module Six: Types of Interview Questions

  • Direct Questions
  • Non-Direct Questions
  • Hypothetical or Situational Questions
  • Behavioral Descriptive Questions
  • Case Study
  • Review Questions

Module Seven: Avoiding Bias in Your Selection

  • Expectancy Effect
  • Primary Effect
  • Obtaining Bias Information
  • Stereotyping
  • Case Study
  • Review Questions

Module Eight: The Background Check

  • Preparation
  • Data Collection
  • Illegal Questions
  • Being Thorough Without Being Pushy
  • Case Study
  • Review Questions

Module Nine: Making Your Offer

  • Outlining the Offer
  • Negotiation Techniques
  • Dealing with Difficult Issues
  • Sealing the Deal
  •  Case Study
  • Review Questions

Module Ten: Orientation and Retention

  • Getting off on the Right Track
  • Your Orientation Program
  • The Check-List
  • Following Up
  • Case Study
  • Review Questions

Module Eleven: Measuring the Results

  • Cost Breakdown
  • Employee Quality
  • Recruiter Effectiveness
  • Fine Tuning
  • Case Study
  • Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Employee Termination Processes Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: Performance Improvement Plan (PIP) Before Firing

  • Justification
  • Validate
  • Include
  • Be Grateful
  • Case Study
  • Module Two: Review Questions

Module Three: Employees Who Should Be Terminated (I)

  • Feeling of Entitlement
  • Cannot Perform Job Functions
  • Can’t Function with Other Employees
  • They Overpromise and Under deliver
  • Case Study
  • Module Three: Review Questions

Module Four: Employees Who Should Be Terminated (II)

  • Blatant Disregard for Customers
  • They Are Unreliable
  • Don’t Adhere to Code of Conduct
  • Use Company Property for Personal Use
  • Case Study
  • Module Four: Review Questions

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

  • Meeting Attendees
  • Venue of the Meeting
  • Security Presence
  • Logistics
  • Case Study
  • Module Five: Review Questions

Module Six: The Correct Way to Fire an Employee (I)

  • Use Positive Language
  • Review Past Feedback
  • Concentrate on Specific Behavior
  • Fire Early in the Week
  • Case Study
  • Module Six: Review Questions

Module Seven: The Correct Way to Fire an Employee (II)

  • Keep it Short
  • Have Employee Sign Release
  • Transfer Terminated Employee’s Functions
  • Avoid Fighting Unemployment Claims with Employee
  • Case Study
  • Module Seven: Review Questions

Module Eight: Employment Termination Checklist

  • Notification to Human Resources
  • Systems Access Terminations
  • Return to Company Property
  • Benefits Status
  • Case Study
  • Module Eight: Review Questions

Module Nine: The Don’ts of Firing an Employee (I)

  • No Performance Improvement Plan
  • Use Electronic Method
  • Fire Without a Witness
  • Provide Long Reason for Firing
  • Case Study
  • Module Nine: Review Questions

Module Ten: The Don’ts of Firing an Employee (II)

  • Not Making the Decision Final
  • Let Employee to Take Company Property
  • Allow Access to Work Area
  • Permit Information System Access
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Conduct Effective Exit Interviews

  • When, How and Who
  • Objective of the Process
  • Company Readiness for Exit Interviews
  • Execute the Feedback Results
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion of Action Plans and Evaluations
  Generation Gaps Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: History

  • What Generations Exist in the Workplace
  • What Defines a Generation?
  • What This Means In Our Workplace?

Module Three: Traditionalist

  • Their Background
  • Their Characters
  • Their Working Style

Module Four: Baby Boomers

  • Their Background
  • Their Characters
  • Their Working Style

Module Five: Generation X's

  • Their Background
  • Their Characters
  • Their Working Style

Module Six: Generation Y's (Millennial)

  • Their Background
  • Their Characters
  • Their Working Style

Module Seven: Differentiations Between Generations

  • Background
  • Attitude
  • Working Style
  • Life Experience

Module Eight: Finding Common Ground

  • Adopting A Communication Style
  • Creating An Affinity Group
  • Sharing Knowledge

Module Nine: Conflict Management (I)

  • Younger Bosses Managing Older Workers
  • Avoid Turnover with a Retention Plan
  • Breaking Down the Stereotypes

Module Ten: Conflict Management (II)

  • Embrace The Hot Zone
  • Treat Each Other As A Peer
  • Create a Succession Plan

Module Eleven: The Power of 4

  • Benefits of Generation Gaps
  • How to Learn From Each Other
  • Embracing the Unfamiliar

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Health and Wellness at Work Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Meaning and Definition of a Health and Wellness Program?

  • What is a Health and Wellness Program?
  • Productivity
  • Cost of Health Care
  • Costs of Absenteeism
  • Case Study
  • Module Two: Review Questions

Module Three: Types of Health Behavior Programs

  • Health Behaviors
  • Health Screenings and Maintenance
  • Mental Health
  • Physical Injuries
  • Case Study
  • Module Three: Review Questions

Module Four: Health Behavior Programs

  • Increasing Physical Activity
  • Nutrition & Weight Loss
  • Tobacco Cessation
  • Substance Abuse Treatment
  • Case Study
  • Module Four: Review Questions

Module Five: Health Screenings and Maintenance Programs

  • Preventative Care Screenings
  • Cancer Screenings
  • Annual Examinations
  • Maintenance Programs
  • Case Study
  • Module Five: Review Questions

Module Six: Mental Health Programs

  • Stress Management
  • Support Groups
  • Counseling
  • Awareness and Education
  • Case Study
  • Module Six: Review Questions

Module Seven: Evaluate the Need

  • Review Current Health and Wellness Programs
  • Environmental Factors
  • Identify Common Health Conditions and Procedures
  • Review Company Information Pertaining to Employee Health
  • Case Study
  • Module Seven: Review Questions

Module Eight: Planning Process

  • Form a Health and Wellness Team or Committee
  • Budget
  • Define Goals
  • Programs and Policies
  • Case Study
  • Module Eight: Review Questions

Module Nine: Implementation

  • Get Management Support
  • Test It
  • Get the Word Out
  • Incentives
  • Case Study
  • Module Nine: Review Questions

Module Ten: Create a “Culture of Wellness”

  • Accessible Healthy Eating Options
  • Give Them a Break
  • Alcohol, Drug, and Smoke Free Work Environment
  • Eliminate Hazards
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Evaluate Results

  • Check the Results
  • Employee Satisfaction
  • Share Achievements
  • Revise Plans as Necessary
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Hiring Strategies Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives
  • Pre-Assignment
  • Action Plans and Evaluations

Module Two: Defining and Knowing the Position

  • Know the Position
  • Needs Analysis
  • Job Analysis
  • Task Analysis
  • Case Study
  • Module Two: Review Questions

Module Three: Hiring Strategy

  • Company Information
  • Salary Range
  • Top Performers
  • Be Prepared
  • Case Study
  • Module Three: Review Questions

Module Four: Lure in Great Candidates

  • Advertise Where Candidates Visit
  • Develop Corporate Citizenship
  • Treat Your Candidates Well
  • Look at the Competition
  • Case Study
  • Module Four: Review Questions

Module Five: Filtering Applicants to Interview

  • Put Lots of Weight on Cover Letters
  • Grading Resumes
  • Internet Search
  • Initial Phone Interview
  • Case Study
  • Module Five: Review Questions

Module Six: The Interview (I)

  • Introduce Everyone
  • Use a Panel
  • Match the Interview to the Job
  • Types of Questions
  • Case Study
  • Module Six: Review Questions

Module Seven: The Interview (II)

  • Tell Me About My Company
  • Distractions
  • Interview More Than Once
  • Wrap Up
  • Case Study
  • Module Seven: Review Questions

Module Eight: Selection Process (I)

  • Testing
  • Look for Passion and Enthusiasm
  • Background Checks
  • Trust Your Instincts
  • Case Study
  • Module Eight: Review Questions

Module Nine: Selection Process (II)

  • Education Level Vs. Experience
  • Have a Consensus
  • Keep Non-Hires on File
  • Checking References
  • Case Study
  • Module Nine: Review Questions

Module Ten: Making an Offer

  • Do it Quickly
  • Employment Details
  • Notify Rejected Candidates
  • Be Creative
  • Case Study
  • Module ten: Review Questions

Module Eleven: Onboarding

  • Training and Orientation
  • Mentoring
  • 30 60 90 Day Reviews
  • Make Them Feel Welcome
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Human Resource Management Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: A History of Human Resources

  • A Brief History
  • What is Human Resources Today?

Module Three: The Interview Process

  • The General Format
  • Types of Questions
  • Do’s and Don’ts

Module Four: Employee Orientation

  • The Orientation Process
  • The Role of Management and the Role of Human Resources
  • Tips and Tricks

Module Five: Following Up with New Employees

  • Daily Checklist for the First Week
  • Following Up at the End of the Week
  • Weeks and Months Later

Module Six: Workplace Safety

  • Understanding Your Role and Responsibilities
  • Understanding Local Rules
  • Understanding Industry-Specific Rules

Module Seven: Dealing with Harassment and Discrimination

  • Defining Harassment
  • Types of Workplace Discrimination
  • A Manager’s Responsibility
  • An Employer’s Responsibility

Module Eight: Workplace Violence

  • Defining Violence
  • A Manager’s Responsibility
  • An Employer’s Responsibility

Module Nine: Managing Employee Performance

  • Choosing the Time and Place For Feedback
  • Types of Employee Appraisals
  • Using the Feedback Sandwich
  • Encouraging Growth and Development

Module Ten: Disciplining Employees

  • Understanding Your Role
  • Understanding Your Choices
  • Having the Meeting
  • Following Up

Module Eleven: Terminating Employees

  • Documenting Events
  • Preparing for the Decision
  • Making the Decision
  • Communicating the Decision

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Measuring Results From Training Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Kolb’s Learning Styles

  • The Four Stage Process
  • Accommodators
  • Divergers
  • Convergers
  • Assimilators

Module Three: Kirkpatrick’s Levels of Evaluations

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

Module Four: Types of Measurement Tools

  • Goal Setting
  • Self-Evaluations
  • Peer Evaluations
  • Supervisor Evaluations
  • High-Level Evaluations

Module Five: Focusing the Training

  • Performing a Needs Assessment
  • Creating Learning Objectives
  • Drilling Down Into Content

Module Six: Creating an Evaluation Plan

  • What Will We Evaluate?
  • When Will the Evaluation be Completed?
  • How Will We Evaluate It?
  • Who Will Perform the Evaluation?

Module Seven: Assessing Learning before Training

  • Workplace Observation
  • Objectives Assessment
  • Pre-Assignments and Pre-Test

Module Eight: Assessing Learning during Training

  • Reviewing Learning Objectives
  • Performing Hip-Pocket Assessments
  • Quizzes and Tests
  • Skill Assessments

Module Nine: Assessing Learning after Training

  • Evaluation Timelines
  • Learning Journal
  • Goal Setting
  • Additional Methods of Evaluation

Module Ten: The Long Term View

  • Creating a Long Term Evaluation Plan
  • Methods of Evaluation
  • Documenting Lessons Learned

Module Eleven: Calculating the Return on Investment (ROI)

  • A Basic ROI Formula
  • Identifying and Measuring Tangible Benefits
  • Identifying and Measuring Intangible Benefits
  • Calculating Total Costs
  • Making a Business Case

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Millennial Onboarding Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: Purpose Of Onboarding

  • Start-Up Costs
  • Employee Anxiety
  • Employee Turnover
  • Realistic Expectations
  • Case Study
  • Module Two: Review Questions

Module Three: Introduction

  • Why Onboarding?
  • Importance Of Onboarding
  • Making Employees Feel Welcome
  • First Day Checklist
  • Case Study
  • Module Three: Review Questions

Module Four: Millennials And Onboarding

  • Who Are Millennials?
  • How Do Millennials Differ From Other Employees?
  • Investiture Socialization – Let Them Be Themselves
  • Informal Rather Than Formal Onboarding Processes
  • Case Study
  • Module Four: Review Questions

Module Five: Onboarding Checklist

  • Pre-Arrival
  • Arrival
  • First Day
  • First Week
  • First Month
  • Case Study
  • Module Five: Review Questions

Module Six: Engaging the Millennial Employee

  • Create An Informal Program Rather Than A Formal One
  • Engage Employees One On One
  • Role of Human Resources
  • Role of Managers
  • Case Study
  • Module Six: Review Questions

Module Seven: Following Up with the Millennial Employee

  • Initial Check In – One on One
  • Following Up – Regular, Informal Follow Ups
  • Setting Schedules – Millennials and Work/Life
  • Mentoring the Millennial Case Study
  • Module Seven: Review Questions

Module Eight: Setting Expectations with the Millennial Employee

  • Define Requirements – Provide Specific Instructions
  • Identify Opportunities for Improvement and Growth
  • Set Verbal Expectations – Specific, Clear, Systematic
  • Put It In Writing – Specific, Clear, Systematic
  • Case Study
  • Module Eight; Review Questions

Module Nine: Mentoring the Millennial Employee

  • Be Hands-On and Involved
  • Serial Mentoring
  • Be a Mentor, Not an Authority Figure
  • Focus Millennials' Exploratory Drive on Work
  • Case Study
  • Module Nine: Review Questions

Module Ten: Assigning Work to the Millennial Employee

  • Provide Clear Structure and Guidelines
  • Provide Specific Benchmarks
  • Set Boundaries and Provide Reality Checks
  • Guide, Don't Dictate
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Pulling it All Together

  • Millennials Thrive on Feedback
  • Characteristics of Good Feedback
  • Informal Feedback
  • Formal Feedback
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion of Action Plans and Evaluations
  Talent Management Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Defining Talent

  • What is Talent Management
  • Types of Talent
  • Skills and Knowledge Defined

Module Three: Understanding Talent Management

  • Guidelines
  • Importance & Benefits
  • Challenges
  • Key Elements to Developing a Winning Strategy

Module Four: Performance Management

  • Performance Management Defined
  • Benefits
  • How to Keep Your Employees Motivated
  • Case Study

Module Five: Talent Reviews

  • 360 Degree Feedback
  • Talent Calibration
  • Maintaining an Effective Work Force
  • Looking to the Future

Module Six: Succession & Career Planning

  • What is Succession Planning?
  • Developing a Plan
  • Executing the Plan
  • Overcoming Roadblocks
  • Case Study

Module Seven: Engagement

  • Employee Engagement
  • Generating Engagement
  • Influences
  • Case Study

Module Eight: Competency Assessments

  • Competency Assessment Defined
  • Implementation
  • Final Destination
  • Case Study

Module Nine: Coaching, Training & Development

  • Setting Goals
  • Developing Options
  • Providing Feedback
  • Wrapping Up

Module Ten: Do's and Don'ts

  • Do's & Don'ts
  • Tips for Talent Management
  • Case Study

Module Eleven: Employee Retention

  • Goals and Motivation
  • The Expectancy Theory
  • Object Oriented Theory
  • Case Study

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Train-The-Trainer Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Understanding Training and Facilitation

  • What is Training?
  • What is Facilitation?
  • Identifying Appropriate Situations for Each

Module Three: Gathering Materials

  • Identifying Participants’ Needs
  • Reviewing the Materials
  • Identifying and Resolving Gaps

Module Four: Creating a Lesson Plan

  • Planning for the Basics
  • Adding Slack Time
  • Creating a Plan B
  • A Take-Home Template

Module Five: Choosing Activites

  • Types of Activities
  • Creating a Tickle Trunk
  • What To Do When Games Go Wrong

Module Six: Preparing for the Workshop

  • Creating a Materials List
  • Gathering Participant Information
  • Setting Up the Physical Location

Module Seven: Getting off on the Right Foot

  • Greeting Participants
  • Being Prepared
  • Using Icebreakers

Module Eight: Delivery Tips and Tricks

  • Using Visual Aids
  • Creating Support Materials
  • Gauging When It’s Time For A Break

Module Nine: Keeping it Interactive

  • Encouraging Discussion
  • Using Group Work
  • The Power of Post-It Notes

Module Ten: Dealing with Difficult Participants

  • The Ground Rules
  • Challenges and Solutions
  • Handling Interruptions

Module Eleven: Tackling Tough Topics

  • Tough Stuff to Watch Out For
  • Adjusting Your Material for a Sensitive Issue
  • Dealing with Sensitive Issues in the Workshop

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Universal Safety Practices Curriculum:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: The Importance of Safety

  • Legal Responsibilities
  • Risks
  • Benefits
  • Setting the Example
  • Case Study
  • Module Two: Review Questions

Module Three: Fire Risk

  • Causes and Types
  • Assessment
  • Prevention
  • Communication
  • Case Study
  • Module Three: Review Questions

Module Four: Sound

  • Levels of Noise
  • Assessment
  • Risks
  • PPE or Environmental Changes
  • Case Study
  • Module Four: Review Questions

Module Five: Chemical and Electrical Hazards

  • Assess Chemicals Used
  • Inform
  • Control Exposure
  • Electrical Dangers
  • Policies and Controls
  • Case Study
  • Module Five: Review Questions

Module Six: Ergonomics

  • Common Ergonomic Related Injuries
  • Assess Risks
  • Equipment Changes
  • Training
  • Case Study
  • Module Six: Review Questions

Module Seven: Workplace Violence

  • Identify Stressors and Triggers
  • Substance Abuse
  • Report Policies
  • Training and Emergency Plans
  • Case Study
  • Module Seven: Review Questions

Module Eight: Transportation

  • Assess Transportation
  • Onsite
  • Off-site
  • Policies to Prevent Injury
  • Case Study
  • Module Eight: Review Questions

Module Nine: Machinery

  • Identify Machines and Their Risks
  • Establish Safeguards
  • Limit Use
  • Care and Maintenance
  • Case Study
  • Module Nine: Review Questions

Module Ten: Safety Program

  • Risk Assessment
  • Establish Goals and Objectives
  • Develop Policies and Procedures
  • Training
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Monitoring

  • Establish Target KPIs
  • Audits and Inspections
  • Reports of Incidents
  • Assess Data
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion of Action Plans and Evaluations
  Workplace Diversity Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: Understanding Diversity

  • What is Diversity?
  • Related Terms and Concepts
  • A Brief History
  • A Legal Overview

Module Three: Understanding Stereotypes

  • Stereotypes vs. Biases
  • Identifying Your Baggage
  • Understanding What Makes This Means

Module Four: Breaking Down the Barriers

  • Changing Your Personal Approach
  • Encouraging Workplace Changes
  • Encouraging Social Changes

Module Five: Verbal Communication Skills

  • Listening and Hearing: They Aren’t the Same Thing
  • Asking Questions
  • Communicating with Power

Module Six: Non-Verbal Communication Skills

  • Body Language
  • The Signals You Send to Others
  • It’s Not What You Say, It’s How You Say It

Module Seven: Being Proactive

  • Encouraging Diversity in the Workplace
  • Preventing Discrimination
  • Ways to Discourage Discrimination

Module Eight: Coping with Discrimination

  • Identifying if You Have Been Discriminated Against
  • Methods of Reprisal
  • Choosing a Course of Action

Module Nine: Dealing with Diversity Complaints as a Person

  • What To Do If You’re Involved In A Complaint
  • Understanding Your Role
  • Creating a Support System

Module Ten: Dealing with Diversity Complaints as a Manager

  • Recording the Complaint
  • Identifying Appropriate Actions
  • Choosing a Path

Module Eleven: Dealing with Diversity Complaints as an Organization

  • Receiving a Complaint
  • Choosing a Response
  • Learning from the Complaint

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of the Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Workplace Harassment Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: The Background

  • The Law
  • Identifying Harassment
  • Anti-Harassment
  • Policies

Module Three: Developing an Anti-Harassment Policy

  • An Anti-Harassment Policy: What Should Be Covered
  • How Model Policies Work
  • Steps to a Healthy Work Place
  • Educating Employees

Module Four: Policies in the Workplace

  • Anti-Harassment Policy Statements
  • Employee’s Rights and Responsibilities
  • Employer’s Rights and Responsibilities

Module Five: Proper Procedures in the Workplace

  • If You are Being Harassed
  • If You are Accused of Harassing
  • The Investigation
  • Remedies

Module Six: False Allegations

  • How to Address the Situation
  • Confidentiality
  • Monitoring the Situation
  • Retaliation
  • Appeals

Module Seven: Other Options

  • Union Grievance Procedures
  • Mediation: Getting Help from Outside Organization

Module Eight: Sexual Harassment

  • Defining Sexual Harassment
  • Elements of Harassment
  • Common Scenarios

Module Nine: Mediation

  • What is Mediation
  • Deciding if it is Right
  • How to Implement

Module Ten: Conflict Resolution

  • How to Resolve the Situation
  • Seeing Both Sides
  • Deciding the Consequence

Module Eleven: The Aftermath

  • How to Move On
  • Monitoring the Situation
  • Learning from Mistakes

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations
  Workplace Violence Curriculum:

Module One: Getting Started

  • Icebreaker
  • Housekeeping Items
  • The Parking Lot
  • Workshop Objectives

Module Two: What is Workplace Harassment?

  • How to Identify
  • Costs to your Business

Module Three: Identifying the Bully

  • Abusive Workplace Behaviors
  • Bullying and Personality Disorders
  • Narcissism

Module Four: How to Handle Workplace Violence

  • Types of Behavior
  • Target the Behavior, Not the Person
  • Implement an Action Plan

Module Five: Risk Assessment (I)

  • Understanding Anger and Aggression
  • Defusing & De-escalating Strategies
  • Communication Skills
  • Tactical Options

Module Six: Risk Assessment (II)

  • Identifying the Hazard
  • Assessing the Risk
  • Controlling the Risk
  • Evaluating & Review

Module Seven: Being the Victim

  • What Is Not Considered Bullying
  • Steps to Take

Module Eight: Checklist for Employers

  • 4 Step Process
  • Addressing all Employees
  • Code of Ethics
  • Policy and Procedures

Module Nine: Interview Process

  • Identify a Bully in the Interview
  • Warning Signs
  • Role Play
  • Case Study

Module Ten: Investigation Process

  • Advising your Supervisor
  • Lodging the Complaint
  • Initial Response
  • The Investigation
  • The Findings
  • Review & Closure

Module Eleven: Developing a Workplace Harassment Policy

  • Scope
  • Philosophy
  • Principles
  • Intent
  • Options
  • Informal Complaint Process
  • Formal Investigation Process

Module Twelve: Wrapping Up

  • Words from the Wise
  • Review of Parking Lot
  • Lessons Learned
  • Completion of Action Plans and Evaluations

All necessary course materials are included.


System Requirements:

Internet Connectivity Requirements:
  • Cable and DSL internet connections are recommended.

Hardware Requirements:
  • Minimum Pentium 400 Mhz CPU or G3 Macintosh. 1 GHz or greater CPU recommended.
  • 256MB RAM minimum. 1 GB RAM recommended.
  • 800x600 video resolution minimum. 1025x768 recommended.
  • Speakers/Headphones to listen to Dialogue steaming audio sessions.
  • A microphone to speak in Dialogue streaming audio sessions.
Operating System Requirements:
  • Windows Vista, 7, 8, 8.1, 9, 10
  • Mac OSX 10 or higher.
  • OpenSUSE Linux 9.2 or higher.
Web Browser Requirements:
  • Google Chrome is recommended.
  • Firefox 13.x or greater.
  • Internet Explorer 6.x or greater.
  • Safari 3.2.2 or greater.
Software Requirements:
  • Adobe Flash Player 6 or greater.
  • Oracle Java 7 or greater.
  • Adobe Reader 7 or greater.
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**Outlines are subject to change, as courses and materials are updated.**