courseHuman Resources Bundle

Includes 14 courses – Get all your Human Resources Skills in one Package £999

Cost savings

HR can help save companies costs through was such as introducing sickness absence management controls, the cost of sickness can be reduced which can be a huge expense to a business if allowed to get out of hand.

Managing performance

HR can assist in managing performance in many ways.  Business performance is easily improved by implementing an integrated performance management system ie company-wide appraisal system.  With a top down approach with buy in from senior managers, all employees will work towards common goals to improve business performance whilst also fulfilling their own personal objectives.  Performance management can also be about managing poor performance through a capability process where poor performers are either helped to improve or are moved from the company with a fair reason for dismissal.

Provide guidance with employment legislation

Employment legislation is constantly changing and it's hard to keep up with the ever laws.  However, the role of HR is to stay up to date so that they can provide legitimate, practical advice to those they support.  HR should ensure that internal policies and employment handbooks are kept consistent with the laws.

Help companies manage their staff fairly

Sometimes when the job needs to completed quickly managers can find it difficult to remember the need to treat their people fairly.  With HR guidance their obligation in this respect can be recognised.  A good manager will get the best out of their staff and that should be the standard to which all managers should work.  HR can provide much needed support when a manager is having a problem with a particular employee.

Help avoid employment tribunals

HR allows companies to stay out of employment tribunals through solid employment law advice.  HR procedures should always be followed and processes documented.  If a situation is getting out of control HR can be there to help solve the situation or can act as a mediator.

Training & development

The development of skills is essential for any company's success and growth.  HR wwill support training and development initiatives by assisting with a company-wide skills analysis, developing and organizing a training plan, identifying training and development initiatives, delivering appropriate workshops or bringing in external training consultants.  HR can work with management to ensure that training and development is both cost and time effective and will help them recognise the value that the training brings.

Recruitment

A company is nothing without good quality staff and HR can provide support with recruitment processes whilst ensuring that equal opportunities employment legislation is adhered to.  HR can work with managers to draft adverts, identify an appropriate advertising medium, develop job descriptions, undertake shortlisting, develop interview processes and questions, organise assessment days and ability tests and take part in interviews.  HR can also provide all the essential supporting paperwork.

Employee engagement

Employee engagement is the modern lingo.  In effect it's the aim of employers having employees who try their hardest and go the extra mile.  To do that employees need to be fully informed of business goals and to be motivated to do their best.  Employee engagement can contribute to business profits so companies are extremely interested in this idea.  A starting point can be an employee attitude survey coordinated by HR, this will identify areas of the business that may need some improvement eg induction, rewards, management style & procedures.

Help with change

Change is a part of everyday life and companies need to change as well as the business world moves on.  HR will support change management processes in several ways.  With a company re-structure to improve efficiency, HR can work with senior management to develop a new reporting structure and  new job descriptions to provide strategic assistance.  HR can take part in consultations with employees affected by the re-structure.  HR can advise on redundancy and TUPE implications when appropriate.  HR is also able assist with minor changes in the workplace such as a change to terms and conditions which require consultation and agreement from employees. Working with managers they can ensure the correct legal procedure is undertaken.  HR will provide the paperwork to support the process.

Help with reward

Rewarding staff fairly is extremely important to retain employees, get it wrong and staff will leave in their masses.  Although financial reward is important for many people, it is not the only reason to keep going to work.  Non-financial reward can be just as helpful, for example job satisfaction, challenges, etc. HR can also work with managers to help them recognise this important element of employee reward.  Along with pay there are employee benefits which can make up total reward eg holidays, bonus, company car and they can be just as important.

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Wiki_tick  Easier to retain knowledge and revise topics than traditional methods

Wiki_tick  Exam preparation quizzes, tests and mock exams to ensure that you are 100% ready

Oppressed man with a problem on a reception for a psychologistWhat the course will teach you:

  • A Structured Approach to Managing Projects
  • The Process-based Approach
  • Business Case
  • Organisation
  • Plans
  • Progress
  • Change
  • Quality
  • Risk
  • Practical Work

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About Course

Get all your Human Resources Skills in one Package!

Human resource management is an essential function of both private and public sector organizations.
Activities relating to employees normally include recruiting and hiring of new employees, orientation and training of current employees, employee benefits, and retention.
This comprehensive online bundle includes 14 courses covering topics like Employee On-boarding, Employee Recruitment, Hiring Strategies, Managing Human Resources, Measuring Results from Training, Millennial On-boarding, Talent Management, Workplace Diversity, Workplace Harassment, Workplace Violence and more.

For a comprehensive list of all courses available simply click the units of study tab.

Save hundreds to thousands of dollars by not paying for each course individually!
This is an incredible opportunity to invest in yourself and your future, be quick this offer is only available for a limited time!

Course Fast Facts:

  1. All courses are easy to follow and understand
  2. Only 6 to 8 hours of study is required per course
  3. 12 months membership to online library of courses
  4. Study as many courses as you want
  5. Delivered 100% on-line and accessible 24/7 from any computer or smartphone
  6. You can study from home or at work, at your own pace, in your own time
  7. Download printer friendly course content
  8. Certificate of completion awarded

How to study online course?

Upon enrolment an automated email will be sent to you with your URL login address and your password (please check your junk email inbox if not received as this is an automated email), in order for you to access your online material, which is Available 24/7 on any computer or smart mobile device

Recognition & Accreditation

These courses are internationally recognized and accredited by the International Association of Online Training Standards (IAOTS). The courses offered by e-learning4you are unique as they are taught in a step-by-step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. e-learning4you is committed to high completion rates and therefore 100% student satisfaction.

Units of Study

This course bundle consists of 14 courses

Course 1 - Business Succession Planning

  • Succession Planning VS Replacement Planning
  • Preparing for the Planning Process
  • Develop a Vision Statement
  • Choosing to be a Mentor
  • The SWOT Analysis
  • Prioritise what the succession plan will address
  • Develop a strategy for achieving goals
  • Draft the plan
  • Assign responsibility and authority
  • Establish a monitoring system
  • Identifying paths
  • Choosing your final approach
  • Evaluating and adapting
  • Developing a change management plan
  • Developing a communication plan
  • Implementing the plans
  • Providing constructive criticism
  • Encouraging growth and development
  • Overcoming Roadblocks
  • How to know when you've achieved success
  • Transitioning

Course 2 Developing a Lunch and Learn

  • Finding the best location
  • Setting up the location
  • Focus group
  • Picking the right topic
  • Hands on works great
  • Stay focused
  • Keep it informal
  • Make it interactive
  • Review it thoroughly
  • Creating a customised presentation
  • Back it up
  • Ground rules
  • Eat during or after?
  • Clean up or teardown
  • Hand-outs and take away material
  • Senior management buy in
  • People not participating
  • What a Lunch and Learn is Not
  • Best Practices
  • Obtain feedback and tweak
  • Utilise star employees
  • Provide an agenda ahead of time
  • Keep the session casual and loose
  • Networking opportunity
  • Upper management Q&A session
  • Put it on a regular schedule

Course 3 Employee On-boarding

  • Purpose of On-boarding
  • Start-up Cost
  • Anxiety
  • Employee Turnover
  • What is On-boarding
  • The Importance of On-boarding
  • Making employees feel welcome
  • First day checklist
  • On-boarding Preparation
  • On-boarding Checklist
  • Getting off on the right track
  • Role of Human Resources
  • Role of managers
  • Characteristics
  • Initial check in
  • Following up
  • Setting schedules
  • Mentor's Responsibility
  • Identifying opportunities for improvement and growth
  • Setting verbal expectations
  • Defining requirements
  • Resiliency and Flexibility
  • Assigning Work
  • Characteristics of good feedback
  • Feedback delivery tools
  • Informal feedback
  • Formal feedback

Course 4 Employee Recruitment

  • What is recruitment?
  • Challenges and trends
  • Sourcing candidates
  • Requirements
  • Job analysis and descriptions
  • The approach
  • The recruitment interview
  • Testing
  • Identifying goal areas
  • Setting SMART goals
  • Using a productivity journal
  • Phone interviews
  • Traditional interviews
  • Situational interviews
  • Stress interviews
  • Types of Interview Questions
  • Avoiding Bias in your Selection
  • The Background Check
  • Illegal questions
  • Being thorough without being pushy
  • Making your Offer
  • Outlining the offer
  • Negotiation techniques
  • Dealing with difficult issues
  • Sealing the deal
  • Orientation and Retention
  • Measuring the Results

Course 5 Generation Gaps

  • What generations exist in the workplace
  • What defines a generation
  • What this means in our workplace
  • Traditionalist
  • Baby Boomers
  • Generation X
  • Generation Y
  • Differentiations Between
  • Background
  • Attitude
  • Working style
  • Life experience
  • Adopting a communication style
  • Creating an affinity group
  • Sharing knowledge
  • Younger bosses managing older workers
  • Avoid turnovers with a retention plan
  • Breaking down the stereotypes
  • Conflict Management
  • Embrace the hot zone
  • Treat each other as a peer
  • Create a succession plan
  • Benefits of generation gaps
  • How to learn from each other
  • Embracing the unfamiliar

Course 6 Hiring Strategies

  • Defining and Knowing the Position
  • Needs analysis
  • Job analysis
  • Task analysis
  • Hiring Strategy
  • Company information
  • Salary range
  • Top performers
  • Be prepared
  • Lure in Great Candidates
  • Treat your candidates well
  • Look at the competition
  • Filtering Applicants to Interview
  • Put lots of weight on cover letters
  • Grading resumes
  • Internet search
  • Initial phone interview
  • The Interview
  • Introduce everyone
  • Use a panel
  • Match the interview to the job
  • Types of questions
  • Tell me about my company
  • Distractions
  • Interview more than once
  • Selection Process
  • Testing
  • Look for passion and enthusiasm
  • Background checks
  • Trust your instincts
  • Education Level vs Experience
  • Have a consensus
  • Keep non-hires on file
  • Checking references
  • Making an Offer
  • On-boarding
  • Training and orientation
  • Mentoring
  • 30-60-90 day reviews
  • Make them feel welcome

Course 7 Managing Human Resources

  • What is HR?
  • Human Resource Influencers
  • Recruiting and Interviewing
  • Interview for what exactly?
  • Setting the scene to Interview
  • Five Steps to a Successful Interview
  • Behaviourally Based Questions
  • Induction and Retention
  • Keeping Track
  • The Follow Up
  • Follow Up Schedules
  • Scary Statistics
  • Health & Safety in the Workplace
  • Why all the urgency?
  • Understanding the Industry Specific Rules of your Country
  • Training for HR Managers
  • Workplace Discrimination & Harassment
  • Bullying in the Workplace
  • A Manager has Responsibilities
  • An Employer has Greater Responsibility
  • Wellness in the Workplace
  • Characteristics of Good Feedback
  • Constructive Criticism
  • Encouraging Growth and Development
  • Employee Discipline
  • The General Discipline Process
  • Progressive Discipline
  • How to Prepare & Conduct Disciplinary Meetings
  • Following Up
  • What to Say When Terminating an Employee

Course 8 Measuring Results from Training

  • Types of evaluation tools
  • Tests
  • Reactionary sheets
  • Interviews
  • Observations
  • Hip-pocket assessments
  • Skill assessments
  • Learning journals
  • Learning Styles
  • Levels of Evaluation
  • Types of Measurement Tools
  • Self-evaluations
  • Supervisor evaluations
  • Peer evaluations
  • High-Level evaluations
  • Performing a Needs Assessment
  • Creating Learning Objectives
  • Creating an Evaluation Plan
  • When Will the Evaluation be Completed?
  • Who will perform the evaluation?
  • Assessing Learning before Training
  • Assessing Learning during Training
  • Assessing Learning after Training
  • Creating a long term evaluation plan
  • Calculating the Return on Investment
  • A basic ROI formula
  • Identifying and measuring tangible benefits
  • Identifying and measuring intangible benefits
  • Calculating total costs
  • Making a business case

Course 9 Millennial Onboarding

  • Define On-boarding
  • Purpose of On-boarding
  • Start Up Costs
  • Employee Anxiety
  • Employee Turnover
  • Why On-boarding?
  • Importance of On-boarding
  • Making Employees Feel Welcome
  • Who Are Millennials?
  • How Do Millennials Differ from Other Workers?
  • Informal Rather than Formal On-boarding Processes
  • On-boarding Checklist
  • Engaging the Millennial Employee
  • Following Up With the Millennial Employee
  • Setting Schedules - Millennials and Work Life
  • Mentoring and the Millennial
  • Setting Expectations with the Millennial Employee
  • Identify Opportunities for Improvement and Growth
  • Mentoring the Millennial
  • Be a Mentor, Not an Authority Figure
  • Assigning Work to the Millennial Employee
  • Provide Clear Structure and Guidelines
  • Millennials Thrive on Feedback!
  • Informal Feedback

Course 10 Talent Management

  • What is talent management?
  • Types of talent
  • Skills and knowledge defined
  • Understanding Talent Management
  • Importance and benefits
  • Challenges
  • Key elements to developing a winning strategy
  • Performance management defined
  • How to keep your employees motivated
  • Talent Reviews
  • Maintaining an effective workforce
  • Looking to the future
  • Succession and Career Planning
  • What is succession planning?
  • Developing a plan
  • Executing the plan
  • Overcoming roadblocks
  • Employee engagement
  • Generating engagement
  • Influences
  • Competency assessment defined
  • Coaching, Training and Development
  • Tips for talent management
  • Employee Retention

Course 11 Train The Trainer

  • What makes a good training course?
  • The ‘perfect’ training course
  • So just what is training?
  • Mini Quiz:
  • A trainer’s various hats
  • The Learner
  • The Active Learner, the Reluctant Learner and the Passive Learner
  • What contributes to a poor learning experience?
  • How people learn?
  • What makes a good learner?
  • Learning theories & learning styles
  • Handling groups
  • Basics of Training Delivery
  • Activities in the training room
  • Activities in the training room: Designing a Short Session
  • Exploring Training Methods and Techniques
  • Demonstrations
  • Giving instructions
  • Energisers and refreshers
  • Anecdotes, or stories
  • The Trainer
  • Presentation & feedback skills for trainers
  • Negative feedback, or constructive criticism
  • Presentation skills in the training room
  • Picking up on signs from the learner (body language)
  • Finally, evaluating your training
  • Training Resources
  • Personal action plan and course evaluation

Course 12 Workplace Diversity

  • Learn The Importance And Practicalities Of Workplace Diversity
  • Diversity, what is it?
  • Group & Discriminatory Terms
  • Stereotypes
  • Tearing Down the Baggage Barriers
  • Workplace Changes
  • Social Changes
  • Verbal Communication Skills
  • Ten Ways to Listen Better Today
  • The Power of Tone
  • Non-Verbal Communication
  • Communicating With Power
  • Taking a Proactive Approach
  • Conducting a Diversity Audit
  • Stop Discrimination
  • Coping with Discrimination
  • The Warning Signs
  • From a Managers Perspective
  • Create Detailed Records
  • Investigate the Complaint
  • From an Organisational Perspective
  • Receiving a Complaint
  • The Follow-Up
  • Employee Discipline
  • How to Prepare & Conduct Disciplinary Meetings
  • What to Say When Terminating an Employee

Course 13 Workplace Harassment

  • Learn To Recognize and Manage Workplace Harassment
  • The Background
  • The law
  • Identifying harassment
  • An anti-harassment policy: What should be covered?
  • Steps to a healthy work place
  • Educating employees
  • Anti-harassment policies
  • Employee's rights and responsibilities
  • Developing an Anti-Harassment Policy
  • Policies in the Workplace
  • Proper Procedures in the Workplace
  • If you are being harassed
  • If you are accused of harassing
  • Fasle Allegations
  • Other Options
  • Sexual Harassment
  • Defining sexual harassment
  • Common scenarios
  • Mediation
  • What is mediation?
  • Deciding if it's right
  • How to implement
  • Conflict Resolution
  • How to resolve the situation
  • Seeing both sides
  • Deciding the consequence
  • The Aftermath
  • How to move on
  • Monitoring the situation

Course 14 Workplace Violence

  • Identify & Manage Violence In Your Workplace
  • Costs to your business
  • Identifying the Bully
  • Abusive workplace behaviors
  • Bullying and personality disorders
  • Narcissism
  • How to Handle Workplace Violence
  • Types of behavior
  • Target the behavior, not the person
  • implement an action plan
  • Risk Assessment
  • Understanding anger and aggression
  • Defusing and de-escalating strategies
  • Communication skills
  • Identifying the hazard
  • Assessing the risk
  • Controlling the risk
  • Evaluating and review
  • Being the Victim
  • What is not considered bullying
  • Steps to take
  • Checklist for Employers
  • Addressing all employees
  • Code of Ethics
  • Policy and preocedures
  • Interview Process
  • Identify a bully in the interview process
  • Warning signs
  • Investigation Process
  • Lodging the complaint
  • The investigation
  • The findings
  • Review and closure
  • Developing a Workplace Harassment Policy
  • Scope and philosophy
  • Informal complaint process
  • Formal investigation process

Requirements

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.
Students will need access to a computer and the internet.

Minimum specifications for the computer are:

Windows:

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

MAC/iOS

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

All systems

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

Students will also need access the following applications:

Adobe Acrobat Reader