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Essentials Package: 4 Courses for $99. That’s $6.20 per credit! Professional Package: 8 Courses for $169. That’s $5.00 per credit! Masters Package: All 11 courses (42 Credits) for just $195. That’s $4.65 per credit!!

That’s 42 re-certification credits and PDCs for just $195! Purchase now and take up to a full year to complete the courses. Discounts will appear in your shopping cart.

These online courses cover the skills you need to create a culture of engagement in your organization.
Climate BuilderLearn MoreSHRM PDCs4HRCI Credits4$49
CommunicatorLearn MoreSHRM PDCs4HRCI Credits4$49
Engaging Multiple GenerationsLearn MoreSHRM PDCs2HRCI Credits2$49
Esteem BuilderLearn MoreSHRM PDCs4HRCI Credits4$49
Flexibility ExpertLearn MoreSHRM PDCs4HRCI Credits4$49
High Performance BuilderLearn MoreSHRM PDCs4HRCI Credits4$49
Retention ExpertLearn MoreSHRM PDCs4HRCI Credits4$49
Retention MonitorLearn MoreSHRM PDCs4HRCI Credits4$49
Talent Developer and CoachLearn MoreSHRM PDCs4HRCI Credits4$49
Talent FinderLearn MoreSHRM PDCs4HRCI Credits4$49
Trust BuilderLearn MoreSHRM PDCs4HRCI Credits4$49

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

Every organization has a culture and workplace climate that is uniquely theirs. HR professionals not only are attuned to workplace dynamics but contribute to it through the myriad roles HR plays. Climate Builder is a learning experience designed to build knowledge and skills in shaping an enjoyable and satisfying work environment.

The course content focuses on:

Becoming effective at making work and the workplace a fun and stimulating place
Creating an environment where team members want to come to work
Observing when employees seem disconnected and creating ways to motivate them
Modeling a fun, stimulating, and challenging work environment to enhance employee retention and engagement
Working with leaders and teams to provide as much choice as is possible regarding the way the work is actually done
Allowing team members to finish their work, promoting a sense of completion
Encouraging lightheartedness, where appropriate, to make the workplace more fun
Creating achievable short-term goals to optimize a sense of accomplishment at work
Giving team members’ responsibility and freedom to act

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

An HR professional’s ability to develop trust with people throughout their organization likely is the most critical skill they possess. Without trust, their ability is severely hampered. Trust is not a given based on a person’s title or role, but is earned based on a definable and teachable group of behaviors. This program will help HR professionals learn how to build trust, and how to coach others in their organization in trust-building behaviors.

You will learn the following key points:

The importance of meeting commitments
Ask employees what they need, what their goals are
The value of telling the truth
Not to misrepresent yourself for your own gain
Take responsibility for company policies; don’t bad mouth company – avoid comments such as “it is not my fault – it’s the company’s policy”, “it is my manager’s fault”, etc.
Avoid compromising confidentiality
Avoid blaming behaviors
Apologize, admit mistakes
Believe that trust enhances employee retention
Behave in ways which are consistent with the fair, nondiscriminatory treatment of team members regardless of gender, race, disability, and age

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

A leader’s ability to communicate effectively with stakeholders, colleagues and constituents throughout their workplace is an essential capability for effectiveness and success. Many people assume that effective, appropriate and professional communication comes easily as part of the role of being a leader. This program will help leaders learn how to communicate effectively and how to model and coach communication in others.

You will learn key skills to become a successful communicator:

Be approachable
Active Listening
Ensure two-way communication
Proactively share information as appropriate
Communicate the importance of employee retention and engagement
Solicit and value feedback, then act accordingly
Communicate and celebrate wins
Recognize and acknowledge tenure milestones

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

HR professionals today often find themselves in the role of coaching others in their performance, growth and development. Whether it is coaching an employee seeking help and support in a safe environment, to HR leaders coaching their own team members to learn and grow, coaching is a fundamental talent expected of HR professionals.

You will learn the following key points:

Reinforcing the belief that developing and coaching team members enhances employee commitment, retention and engagement
How to explore growth needs and/or career aspirations
Create employee developmental plans
Utilize goals for coaching performance
Provide frequent and meaningful feedback
Encourage team members to stretch in terms of development
Provide training and support learning experiences
How to support qualified employees for promotion
How best to support employees who are content in their current role

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 2.0 General

Engaging Multiple Generations teaches the skills leaders need to know to build positive relationships with their employees that will contribute to improving retention for workers in every generation, improve their productivity, and encourage them to be fully engaged in their work. These skills are essential for HR professionals to prepare and coach leaders in their organization and particularly on their HR teams.

Course content includes:

Understanding what defines each generation
Identifying key traits of multiple generations that breaks down barriers and opens communication
Learning how these traits impact job-related experiences and work styles
Understanding Gen Y and Gen Z’s expectations for employment
Tactics and tips to effectively engage Gen Y and Z
Learning how to adjust to new ways of working and connecting to bring out their best
Leadership competencies that are most desired and have a direct influence on engagement and retention

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

In a world of work where employees and leaders continually are asked to do more with less, it remains important to recognize the needs and challenges often facing individual employees in order to maintain a positive, productive work environment. Flexibility Expert is a leadership development program that helps HR leaders become more aware of employee needs and concerns, and how to respond in a meaningful way. HR professionals in any capacity will learn how to recognize employee issues and be better able to coach leaders throughout their organization on appropriate ways to respond.

You will learn:

How to be effective at adapting to the needs and views of team members
How flexibility enhances employee engagement and retention
The benefits of encouraging different views among employees and team members
Methods to respond to special requests in times of team member need, such as a family crisis
How to rotate job activities as to stimulate interest, where organizationally feasible,
Techniques to develop awareness of work-life integration concerns of your team members and act accordingly
Why recognizing stress and overwork of employees is critical and when to initiate action if possible to reduce stress
Ways to modify physical environment, sequence of work activities, etc. to stimulate team members, where possible
Recognizing and, where appropriate, proactively responding to team member circumstances is important (for example, team member who has transportation or child care problems)

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

Self-esteem is a basic human desire. When we feel good about ourselves and the work we do, we are more engaged and confident in our actions and interactions at work. For an HR professional, particularly when faced with the often challenging and difficult work they do, maintaining an individual’s self-esteem and dignity is a basic tenet of the profession.

Esteem Builder is a training program that helps a learner understand the importance of self-esteem and develops skills and behaviors in how to maintain and build the esteem of others. This program is very helpful for HR professionals in both their work with employees and also in coaching others, particularly leaders in their organization, how to build and maintain the esteem of their team members. High self-esteem also contributes significantly to employee engagement and retention, important talent management issues for HR.

You’ll learn to:

Encourage team members to initiate employee relationship-building behaviors such as listening and being supportive of fellow team members
Empower team members; give them the authority to do complete tasks
Create an environment which motivates and reinforces team members to make decisions
Promote how empowerment enhances employee retention
Avoid micromanaging
Share ownership and visibility with team members
Give others credit when it is due
Allow team members to be responsible for their work
Identify and take into account each team member’s skills, abilities and “hot buttons” in order to motivate them and reinforce their worth and accomplishments

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

Finding and selecting good talent is a shared responsibility in more and more organizations. While the recruiting team may be formally responsible, everyone in HR along with line managers has a role to play finding the right talent for success. Talent Finder provides HR professionals, from generalists to specific disciplines, a solid working knowledge of the fundamentals of talent acquisition. These skills are helpful in their HR role and also build confidence and skill in coaching line managers and others in the basics necessary to play their part in the process.

You will learn the following key points:

To the effect he/she formally plays a role in the process, is effective at sourcing and selection of job candidates.
Considers job requirements, skills, talent, knowledge, training requirements, job-related experiences and work histories in making recommendations for hire.
Support the use of quick and efficient sourcing and selection tools.
Gauge the applicant’s job stability, i.e., propensity to leave.
Place a premium on the applicant’s fit with the organization’s culture.
Believe that effective sourcing and selection enhances employee retention.
Given organizational constraints, reinforce team members for providing referrals.
Provide applicants with realistic job previews, i.e., descriptions of the job and expectations, and information regarding opportunities for growth and advancement.
Realize that quick fixes – just filling openings somewhat independent of applicant quality – are detrimental to organizational and departmental success.

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

Human Resources today is a high-profile profession with ever-expanding responsibilities and accountability in their organizations to deliver results. High performance for HR professionals can mean the difference between expanding budgets and initiatives, or shrinking roles and funding. High Performance Builder is a program that will help HR leaders build and sustain high-performance teams.

You will learn the following:

Create conditions that encourage and reinforce high levels of employee and team member performance
Be an effective high performance builder, pushing team members to perform at high levels.
Convey to team members that high performance benefits everybody, i.e., the team member, the team, the team manager, and the organization.
Complete effective performance evaluations with team members.
Recognize positive accomplishments and rewards appropriately.
Reinforce top performers.
Believe that encouraging high performance enhances employee retention.
The ability to separate below par performance from the team member thus preserving the team member’s self-worth.
Make team members feel valued.
When necessary, terminate unacceptable performers.
Demonstrate exemplary personal work behaviors.
Confront difficult issues, e.g., performance problems, directly, but tactfully, and in a timely manner vs. avoiding or delaying.

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

It is well understood that retaining valued contributors and high performers is directly tied to an HR leader’s ability to achieve their goals and objectives. HR leaders by definition are focused on their employer’s most critical asset, its people. Yet, many HR leaders lack formal training or knowledge of the complexities of turnover and the factors that contribute most to employee retention. Being a Retention Monitor means having your finger on the pulse of your team and organization to ensure proactive action is being taken to keep a valued employee from leaving. Retention Monitor provides awareness, knowledge and concrete actions a leader can take to improve retention. For HR professionals, this knowledge provides added competence in tackling what is often a vexing problem for many organizations.

You will learn the following key points:

Believe that monitoring employee retention enhances employee retention
Proactively manage turnover statistics and costs of his/her team and organization
Be cognizant of team members who may be thinking of leaving and if desirable to keep them, proactively takes preemptive action
Identify top performers, develops and puts into practice a plan for retaining each of them
Implement organization tactics and initiate own actions to enhance employee retention and meet team retention goals (assuming such goals exist)
Communicate team employee retention issues to superiors
Make his/her expectations clear to each team member regarding employee retention and encourages employees to discuss them
Monitor employee retention practices of other local employers
Monitor changes in team members’ work patterns as indicators of propensity to leave

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

Description

SHRM and HRCI Recertification Credit Hours Awarded: 4.0 General

Employee retention is a strategic priority for most organizations, based on TalentKeepers’ 9th annual study of 618 US based organizations. Today more than ever, as a new generation rapidly enters the workforce, it is essential that HR professionals understand the factors that drive retention, the impact and cost turnover has on business performance and what strategies and tactics are best suited to their workplace. Retention Expert provides a solid, comprehensive understanding of the dynamics of turnover and what factors drive retention.

Course content includes:

Demonstrate a high degree of knowledge and skill regarding employee retention
Treat employee retention as a core value for their organization
Understand that employee retention impacts customer service and customer retention
Believe that leaders are a key driver of employee retention
Know the “3 C’s” – the causes, costs and consequences of turnover
Proactively and continuously seek feedback, training, etc. to become an even better employee retention manager
Have non-work related discussions with team members to demonstrate interest in them as people/individuals
Act correctly instead of quickly when addressing retention issues
Create with each of their team members a sense of belonging to a larger entity.
Discuss with team members how their work contributes to the organization’s success, how it relates to internal and external customers, and to the bottom line.

The course includes relevant and focused content divided into several learning topics and delivered in short time frames, allowing you to complete them quickly. You’ll experience progress checks, realistic job simulations, and printable job aids to facilitate on-the-job application of key skills.

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//LinkedIn //End LinkedIn