This 10-minute course will alert you to a new business practice and related ISO Annex SL standards for the first time required by the International Organization for Standardization in 60 ISO standards, including ISO 9001 quality management, and by increasing numbers of investors, to potentially affect up to 2 million companies worldwide. Enterprise Engagement applies the same systematic approach to enhancing the engagement of all stakeholders as ISO standards achieved for quality and can benefit organizations of any type or size. This short course provides a high-level overview of the definition, ROI and other benefits, the implementation framework, and how to get started. Course Produced by the Enterprise Engagement Alliance
Developed by leading experts in affirmative action, this 30- minute eLearning course focuses on the role Talent Acquisition plays in maintaining Affirmative Action compliance during the recruitment and selection process. From outreach efforts to the definition of an Internet Applicant, employees with talent acquisition responsibilities hold duties that put them on the front lines of AA/EEO compliance. This course provides the critical information they need to prevent violating OFCCP and EEOC federal regulations. We also recommend registering for Introduction to Affirmative Action for a more comprehensive understanding of federal requirements that impact recruitment activities.
Bystander intervention is a critical element of harassment prevention. When co-workers speak up, harassment is far less likely to occur. The technique is simple…when bystanders see harassment, they must take action, rather than silently witnessing the harassment and doing nothing. Bystander intervention creates a culture where harassment is not tolerated, and it puts prevention in the hands of every single employee. Future harassers will realize that their co-workers will speak up if they witness harassment and will think twice before harassing an individual in the workplace. In order for bystander intervention to work, managers and supervisors must not only encourage intervention, but they must train their employees on how to intervene. This course covers: The definition of bystander intervention Why to intervene When to intervene Talking to victims Talking to harassers Intervention techniques
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward. With our Employee Termination workshop, participants will begin to see how important it is to develop a core set of skills when they find themselves in a situation where they have to let an employee go. Workshop Objectives: Create employee performance plans Identify employees who should be terminated Establish effective termination meetings Know the “Do’s” and “Don’ts” of firing an employee Be able to conduct exit interviews
Talent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company's workforce being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher caliber of new employee. We all know that training and retraining costs money and Talent Management can reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority in today's business environment. Having a talented group of employees has always been a key to success; it will translate into cost savings and higher productivity. Talent Management is the investment that will pay dividends over the course of its use. Workshop Objectives: Define talent and talent management. Understand the benefits of talent management. Recognize performance management and ways to review talent. Identify employee engagement. Create assessments and training programs. Learn how to improve employee retention.
Mobile learning, or mLearning, is defined as the delivery of learning, education or training on mobile devices, such as mobile phones, tablets, laptops or PDAs. MLearning allows training and support to be taken anywhere, making it flexible and convenient for companies to use. With our mLearning workshop, you will begin to see the importance and usefulness of mLearning in any organization. By absorbing the ins and outs of utilizing mLearning, participants will possess the skills needed to take advantage of this new technology, in order to educate employees and clients more efficiently. Workshop Objectives: Know the meaning of mLearning Recognize different methods of mLearning Know the benefits/challenges of using mLearning Train other employees regarding mLearning Form an mLearning plan
In recent years, tasks that were originally thought to fall under the responsibility of the human resources department have become a part of many managers' job descriptions. The sharing and diffusion of these tasks throughout the organization has had an impact particularly on those that are not equipped with the skills or knowledge to deal with these issues. The Human Resource Management workshop will give managers the basic tools to handle numerous human resource situations such as interviewing, orientation, safety, harassment, discrimination, violence, discipline, and termination. This workshop will provide participants those skills and assist them with certain Human Resource situations. Workshop Objectives: Describe the implications of different aspects of Human Resource Management on your daily responsibilities Define human resources terms and subject matter Recruit, interview, and retain employees more effectively Follow up with new employees in a structured manner Be an advocate for your employees’ health and safety Provide accurate, actionable feedback to employees Act appropriately in situations requiring discipline and termination Evaluate some of the strengths and opportunities for Human Resources in your own workplace Identify three areas for further development within the Human Resources field as part of a personal action plan
Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Be sure to hire the right person for the right position. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization's culture. Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this workshop as it prepares them to seek out that great candidate and make sure they are a fit for your company. Participants will obtain the necessary tools required in finding that diamond in the rough. Workshop Objectives: Know how to present the current open position Develop a workable hiring strategy Know how to determine which candidates to interview Steps and techniques to use in an interview Welcome newly hired employees Find potential candidates for the position
Many companies simply wait for talent to come to them. Simply advertising an open position and hoping that you find the right talent does not guarantee that you will find the best people for the jobs in your organization. Actively seeking out qualified candidates is the best way to ensure that you find the talent that you need. Recruitment is essential to the success of your business. Hiring a new employee is one of the largest investments you can make in business. That is why hiring the correct employee is so important. Hiring the right employee is more important than ever, as training can be very expensive. Employee turnover costs companies a lot of money each year. This course will provide the Employee Recruitment that your hiring department need to help them interview and recruit the right employee for you. Workshop Objectives: Defining recruitment. Understanding the selection process. Recognizing the GROW model and how to set goals. Preparing for the interview and question process. Identifying and avoiding bias when making offers. Discovering ways to retain talent and measure growth.
The purpose of this course is to provide you with an understanding of what it means to have a diverse and inclusive organization through providing examples, real world scenarios, and best practices.
Whether you are preparing to be a professional trainer, or you are someone who does a bit of training as a part of their job, you'll want to be prepared for the training that you do. Participants will begin the process of becoming trainers themselves, and understand that training is a process where skills, knowledge, and attitudes are applied. The Train-The-Trainer workshop will give all types of trainer's tools to help participants create and deliver engaging, compelling workshops that will encourage trainees to come back for more. Skills such as facilitating, needs analyses, understanding participant’s needs, and managing tough topics will give participants what the need to become a trainer themselves. Workshop Objectives: Define training, facilitating, and presenting Understand how to identify participants’ training needs Create a lesson plan that incorporates the range of learning preferences Create an active, engaging learning environment Develop visual aids and supporting materials Manage difficult participants and tough topics
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. During the Measuring Results From Training course, participants will learn about the different ways to evaluate training progress, and how to use those tools to demonstrate the results that training brings. Once the training has been evaluated the next step is to modify and updated the curriculum to create a content that is better suited for the participants. Workshop Objectives: Understand Kolb’s learning styles and learning cycle Understand Kirkpatrick’s levels of evaluation Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals Understand when to use each type of evaluation tool Be able to perform a needs assessment Know how to write learning objectives and link them to evaluation Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond Know how to identify the costs, benefits, and return on investment of training Be familiar with the parts of a business case
Crating a Lunch and Learn session is a low cost training option. It is a great way to introduce a topic or give a small demonstration on a new product or service. Participants will be shown the criteria involved in creating a great Lunch and Learn environment. They are usually voluntary, thus attendance can sometimes be an issue. With this workshop you will be given the knowledge work through this issue and others. Our Lunch and Learn workshop will give your organization a quick and useful tool to add to its training department. Participants will be able to use it as a follow-up or refresher to a previous training session. It doesn’t have to be just about a learning event, it can also involve collaboration, networking, or sharing best practices between employees. Workshop Objectives: Understand what a lunch and learn is and is not Be able to set up and break down Create new content Address difficult situations and people Create useful takeaways Use feedback to improve future lunch and learns
Webinars are a great inexpensive way to reach a large number of people. Webinars are great tools if you want to market a new or improved product, train employees, demonstrate a new task, or have a meeting with employees located throughout the globe. Being an interactive form of media, Webinars provides a great environment for these activities and so much more. Creating a Great Webinar is all about providing a great interaction between the presenter and the audience. Participants will develop the skills needed to promote, host, or facilitate a great Webinar for your company. Sharing your passion and knowledge with a Webinar is the best way to reach many Workshop Objectives: Define webinars and their purpose Choose the best formats Prepare for webinars Avoid common mistakes Understand how to interact with the target audience Follow up successfully
Bloom’s Taxonomy is not just for elementary school teachers. The three domains of the taxonomy apply to adult education as well. In this manual, we will pay attention to the psychomotor domain. This is the domain of action and physicality. It is important to remember that psychomotor works together with the other domains when implementing it.
Bloom’s Taxonomy is not just for elementary school teachers. The three domains of the taxonomy apply to adult education as well. In this course, we will pay attention to the cognitive domain. This is the domain of knowledge and intellect, and it is the main focus of most educators. With our “Adult Learner: Bloom’s Taxonomy – Cognitive Domain” workshop, participants will discover the specifics of how the cognitive domain increases intellectual capability. Workshop Objectives: Understand Bloom’s Taxonomy Explain the cognitive domain Explore the two cognitive domains Explain types of knowledge Identify training in the cognitive domain
As of January 1, 2020, Sexual Harassment Training is required for all California non-supervisory employees whose company has 5 or more employees. This course is compliant with all California Sexual Harassment Training mandates, including SB1343. The goal of this course, is to educate employees - resulting in a safe working environment for everyone. This training is a valuable tool for organizations to provide awareness, education, and competencies to help protect your workforce from all forms of workplace harassment, discrimination, bullying, and retaliation. This interactive course utilizes video, audio, animation, and engaging multi-tiered assessments to reinforce the learning in a fun and informative way. The course takes approximately 1.25 hours.
Not only is sexual harassment illegal, but it also has many detrimental effects on the workplace and workforce. Our workplace also has a formal policy that prohibits sexual harassment in the workplace—a policy supervisors are responsible for enforcing. Additionally, Delaware requires employers with 50 or more employees to provide interactive training and education to supervisors on the prevention of sexual harassment. Your supervisors need to understand how to enforce your workplace policies and their role in enforcing those policies. This course will help supervisors recognize, respond to, and prevent sexual harassment in the workplace. Course Duration: 24 minutes
Sexual harassment is a form of illegal discrimination under federal and state civil rights laws. Not only can it lead to lawsuits and penalties, it can damage workplace morale, creating an unproductive, unpleasant, and sometimes even hostile working environment. Additionally, Delaware requires employers with 50 or more employees to provide interactive training and education to employees on the prevention of sexual harassment. Your employees need to know that sexual harassment violates your workplace polices and won’t be tolerated. This course will help employees recognize, respond to, and prevent sexual harassment in the workplace. Duration: 23:34
This Spanish language harassment training video for managers is a one of a kind. In 13 minutes your Spanish speaking managers will learn what illegal harassment is, the effect it has on the workplace, how to prevent it, what they should do when they receive a complaint and the consequences of engaging in harassment.