Finance, Human Resources And Administration
Transformational HR and Talent Management
Building Career Development Programs and Succession Planning
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Implementing Transformational HR
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Individual Behavior in Organizations
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Planning for Skills Needs and Managing Performance
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Building Career Development Programs and Succession Planning
Lesson Objectives
Building Career Development Programs and Succession Planning
- recognize examples of career development programs
- describe the theories of leadership
- identify the characteristics of a successful mentoring program
- identify the activities that are characteristics of succession planning
- match each stage of the succession planning process to the activities involved
- match succession program assessment models to descriptions
Overview/Description
An organization can't achieve its strategic business goals if it doesn't have the needed human capacity and skills - the talent - to do this. Managing talent effectively means your organization will have a total workforce optimized for overall success in achieving its goals. In this course, you'll learn about creating development programs for everyone from emerging employees through to experienced leaders by considering key concepts of career development, leadership development, and mentoring. You'll also learn how to maintain a qualified talent pipeline through effective succession planning. You'll explore succession planning activities, and learn how to create a succession program and analyze its success after implementation.
An organization can't achieve its strategic business goals if it doesn't have the needed human capacity and skills - the talent - to do this. Managing talent effectively means your organization will have a total workforce optimized for overall success in achieving its goals. In this course, you'll learn about creating development programs for everyone from emerging employees through to experienced leaders by considering key concepts of career development, leadership development, and mentoring. You'll also learn how to maintain a qualified talent pipeline through effective succession planning. You'll explore succession planning activities, and learn how to create a succession program and analyze its success after implementation.
Target Audience
Managers, team leaders, human resources, and other professionals who manage talent and who want to evolve the HR department from a transactional cost center into a strategic business partner in their organization.
Managers, team leaders, human resources, and other professionals who manage talent and who want to evolve the HR department from a transactional cost center into a strategic business partner in their organization.
Implementing Transformational HR
Lesson Objectives
Implementing Transformational HR
- define transformational HR
- recognize ways in which transactional HR duties can be made transformational
- identify tactics for a transactional HR department to become transformational
- describe HR's role in defining and implementing organizational strategy
- recognize examples of ways to streamline transactional HR
- recognize the arguments that could help secure management buy-in for transformational HR
Overview/Description
In an ideal world, your HR department's tasks are defined and aligned with the goals of the organization. HR has a seat at the executive table, helping to set and implement strategy throughout the organization, and all the day-to-day administrative HR activities efficiently support the organizational strategy. This is transformational HR.In this course, you'll learn about the difference between traditional transactional HR and transformational HR and the importance of involving HR in organizational strategy. The course also describes how to make your HR function more transformational and how to educate management on the importance of a strategic partnership with HR.
In an ideal world, your HR department's tasks are defined and aligned with the goals of the organization. HR has a seat at the executive table, helping to set and implement strategy throughout the organization, and all the day-to-day administrative HR activities efficiently support the organizational strategy. This is transformational HR.In this course, you'll learn about the difference between traditional transactional HR and transformational HR and the importance of involving HR in organizational strategy. The course also describes how to make your HR function more transformational and how to educate management on the importance of a strategic partnership with HR.
Target Audience
Managers, team leaders, human resources and other professionals who want to evolve the HR department from a transactional cost center into a strategic business partner in their organization.
Managers, team leaders, human resources and other professionals who want to evolve the HR department from a transactional cost center into a strategic business partner in their organization.
Individual Behavior in Organizations
Lesson Objectives
Individual Behavior in Organizations
- recognize how biographical characteristics and abilities affect an individual's performance within an organization
- match personality traits to expected individual's performance within an organization
- determine the factors driving an individual's perceptions in the workplace
- recognize ways to improve an individual's perceptions in an organization
- determine the factors influencing an individual's attitude towards work
- identify the appropriate actions to take to improve an individual's attitude towards work
Overview/Description
To improve the organizational dynamics in your workplace, you need to start with the individual, which means you need to be able to recognize and work with different individual behaviors, attitudes, and perceptions. In this course, you will learn about variables and characteristics that influence an individual's behavior, attitudes, and perceptions in the workplace, and how these can affect performance. The course also demonstrates how you can improve the attitudes, perceptions, and behaviors of employees at an individual level within your organization.
To improve the organizational dynamics in your workplace, you need to start with the individual, which means you need to be able to recognize and work with different individual behaviors, attitudes, and perceptions. In this course, you will learn about variables and characteristics that influence an individual's behavior, attitudes, and perceptions in the workplace, and how these can affect performance. The course also demonstrates how you can improve the attitudes, perceptions, and behaviors of employees at an individual level within your organization.
Target Audience
Human Resource personnel, managers, supervisors, team members, and anyone who is interested in improving the individual and group behavior within their organization.
Human Resource personnel, managers, supervisors, team members, and anyone who is interested in improving the individual and group behavior within their organization.
Planning for Skills Needs and Managing Performance
Lesson Objectives
Planning for Skills Needs and Managing Performance
- identify the talent management activities performed by HR
- describe workforce analysis methods
- recognize HR workforce planning activities
- sequence the steps of a strategy-based workforce planning process
- identify the factors required for an effective performance management system
- recognize examples of performance appraisal methods
- identify the main criteria for rewards to encourage optimal performance
Overview/Description
HR departments need to support their organization's key strategies and help them in the fight to remain competitive. A key way that HR can do this is through effective talent management. In this course, you'll learn about the role of HR in talent management, how to identify the skills your organization needs, how to satisfy these needs through planning to recruit, train, and promote talent as your organization requires it, and how to manage performance successfully within the framework of talent management.
HR departments need to support their organization's key strategies and help them in the fight to remain competitive. A key way that HR can do this is through effective talent management. In this course, you'll learn about the role of HR in talent management, how to identify the skills your organization needs, how to satisfy these needs through planning to recruit, train, and promote talent as your organization requires it, and how to manage performance successfully within the framework of talent management.
Target Audience
Managers, team leaders, human resources, and other professionals who manage talent and who want to evolve the HR department from a transactional cost center into a strategic business partner in their organization.
Managers, team leaders, human resources, and other professionals who manage talent and who want to evolve the HR department from a transactional cost center into a strategic business partner in their organization.
