Human Resources for Non HR-Manager Training Bundle!

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  • Valid from 9 Nov 2018 - 9 Jan 2019
  • May buy multiple as gifts
  • Vouchers not redeemed by 8 Jan 2019 will NOT be refunded
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  • Course is made up of videos and downloadable study materials
  • Training material in English only
  • Course provides one final assessment at course completion
  • No time limit for course review – unlimited lifetime access
  • This course is internationally recognized and accredited by the International Association of Online Training Standards (IAOTS)
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Highlights


Human Resources for Non HR-Manager Training Bundle
Pay QR105 instead of QR1562

  

  • Human resource management is an essential function of both private and public sector organizations.

  • Activities relating to employees normally include recruiting and hiring new employees, orientation, and training of current employees, employee benefits, and retention.

  • This comprehensive online bundle includes 3 courses covering topics like  Employee Onboarding, Employee Recruitment and Managing Human Resources

 

  • Study at your own pace with 24/7 availability on any computer or smart phone.
  • Once final course assessment is complete, you’ll receive a certificate
  • No expiry date on your course access – unlimited lifetime access.
  • Technical support available 24/5 via email, telephone and online chat.



Learn to be a people person with 93% off!

 

Course 1 - Certificate In Human Resources Training: HR for the Non-HR Manager Online Course

  • Course Overview
  • Learning Objectives
  • Pre-Assignment
  • Making Connections
  • Defining Human Resources
  • The Basics of HR Management
  • Making Connections
  • Case Study, Part One
  • Case Study, Part Two
  • Questions
  • Performing a Skills Inventory
  • The Role of Emotional Intelligence
  • Skills Inventory Checklist
  • Sample Skills Inventory Form
  • Forecasting Techniques
  • Defining Forecasting
  • Extrapolation, Part One
  • Extrapolation, Part Two
  • Extrapolation, Part Three
  • Indexation
  • Making Connections
  • Job Analysis
  • Understanding Job Analysis
  • When Should Job Analysis Be Performed?
  • Who Should Be Consulted in Job Analysis?
  • The Purpose of Job Analysis
  • Job Analysis Methods
  • Performing an Analysis
  • Performing an Analysis
  • Job Analysis Formats
  • Factor Evaluation System
  • Identifying Job Competencies
  • Introduction
  • Technical Skills
  • Performance Skills
  • Competence Factors
  • Defining Competencies
  • Position Profiles and Job Descriptions
  • Preparing a Profile
  • Job Descriptions
  • Breaking Down the Job Description
  • Job Specifications
  • Things to Consider
  • My Position Profile, Part One
  • My Position Profile, Part Two
  • Do You Really Need to Hire?
  • Evaluate All Options
  • The Cost of Hiring
  • The Real Cost of Employee Turnover
  • Finding Candidates
  • Methods and Considerations, Part One
  • Methods and Considerations, Part Two
  • Methods and Considerations, Part Three
  • Conclusion
  • : Advertising Guidelines
  • What to Include
  • Ten Tests for Creating an Effective Job Posting
  • Screening Resumes
  • Using a Resume Screening Guide
  • Resume Screening Guide
  • Using the Screening Guide
  • Developing a Resume Screening Guide
  • Preparing for the Interview
  • The Importance of Preparation
  • Before the Interview
  • The Interview Format
  • Conducting the Interview
  • History of the Interviewing Process
  • A New Kind of Interview
  • An Objective Interview
  • The Right Stuff
  • The Human Factor
  • Types of Techniques, Part One
  • Types of Techniques, Part Two
  • Basics of Behavioral Interviewing
  • Successful Behavioral Interviewing
  • Purpose of Behavioral Interviewing
  • Sample Questions
  • Supporting Tools
  • Asking Questions
  • Probing Techniques
  • Provocative Statements
  • Sample Behavioral Description Interview Questions
  • Attitude and Belief Questions
  • Self-Motivation Questions
  • Stability and Persistence Questions
  • Maturity and Judgment Questions
  • Developing Behavioral Description Interview Questions
  • The Critical Incident Technique, Part One
  • The Critical Incident Technique, Part Two
  • Sample Critical Incident Questions
  • Creating a Critical Incident
  • After the Interview
  • Post-Interview Checklist
  • Rating Techniques
  • Employee Orientation and Onboarding
  • Why Have Orientation?
  • Orientation
  • Onboarding
  • How Did Your Orientation Rate?
  • Making Connections
  • Problems to Avoid
  • Planning the Orientation Program
  • Follow the Leader
  • Follow the Leader
  • Planning Training
  • The Training Cycle
  • Advantages of a Training Needs Assessment (TNA)
  • Training Needs Assessment (TNA) Process
  • Getting Your Plan Approved
  • Internal vs. External Training
  • Working with External Providers
  • Criteria and Considerations
  • Making the Most of External Providers
  • Performance Reviews
  • Performance Review Problems
  • A Performance Management Checklist
  • Objectives and Results Checklist
  • Support Plan Checklist
  • Meeting with Your Employees Checklist
  • Ongoing Support and Feedback Checklist
  • Performance Interview Checklist
  • Performance Review Checklist
  • Case Study: Who Will Be the Best?
  • Discussion Questions
  • Dissecting a Performance Review
  • Rating the Raters
  • Evaluating Behaviors, Part One
  • Evaluating Behaviors, Part Two
  • Identifying Behaviors
  • Attendance Management
  • The Cost of Absenteeism
  • What Are Culpable Absences?
  • Getting to the Root Cause
  • The Case of Gretchen Washington
  • Discussion Questions
  • Dealing with Attendance Management
  • An Employer’s Rights
  • Tips and Tricks
  • Managing a Diverse Workforce
  • Dealing with Diversity
  • Understanding Our Reactions
  • Categories and Stereotypes
  • Trends in Diversity
  • Making Connections
  • Your Experience with Pigeon Holes
  • Your Experience with Pigeon Holes
  • Privacy Issues
  • Ten Key Principles
  • Compensation and Benefits
  • The Role of Compensation and Benefits
  • Pre-Assignment Review, Part One
  • Pre-Assignment Review, Part Two
  • Discussion Questions
  • Case Study: It’s Not You, It’s Me
  • Managing Disciplinary Issues
  • Defining Discipline
  • The Four Step Disciplinary System
  • Summary
  • A Discipline Checklist for a Supervisor
  • Terminating Employees
  • Letting Staff Go
  • The Psychology Surrounding Termination
  • The Termination Meeting
  • Case Study: How to Fire an Employee?
  • Exit Interviews
  • Designing the Exit Interview
  • Sample Exit Questionnaire
  • A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There

Course 2 - Certificate In Onboarding: The Essential Rules for a Successful Onboarding Program Online Course

  • Course Overview
  • Learning Objectives
  • Pre-Assignment
  • Defining Onboarding
  • What is Onboarding?
  • Areas of Onboarding
  • Benefits for Your Business
  • Costs to Consider
  • A Recipe for Disaster
  • Creating the Onboarding Steering Team
  • Designing Your Team
  • Gathering Supporting Information
  • Finding the Processes and People
  • Identifying Stakeholders
  • Personal Identification
  • Putting It All Together
  • Vision Summary Sample
  • Activity
  • Activity
  • Setting Goals
  • The SPIRIT Model
  • Developing the Framework
  • A General Framework
  • Types of Activities
  • What is Pre-Work?
  • Pre-Work for the Manager
  • Pre-Work for the Employee
  • Transitioning from Pre-Work to Onboarding Activities
  • Creating an Onboarding Plan Template
  • Day One
  • Week One
  • Checking In
  • Completing an Informal Review
  • Month One
  • Example One
  • Example Two
  • Setting up the Review Meeting
  • Semi-Annual and Annual Reviews
  • Creating an Onboarding Plan
  • Background
  • Onboarding Plan Template
  • Customizing the Framework
  • Background
  • Individual Onboarding Plan
  • Activity
  • Measuring Results
  • Measuring Metrics
  • Branding the Program
  • Making the Onboarding Program All Your Own
  • Branding River Adventures
  • Activity
  • Onboarding Executives
  • Things to Consider
  • Understanding Employee Engagement
  • Present or Engaged?
  • Facts and Figures
  • The 10 C’s of Employee Engagement
  • Ten Ways to Make Your Program Unique
  • Fun and Games
  • Let’s Get Creative!
  • Our Favorite Onboarding Games
  • Session 15: Case Study Analysis
  • Making Connections
  • Personal Action Plan
  • Achieving My Goals

Course 3 - Certificate In Hiring for Success: Behavioral Interviewing Techniques Online Course

  • Course Overview
  • Learning Objectives
  • Pre-Assignment
  • History of the Interviewing Process
  • History of the Interviewing Process
  • Stress Interviews
  • Advocating Structured Interviews
  • Behavioral Interviews
  • The Recruitment & Selection Process
  • The Six-Stage Process
  • Making Connections
  • Factors in the Hiring Process
  • The Three Factors
  • Principles for Exploring Past Actions
  • Three Areas to Explore
  • Cost Analysis
  • Cost Analysis
  • Costs to Consider
  • Calculating the Cost
  • Job Analysis and Position Profiles
  • Understanding the Job
  • Job Analysis
  • Job Analysis Worksheet
  • Job Analysis Worksheet
  • Position Profiles
  • Categories in a Job Description
  • Sample Description
  • Determining the Skills You Need
  • Technical Skills
  • Performance Skills
  • Finding Candidates
  • Introduction
  • File Searches
  • Internal Searches
  • Placement Services
  • Referral Programs
  • Third Party Recruiters
  • Headhunters
  • Internet
  • Advertise
  • Thinking Out of the Box
  • Advertising Guidelines
  • Five Key Points
  • Other Tips
  • Ten Tests for Advertising
  • Session 10: Screening Resumes
  • The Screening Process
  • Resume Rating Guide
  • Explanation of the Rating Guide
  • Using the Screening Guide
  • Developing a Guide
  • Performance Assessments
  • The Value of Performance Assessments
  • Technical Exercises
  • Advantages of Technical Exercises
  • About Performance-Based Exercises
  • Identifying Performance-Based Exercises
  • Creating Performance-Based Exercises
  • Completing the Assessment
  • Problems Recruiters Face
  • Problems Recruiters Face
  • Interviewing Barriers
  • Introduction
  • Non-Verbal Communication
  • Non-Verbal Communication
  • Making Connections
  • Types of Questions
  • Types of Questions
  • Open Questions
  • Some Useful Questions
  • Probing Techniques
  • Case Study
  • Background
  • Position Description
  • Sample Resume
  • Interview Transcript
  • Discussion Questions
  • Traditional vs. Behavioral Interviews
  • Traditional vs. Behavioral Interviews
  • The Behavioral Interviewing Model
  • Tips and Tricks
  • Purpose of Behavioral Interviewing
  • Other Advantages of Behavioral Interviewing
  • Sample Behavioral Interviewing Questions
  • Sample Questions
  • Other Types of Questions
  • Introduction
  • Achievement-Oriented Questions
  • Holistic Questions
  • Making Connections
  • The Critical Incident Technique
  • The Critical Incident Technique
  • Theories Behind the Critical Incident Technique
  • Sample Critical Incident Questions
  • Listening for Answers
  • Listen Well
  • Responding to Feelings
  • Reading Cues
  • Demonstration Cues
  • Demonstration Cues
  • Committing to Change
  • Difficult Applicants
  • Sample BDI Questions
  • Difficult Applicants: Silent Sam
  • Betty Bluff
  • Slippery Sue
  • Talkative Tom
  • Interview Preparation and Format
  • Interview Preparation
  • Before the Interview
  • Setting the Agenda
  • During the Interview
  • Length of Interview and Panel Size
  • Closing the Interview
  • Other Interview Techniques
  • Using Superlatives
  • Moving Through the Questions
  • Staying Positive
  • Good Note-Taking
  • Interruptions
  • Signposts
  • Scoring Responses
  • Performance-Based Rating Scales
  • Checking References
  • Reporting the Results
  • The Changing Nature of References
  • Human Rights
  • Skill Application
  • Making Connections
  • Pre-Assignment Review
  • A Personal Action Plan
  • Starting Point
  • Where I Want to Go
  • How I Will Get There
 
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Unlimited Tutor Support

  • 12 months tutor support
  • Email student support with any questions you have about the course
  • Tutor Support gives you the benefit of two-way conversation on any of the topics covered



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