Human Resources
Courses
- CALS222OD1 - Formal Structure and Informal Networking in Organizations: Analyze Your Formal Organizational Structure
- CALS222OD2 - Formal Structure and Informal Networking in Organizations: Diagnose Informal Social Networks
- CALS222OD3 - Formal Structure and Informal Networking in Organizations: Create Opportunities to Diversify Informal Networks
- ILR521OD1 - Collective Bargaining Foundations: Examine Collective Bargaining Statutes
- ILR521OD2 - Collective Bargaining Foundations: Explore the Phases of Collective Bargaining
- ILR521OD3 - Collective Bargaining Foundations: Understand Your Contract
- ILR521OD4 - Collective Bargaining Foundations: Administer Your Collective Bargaining Agreement
- ILR522OD1 - Effective Labor Negotiations: Identify Your Goals for Bargaining
- ILR522OD2 - Effective Labor Negotiations: Prioritize Your Bargaining Objectives
- ILR522OD3 - Effective Labor Negotiations: Choose Your Collective Bargaining Strategy
- ILR523OD1 - Principles of Costing: Demonstrate Facility With Math and Statistics
- ILR523OD2 - Principles of Costing: Cost Out a Contract
- ILR523OD3 - Principles of Costing: Create and Advocate for a Counter-Proposal
- ILR524OD1 - Handling Grievances: Analyze Contract Language
- ILR524OD2 - Handling Grievances: Analyze Your Case
- ILR561OD1 - Building Diverse Talent Pools: Establish a Framework for D&I in Hiring
- ILR561OD2 - Building Diverse Talent Pools: Evaluate Your Organization's Talent Sourcing Methods
- ILR561OD3 - Building Diverse Talent Pools: Enhance Your Organization’s Messaging to Attract Candidates
- ILR561OD4 - Building Diverse Talent Pools: Address Your Organization’s Sources of Bias in Screening
- ILR561OD5 - Building Diverse Talent Pools: Measure Your Progress in Attracting Diverse Talent
- ILR562OD1 - Adopting Inclusive Hiring Practices: Inclusive Evaluation Processes
- ILR562OD2 - Adopting Inclusive Hiring Practices: Improve Early-Stage Candidate Evaluation
- ILR562OD3 - Adopting Inclusive Hiring Practices: Create Inclusive Interview Practices
- ILR562OD4 - Adopting Inclusive Hiring Practices: Develop Inclusive Approaches to Candidate Selection
- ILR563OD1 - Promoting Inclusive Onboarding and Employee Success: Introducing Integration Concepts
- ILR563OD2 - Promoting Inclusive Onboarding and Employee Success: Create Inclusive Offers and Negotiation Practices
- ILR563OD3 - Promoting Inclusive Onboarding and Employee Success: Build Inclusive Onboarding, Internal Hiring, and Mentoring Experiences
- ILR563OD4 - Promoting Inclusive Onboarding and Employee Success: Monitor and Track DEI Progress
- ILR581OD1 - Navigating Workplace Conflict: Manage Constructive vs. Destructive Conflict
- ILR581OD2 - Navigating Workplace Conflict: Identify Conflict Management Styles
- ILR581OD3 - Navigating Workplace Conflict: Identify Positions and Interests
- ILRDI002OD4 - Counteracting Unconscious Bias: Identify Interventions
- ILRDI003OD4 - Diversity, Equity, and Inclusion at Work: Align the Levels of Inclusion
- ILRDI003OD5 - Diversity, Equity, and Inclusion at Work: Evaluate Inclusion Initiatives
- ILRDI004OD1 - Fostering an Inclusive Climate: Define an Inclusive Climate
- ILRDI004OD2 - Fostering an Inclusive Climate: Examine the Dynamics of Inclusive Climates
- ILRDI004OD3 - Fostering an Inclusive Climate: Take Steps Towards Inclusion
- ILRHR521OD1 - Aligning Employee Performance With Organizational Goals: Assess the Needs of Your System
- ILRHR521OD2 - Aligning Employee Performance With Organizational Goals: Examine System Considerations
- ILRHR521OD4 - Aligning Employee Performance With Organizational Goals: Design Your Ideal System
- ILRHR522OD1 - Total Rewards Compensation: The Total Rewards Framework
- ILRHR522OD2 - Total Rewards Compensation: Rewards and Risks
- ILRHR522OD3 - Total Rewards Compensation: The Point Method
- ILRHR522OD4 - Total Rewards Compensation: Short-term and Long-term Incentives
- ILRHR522OD5 - Total Rewards Compensation: Total Rewards and Employee Preferences
- ILRHR523OD1 - Navigating Labor Relations: Determine the Key Players and Structure in a Labor Relations Environment
- ILRHR523OD2 - Navigating Labor Relations: Assess the Current State of Labor Relations in Your Organization
- ILRHR523OD3 - Navigating Labor Relations: Prepare for a Possible Strike
- ILRHR523OD5 - Navigating Labor Relations: Explore Strategies for Resolving Workplace Conflict
- ILRHR524OD1 - Facilitating Staffing Decisions: Align Staffing to Business Strategy
- ILRHR524OD2 - Facilitating Staffing Decisions: Create a Workforce Plan
- ILRHR524OD3 - Facilitating Staffing Decisions: Identify Appropriate Candidates
- ILRHR524OD4 - Facilitating Staffing Decisions: Select Candidates and Manage Turnover
- ILRHR525OD1 - Driving Engagement for HR: Define Engagement
- ILRHR525OD2 - Driving Engagement for HR: Examine the Drivers of Engagement
- ILRHR525OD3 - Driving Engagement for HR: Choose Strategies to Improve Engagement
- ILRHR526OD1 - Employee Training and Development: Conducting a Training Needs Analysis
- ILRHR526OD2 - Employee Training and Development: Training Design and Delivery
- ILRHR526OD3 - Employee Training and Development: Facilitating Learning Transfer
- ILRHR526OD4 - Employee Training and Development: Analyzing Training Evaluation
- ILRHR527OD1 - Countering Bias in the Workplace for HR: Examine Dimensions of Diversity
- ILRHR527OD2 - Countering Bias in the Workplace for HR: Recognize Unconscious Bias
- ILRHR527OD3 - Countering Bias in the Workplace for HR: Assess Existing Practices
- ILRHR527OD4 - Countering Bias in the Workplace for HR: Identify Interventions
- ILRHR528OD1 - Fostering a Coaching Culture: Survey the Employee Development Landscape
- ILRHR528OD2 - Fostering a Coaching Culture: Identify and Prioritize Potential Coaching Opportunities
- ILRHR528OD3 - Fostering a Coaching Culture: Form a Hypothesis to Inform Your Coaching
- ILRHR528OD4 - Fostering a Coaching Culture: Develop a Coaching Plan
- ILRHR529OD1 - Consulting Skills for Internal HR: Launch the Consulting Relationship
- ILRHR529OD2 - Consulting Skills for Internal HR: Diagnose and Assess HR Problems
- ILRHR529OD3 - Consulting Skills for Internal HR: Present Feedback and Solutions
- ILRHR529OD4 - Consulting Skills for Internal HR: Drive the Implementation and the Change Process
- ILRHR551OD1 - Human Resources Leadership: Define Your Role as an HR Leader
- ILRHR551OD2 - Human Resources Leadership: Demonstrate Courage as an HR Leader
- ILRHR551OD3 - Human Resources Leadership: Positively Influence Organizational Change
- ILRHR553OD1 - Diversity, Equity, and Inclusion in Practice in HR: Assess Your Organization and Yourself
- ILRHR553OD2 - Diversity, Equity, and Inclusion in Practice in HR: Examine Inclusion at the Work Group Level
- ILRHR553OD3 - Diversity, Equity, and Inclusion in Practice in HR: Promote Inclusion With the Immediate Supervisor
- ILRHR553OD4 - Diversity, Equity, and Inclusion in Practice in HR: Align the Levels of Inclusion
- ILRHR553OD5 - Diversity, Equity, and Inclusion in Practice for HR: Evaluate Inclusion Initiatives
- ILRHR554OD1 - Getting Results through Talent Management: Examine Your Talent Philosophy
- ILRHR554OD2 - Getting Results through Talent Management: Identify Your Key Talent
- ILRHR554OD3 - Getting Results through Talent Management: Devise Development Strategies for Engagement and Retention
- ILRHR554OD4 - Getting Results through Talent Management: Measure the Effectiveness
- ILRHR556OD1 - Strategic Engagement: Define Engagement
- ILRHR556OD2 - Strategic Engagement: Get Ready to Survey
- ILRHR556OD3 - Strategic Engagement: Interpret the Results
- ILRHR556OD4 - Strategic Engagement: Take Key Steps to Success
- ILRHR557OD1 - User Design Thinking In HR: Adopting a Consumer-Driven Approach
- ILRHR557OD2 - User Design Thinking In HR: Analyzing Problems With Design Thinking
- ILRHR561OD1 - Designing and Implementing Effective Social Media Policies: Assess Social Media Risk
- ILRHR561OD2 - Designing and Implementing Effective Social Media Policies: Make A Social Media Policy Plan
- ILRHR562OD1 - Finding and Managing Talent Through Social Media: Attract Talent with Social Media
- ILRHR562OD2 - Finding and Managing Talent Through Social Media: Select Employees with Social Media
- ILRHR562OD3 - Finding and Managing Talent Through Social Media: Retain Top Talent with Social Media
- ILRHR581OD1 - Essentials of HR Analytics: Work With HR Data
- ILRHR581OD2 - Essentials of HR Analytics: Interpret and Draw Insights From Data
- ILRHR581OD3 - Essentials of HR Analytics: Use Data Visualization
- ILRHR582OD1 - Strategic Talent Analytics: Take a Strategic Approach to People Analytics
- ILRHR582OD2 - Strategic Talent Analytics: Sharpen Your Analytical Acumen
- ILRHR582OD3 - Strategic Talent Analytics: Use Data and Analytics to Persuade Others
- ILRHR583OD1 - Applied Predictive Analytics in HR: Analyze Talent Acquisition Data
- ILRHR583OD2 - Applied Predictive Analytics in HR: Analyze Diversity Data
- ILRHR583OD3 - Applied Predictive Analytics in HR: Evaluate Employee Engagement Data
- ILRHR583OD4 - Applied Predictive Analytics in HR: Assess Turnover and Retention Data
- ILRHR584OD1 - Valuing HR Initiatives: Determining When ROI Makes Sense
- ILRHR584OD2 - Valuing HR Initiatives: Gathering Information to Measure Return on Investment
- ILRHR584OD3 - Valuing HR Initiatives: Tabulating Costs and Calculating Return on Investment
- ILRHR584OD4 - Valuing HR Initiatives: Applying ROI Frameworks
- ILRHR591OD1 - Conducting Effective Employee Relations Conversations: Exploring the Meaning of Employee Relations Conversations
- ILRHR591OD2 - Conducting Effective Employee Relations Conversations: Ensuring the Message is Heard
- ILRHR591OD3 - Conducting Effective Employee Relations Conversations: Determining the Direction and Concluding
- ILRHR591OD4 - Conducting Effective Employee Relations Conversations: Making ER Decisions
- ILRHR591OD5 - Conducting Effective Employee Relations Conversations: Pulling It All Together
- ILRHR593OD1 - Internal Investigation Fundamentals: An Introduction to Internal Investigations
- ILRHR593OD2 - Internal Investigation Fundamentals: The Role of the Investigator Throughout the Investigations Process
- ILRHR593OD3 - Internal Investigation Fundamentals: Competencies That Apply to the Internal Investigations Framework
- ILRHR593OD4 - Internal Investigation Fundamentals: The Formal Internal Investigations Process
- ILRHR595OD1 - Investigating Internal Complaint Issues: Overview of the Structure of an Internal Investigation
- ILRHR595OD2 - Investigating Internal Complaint Issues: Planning After the Intake
- ILRHR595OD3 - Investigating Internal Complaint Issues: Structuring the Investigation Post-Intake
- ILRHR595OD4 - Investigating Internal Complaint Issues: Conduct and Re-Enter the Loop
- ILRHR595OD5 - Investigating Internal Complaint Issues: Conduct Investigatory Interviews With the Manager and People With Knowledge
- ILRHR631OD1 - Total Rewards Compensation: Appraise Compensation Strategy
- ILRHR631OD2 - Total Rewards Compensation: Define Different Kinds of Rewards
- ILRHR631OD3 - Total Rewards Compensation: Consider the Organization's Perspective on Employment Costs
- ILRHR631OD4 - Total Rewards Compensation: Align Total Rewards With Employee Motivation
- ILRHR632OD1 - Designing and Managing Compensation Structures: Examine a Pay Structure
- ILRHR632OD2 - Designing and Managing Compensation Structures: Develop a Pay Structure
- ILRHR632OD3 - Designing and Managing Compensation Structures: Use and Manage a Pay Structure
- ILRHR633OD1 - Benchmarking Competitive Pay Levels: Select Data Sources to Conduct Benchmarking Analysis
- ILRHR633OD2 - Benchmarking Competitive Pay Levels: Interpret, Adjust, and Combine Benchmarking Results
- ILRHR633OD3 - Benchmarking Competitive Pay Levels: Communicate and Recommend Actions to Stakeholders
- ILRHR634OD1 - Introduction to Employee Benefits: Explore the Wide Range of Employee Benefits
- ILRHR634OD2 - Introduction to Employee Benefits: Guide Employees to Appropriate Benefit Plans, Resources, and Solutions
- ILRHR634OD3 - Introduction to Employee Benefits: Use Benefits to Attract and Retain Talent
- ILRHR634OD4 - Introduction to Employee Benefits: Contribute Insights to Improve, Modify, or Add Benefit Plan Offerings
- ILRHR636OD1 - Exploring Executive Compensation and Governance Frameworks: Evaluate the Executive Compensation Plan Context
- ILRHR636OD2 - Exploring Executive Compensation and Governance Frameworks: Assess the Priorities and Influence of Constituent Parties
- ILRHR636OD3 - Exploring Executive Compensation and Governance Frameworks: Analyze Executive Compensation Tools
- ILRHR637OD1 - Evaluating and Designing Executive Compensation Plans: Identify Areas of Performance-Based Compensation
- ILRHR637OD2 - Evaluating and Designing Executive Compensation Plans: Weigh Key Design Decisions
- ILRHR637OD3 - Evaluating and Designing Executive Compensation Plans: Design an Incentive Plan Structure
- ILRHR652OD1 - Aligning HR Strategy With Organizational Strategy: Explore Different Levels of HR Strategy
- ILRHR652OD2 - Aligning HR Strategy With Organizational Strategy: Identify Key Employee Groups That Drive Strategy
- ILRHR652OD3 - Aligning HR Strategy With Organizational Strategy: Establish a Systems Approach to HR
- ILRHR652OD4 - Aligning HR Strategy With Organizational Strategy: Apply the Balanced Scorecard to Improve HR Influence
- ILRHR655OD2 - Business Strategy for HR Leaders: Examine How External Trends Impact Your Organization's Strategy
- ILRHR655OD3 - Business Strategy for HR Leaders: Evaluate Potential Growth Opportunities
- ILRHR658OD1 - Effective Internal Coaching: Examine Methods to Become an Effective Internal Coach
- ILRHR658OD2 - Effective Internal Coaching: Practice a Non-Directive Approach to Coaching
- ILRHR658OD3 - Effective Internal Coaching: Practice Directive Feedback and Difficult Conversations
- ILRHR658OD4 - Effective Internal Coaching: Provide Support Following Coaching Session Completion
- ILRME506OD1 - Conduct Effective Interviews: Plan for an Effective Interview
- ILRME506OD2 - Conduct Effective Interviews: Design an Effective Interview Process
- ILRME506OD3 - Conduct Effective Interviews: Evaluate the Candidates
- ILRSC521OD1 - Employment Law and Policy Issues: Recognize the Layers of Employee Rights
- ILRSC521OD2 - Employment Law and Policy Issues: Examine the HR Role in Potential Legal and Policy Issues
- ILRSC521OD3 - Employment Law and Policy Issues: Identify Consultants & Adopt a Structured Approach
- ILRSC522OD1 - Equal Employment Opportunity and Employee Treatment Issues: Exploring Core Concepts in Employee Treatment
- ILRSC522OD2 - Equal Employment Opportunity and Employee Treatment Issues: Addressing Issues Relating to Discrimination
- ILRSC522OD3 - Equal Employment Opportunity and Employee Treatment Issues: Addressing Issues Relating to Disability and Religion
- ILRSC522OD4 - Equal Employment Opportunity and Employee Treatment Issues: Addressing Harassment and Retaliation
- ILRSC523OD1 - Benefits, Compensation, Safety, and Other Legal Issues: Addressing Leave and Other Benefits Issues
- ILRSC523OD2 - Benefits, Compensation, Safety, and Other Legal Issues: Addressing Compensation Issues
- ILRSC523OD3 - Benefits, Compensation, Safety, and Other Legal Issues: Working with Labor Activity and Agreements
- ILRSC523OD4 - Benefits, Compensation, Safety, and Other Legal Issues: Addressing Safety, Privacy, and Other Issues
- ILRSC524OD1 - Employment Laws Around the Globe: Assess the Legal Context of Workforce Requirements
- ILRSC524OD2 - Employment Laws Around the Globe: Identify Employment Requirements in International Contexts
- ILRSC524OD3 - Employment Laws Around the Globe: Determine Appropriate Parties in Employment Law
- ILRSC524OD4 - Employment Laws Around the Globe: Address Local Variations in Workforce Restrictions
- ILRSC525OD1 - HR Policies in International Contexts: Assess Hiring and Firing Requirements
- ILRSC525OD2 - HR Policies in International Contexts: Assess Wage and Hour Requirements
- ILRSC525OD3 - HR Policies in International Contexts: Assess Leave Requirements
- ILRSC525OD4 - HR Policies in International Contexts: Assess Discrimination Requirements
- LAW526OD1 - Rule Design: Simplicity and Clarity in Rule Creation
- LAW526OD2 - Rule Design: Identify Your Audience
- LAW526OD3 - Rule Design: Design Effective Rule Systems
- LAW527OD1 - Rule System Training: Examine the Principles of Training
- LAW527OD2 - Rule System Training: Effective Presentation of Rule Systems
- LAW528OD1 - Policing of Rule Systems: The Importance of Policing Rule Systems
- LAW528OD2 - Policing of Rule Systems: Policing Tools
- LAW528OD3 - Policing of Rule Systems: Detecting and Preventing Intentional Misbehavior
- LAW535OD1 - Human Rights Law for Business: Anticipate the Human Rights Problems Your Organization Can Face
- LAW535OD2 - Human Rights Law for Business: Recognize the Need for and Development of an International Human Rights Framework
- LAW536OD1 - Developing a Business Case for Human Rights: Determine the Human Rights Laws and Regulations That Apply to Your Business
- LAW536OD2 - Developing a Business Case for Human Rights: Develop a Human Rights Due Diligence Plan and Policy
- LAW566OD1 - Hiring Foreign Nationals: Assess Considerations and Recommend Policy
- LAW566OD2 - Hiring Foreign Nationals: Partner Effectively With Your Legal Team
- LAW566OD3 - Hiring Foreign Nationals: Distinguish Among Temporary Work Visa Categories
- LAW566OD4 - Hiring Foreign Nationals: Comply With I-9
- LAW566OD5 - Hiring Foreign Nationals: Assess the Move From Temporary to Permanent
- LAW567OD1 - Immigration Law in Practice: Factor the Impact of Mergers and Acquisitions
- LAW567OD2 - Immigration Law in Practice: Terminate Without Violating the Law
- LAW567OD3 - Immigration Law in Practice: Anticipate the Impact of Unionization
- LAW567OD4 - Immigration Law in Practice: Evaluate Eligibility for Workers’ Compensation
- LAW567OD5 - Immigration Law in Practice: Consider the Political Environment
- LAW593OD1 - Responding to Violations and Improving the Rule System: Respond to Rule Violations by Individuals
- LAW593OD2 - Responding to Violations and Improving the Rule System: Respond to Rule Violations on an Organizational Level
- LAW593OD3 - Responding to Violations and Improving the Rule System: Evaluate Rule Systems Through Compliance Principles
- LAW612OD1 - Intellectual Property: Evaluate for Copyright Infringement
- LAW612OD2 - Intellectual Property: Define Trademark Protections
- LAW612OD3 - Intellectual Property: Explore Privacy and Right of Publicity Law
- LSM571OD2 - Introduction to Negotiation: How to Grow the Pie
- LSM571OD3 - Introduction to Negotiation: Balance Cooperation and Competition
- LSM572OD1 - Integrative Negotiation: Separating Positions From Interests
- LSM721OD1 - Hybrid Work Strategy: Examine Hybrid Work Models
- LSM721OD2 - Hybrid Work Strategy: Define the Desired State of Your Hybrid Workgroup
- LSM721OD3 - Hybrid Work Strategy: Explore Ideas for Your Hybrid Working Group
- LSM722OD1 - Culture and Productivity: Examine the Interconnectedness of Culture and Productivity
- LSM722OD2 - Culture and Productivity: Complete a Productivity Assessment for Your Hybrid Workgroup
- LSM722OD3 - Culture and Productivity: Complete a Culture Assessment for Your Hybrid Workgroup
- LSM723OD1 - Managing and Leading Hybrid Teams: Assess the State of Leadership in Your Team
- LSM723OD2 - Managing and Leading Hybrid Teams: Set Up and Launch a Hybrid Team
- LSM723OD3 - Managing and Leading Hybrid Teams: Manage Hybrid Teams for High Performance
- LSM723OD4 - Managing and Leading Hybrid Teams: Sustain Your Hybrid Team’s High Performance
- LSM724OD1 - Maximizing Communication and Collaboration in the Hybrid Environment: Overcome the Challenges of Hybrid Communication Across the Organization
- LSM724OD2 - Maximizing Communication and Collaboration in the Hybrid Environment: Design a Hybrid Communication Strategy to Support Team Needs
- LSM724OD3 - Maximizing Communication and Collaboration in the Hybrid Environment: Balance Synchronous and Asynchronous Communication Tools
- LSM724OD4 - Maximizing Communication and Collaboration in the Hybrid Environment: Establish Communication Protocols and Processes for a Hybrid Future
Certificates
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