Catalog

Catalogs

Title	Duration (hours)	Description
Interviewing Skills: Following Up	0.67	Once you have conducted the interview, you need to do a follow-up and perform a self-evaluation of your interviewing skills. In this course you will learn to: complete follow-up tasks after an interview.
Interviewing Skills: Planning and Preparing	1.00	Once you have written success factors related to the position you are filling, you need to plan for the interview. In this course you will learn to: identify the steps to establish a plan for an interview, and identify the steps to prepare an office for an interview.
Organizational Communication: Leadership and Motivation	1.00	Organizational communication relies on the communication skills of employees, managers, and leaders. The competence of leaders is reflected in their communication skills. Communication skills also play a major role in differentiating a manager and a leader. To become an effective leader, you need to understand the theories of leadership. The structure of an organization also determines the ability of a manager. Although motivation resides within an individual, organizations can affect motivation through communication. To motivate employees, management must clearly outline its expectations, goals, and rewards. Organizational structure can affect the communication used to motivate employees, as well as other types of communication within the organization. In this course you will learn to: describe how communication skills and leadership are related, and define the theories of motivation, and identify motivational tools and the impact of nonverbal behavior.
Coaching: Coaching Diverse Employees	1.34	People are different. Beliefs, behavior, learning pace, and personality vary from person to person. Some employees require extensive support to complete a project, while others perform better with fewer guidelines and more control. Still other employees need constant motivation to keep them focused on achieving goals. As a coach, you must assess each employee’s situation, and determine the most effective coaching approach to implement. This versatility will help you recognize your employees’ needs, improve your communication skills, and make you a better coach. In this course you will learn to: motivate employees by identifying their individual personality types, and build trusting relationships between employees and their coaches.
Managing Performance: Performance Management Basics	1.00	Performance management is a process that allows for ongoing communication between employees and managers that results in employees striving for, and reaching, their potential. In this course you will learn to: define performance management and identify its common pitfalls, understand the importance of creating a performance management plan and the steps involved in establishing a plan, and identify the process for discussing and creating an effective job description.
Organizational Communication: Power, Politics, and Diversity	0.75	Power is the ability to influence someone to do something that they would not do without encouragement. Various types of power and power strategies depend on the level of influence. The existence of different levels of power in an organization gives rise to organizational politics. Politics can arise between individuals who differ from each another. To avoid confrontation arising from differences, it is important for people to recognize the benefits of diversity within their organization. In this course you will learn to: identify different levels and types of power, identify strategies to manage diversity and to communicate in different cultures, and identify the steps and guidelines for empowerment.
Business Problem Solving: Problem Solving in the Corporate World	0.84	Problem-solving cultures greatly influence the problem-solving process in organizations. Recognizing the culture that exists in your organization will permit you to develop effective solutions. This approach needs employees with a wide variety of skills and talents. In this course you will learn to: identify the types of problem solvers and the skills they must possess, and identify different corporate cultures.
Business Problem Solving: Problem-Solving Basics	1.25	Problem-solving is aimed at eliminating problems. The problem-solving process involves identifying a problem, gathering information, generating and evaluating options, and implementing solutions. Effective problem-solving needs the coordination of knowledge, experience, attitude, intuition, and the abilities of an individual or team. By successfully eliminating problems the first time, you will save your company’s resources and improve its operation. In this course you will learn to: define the fundamentals of problem-solving, and identify effective problem-solving approaches.
Business Problem Solving: Problem-Solving Teams	1.00	Problem-solving teams are created to solve a specific business problem. Ideally, such a team should have members from different departments of your organization. However, you need to develop skills to focus team members on a common goal. As a team leader, you might be expected to create a team, rather than simply manage a group of people assigned to complete a task. You will play a central role in helping team members interact, communicate, and work together. You will also be expected to plan and execute team meetings. Meetings can be an effective way to communicate information to the group, to decide on an action, to set goals, and to motivate and support team members. In this course you will learn to: build and manage problem-solving teams and conduct effective meetings, and motivate team members and effectively communicate with them.
Project Teams: Creating a Project Team	1.00	Project teams and non-project teams are similar because they both often have specific time frames in which to complete tasks. However, project teams also have a time frame for the life of the team, whereas non-project teams usually don’t. A non-project team might be established to monitor the effectiveness of an organization’s advertising. The need to monitor advertising effectiveness will be ongoing, and the team will not have an ending date. In this course you will learn to: identify the characteristics of a project team, and understand who the project stakeholders are, and understand how individual responsibilities and stress affect a project team, and how team members can evaluate their performance.
Advanced Interpersonal Communication: Building Relationships Through Feedback	0.75	Providing feedback is an important element in building a relationship because it closes the circle of communication that links the listener and speaker. Until feedback is given, the people involved in communication are either speakers or listeners. Once a speaker receives feedback, the roles switch, and both parties are equally involved in a conversation. In this course you will learn to use paraphrasing effectively, and provide positive and constructive feedback in a business setting.
Quality Management: Fundamentals Of Quality Management	0.50	Quality management is the process, directed by upper management, through which a company continuously tries to improve the quality of workmanship, processes, and products. The primary aim of quality management is to organize project planning, product design, and program implementation, such that resulting products and services are available to customers at a high quality and reasonable cost. In this course you will learn to: identify the concepts commonly associated with quality management, the role of management in implementing quality, and the steps an organization should follow to incorporate improvements into daily management, and identify the ways in which variation leads to loss, select characteristics of common causes of variation, and identify frequent sources of variation.
Interviewing Skills: Handling and Conducting	1.00	Some interviewees demand a particularly focused and skillful use of interviewing techniques. Your ability to handle talkative, uncommunicative, nervous, or inexperienced candidates is important in order to get an accurate assessment of the candidate’s abilities. If you develop ways of handling various types of interviewees before the interview begins, you’ll be able to encourage them to respond positively and share information. You’ll also avoid the mistake of eliminating candidates on the basis of value judgments or preconceptions. An interview is a two-way conversation designed to gather information about, and provide information to the candidate, so you both can decide on the fit between the position, the organization, and the candidate. Good interviews flow smoothly when both the interviewer and the candidate take part in an information exchange. In this course you will learn to: handle an interview by developing an understanding of the various types of candidates, and conduct an interview by following a specific structure and using effective communication techniques.
Motivation: Identifying, Planning, and Implementing: The Core Four	1.00	Surrounding the positive mental attitude are the Core Four components. These key areas of focus are critical to your motivation and your success. The Core Four elements are health, competence, relationships, and organization. Each of these elements requires focused attention. Without attention to one area, your life will be out of balance. Each area complements the other and is powered by your positive attitude. In this course you will learn to: strive for good health to foster a positive mental attitude, maintain your competence to nurture a positive mental attitude, improve your relationships to indirectly improve a positive mental attitude, and strive to be organized to encourage a positive mental attitude.
Interviewing Skills: EEO Guidelines	0.50	The Equal Employment Opportunity Commission (EEOC) administers and enforces Title VII, which prohibits discrimination in employment on the basis of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability, or genetic information. Other federal, state, and municipal laws also prohibit discrimination on these, and other, bases. In this course you will learn to: list the provisions, general principles, and key terms of EEO, and identify appropriate and inappropriate interview questions, including those that are not permissible according to the law.
Sexual Harassment Prevention: Understanding Management Issues	0.25	The goal of this course is to assess the need for a sexual harassment policy in an organization and respond appropriately to a sexual harassment accusation.
Sexual Harassment Prevention: Recognizing Harassing Behavior	0.33	The goal of this course is to identify behavior that constitutes sexual harassment and understand the impact of sexual harassment in the workplace.
Organizational Communication: Technology in the Workplace	0.84	The impact of technology has sped up the communication process in organizations. As a result, communication can occur at any time and place. To facilitate effective communication in an organization, you need to identify and use different communication technologies. In this course you will learn to: identify the various categories of technologies, identify the impact of technology on organizations, and identify the guidelines for applying technology in an organization.
Sexual Harassment Prevention: Understanding Legal Issues	0.25	The learning objective for this course is to describe the law against sexual harassment and understand an organization’s liability if a non-employee harasses an employee.
Sexual Harassment Prevention: Defining Sexual Harassment	0.25	The learning objectives for this course are to avoid sexually harassing behavior and realize the cost of sexual harassment to an organization and to identify the psychological, health-related, and career-related effects of sexual harassment.
Motivation: Identifying, Planning, and Implementing: The Motivation Process	1.00	The motivation process involves four phases: identifying, planning, implementing, and evaluating. Each phase is distinct, but you will notice that the process is arranged in a continuous circle, because it is ongoing. In this course you will learn to: identify your goals and plan the necessary steps to reach these goals, and implement your plan and evaluate its progress to strive for peak performance levels.
Managing Performance: Appraising Employee Performance	1.67	The performance appraisal process is an integral part of performance management. It consists of two phases that must be carefully planned and executed: establish a performance plan and complete the performance appraisal process. In this course you will learn to: understand the performance appraisal process, identify and gather appraisal material, prepare for an appraisal discussion, lead employees in an appraisal discussion, and respond to defensive employees and resolve conflict in an appraisal discussion.
Creativity and Innovation: Promoting Team Creativity	1.34	The purpose of a team is to bring together people with diverse personalities, knowledge, education, and experience. This combined diversity encourages creativity and productivity to accomplish a common goal. Teams might consist of people from a single department or several departments. Teams can generate new ideas, expand on or improve current ideas, make decisions, and solve problems. Teams can also be assigned to a specific task or be made responsible for a broader area, such as responding to changing customer expectations. When team members recognize their roles in a team, and the manager performs his responsibilities, creativity has a better chance of flourishing. In this course you will learn to: identify characteristics of creative teams, and manage these teams effectively, conduct creative team sessions, and conduct brainstorming sessions, and use creativity to solve problems.
Media and Social Media Best Practices	0.25	The purpose of this course is to ensure you are aware of organizational best practices in regard to contact with Media, and use of Social Media. This policy is intended to support ALL employees and volunteers in making the best decisions for the organization.
Train-the-Trainer: Training Methods	0.25	The purpose of this course is to provide the education and tools needed so that participants will be able to effectively deliver safety and health training to their workers. By the end of this course participants will be able to explain the different titles of a teacher, determine positive classroom control measures, examine diversity and stereotypes, describe training delivery methods, analyze questioning types and techniques, demonstrate the use of training aids, define how to empower the adult learner, and illustrate the proper use of assessments and critiques.