Course Goal
To teach HR tools needed to build an effective team, using the software development field as an example.
This Course is Designed For
HR specialists, people managers, team/unit leaders, and company owners.
Learning Format
Course duration: 12 sessions × 6 weeks
Homework after each lecture and personalized feedback from the trainer
Access to video recordings and materials in Google Classroom
What does a graduate of the online course receive
🔗 View benefits
Program
1
A helicopter view of talent management.
Employee life cycle.
Roles of specialists in the field of talent management.
Working with internal/external clients on creating a job opening.
2
HR stakeholders.
Identifying, analyzing, communicating with, and engaging key stakeholders when working with candidates and employees.
3
Candidate attraction.
Employer brand.
Employee Value Proposition (EVP).
Creating a job opening.
4
Recruitment.
Job description.
Primary and alternative sources for finding candidates.
Job advertising.
Reviewing candidate profiles and resumes.
5
Interviewing.
Approaches to interviews.
Types of interviews.
Interview focus.
Types of questions. Assessing soft skills.
Summary table.
6
Job offer and preparation work.
Communication with the candidate.
Handling objections.
Preparing the team.
Preparing the workplace.
Working with a mentor.
7
Onboarding.
Adaptation and integration.
Goal setting.
Choosing a management style.
Identifying motivation and motivators.
8
Employee training and development.
Identifying needs and assessing demand.
Alignment with company strategy.
Developing a competency matrix.
9
Employee recognition.
Key drivers at work.
How much does it cost?
Recognition deficit.
Implementing gratitude practices.
Motivation at Google and Facebook.
10
Performance Management.
Performance metrics.
Factors influencing employee performance.
Team performance – how to achieve it.
11
Employee retention.
Retention strategy: what works and what is not worth the time and money.
Exit interviews to enable employee return.
Employee surveys.
Risk management.
Preparing a candidate pool.
Succession planning.
12
Final project.
A strategic personnel management plan for a specific company, taking into account:
goals,
the specifics of the company’s operations,
the available budget.