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Motivational Theories Part (1)
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Motivational Theories Part (1)

Motivation is a necessary part of management. It is an inner motive that encourages human behavior. It can be activated by various stimuli (stimulating or motivating factors). Hence, many motivation theories are explored to provide an insight into what makes an employee perform better. This lecture is aimed to provide managers with a tool to motivate employees and helps them in understanding how the staff can be managed better.

This lecture explains thoroughly about the meaning of motivation and importance of motivation in any business or company. Moreover you can learn the most popular motivational theories such as Maslow’s needs hierarchy, Alderfer’s ERG theory and Herzberg’s two-factor theory.

STAR method for HR
172

STAR method for HR

The STAR Model is a behavioral interviewing technique that is so useful for both interviewers and interviewees. The interviewers use this method to gather all the relevant information about a specific capability that the job requires. An interviewee ensures to answer tough work-related questions in a subtly, compelling and powerful manner and show the interviewer why he/she is such a great prospect. This lecture is intended to people to share the uses and importance of the STAR Model which is used for interviews.

This lecture describes a STAR Model which is mostly used by interviewers to know that whether the interviewees have the required skills for the position. This model stands for situation, task, action, results.

Preparing for an interview
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Preparing for an interview

The most important step to landing a job is being prepared for the interviews as personal interviews are used by all employers and companies for selecting their staff. Interviews are the way of impressing applicant’s experiences and personality. This lecture is intended to assist the job applicants feel more in control, and will appear cool, calm in interview and help to improve the impression of the prospective employers.

This lecture suggests the ways to prepare best answers for the interviewers’ regular questions and the important questions relating to the ability of applicants.

Main Functions of HRM
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Main Functions of HRM

The success of an organization mainly depends on its employees. HR of the organization have to manage the employees to work with full commitment. Therefore, this lecture shows HRM activities that are valuable for people who are interested in HRM or responsible for employee management.

This lecture is composed of three parts of Human Resource Management activities that are central points for managing employees of an organization. They are- (1) Attract potential employees (2) Develop the skills of employees (3) Maintain the employees.

Resume preparation
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Resume preparation

Resume is a document used by a person to present their backgrounds and skills as well as the most important tool when applying for a job. If the resume is poorly presented or badly written, an applicant is going to have trouble getting the job he wants although he has good qualification and experiences. This lecture is aimed to help job applicants to get the first impression of a potential employer through a perfect resume.

This lecture emphasizes on the useful ways, key descriptions, dos and don’ts in preparation of a resume.

Corrective Behaviors and Progressive Disciplinary Actions
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Corrective Behaviors and Progressive Disciplinary Actions

All employees are expected to meet performance standards and behave appropriately in the workplace. However, the companies need to take corrective actions and progressive disciplinary actions if there are poor performances and misconducts between employees. This primary purpose of this lecture is to give the knowledge about how to correct the misconducts and make the fair disciplines which can accepted by employees.

This lecture explains how to handle employees in the workplace with poor performance, bad work habit and misconducts through corrective behaviors and progressive disciplinary action and dismissal.

Preparing Annual Training Plan
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Preparing Annual Training Plan

Every business needs to ensure that their employees understand what it is they are able to do and how they are their duties and responsibilities and that means the companies need creating a training plan. So, whenever a new business year comes around, companies have to come up with a training plan that will allow their employees to reach their new smart goals. This lecture focuses on sharing knowingness that how to create an efficient annual training plan for the company.

This lecture elaborates how to create a training plan executive summary, schedule of the program, budget, training calendar and course description.

ADDIE Model
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ADDIE Model

The ADDIE model is used by instructional designers and training developers to help organize and streamline the production of their course content. This model attempts to save time and money by catching problems while they are still easy to fix. Therefore, this lecture is aimed to supports a robust approach to determine training needs, come up with relevant interventions and to evaluate outcomes.

This lecture explains the four steps of ADDIE Model which is useful for the trainers in the workplaces to create a better and systematic training design.

Key functions of HR department
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Key functions of HR department

The human resources department handles many necessary functions to maximize the success of an organization by optimizing the productivity of its employees. It is instrumental in providing labor law compliance, record keeping, hiring and training, compensation, relational assistance and help with handling specific performance issues. Therefore, this lecture is intended to people in any organization or business to know the key functions of HR department which can lead to the productive workforce and employee satisfaction.

This lecture discusses about the key functions of Human Resource Department including (4) segments such as: 1) HR Planning 2) Recruitment and Selection 3) Training and Development 4) Remuneration.

Retrenchment
81

Retrenchment

Retrenchment is a form of dismissal due to no fault of the employee. It is a process whereby the employer reviews its business needs in order to increase profits or limit losses, which leads to reducing its employees. The employer must give fair reasons for making the decision to retrench and follow a fair procedure when making such a decision or the retrenchment may be considered unfair. Therefore, the purpose of this lecture is to guide how to process retrenchment systematically and with low risks.

This lecture discusses the procedures and important factors to be considered by companies or employers when making the decision to retrench.

Employee Handbook
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Employee Handbook

An employee handbook, sometimes also known as an employee manual given to every employee by an employer. It contains several key sections and includes information about company culture, policies, and procedures. Every business wants to have their policy in place. And therefore, create employee handbook that clearly communicate the workplace policies.

This lecture includes the contents of an employee handbook and explanations of each fact.

Grading Salary
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Grading Salary

Salaries and benefits are the price of their efforts given to their organizations. Salaries reflect the level of skills, quality and responsibilities required for a given position. Benefits are specified in an employment contract. The objective of this lecture is that the learners can well apply the important facts in determining the employee salaries and benefits in their works.

This lecture describes the three important facts and each considerable steps in determining the employee salaries and benefits.