No prior knowledge required
No unnecessary risks
Are you a manager, project manager or someone with responsibility looking to improve your skills in personnel management? Look no further! Our Human Resource Development course offers you all the necessary background knowledge with many practical examples to get you started quickly.
Who is our target audience?
Our course is designed for (future) managers, project managers, people in leading positions, or simply all people with responsibility on the job. We have implemented both scientific content and our own experience as a trainer, coach, and manager into these lessons. This will give you a good overview of the most important instruments of personnel development. It will expand and strengthen your professionalism as a personnel developer and/or manager.
Course Content:
We will define Personnel development, provide a good overview of this discipline and make a demarcation to organizational development and coaching. We will also define the possible target groups.
In this chapter, you will get a brief review of the history of management theories. We will take a look at the newer forms of organization such as Scrum and Holocracy. We will also discuss the suitability of agile methods as well as the self-organization of companies, hierarchies, and roles.
In human resources development as a manager or human resources specialist, you are also an expert in leadership concepts. You will learn the most fundamental approaches so that you can apply them in management coaching. In addition to the professional teaching, it is also about a basic understanding of how leadership works and how you can implement these concepts in your own organization.
In this section, you will learn about various approaches to measuring requirements and profiles. For this purpose, we will go through requirements for managers and management diagnostics. We will also discuss the concept of appraisal interviews and how self-assessment of managers can be used for personnel development. We close this chapter with self-reflection with the Johari Window.
As a manager and/or personnel developer, you will often accompany employees and/or managers on their way. In addition, you will learn the basic building blocks of the process consulting. We will also discuss the consulting parts of coaching and focus on typical management tasks. With the necessary background knowledge and getting to know the 10 management roles, you will also be able to better allocate the various occasions for coaching. This is followed by the clarification of the assignment, which is obligatory in both small and large contexts.
This chapter is intended to give you a rough overview of systemic coaching. Since this topic is so comprehensive, we have provided a short excerpt from our separate course Systemic Coaching, The Complete Course. If you would like to deepen your knowledge in this area, we invite you to take a look at our advanced course.
In this chapter, we will go over recruiting, which is an umbrella term that includes both recruitment and selection. Depending on your previous experience, you can deal with biographical, property-oriented procedures in this chapter. We also discuss assessment centers and how they can implement this concept in smaller companies. In addition to many examples, we also deal with hearings. This is followed by onboarding and outplacement, which is essential for successful employer branding.
As (future) decision-makers, you need data-based bases for decision-making. To do this, you should have a basic understanding of the most common key figures in the HR sector. In this short lesson, you will learn a few practical examples.
Sooner or later you will be confronted with surveys in your work as a manager. No matter whether you only accompany them because you buy an external consulting service, or conduct the survey yourself, in this chapter, we will go into the objectives, planning, and implementation in more detail.
Employer branding has long since ceased to be a fad. Nearly every HR department has already implemented EB projects or wants to take even more initiatives in the future. In this lesson, you will learn how to define and differentiate brand and branding, and you will also receive initial implementation recommendations. The larger the company, the more you will be involved in talent management, which we also cover.
Why choose our online course?
With our online course, you will receive strategic guidance for personnel development that you can implement in your own company. Secure your knowledge advantage and enroll in our course right now. We look forward to seeing you in the course!
Many greetings,
Markus Edenhauser, MA MSc.
