The Power HR course is an extensive online program designed to provide HR professionals with a comprehensive understanding of all facets of human resources management. Led by industry expert Mike Pritula, this course encompasses 76 informative webinars across five key modules: Power Strategy, Power Recruiting, Power Talent Management, Power Motivation, and Power Troubleshooting. By completing this course, participants will gain in-depth knowledge and practical skills to become true HR experts.

What you’ll learn:

• Strategic HR Management: Develop and implement effective HR strategies aligned with organizational goals, including HR audits, budgeting, analytics, and process automation.

• Recruitment and Sourcing: Master advanced recruitment techniques, including candidate sourcing, Boolean search, social media recruitment, and employer branding to attract top talent.

• Talent Management: Enhance employee performance through effective adaptation programs, OKR systems, coaching, feedback, performance appraisals, and development plans.

• Employee Motivation and Engagement: Implement strategies to boost employee motivation, loyalty, engagement, and well-being, including total rewards concepts, salary management, and recognition programs.

• HR Troubleshooting and Business Partnership: Address complex HR challenges such as employee retention, team building, organizational development, change management, and working with remote employees.

Course Program Overview:

1. Power Strategy (11 hours): Covers strategic HR issues, including HR competency models, audits, strategy development, budgeting, analytics, and process automation.

2. Power Recruiting and Sourcing (17 hours): Focuses on recruitment preparation, candidate search techniques, sourcing tools, interviewing, employer branding, and HR marketing.

3. Power Talent Management (13 hours): Addresses employee adaptation, OKR systems, coaching, feedback, performance appraisals, competence assessment, and mentorship.

4. Power Motivation (19 hours): Explores people management, internal communications, employee motivation, engagement, experience, well-being, and compensation management.

5. Power Troubleshooting (16 hours): Deals with employee dismissal, retention, teamwork, project management, organizational development, change management, and HR trends.

Full course program:

1. HR Competency Models

• Understanding SHRM, HRCI, and CIPD competency models

• Developing a personal HR competency plan

• Earning an HRCI or equivalent certification

• Completing a professional HR course in the last 12 months

Understanding SHRM, HRCI, and CIPD competency models

Developing a personal HR competency plan

Earning an HRCI or equivalent certification

Completing a professional HR course in the last 12 months

2. HR Audit and Audit Checklist

• Utilizing HR audit tools

• Completing an HR audit checklist

• Conducting SWOT and PESTEL analyses

• Writing an HR audit report

Utilizing HR audit tools

Completing an HR audit checklist

Conducting SWOT and PESTEL analyses

Writing an HR audit report

3. HR Strategy Development

• Understanding HR strategy templates

• Setting HR goals and key metrics

• Aligning HR strategy with business strategy

• Creating an HR roadmap based on audit results

• Justifying HR costs and budgeting

Understanding HR strategy templates

Setting HR goals and key metrics

Aligning HR strategy with business strategy

Creating an HR roadmap based on audit results

Justifying HR costs and budgeting

4. HR Budgeting

• Using HR budget templates

• Budgeting salary reviews, vacancies, bonuses, and benefits

• Planning costs for recruiting and training

Using HR budget templates

Budgeting salary reviews, vacancies, bonuses, and benefits

Planning costs for recruiting and training

5. HR Analytics and Metrics

• Differentiating between metrics and analytics

• Calculating HR metrics and data reliability

• Using tools for HR data collection and analysis

• Forecasting HR trends and employee impact

• Implementing Exit Interviews for turnover analysis

Differentiating between metrics and analytics

Calculating HR metrics and data reliability

Using tools for HR data collection and analysis

Forecasting HR trends and employee impact

Implementing Exit Interviews for turnover analysis

6. Recruiting Analytics and Funnel Management

• Conducting recruiting audits

• Analyzing recruiting metrics and job funnels

• Calculating recruiter workload and vacancy costs

• Developing recruiting SLAs and reports

Conducting recruiting audits

Analyzing recruiting metrics and job funnels

Calculating recruiter workload and vacancy costs

Developing recruiting SLAs and reports

7. Employee Surveys

• Designing surveys and analyzing results

• Using platforms for pulse surveys

• Conducting engagement, burnout, and performance evaluations

Designing surveys and analyzing results

Using platforms for pulse surveys

Conducting engagement, burnout, and performance evaluations

8. HR Process Automation

• Exploring HR automation systems like PeopleForce

• Implementing AI in HR automation

• Automating recruiting and training processes

Exploring HR automation systems like PeopleForce

Implementing AI in HR automation

Automating recruiting and training processes

9. Business Acumen for HR

• Understanding business strategy and value chains

• Using tools like Porter’s Five Forces and the Boston Matrix

• Analyzing company financial statements

Understanding business strategy and value chains

Using tools like Porter’s Five Forces and the Boston Matrix

Analyzing company financial statements

10. Corporate Culture Management

• Defining and integrating corporate culture

• Describing company values in employee handbooks

• Managing culture transformation initiatives

Defining and integrating corporate culture

Describing company values in employee handbooks

Managing culture transformation initiatives

11. Workforce Planning and Optimization

• Applying headcount planning methodologies

• Understanding FTE, workload distribution, and competency matrices

Applying headcount planning methodologies

Understanding FTE, workload distribution, and competency matrices

12. Recruiting and Sourcing Excellence

• Structuring the ideal recruiting process

• Creating competency-based interview frameworks

• Developing job descriptions and hiring strategies

• Conducting reference checks and counteroffer negotiations

Structuring the ideal recruiting process

Creating competency-based interview frameworks

Developing job descriptions and hiring strategies

Conducting reference checks and counteroffer negotiations

13. Advanced Candidate Search Techniques

• Utilizing Boolean search and X-ray search

• Leveraging social networks for talent sourcing

• Finding candidates through niche job platforms

• Using automation tools for sourcing efficiency

Utilizing Boolean search and X-ray search

Leveraging social networks for talent sourcing

Finding candidates through niche job platforms

Using automation tools for sourcing efficiency

14. Contacting and Engaging Candidates

• Writing compelling outreach messages

• Personalizing candidate communication using AI

• Testing email subject lines and response rates

Writing compelling outreach messages

Personalizing candidate communication using AI

Testing email subject lines and response rates

15. Candidate Evaluation and Interviewing

• Conducting competency-based and structured interviews

• Assessing candidate motivation and skills

• Using assessment centers and case interviews

Conducting competency-based and structured interviews

Assessing candidate motivation and skills

Using assessment centers and case interviews

16. Sales in Recruiting

• Understanding SPIN and FAB sales techniques

• Creating candidate journey maps

• Handling candidate objections effectively

Understanding SPIN and FAB sales techniques

Creating candidate journey maps

Handling candidate objections effectively

17. Employer Branding and HR Marketing

• Developing an EVP and employer branding strategy

• Running recruitment marketing campaigns

• Leveraging AI for employer brand communication

Developing an EVP and employer branding strategy

Running recruitment marketing campaigns

Leveraging AI for employer brand communication

18. Employee Onboarding and Adaptation

• Implementing structured onboarding programs

• Organizing mentoring and team-building activities

• Using automation for onboarding efficiency

Implementing structured onboarding programs

Organizing mentoring and team-building activities

Using automation for onboarding efficiency

19. OKR System Implementation

• Differentiating OKRs from traditional goal-setting

• Integrating OKRs with Performance Reviews

Differentiating OKRs from traditional goal-setting

Integrating OKRs with Performance Reviews

20. One-on-One Meetings and Employee Coaching

• Conducting structured feedback sessions

• Utilizing the GROW coaching model

• Diagnosing employee engagement and challenges

Conducting structured feedback sessions

Utilizing the GROW coaching model

Diagnosing employee engagement and challenges

21. Performance Management

• Implementing Performance Reviews and competency assessments

• Using data-driven performance evaluation tools

Implementing Performance Reviews and competency assessments

Using data-driven performance evaluation tools

22. Employee Development and Career Planning

• Identifying learning needs and designing training programs

• Implementing succession planning frameworks

• Coaching employees for long-term growth

Identifying learning needs and designing training programs

Implementing succession planning frameworks

Coaching employees for long-term growth

23. Motivation, Engagement, and Well-being

• Applying Herzberg, Maslow, and Pink motivation models

• Measuring and improving employee engagement

• Implementing workplace wellness programs

Applying Herzberg, Maslow, and Pink motivation models

Measuring and improving employee engagement

Implementing workplace wellness programs

24. Compensation and Benefits Management

• Designing salary structures and job grading systems

• Conducting salary market analysis and benchmarking

• Developing incentive and bonus plans

Designing salary structures and job grading systems

Conducting salary market analysis and benchmarking

Developing incentive and bonus plans

25. Employee Retention Strategies

• Calculating turnover costs and developing retention strategies

• Handling counteroffers and retention negotiations

Calculating turnover costs and developing retention strategies

Handling counteroffers and retention negotiations

26. Organizational Development and Change Management

• Understanding company growth stages and intervention tools

• Implementing change management frameworks

Understanding company growth stages and intervention tools

Implementing change management frameworks

27. HR Trends and Future of Work

• Reviewing the latest research from Deloitte, Randstad, and Bersin

• Exploring emerging trends in HR technology and workforce management

  
  

Reviewing the latest research from Deloitte, Randstad, and Bersin

Exploring emerging trends in HR technology and workforce management

Course Features:

• Expert Instruction: Learn from Mike Pritula, a renowned HR leader with over 15 years of experience in top companies and recognized as the No.1 Opinion Leader in HR for 2019.

• Flexible Learning: Access 76 recorded online sessions at your own pace, with options for live participation.

• Practical Application: Engage in homework assignments with personalized feedback to apply concepts to real-world scenarios.

• Interactive Community: Participate in a dedicated Telegram chat to discuss cases, share experiences, and network with peers.

• Certification: Receive a diploma upon successful completion of the course, enhancing your professional credentials in HR management.

Who should enroll:

• HR Professionals: Individuals seeking comprehensive knowledge across all HR functions to become experts in the field.

• Aspiring HR Practitioners: Those aiming to enter the HR field with a thorough understanding of human resources management.

• Business Leaders and Managers: Executives and managers looking to deepen their HR knowledge to better lead their teams.

• HR Consultants: Consultants seeking to expand their expertise and offer a wider range of HR solutions to clients.

Embark on a transformative journey to become an HR expert with the Power HR course. Enroll now to gain the essential skills and knowledge needed to excel in human resources management.