Talent Management

Ok, so you finally have concluded that people can make huge difference in business and organizational outcomes.

Here are the questions you need to ask-

What is the cost of a bad hire?

How does culture drive bottom line performance?

How do I find better people for my departments?

Is turnover good or bad for my business?

How do I find good sales people?

Should I hire newbies or experienced people?

Ho do I get different people in different departments to collaborate and not compete for resources?

How do I create a high performance culture?

How do I create sustainable passion for our business in our people?

Why do our people leave suddenly?

How do know if they are looking for a new job and why should I care?

Why is development and career path so important to employees?

What is the upside of good hires and how do I make them?

Is motivation more important than skill?

These are just some of the questions we can help you answer.

Lets get the conversation started. 

Deloitte human capital, recruiting, talent acquisition, personality test, HR, Human Resources

Green Interior Design Specialist

180 Hours/12 Months/Mentor Supported

A #green interior design specialist understands how to integrate environmentally-friendly living into an interior design project. Students will learn how to improve indoor air quality, create environmentally responsible lighting, address energy and water issues, and choose appropriate interior finishes and furnishings. After successfully completing this course, students will be prepared to take the NCCB national certification exam in order to become a Certified Green Interior Design Specialist (CGIDS).

The goals of this course include understanding the fundamental concepts of interior design, being able to choose environmentally responsible lighting, understand what is needed for #LEED certification, and being able to explain how to implement environmentally-friendly HVAC, energy, water, and indoor air. Those in this course will also discuss case studies that have properly demonstrated correct practices of green interior design.

After completing this course, you should be able to:

• Define the core elements of interior design
• Identify methods for installing environmentally responsible lighting
• Identify strategies for maintaining quality indoor air
• Define the requirements for LEED certification
• Identify considerations for environmentally responsible HVAC, energy, and water

Certification:
Upon successful completion of our Green Interior Design course, students will be prepared to sit for the NCCB national certification exam to become a Certified Green Interior Design Specialist (CGIDS).
Certification exams are not included in the cost of the course.

Learn More 

Creating Opportunities Combining Science & Entrepreneurship

1 Hour/Self-Study

The Creating Opportunities Combining Science & Entrepreneurship course is an educational enhancement course that intends to equip individuals such as private practitioners with the ability to combine science and entrepreneurship to find new practice opportunities. Private practitioners should spend time reading data-based articles or else they miss potential practical opportunities. These opportunities and keeping abreast of data-based research may inspire a practice to become more or stay vibrant and financially healthy. Research and development in medical science and technology are always moving forward. A private practitioners’ ability to keep abreast of these discoveries and technological advancements helps them to offer the best and most up to date kinds of care available according to what kind of practice they run. This fosters economic growth and viability. This course offers the best ways of keeping in the loop concerning the combination of science and entrepreneurship and what opportunities are available to help the practice.

This course is an overview of the skills and knowledge needed for a private practitioner to integrate business with scientific breakthroughs. By the end of the course, a student enrolled should be able to perform the following related skills and convey knowledge concerning creating more opportunities to combine science and entrepreneurship: to be able to recognize sources of information and influence on clinicians; to be able to recognize and utilize important concepts of entrepreneurship; to be able to evaluate opportunities for entrepreneurship; to recognize and utilize effectuation; finally, to understand and practice components of the entrepreneurial process. This course focuses on the business side of running a technologically and scientifically advanced private practice successfully.

After the completion of this course, the student should be able to:

• Identify sources of information and influence on clinicians
• Identify some important concepts of entrepreneurship
• Identify ways to evaluate an opportunity for entrepreneurship
• Identify effectuation in regards to entrepreneurship
• Identify components of the entrepreneurial process    

 

 

• Learn More Here

OSHA Safety & Health Course

90 Minutes/Self-Study

The OSHA Safety & Health course is a vocational and educational enhancement course that is intended for interested individuals to learn more about the practices of safety and health and how to promote general well being in a workplace environment no matter what kind of environment it is. The Occupational Safety and Health Administration (OSHA) in the United States is part of the U.S. Department of Labor. OSHA has a mission to save lives, prevent injuries, and protect the health of the American worker. OSHA working with workplaces to build worker safety and health programs that prevent problems before they occur achieves this. OSHA aims to inform workplaces that no matter what the company size or the industry type, workers can be placed intentionally or accidently in harm’s way. These accidents, which harm or threaten to harm impact not only the person who suffers the injury, but also can have a severe financial and reputational impact on an organization. This can also lead to government sanctions and hefty punishments. The businesses that work with OSHA can avoid problems and unsafe environments.

This course is an overview of how the Occupational Safety and Health Administration works with companies and organizations to promote safe and healthy work environments for the American worker. By the end of the course, a student enrolled in this class is expected to be able to convey knowledge and skills related to OSHA’s Safety and Health concepts: to be able to explain how OSHA works to improve workplace safety and healthy; to define why having a safety and health program is good for business; to discuss the elements of a good safety and health program; to understand how to identify workplace safety and health concerns; finally, to know what to do to resolve safety and health concerns.

At the conclusion of this course, learners will be able to:

• Describe how OSHA works to improve workplace safety and health
• State why having a safety and health program is good for business
• List the elements of a good safety and health program
• Explain how to identify workplace safety and health concerns
• Describe what to do to resolve safety and health concerns

Learn more about this course and our other online courses here!

MCSA: SQL Server 2012

270 Hours/Mentor Supported

The MCSA: #SQL Server 2012 course aims to prepare students to sit for certain certification exams. These certification exams include Microsoft 70-461 Querying Microsoft SQL Server, Microsoft 70-462 Administering Microsoft SQL Server 2012 Databases, and Microsoft 70-463 Implementing a Data Warehouse with Microsoft SQL Server 2012. Students should be aware that the cost of this course does not also cover the cost of the certification exam. Students will learn about database integrity, how to create and modify constraints, SQL 2012 strategies, how to use SQL Server Reporting Services B, and user-defined functions (UDFs).
This course is comprised of ten modules. The modules include subjects such as Designing Database Solutions, SQL Server Security, Implementing Business Intelligence and Reporting, and Policy-Based Management & Backup and Restoration. Within each main subject module are sub-modules, which will focus on different areas. Students should strive to understand these areas in order to fully comprehend the material involved in each subject.
By enrolling in this course, participants are expressing their interest in advancing their knowledge in certain technological environments. Students will need to have Microsoft SQL Server 2012 Administration: Real-World Skills for MCSA Certification and Beyond (Exams 70-461, 70-462, and 70-463) in order to fully participate in this course.
By the end of this course, you will be able to:

• Identify and maintain database integrity
• Create and modify constraints
• Identify and alter user-defined functions (UDFs)
• Identify and understand indexing strategies for SQL 2012
• Understand reporting solutions by using SQL Server Reporting Services B

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Overview of the Human Resources Exam Prep (PHR/SPHR) course

135 Hours/12 Months/Self StudyThis Human Resources Exam Prep course is designed to prepare individuals for the revised Professional in Human Resources (PHR) certification exam. In order to sit for this exam, students should be #HR professionals with at least two years of professional experience. The main focus in this course is showing students how they can apply their professional knowledge and the skills they already use to the PHR exam questions.

By the end of this course, students will be able to comprehend federal legislation governing HR practices, and will be able to explain the correct courses of action. The six modules of this course are: Introduction to Human Resources, Business Management & Strategy, Workforce Planning & Employment, Human Resource Development, Compensation & Benefits, and Employee/Labor Relations & Risk Management. Lessons in these sections will be given on the HR code of ethics, human resource management, development activities, and recruitment and selection processes, among other topics most likely to be included on the PHR exam.

After completing this course, you should be able to:

• Understand federal legislation governing HR practices and identify appropriate courses of action
• Describe the difference between human resource management and development activities
• Identify methods for recruitment and selection procedures
• Comprehend and apply HR code of ethics
• Explain how adults learn & transfer new information to improve on-the-job performance

Certification:
Upon successful completion of this Human Resources Exam Prep (PHR/SPHR) course and the required professional HR experience, students will be prepared to sit for the HRCI certification exam to become a Professional in Human Resources (PHR®) or a Senior Professional in Human Resources (SPHR®).
The PHR is open to HR professionals with at least 2 years professional experience and the SPHR is available to those with a minimum of 6 years professional experience.
Certification exams are not included in the cost of the course.

learn more!

http://www.klgconsultants.com/e-learning_portals

Fit, Potential, Coachability and Desire in Hiring Decisions

Frequently we are asked why resumes do not play a big role in our selection process. Let me say up front, it is not because we believe that resumes are embellished or false. We do not believe that at all.

With people, as with other things, past performance is not necessarily a guarantee of future success with new hires or promotions. 

The key is are they a fit for the position and your culture. We do not just look at what they know but how they learn and adapt to see if a candidate might be a fit for a particular position. This is key because the same position in different organizations may require a different set of work flows, systems and institutional knowledge to perform well. That benchmark of performance must be understood and the adaptability of candidates cognitive capacity in the context of the skills to do that job well, should be measured to closely match the benchmark. The key is to measure specific job skill aptitude, not general cognitive ability. We use custom built cognitive assessments for each job for this reason.

However, that is only one type of fit. The other is culture fit. Some Human Capital consultants think this is the more important element of fit. A skilled professional who does not fit culturally, or who cannot adapt culturally, either will not stay long or will become disruptive. While we can measure current behavioral tendencies and we do, we also want to look at coachability. Can they be assimilated into the culture and modify their behavior and become a high performer and team player.  

"Can They Become One of Us?"

Part of this is dependent upon your onboarding and training program but it is also incumbent upon hiring managers and HR to use a tool to measure cultural fit and adaptability, pre-hire. There are many tools to do this, we use the Hogan.

Another critical factor in any hire or promotion decision is potential. What is potential and how do you measure it? That depends on the position, the industry and the size of the company. All of those factors and more, need to be taken into consideration to set a benchmark of growth potential and adaptability in new hires. This takes skill and a methodical interview process of the hiring manager, HR and/or the board of directors for c-level positions. The position's requirement for an ability to adapt, create and inspire vision in others, analyze complex problems and/or handle a quickly changing macro environment needs to be assessed.

The last factor that should be considered is the candidate's desire to succeed. Some people call this motivation and that may be a more accurate term.  We prefer to find out what the candidate really desires to achieve in their career and through their career. Any assessment process should answer this question, "is the candidate's desire aligned with what the position and culture delivers?" This can be measured in many ways and financial success is only one determinant and in many cases not the most important one.

If a position and culture only deliver extrinsic rewards such as financial incentives, hiring managers need to be honest about that while looking at cultural fit. Conversely if a culture is based on the intrinsic rewards of purpose and cause for example, candidates must be assessed for this type of desire or motivation.

Happy to talk more by phone, skype or google hangouts to fill in the details.

http://www.klgconsultants.com/contact_us

  (877) 873-9299