The first of this two-course series will provide key Human Resources fundamentals for those workers touching the HR function without necessarily having an HR background. You’ll get tips and guidance towards building and maintaining an engaged workforce, helping to contribute to your organization’s strategic goals. Special attention will be paid to the federal employment laws from an HR -- rather than lawyer -- perspective. The objective of this course is to support the work you do in your role and provide consultation on effective employment-related decision-making.
The following is an outline of the topics:
- Week 1: Human Resources Overview — A big-picture look at what people serving some or all of the HR function should know (Key areas: What is HR?, Employee Lifecycle, and knowledge, skills, and abilities that will help you thrive in your role)
- Week 2: Talent Acquisition and Planning — Finding and securing rock star talent that fits your organization (Key areas: Job analysis, recruiting in today’s environment, interviewing, and onboarding)
- Week 3: Engaging and Retaining Your Workforce — Making your organization a great place to work and maintaining it (Key areas: Employee satisfaction, employee engagement, and retention tips)
- Week 4: Performance Management — From coaching to termination (Key areas: Performance management, disciplinary process, employee relations, and labor relations)
- Week 5: What Do Employees Need from You — Designing your role and approach to serve employee needs (Key areas: Core competencies, employee development)
- Week 6: Employment Laws (Federal) Part One — Key laws that drive the employment experience (Key areas: Review of select Federal laws, course review)
The live Zoom lessons will be held on Thursdays from 12-1 p.m. Central Time. These lessons will also be recorded for on-demand access.
Audience Level
Intermediate
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Week 1: Human Resources Overview
Week 1: Human Resources Overview
Select the "View On-Demand Recording" button to begin. | 60 minutes
Select the "View On-Demand Recording" button to begin. | 60 minutes
Week 1: Human Resources Overview — a big-picture look at what people serving some of all the HR function want to be aware of (Key areas: what is human resources; employee lifecycle; knowledge, skills, abilities to thrive in your role)
HR 1 - Week 1 - Assignment: Introductions
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Assignment 1: Due before the first lesson scheduled for Thursday, February 15, 2024.
Welcome to the course! In anticipation of the first class, please post the following in the Discussion Forum:
• What is your current role?
• Using one word (or a few words), describe what you think of Human Resources (nothing is off limits).
• What is your favorite candy?
HR 1 Week 1 Quiz
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
Week 2: Talent Acquisition and Planning
HR 1 Week 2 Pre-work
Agree to terms to continue.
Agree to terms to continue.
LinkedIn - The Future of Recruiting
Week 2: Talent Acquisition and Planning
02/13/2025 at 12:00 PM (CST) | 60 minutes
02/13/2025 at 12:00 PM (CST) | 60 minutes
Week 2: Talent Acquisition and Planning — finding and securing rock star talent that fit your organization (Key areas: job analysis; recruiting in today’s environment; interviewing; onboarding)
HR 1 Week 2 Assignment
Make 1 discussion post to continue.
Make 1 discussion post to continue.
Talent Acquisition and Planning
Please enter into the discussion board the following:
• What is the primary external recruitment tool you use to find rockstar talent?
• Do you currently have an employee referral program and if you do, what are the specifics to the program? (Feel free to attach your organization’s policy, if willing to share.)
• List your favorite question to use when interviewing a candidate.
HR 1 Week 2 Quiz
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
Quiz One Update
Open discussion to continue.
Open discussion to continue.
Quiz One Updates to 2 Questions
HR Availability to Staff
Open discussion to continue.
Open discussion to continue.
A more detailed response to a question raised in Session/Week One.
Week 3: Engaging and Retaining Your Workforce
HR 1 Week 3 Pre-Work
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Agree to terms to continue.
Please review the attached Employee Retention Guide.
Week 3: Engaging and Retaining Your Workforce
02/20/2025 at 12:00 PM (CST) | 60 minutes
02/20/2025 at 12:00 PM (CST) | 60 minutes
Week 3: Engaging and Retaining Your Workforce — making and keeping your organization as a great place to work (Key areas: employee satisfaction; employee engagement; retention tips)
HR 1 Week 3 Assignment
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Make 1 discussion post to continue.
Please enter onto the discussion board the following:
• What is one thing your organization does to build employee engagement; or write what you ‘wish’ they would do.
• What is your retention rate (if you do not know this, please simply state ‘my company does not currently track or share this information)?
• From what you have heard, what company out there has a highly-engaged workforce?
HR 1 Week 3 Quiz
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
Week 4: Performance Management
HR 1 Week 4 Reading
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Agree to terms to continue.
Read Department of Labor website regarding FLSA Section 14c: https://www.dol.gov/agencies/whd/special-employment
Week 4: Performance Management
02/27/2025 at 12:00 PM (CST) | 60 minutes
02/27/2025 at 12:00 PM (CST) | 60 minutes
Week 4: Performance Management — from coaching to termination (Key areas: performance management; disciplinary process; employee relations; labor relations)
HR 1 Week 4 Assignment
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Make 1 discussion post to continue.
HR – 1
Week 4
Performance Management
Please enter onto the discussion board the following:
What would you do if you have a graphic scale of 1 – 5 used on your Performance Management Evaluation Tool and a people manager states ‘I will never give my people a ‘5’ as I want them to have something to grow towards’?
HR 1 Week 4 Quiz
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
Week 5: What Do Employees Need from You
HR 1 Week 5 Reading
Agree to terms to continue.
Agree to terms to continue.
Reading:
Going it Solo
Week 5: What Do Employees Need from You
03/06/2025 at 12:00 PM (CST) | 60 minutes
03/06/2025 at 12:00 PM (CST) | 60 minutes
Week 5: What Do Employees Need from You — designing your role and approach to serve employee needs (Key areas: core competencies; employee development)
HR 1 Week 5 Assignment
Make 1 discussion post to continue.
Make 1 discussion post to continue.
Please enter onto the discussion board the following:
• What is one thing you would like to bring to your organization in regard to the HR function?
• What is one way you add value to your organization?
HR 1 Week 5 Quiz
10 Questions | Unlimited attempts | 60 minute limit | 7/10 points to pass
10 Questions | Unlimited attempts | 60 minute limit | 7/10 points to pass
Week 6: Employment Laws (Federal) Part One
HR 1 Week 6 Reading
Agree to terms to continue.
Agree to terms to continue.
Reading:
Overview of Key Laws by Company Size
Week 6: Employment Laws (Federal) Part One
03/13/2025 at 12:00 PM (CDT) | 60 minutes
03/13/2025 at 12:00 PM (CDT) | 60 minutes
Week 6: Employment Laws (Federal) Part One — key laws that drive the employment experience (Key areas: select federal laws review; course review)
HR 1 Week 6 Assignment
Make 1 discussion post to continue.
Make 1 discussion post to continue.
This week’s assignment is going to land primarily on your Instructor John! We are affectionately calling this ‘consultant corner’. Please post the following:
• What is one thing that you would like to know about your world in HR? It could be focused on your own career development and growth; it could relate to an issue you are dealing with at work; the question is broad as your ‘what you want to know’ is likely diverse.
• Keep in mind, your posting, and all responses, will be public to anyone who has access to the discussion board.
• John Newton will provide a thoughtful response to your postings.
• Peer-to-peer feedback is welcome, so feel free to give your thoughts on people’s questions and responses.
• HR/Legal Disclaimer – The instructor’s response and comments are just one perspective. Your peers’ responses are a perspective. You will ultimately need to decide the answer/approach/response that is best for you.
HR 1 Week 6 Quiz
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
10 Questions | 3 attempts | 60 minute limit | 7/10 points to pass
Credit
6.00 CLM, HRCI, SHRM credit units credits | Certificate available
6.00 CLM, HRCI, SHRM credit units credits | Certificate available
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John Newton, SHRM-SCP, SPHR (Moderator)
John Newton and Associates
John Newton, SHRM-SCP, SPHR, is a Human Resources and Learning and Development professional. He is a coach, consultant, trainer, teacher and public speaker who specializes in helping people and organizations reach their ultimate potential. His company, John Newton and Associates (JNA), provides people-development services in higher education, government, non-profit and for-profit organizations within a diverse variety of industries. Newton’s philosophy is “Kindness is the bottom line.” Be kind to your employees and they will remain engaged and motivated — employees who know they matter will be more productive, positively impacting your company’s bottom line. Be kind to your customers and they will come back for more — customer loyalty builds business and your bottom line. He has been an instructor for DePaul University and Northern Illinois University for nearly 20 years.
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