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What is Talent Management
 
04:21
CHECK OUT A NEW EDITION OF THIS VIDEO | https://youtu.be/oobsCZS5okY Talent Management is a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. Professional perspectives on talent management vary dramatically. In fact, Human Resource professionals respond in a myriad of ways. Let’s take a look at one comprehensive model defining talent management.
Views: 41503 Gregg Learning
HR Basics: Job Evaluation
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we define job evaluation and the explore methods for determining the relative worth of jobs.
Views: 13158 Gregg Learning
HR Basics: Employee Relations
 
08:21
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we explore Employee Relations, how to manage the relationship of employees with the organization and with each other.
Views: 25672 Gregg Learning
HR Basics: Performance Management
 
08:38
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore performance management, discussing the development of great tools, ensuring feedback and the critical role of documentation.
Views: 30998 Gregg Learning
HR Basics: Job Analysis
 
05:58
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define job analysis, explore it’s importance and highlight the methods used to complete this critically important function.
Views: 34886 Gregg Learning
What is HRIS?
 
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Defining HRIS as a System That Provides Current And Accurate Data For Purposes Of Control And Decision Making.
Views: 12801 Gregg Learning
HR Basics: Human Resource Ethics
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we explore Human Resource Ethics, discussing three principles – protecting rights, professional behavior and promoting justice.
Views: 4347 Gregg Learning
HR Basics: Training and Development
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee training and development, discussing the importance of the actions employers take to improve the performance of and better staff through learning and growth opportunities.
Views: 39176 Gregg Learning
HR Metrics
 
02:47
Human resources metrics and workforce analytics have become a hot topic in organizations of all sizes. Interest is rising, and organizations are reaching out to learn more about useful metrics and analytics. Although the use of HR metrics and workforce analytics is not new, various factors are driving increased interest, including the widespread implementation of integrated HRIS.
Views: 5037 Gregg Learning
Lesson 2: Identify Training Needs
 
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In lesson two, we will unpack the process by which a trainer identifies a training need. But first, we must differentiate macro and micro training needs analysis. On the larger organizational scale, training needs analysis helps human resource professionals understand the overarching training needs of people in the organization. When it comes to developing a training session, trainers must use a formalized process to ensure the success in delivering training content. That is the process that we will explore in this lesson. The purpose of identifying training needs is to help you plan for your training.  A successful training needs analysis will identify those who need training and what kind of training is needed.
Views: 11527 Gregg Learning
HR Basics: Total Rewards
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define total rewards and explore the Total Rewards Model.
Views: 5395 Gregg Learning
The Roles of Managers
 
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Despite a proliferation of management gurus, management consultants, and management schools, it remains murky to many of us what managers actually do and why we need them in the first place. Unless someone has actually performed managerial work, it is hard to understand exactly what managers do on an hour-by-hour, day-to-day basis. In this course, we explore the role of managers. A role is a set of expectations for a manager’s behavior. These roles are divided into three conceptual categories - informational (managing by information), interpersonal (managing through people), and decisional (managing through action).
Views: 7729 Gregg Learning
Title VII of the Civil Rights Act
 
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The Civil Rights Act of 1964, signed into law by President Lyndon B. Johnson on July 2, 1964, is a landmark piece of civil rights and US labor law legislation in the United States that outlawed discrimination based on race, color, religion, sex, or national origin. Title VII is the section of the federal Civil Rights Act of 1964 that prohibits employment discrimination.
Views: 5460 Gregg Learning
What is Labor Relations?
 
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Labor relations is the practice of managing and maintaining relationships with employees organized by labor unions, including the establishment, negotiation, and administration of collective bargaining agreements.
Views: 7902 Gregg Learning
HR Basics: Compensation
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore compensation, highlighting the three elements of a base compensation system - internal alignment, external competitiveness and compensation management. Compensation is pay provided by an employer to an employee in return for work. Total Rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate and retain employees. Compensation is comprised of two core elements - fixed Pay or base pay that does not vary and variable pay which changes with performance or results. A basic model for building a compensation plan includes three elements - internal alignment, external competitiveness and compensation management. Seven steps, or actions are organized in the three critical areas of compensation plan development. In this course we will take a look at each step. Compensation is a critical element of your total rewards strategy. A strong base pay structure is built through internal alignment, external competitiveness, and compensation management.
Views: 4926 Gregg Learning
BFOQ: Bona Fide Occupational Qualification
 
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Discrimination against people based on their race, religion, gender, national origin, age or other protected status is generally prohibited under Title VII of the Civil Rights Act. However, in some rare circumstances, the very nature of the job requires you to choose candidates based on what are otherwise protected characteristics. A BFOQ exists when a protected classification can legally be used to make an employment decision.
Views: 2588 Gregg Learning
Workforce Planning
 
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In this presentation we will examine the components of workforce planning. We discuss how a firm’s internal demand for labor relative to its internal supply dictates whether managers experience labor shortages or surpluses among their workforces. We will explore how external factors put pressure on a company’s supply and demand for labor. And, we discuss the different tactics that you, as a manager, can use to remedy labor shortages and surpluses.
Views: 4106 Gregg Learning
HR Basics: Employee Benefits
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore mandatory and voluntary employee benefits and their administration.
Views: 12641 Gregg Learning
HR Basics: Human Resource Information Systems
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Human Resource Information Systems, technology used to assist the systematic processes that mange people in organizations. A Human Resources Information System is a software solution that is used for data entry, data tracking and the data management of an organization's people. Put simply, HRIS systems keep track of your employees and information about them. Good HRIS systems run on a database, and allow users to enter information without having to know database structure.
Views: 11383 Gregg Learning
HR Basics: Workplace Conflict
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore workplace conflict, understanding more about conflict in the workplace, and how to solve it. Workplace conflict is a perceived divergence of interests, a belief that parties current aims are incompatible. Anytime people work together, conflict is a part of ‘doing business’. Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity.
Views: 6038 Gregg Learning
HR Basics: Employee Safety and Health
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee safety and heath, defining compliance and unpacking the four elements of all good employee safety programs. CHECK OUT THESE GREGG LEARNING VIDEOS: HR Basics: Occupation Safety and Health Administration: https://youtu.be/OsdpOPxyjMo
Views: 5338 Gregg Learning
HR Basics: Recruitment
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Recruitment, and the process and methods behind finding the best possible candidates for jobs.
Views: 17597 Gregg Learning
Be a Strategic Human Resource Partner
 
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A strategic human resource partner links human resource stagey with organizational mission and the work of people in the organization.
Views: 4946 Gregg Learning
HR Basics: Selection
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Selection, describing in detail the typical process used by organizations to hire employees.
Views: 10815 Gregg Learning
Introduction to Employee Training and Development
 
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Customer service, productivity, safety, employee retention and growth, the uncertainty in the economy, coping with the retirement of skilled employees, the use of new technology. These are just some of the issues affecting companies in all industries and sizes and influencing training practices. Companies are experiencing great change due to new technologies, rapid development of knowledge, globalization of business, and development of e-commerce. Also, companies have to take steps to attract, retain, and motivate their workforces. Training is not a luxury; it is a necessity if companies are to participate in the global and electronic marketplaces by offering high-quality products and services. Training prepares employees to use new technologies, function in new work systems such as virtual teams, and communicate and cooperate with peers or customers who may be from different cultural backgrounds.
Views: 9558 Gregg Learning
Human Resource Strategy and Planning
 
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Strategic planning is the process of defining a strategy, or direction, and making decisions on how to allocate the resources of the organization (capital and people) to pursue this strategy. Successful organizations engage in this core business process on an ongoing basis. The strategic plan serves as the road map that provides the organization direction and aligns resources. The process involves several sequential steps that focus on the future of the firm.
Views: 5168 Gregg Learning
We Need to Talk - Insubordinate Irene
 
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Welcome to We Need to Talk, a series designed to help you handle real-life employee relations situations. Today, we meet Insubordinate Irene an employee who acts in contrary to the direction of her supervisor.
Views: 2459 Gregg Learning
Path-Goal Theory of Leadership
 
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According to the path-goal theory, the leader’s responsibility is to increase subordinates’ motivation to attain personal and organizational goals. This model is called a contingency theory because it consists of three sets of contingencies—leader style, followers and situation, and the rewards to meet followers’ needs. The leader increases follower motivation by either; clarifying the follower’s path to the rewards that are available, or increasing the rewards that the follower values and desires. Path clarification means that the leader works with subordinates to help them identify and learn the behaviors that will lead to successful task accomplishment and organizational rewards. Increasing rewards means that the leader talks with subordinates to learn which rewards are important to them - that is, whether they desire intrinsic rewards from the work itself or extrinsic rewards such as raises or promotions. Path–goal theorizing can be complex, but much of the research on it has been encouraging. Using the model to specify precise relationships and make exact predictions about employee outcomes may be difficult, but the four types of leader behavior and the ideas for fitting them to situational contingencies provide a useful way for leaders to think about motivating subordinates.
Views: 3109 Gregg Learning
HR Basics: Employment Law
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Employment Law, providing an overview of the laws and regulations pertaining to the management of people in organizations. CHECK OUT THESE GREGG LEARNING VIDEOS: FLSA Part 541 Regulations: https://youtu.be/S7cHrIi4uaY HR Basics: Occupational Safety and Health Administration: https://youtu.be/OsdpOPxyjMo HR Basics: Labor Relations: https://youtu.be/1LjKhE3mvMM
Views: 7279 Gregg Learning
Why We Use Excel for Business
 
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As one of the most used computer software programs for businesses today, Excel is an important skill for all business professionals to have. A working knowledge of Excel is vital for most office based professionals today, and stronger Excel skills can open the door to promotion and leadership opportunities.
Views: 6361 Gregg Learning
How to Write a Job Offer Letter
 
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CHECK OUT A NEW EDITION OF THIS VIDEO | https://youtu.be/Ob59TE9lv_M Although not required, providing a candidate a written offer is a good practice. Following up a verbal offer with a written offer will not only set expectations for the new employee, but also clarify any matters that were discussed during the selection process.
Views: 7380 Gregg Learning
The Four Fifths Rule
 
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The four-fifths rule (a.k.a. the 80% rule) is the simplest and most common way of estimating adverse impact. The Four-Fifths Rule is a guideline generally accepted by the courts and the EEOC for making a primary case of disparate impact by showing that an employment practice results in members of a protected class being treated less favorably by an employment practice than members of a non-protected class.
Views: 6326 Gregg Learning
Employee Development and Career Management
 
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Employee development is a key contributor to a company’s competitive advantage. Development helps individuals understand their strengths, weaknesses, and interests, showing how new jobs and expanded job responsibilities are available to them to meet their personal growth needs. Employee development is a necessary component of a company’s talent management efforts. Employee development is key to ensuring that employees have the competencies necessary to serve customers and create new products and customer solutions. Regardless of the business strategy, development is also important for retaining talented employees.
Views: 3871 Gregg Learning
Understanding Human Relations
 
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It’s natural to be thinking, What can I get from this course, or What’s in it for me? This is a common question in all human relations, although it is seldom directly asked and answered. Here is the short, bottom-line answer: The better you can work with people more successful you will be in your personal and professional lives. Life is about relationships; it’s all people, people, people. This may be one of the few courses you take in which you can actually use what you learn during the course in your personal life. You don’t need to wait until you graduate to apply what you learn, and you can develop your human relations skills. Now let’s expand on what’s in it for you by exploring some of the myths and realities surrounding human relations.
Views: 15079 Gregg Learning
HR Basics: Onboarding
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee onboarding by unpacking three rules to effectively integrate employees into your organization.
Views: 6963 Gregg Learning
HR Basics: Workplace Investigations
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we explore Workplace Investigations, outlining a simple process to ensure consistent and effective fact finding in your organization.
Views: 2739 Gregg Learning
Step 5: Base Pay Structure
 
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In Step 5, we create a Base Pay Structure, the internal structure developed through job evaluation is merged with the external market pay rates in a pay line from which grades and ranges are developed.
Views: 9129 Gregg Learning
HR Basics: Labor Relations
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we explore Labor Relations, how to manage the relationships with employees organized by labor unions.
Views: 7594 Gregg Learning
Step 1: Job Analysis
 
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Step 1 in building a compensation plan is Job Analysis, the systematic process of collecting information that identifies similarities and differences in work.
Views: 5207 Gregg Learning
Needs Assessment
 
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Effective training practices involve the use of a training design process. The design process begins with a needs assessment.
Views: 2189 Gregg Learning
Leadership Ethics
 
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Before we get started, lets agree on a common definition of ethics. Ethics are the principles that govern a person's behavior. More specifically for our conversation, the principles that govern a leaders behavior. CHECK OUT THESE GREGG LEARNING VIDEOS: How Do I Build a Leadership Brand? | https://youtu.be/fdne4MiNQHE
Views: 3081 Gregg Learning
Basic Skills in Management
 
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A manager’s job requires a range of skills. In this course, we will highlight the three essential skills of managers today. Although some management theorists propose a long list of skills, the necessary skills for managing a department or an organization can be placed in three categories: conceptual, human, and technical.
Views: 2137 Gregg Learning
Human Resource Management Model
 
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CHECK OUT A NEW EDITION OF THIS VIDEO | https://youtu.be/eBP0ZMlCrIQ Human Resource Management comprise the formal systems designed to manage people in an organization. Although HR professionals identify a myriad of definitions and functional areas of Human Resource Management, finding a common language to define our work is critically important. Gregg’s Human Resource Management Model defines eight key and interrelated functions of human resource management, providing clear definition and connection the work HR professionals do.
Views: 10552 Gregg Learning
Situational Theory of Leadership
 
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The situational theory of leadership developed by Hersey and Blanchard is an interesting extension of the Leadership Grid. The situational theory focuses on the characteristics of followers as the most important element of the situation and consequently of determining effective leader behavior. The point of Hersey and Blanchard’s theory is that subordinates vary in readiness level. People low in task readiness, because of little ability or training, or insecurity, need a different leadership style than those who are high in readiness and have good ability, skills, confidence, and willingness to work. According to the situational theory, a leader can adopt one of four leadership styles, based on a combination of relationship (concern for people) and task (concern for production) behavior. The appropriate style depends on the readiness level of followers. The four styles are telling, selling, participating, and delegating. The essence of Hersey and Blanchard’s situational theory is for the leader to diagnose a follower’s readiness and select a style that is appropriate for the readiness level, such as the follower’s degree of education and skills, experience, self-confidence, and work attitudes. In today’s multigenerational workplace, with people of widely different ages and readiness levels working side by side, many leaders find that they have to use multiple styles. Hersey and Blanchard’s contingency model focuses only on the characteristics of followers, not those of the larger situation. The leader should evaluate subordinates and adopt whichever style is needed.
Views: 1107 Gregg Learning
Competency Based Interview Questions
 
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For our purposes, a competency is defined as a skill, trait, quality, or characteristic that contributes to a person’s ability to effectively perform the duties and responsibilities of a job. Competencies are the gauges for job success. Identifying job-specific competencies enables you to assess how effective a person has been in the past, and therefore how effectively he is likely to perform in future jobs. Building interview questions based on competency is key in the selection process. Competency-based interviews are also referred to as “Behaviorally Based Interviews”
Views: 12661 Gregg Learning
HR Basics: Human Resource Planning
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 11831 Gregg Learning
Writing Effective Short Reports
 
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Let’s explore how to write short reports and proposals, which are among the most important and frequent types of business communications you may be called upon to prepare. Short, informal reports give up-to-date information to help a company or an organization run smoothly, efficiently, and profitably. These reports, which cover a wide range of topics, can help a company fulfill its obligations and plan for its future. Short reports are crucial to day-to-day operations of a company or an organization and are designed primarily for an audience of busy decision makers.
Views: 18615 Gregg Learning
Basic Functions of Management
 
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Every day, managers solve difficult problems, turn organizations around, and achieve astonishing performances. To be successful, every organization needs good managers. Management activities fall into four fundamental management functions: planning (setting goals and deciding activities), organizing (organizing activities and people), leading (motivating, communicating with, and developing people), and controlling (establishing targets and measuring performance). Depending on their job situation, managers perform numerous and varied tasks, but they all can be categorized within these four primary functions. We’ll explore each as we define management in today’s organization.
Views: 2069 Gregg Learning
Ethical Decision Making in Management
 
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Most ethical dilemmas involve a conflict between the needs of the part and the whole - the individual versus the organization or the organization versus society as a whole. Managers faced with these kinds of tough ethical choices often benefit from a normative strategy—one based on norms and values—to guide their decision making. Normative ethics uses several approaches to describe values for guiding ethical decision making. Five approaches that are relevant to managers are the utilitarian approach, individualism approach, moral-rights approach, justice approach, and the practical approach.
Views: 2141 Gregg Learning
What is a Compensation Philosophy
 
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Compensation that attracts, retains, motivates and engages is important to employees and employers alike. That’s why a clear statement of your organization’s compensation philosophy is so important. Let’s take a look at what a compensation philosophy is and how to write one…
Views: 2051 Gregg Learning