Business and HR Best Practices

Navigate the social media landscape to select platforms that fit your brand and audience, then leverage analytics, diverse content, and real-time communication to maximize reach.

Define a clear social media policy, train employees, monitor mentions, and enact crisis, security, and transparency measures to mitigate social media risks and protect brand integrity.

Identify social media risks for organizations, including reputational damage, security breaches, compliance issues, and financial consequences. Build a risk management plan to protect brand trust amid misinformation and harassment.

Learn how NASA's social media policy guides employees and contractors to identify personal communications, include a disclaimer that statements are their own, avoid NASA identifiers, and maintain responsible, transparent engagement.

Align social media policies with organizational values, clearly outline rules, train employees, monitor impact, and adapt to laws and stakeholder feedback to promote authentic, responsible brand engagement.

Shape candidate experience by evaluating every touchpoint from job search to onboarding, and use ATS, CRM, mobile-friendly applications, and video interviewing to streamline recruitment.

Enhance the candidate experience with a user-friendly application, clear instructions, and a structured interview process, supported by timely feedback and effective onboarding.

Strengthen your employer brand and recruitment outcomes with a positive candidate experience, improving onboarding and retention while reducing negative impacts on time to hire and cost per hire.

Map the candidate journey to design a clear, inclusive application process, transparent timelines, and personalized communication that align candidate skills with company needs, boosting employer brand and onboarding.

Improve the candidate experience by prioritizing clear, timely, and personalized communication throughout recruitment, deliver constructive feedback, and use data-driven insights to strengthen the employer brand and hiring outcomes.

Explore case studies of best practices in candidate experience and employer branding, featuring Amazon, Johnson & Johnson, Salesforce, Google, and LinkedIn to improve engagement, transparency, and low effort experience.

Reskilling moves employees into new or better suited roles within the company. The course shows how life chart consultants and auditing backlog documents sustain work post covid and automation.

Learn how reskilling and upskilling address automation and AI-driven change in the workforce. Build digital literacy, continuous learning, and adaptable skills to stay competitive.

Examine skills assessments, including hard skill, cognitive ability, psychometric tests, and self or external assessments, and learn how identification, objective measurement, and feedback drive progress with legal and ethical considerations.

Identify skill gaps with data and interviews, then design a sequenced reskilling curriculum using technical, soft, and industry knowledge, and incorporate active learning and assessments.

Identify skill gaps through self-assessment and feedback, set realistic goals, design a curriculum, acquire resources, and practice to progress from basic competence to advanced mastery.

Monitor and evaluate the organization’s skill development by defining clear objectives and tracking KPIs. Collect data from assessments and feedback to drive continuous improvement and measure ROI.

Lead by example to foster a continuous learning culture with committed resources and clear objectives. Offer personalized paths, mentorship, feedback, and recognition to connect growth with career advancement.

Allocate a dedicated reskilling budget and secure leadership support to design, deliver, and measure programs using training teams, curriculum design, LMS, coaching, and career-path guidance.

Conclude reskilling programs with learning outcome assessments, issue certifications, and celebrate achievements; link skills to career development, sustain support, and embed ongoing learning with transparent, fair HR processes.

Implement post course support and integrate skill development into the workplace by offering coaching and mentoring, feedback loops, and real-world projects that support applying skills on the job.

Define clear objectives and KPIs to measure the ROI of skill development using pre and post training assessments, cost analysis, performance metrics, and qualitative feedback for continuous improvement.

Foster a culture of continuous learning and digital literacy to future proof skill development. Equip employees with soft skills, upskilling, cross training, data literacy, and adaptive leadership for ongoing growth.

Explore how return to work programs create collaborative, individualized plans to reintegrate workers after injury or illness, balancing recovery, accommodation, and timely return to pre-injury duties.

Develop clear policies and procedures for the return to work program, and support open communication, medical evaluations, transitional duties, accommodations, training, and documentation.

Explore Walmart's return-to-work program with Path Forward, detailing training in software engineering and product development, networking opportunities, and pathways to full-time roles for caregivers and veterans.

Implement and maintain a modified duty return-to-work program with suitable or alternate employment, workstation modifications, early intervention, and union-guided seniority considerations to minimize hardship and protect confidentiality.

Explore IBM's culture of health through its mental health focused programs, global wellbeing initiatives, and innovative access to round-the-clock services like the Wellness Advisor and Wellness Checkpoint.

This lecture covers best practices for return to work programs, highlighting early intervention, open communication, individualized accommodations, and supervisor training.

Master virtual interviewing by testing technology on video conferencing platforms, dressing professionally, and minimizing distractions. Build rapport with authentic body language and follow up within 24 hours.

Identify the interview’s purposes—advising, enhancing understanding, and assessing stress—to improve outcomes for interviewees. Compare virtual and face-to-face interviews for jobs, admissions, and internships, emphasizing confident preparation.

Explore how video interviewing platforms streamline scheduling, reminders, and applicant assessment to shortlist candidates efficiently. Compare recording, live, and video resumes, plus remote access, screen sharing, and recording for review.

Explore one-way (on-demand) and live interviews, including panel, group, and team formats, and learn how screening types standardize evaluation, while preparing for technical and behavioral interviews using the STAR method.

Video interviews streamline recruiting with convenient, flexible, and efficient hiring across remote and hybrid work environments, expanding the talent pool and reducing time and costs.

Navigate the challenges of virtual interviews, including limited body language cues, building rapport, and technical issues, as remote hiring expands globally and standardization improves scheduling and clarity.

Virtual interviews reduce time to hire, increase scheduling flexibility, and cut costs while enabling multimedia sharing and broad access to candidates from anywhere.

Mitigate technical issues in virtual interviews by ensuring stable internet and clear video. Build rapport through the screen while recognizing limited nonverbal cues, distractions, and login procedure constraints.