HR Consultant: Build, Audit & Optimize HR Systems [EN]

Discover the A-player concept and how to hire top performers. Build a strong recruitment funnel, define observable results, and continuously search for high-impact HR talent.

Source A-players through internal and external channels, build an external talent pool, and craft compelling job descriptions while leveraging diverse recruitment tools to attract top candidates.

Explore competency-based interviewing, candidate evaluation tools like the GMA test and scorecards, and techniques to sell vacancies while shaping structured interviews and effective assessment tasks.

Discover the four stages of team development—forming, storming, norming, and performing—and apply Belbin roles, stage-appropriate leadership, and goal-driven collaboration to build high-performing HR teams.

Learn how to transform individuals into a unified team by building trust, encouraging open debate, and applying the five dysfunctions of a team with practical team-building approaches.

Assess employees as A to E players, decide when to dismiss, and apply ethical, well-documented exits with second chances, clear goals, and exit interviews to minimize risk.

Learn to diagnose development levels and match leadership style to each employee using S1, S2, S3, S4, balancing directive, mentoring, supportive, and delegating approaches for peak team performance.

Explore Gallup research on leadership talents and its impact on employee engagement, and how a strengths-based approach turns talents into performance, with guidance to develop or compensate missing talents.

Define and align mission, vision, and values to guide team culture; implement artifacts and hr practices, including 360-degree feedback, to reinforce behavior and long-term strategy.

Explore salary management through market-oriented pay, base salaries, bonuses, and incentives, with insights from Herzberg's motivation theory and retention strategies.

Explore motivation evolution from 1.0 to 3.0, emphasize autonomy, mastery, and meaning over money, and examine total motivation theory and gamification for driving engagement.

Explore how engagement drives performance using Gallup Q12, covering intellectual, emotional, and social dimensions, and how managers use pulse surveys to improve productivity and retention.

Continuous feedback from a manager motivates employees by turning conversations into a coaching dialogue, delivering timely, fact-based, constructive input tied to clear metrics and actions.

Discover how to choose and develop deputies, implement succession planning, and build an internal bench for key roles to ensure seamless replacements and growth.

Diagnose team problems and develop actionable strategies using SWOT and PESTEL, then implement through focused initiatives, testing hypotheses, and alignment with OKRs.

Discover the four superpowers of OKR, its history from Intel to Google, and how it contrasts with old MBO and KPI systems, including leading and lagging indicators and quarterly cycles.

Learn to design control systems with metrics, dashboards, and OKR evaluations to measure performance, reflect on results, and align goals with responsible delegation instead of micromanagement.

Improve employee accountability by aligning responsibility with clear goals and KPI reporting. Implement regular one-on-one meetings to keep problems, or monkeys, from overwhelming managers and foster independent initiative.

Lead effective employee coaching in one-to-one meetings to unlock potential using the growth model (GROW), readiness tests, balance wheel, and open-ended questions.

Explore effective team meetings, from quarterly offsites to daily stand-ups, by mastering agendas, roles, time management, and follow-up to boost productivity.

Explore agile and project management fundamentals, including Scrum, Kanban, sprint planning, backlogs, story points, daily standups, and the product owner role to optimize HR systems.

Master kanban board usage with Trello to manage backlog, prioritize tasks, and plan sprints. Describe backlog items as epics and user stories, decompose work, and estimate with story points.

Explore how to manage change in teams by applying Kotter's eight accelerators, addressing the human factors of resistance, urgency, coalition building, vision, and effective change communication.

Learn the manager’s dual role in business—functional and people management—and how leaders are evaluated (Google and Gallup). Explore the 6B model, OKRs, and leadership and HR collaboration.

Learn how managers and teams communicate effectively using diverse channels, develop core oral and written skills, and apply nonviolent communication and rapport to lead meetings and resolve conflicts.

Adapt your school's tools for remote teams by implementing a remote work audit and HR audit. Build async communication, team-building activities, and practical checklists to optimize remote collaboration.

Develop and apply rules, policies, and checklists for remote teams and contractors. Align time zones, working hours, communication channels, and documentation to enhance remote work effectiveness.

Discover team operating principles for remote teams, including hiring for remote work, goal setting with okrs, continuous feedback, recognition, and robust security practices to improve engagement and accountability.

Explore starting organizational development within HR systems to build and optimize processes and audit current practices.

Explore how to automate okrs, one-on-one, performance reviews, 360 feedback, pulse surveys, onboarding, and talent management to drive company performance.

Explore analytics and why business needs it, and learn about the approaches to analytics today.

Master multivariate regression analysis in Excel to predict engagement using multiple independent variables, interpret regression statistics, coefficients, and model fit for informed HR decisions.

Learn to forecast HR outcomes with trend lines and predictive analytics, apply Delphi and nominal group methods, design experiments with control groups, and analyze data to inform workforce decisions.

Explore competencies for continuous development by identifying talents and strengths and applying them to boost engagement, performance, and growth through a growth mindset.