Orientation, Onboarding and Exit Strategies (HRCI -PHR/SPHR)

A day in the life of a human resources manager

This is course 9 of 20 of the Human Resources Certification Program.

Effective Learning

FAQs

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

The Influence of Contemporary HR

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

The Employee Life Cycle

The Science of Better Learning

HR Competency Model

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

HR Career Mosaic

The program is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge developed by the above mentioned certification institute and includes a number of 20 sections also presented as individual courses for your convenience.

Human Resource DNA

Useful info

Glossary of Terms

Legal Issues

In topic one, Post-offer Employment Activities, HR's role goes beyond the offer and acceptance stage, with a look at activities like Form I-9 verification, orientation and onboarding practices, and proper records management.

In topic one, Post-offer Employment Activities, HR's role goes beyond the offer and acceptance stage, with a look at activities like Form I-9 verification, orientation and onboarding practices, and proper records management.

In topic one, Post-offer Employment Activities, HR's role goes beyond the offer and acceptance stage, with a look at activities like Form I-9 verification, orientation and onboarding practices, and proper records management.

In topic one, Post-offer Employment Activities, HR's role goes beyond the offer and acceptance stage, with a look at activities like Form I-9 verification, orientation and onboarding practices, and proper records management.

In topic one, Post-offer Employment Activities, HR's role goes beyond the offer and acceptance stage, with a look at activities like Form I-9 verification, orientation and onboarding practices, and proper records management.

In topic one, Post-offer Employment Activities, HR's role goes beyond the offer and acceptance stage, with a look at activities like Form I-9 verification, orientation and onboarding practices, and proper records management.

Onboarding can be the difference between an employee doing an adequate job or being a star performer. In topic two, Orientation and Onboarding Processes, you'll go deeper into orientation and onboarding processes and learn the importance of proper records management and retention.

Onboarding can be the difference between an employee doing an adequate job or being a star performer. In topic two, Orientation and Onboarding Processes, you'll go deeper into orientation and onboarding processes and learn the importance of proper records management and retention.

Onboarding can be the difference between an employee doing an adequate job or being a star performer. In topic two, Orientation and Onboarding Processes, you'll go deeper into orientation and onboarding processes and learn the importance of proper records management and retention.

Onboarding can be the difference between an employee doing an adequate job or being a star performer. In topic two, Orientation and Onboarding Processes, you'll go deeper into orientation and onboarding processes and learn the importance of proper records management and retention.

Onboarding can be the difference between an employee doing an adequate job or being a star performer. In topic two, Orientation and Onboarding Processes, you'll go deeper into orientation and onboarding processes and learn the importance of proper records management and retention.

Poor retention strategies usually lead to high turnover costs. In topic three, Employee Retention Strategies and Practices, our focus will be on HR's role in reinforcing the company's driving principles and behavioral expectations through modeling, communication, and coaching activities.

Poor retention strategies usually lead to high turnover costs. In topic three, Employee Retention Strategies and Practices, our focus will be on HR's role in reinforcing the company's driving principles and behavioral expectations through modeling, communication, and coaching activities.

Poor retention strategies usually lead to high turnover costs. In topic three, Employee Retention Strategies and Practices, our focus will be on HR's role in reinforcing the company's driving principles and behavioral expectations through modeling, communication, and coaching activities.

Poor retention strategies usually lead to high turnover costs. In topic three, Employee Retention Strategies and Practices, our focus will be on HR's role in reinforcing the company's driving principles and behavioral expectations through modeling, communication, and coaching activities.

Poor retention strategies usually lead to high turnover costs. In topic three, Employee Retention Strategies and Practices, our focus will be on HR's role in reinforcing the company's driving principles and behavioral expectations through modeling, communication, and coaching activities.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

Giving inconsistent reasons for reducing the workforce opens the door to claims of unlawful discrimination. In topic four, Organizational Exits and Reductions in Force, the value of HR's unique knowledge, skills, and abilities will be evident as we discuss voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices.

This is course 9 of 20 of the Human Resources Certification Program.

After completing the Project Management Professional Certification Program (PMP), take your preparation to the next level with the Test Prep: The Human Resources Certification Program (HRCI - PHR/SPHR).

Dive deep into key topics, practice with real exam scenarios, and ensure you're fully equipped to conquer the PMI exams with confidence.