People may assume that it's employee satisfaction or commitment to their job that promotes higher performance, but it's engagement. In this course, you will examine the foundational drivers of engagement and explore the components of successful engagement initiatives. When completed, this course will help you identify strategies for bringing about engagement in organizations.
In companies where 60-70% of employees are engaged, shareholder returns are approximately 24%. Compare that to companies where only 50-60% of employees are engaged: shareholder returns are as low as approximately 5%. Similarly, teams with high engagement experience 4.1% turnover, as opposed to approximately 14.5% turnover for teams with low engagement. These figures clearly illustrate the significant impact that managers and HR professionals can have if they better understand what impacts the engagement of employees.
The course will also help you understand why “Diversity” is now often referred to as “Diversity & Inclusion” by explaining what inclusion is and how it differs from diversity. Why is inclusion so important, and what are its building blocks?
The management of diversity and inclusion has evolved from "counting the numbers" to "making the numbers count." Organizations that no longer look at inclusion as having a good mix of diverse people, but as a way to fully engage employees, partners and customers have an opportunity to compete globally. Diversity and inclusion must be embedded in an organizational culture to make a positive impact on performance.
This course, based on the expertise of Cornell University Professor Lisa Nishii, differentiates diversity from inclusion and how organizations often miss the real opportunity. Students assess three levels of inclusion and identify evidence that can be used for each level to assess presence and effectiveness. HR executives and leaders share their perspective on diversity and inclusion and how they made the shift to inclusion at organizational, managerial and work group levels.
Inclusion is a relational construct. It’s ultimately about how your team functions and performs based on the quality of social connections, openness to learning, agility, and depth of decision making. How can you foster greater inclusion within your workgroup? Throughout these modules, you will be asked to reflect upon your own experiences and apply the lessons in the modules in your own role.
You will examine the concept of climate, specifically inclusive climates, as well as learn about the specific behaviors and skills you need to demonstrate in order to be successful in shaping an inclusive climate.
In this course, you will explore the emerging initiatives in technology to actively recruit and hire individuals on the Autism Spectrum. The course will encourage you to assess implications for human resource policies and practices in this area. You will then look into the opportunities and challenges encountered across the employment process in designing and implementing these kinds of initiatives, and evaluate the importance of creating a workplace culture that embraces a diverse workforce, including individuals with disabilities, and those who are neuro-atypical.
This course focuses on effective recruitment, screening, selection, orientation, on-the-job training, and preparatory supervisor and workforce training for neurodiverse employees. You will build a workplace culture inclusive of individuals who are neurodiverse with considerations for career advancement, retention, and performance management. You will also build internal and external support systems to support success for those employees. Finally, you will use metrics and analytics to determine the program's effectiveness at the individual and organizational levels.
Human resource professionals must navigate and deal with a wide range of legal and policy issues in the workplace. They must know the responsibilities and boundaries of their own role, and they must assess issues and consult appropriate legal or expert counsel.
This course will help current and aspiring HR managers and staff to establish a structured framework for systematic analysis of employee issues that may have legal implications. It focuses on the layers of employee rights, the HR role, appropriate consultation with legal counsel, and the use of a step-by-step process in the assessment of workplace issues. By the end of this course, you will develop a systematic foundation for managing employment law issues.