This course is part of the Human Resource Management: HR for People Managers Specialization

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Human Resource Management: HR for People Managers SpecializationUniversity of Minnesota

About this Course

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Finding and hiring the right people is often cited as the number one concern of businesses today. It seems we are all competing for the best and brightest workers.  As you will see in our time together in the second course, a critical component of the People Manager Value Proposition is to hire talented people who enable the organization to achieve its strategic goals. This course is an introduction into the topic of recruitment, selection and onboarding. 
At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally. Throughout the course we will examine current issues in talent acquisition, such as how companies are now leveraging social media and hiring analytics to ensure better quality hires.

At the conclusion of the course, we look at how to onboard employees to promote employee commitment and engagement.

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Course 2 of 5 in the

Human Resource Management: HR for People Managers Specialization

Approx. 20 hours to complete

English

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Skills you will gain

Onboarding
Recruiting
Human Resources (HR)
Recruitment

Flexible deadlines

Reset deadlines in accordance to your schedule.

Shareable Certificate

Earn a Certificate upon completion

100% online

Start instantly and learn at your own schedule.

Course 2 of 5 in the

Human Resource Management: HR for People Managers Specialization

Approx. 20 hours to complete

English

Could your company benefit from training employees on in-demand skills?

Try Coursera for Business

Instructors

Instructor rating

4.76/5 (931 Ratings)

Amy Simon

Senior Lecturer

Department of Work and Organizations

117,587 Learners

2 Courses

Stacy Doepner-Hove

Director, Masters in Human Resources and Industrial Relations program

Carlson School of Management, Department of Work and Organizations

112,280 Learners

1 Course

Offered by

University of Minnesota

The University of Minnesota is among the largest public research universities in the country, offering undergraduate, graduate, and professional students a multitude of opportunities for study and research. Located at the heart of one of the nation’s most vibrant, diverse metropolitan communities, students on the campuses in Minneapolis and St. Paul benefit from extensive partnerships with world-renowned health centers, international corporations, government agencies, and arts, nonprofit, and public service organizations.

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Syllabus - What you will learn from this course

Content Rating96%(20,904 ratings)

Week1

Week 1

7 hours to complete

Workforce Planning: Aligning Recruitment and Selection with Company Strategy

Let's consider the importance of workforce planning. A company can have all the right things in place: strong financial resources, a functioning supply chain, and the latest technology. But without talented people, it cannot achieve its goals. This is where workforce planning comes in. Workforce planning aims to find the right people, at the right time, with the right skills. But we first must build our business acumen, and our awareness of our company's unique business environment. HR professionals, as key business partners, must deeply understand the internal/external challenges and competitive landscape in which an organization operates in order to effectively execute any people management program. We begin this unit identifying the importance of aligning recruitment and selection practices (or what we often call talent acquisition) with overall company strategy. In the second and third part of this unit, we examine two key areas of talent acquisition: recruitment, selection. We conclude this module with a look at making sure we have jobs in place that are well-designed, motivating, and rewarding through the use of job design and job analysis.

7 hours to complete

14 videos (Total 115 min), 3 readings, 5 quizzes

14 videos

HR for People Managers Overview6m1.1.1 Welcome to Class3m1.1.2 About Amy, Your Instructor3m1.1.4 Amy's Six Tips7m1.2.1 Strategic Alignment9m1.2.2 Internal Environment4m1.2.3 External Environment7m1.2.4 Workforce Planning9m1.3.1 Labor Shortage Options9m1.3.2 Internal Vs. External Hires10m1.3.3 Strategic Workforce Planning Interview with Colin Partridge, Senior HR Director at Carlson Wagonlit Travel6m1.4.1 Job Analysis15m1.4.2 Job Descriptions7m1.4.3 Job Design14m

3 readings

Helpful Human Resource Professional Associations10mIRS Website: Employee or Independent Contractor?10mGreat Site for Information on Jobs- Very helpful when creating job descriptions!10m

4 practice exercises

Workforce Planning Part One30mWorkforce Planning Part Two30mFoundations of Hiring30mAligning Recruitment and Selection with Company Strategy30m

Week2

Week 2

4 hours to complete

Recruitment: Finding the Best Candidates

In this module, we take a look at the macro-level strategic considerations in recruiting. We also will examine what makes an effective recruiter, along with where to find prospective employees. Current issues in recruiting are discussed, such as using social media and mobile technology. We then take time to focus on important legal and ethical issues in recruiting, and we wrap up this module with a look at recruitment from a global perspective.

4 hours to complete

9 videos (Total 58 min), 5 readings, 3 quizzes

9 videos

2.1.1 HR Responsibilities in Recruitment4m2.1.2 Leveraging the Employer Brand6m2.1.3 Recruiter Effectiveness5m2.2.1 Recruitment Interview with Colin Partridge, Senior HR Director at Carlson Wagonlit Travel6m2.2.2 Go Mobile6m2.2.3 Passive Recruiting8m2.3.1 Recruiting Ethically - Interview with Rand Park, Senior Lecturer8m2.3.2 Cultural Fit6m2.3.3 Diversity6m

5 readings

Video: Become a LinkedIn Search Ninja: Advanced Boolean Search Techniques10mHow Does General Mills Use Social Media in Recruitment?10mU.S. Department of Labor Website10mUS Equal Employment Opportunity Commission Website10mWSJ Article: Are You Disabled? Your Boss Needs to Know10m

3 practice exercises

HR Hiring Responsibilities30mSourcing the Best Talent30mRecruitment: Finding the Best Candidates30m

Week3

Week 3

5 hours to complete

Selection: Choosing the Best Candidates

In this module, we examine the selection process. Like the first two modules, we start from the big picture - what is selection and how do we tie it to strategic goals? We then explore the important legal considerations (U.S. laws) and other best practices in selection, such as avoiding biases and conducting background checks. Next we will see a number of different selection tools you can use to make a better hiring decisions. Lastly, we wrap up the third module by creating and presenting offers to candidates, and analyzing our hiring process for effectiveness.

5 hours to complete

14 videos (Total 125 min)

14 videos

3.1.1 Selection Process Overview12m3.1.2 Revisiting Strategy: Selection Criteria5m3.1.3 Selection Interview with Colin Partridge, Senior HR Director at Carlson Wagonlit Travel6m3.2.1 Biases8m3.2.2 Background Checks9m3.2.3 Selection Method Standards7m3.2.4 Tell Me About Yourself3m3.3.1 Selection Tools14m3.3.2 Effective Interviewing Part One15m3.3.3 Effective Interviewing Part Two9m3.4.1 Candidate Evaluation8m3.4.2 Creating and Presenting the Offer Package10m3.4.3 Hiring Analytics Primer7m3.4.4 Recruitment and Selection Summary4m

5 practice exercises

Selection Overview Process30mLegal Considerations in the Selection Process30mSelection Methods and Tests30mProgram Measurements30mChoosing the Best Candidates30m

Week4

Week 4

5 hours to complete

Special Topic: Onboarding

5 hours to complete

13 videos (Total 84 min)

13 videos

4.1.1 About Stacy Doepner-Hove and Definition of Onboarding6m4.1.2 Onboarding as Part of Employee Engagement5m4.1.3 Your Return on Investment for Doing Onboarding Well4m4.2.1 Onboarding is the Beginning of Your Work Relationship6m4.2.2 Creating the Tools to Make Onboarding Easier11m4.2.3 Bringing on an Individual11m4.3.1 Getting Yourself Ready for the New Hire5m4.3.2 Talking with the New Hire Before They Start3m4.3.3 Working with your Current Team5m4.3.4 Setting Up a Welcoming Environment5m4.4.1 Creating an Engaging Workplace7m4.4.2 Developing Your Employees6m4.4.3 Performance Management and Your New Hire3m

4 practice exercises

Bringing on a New Employee30mBuilding a Great Onboarding Experience30mSetting the Stage for the New Hire30mBeyond Onboarding30m

Reviews

4.7

983 reviews

5 stars
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4 stars
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3 stars
2.91%
2 stars
0.87%
1 star
0.64%

TOP REVIEWS FROM RECRUITING, HIRING, AND ONBOARDING EMPLOYEES

by SBSep 7, 2017

It was amazing. Thoroughly enjoyed the entire bit of this course. Very interactive. Took a lot from this course. Very happy. Hoping to enroll for more courses in future. Thanks once again Coursera.

by TBMay 19, 2019

This course gave a good perspective how to do complete, structural and meaningful interviewing and gave me some new ideas on on-boarding. I would recommend it to anyone who performs recruiting.

by IOMay 28, 2017

This course took me longer than I wanted coz of my work but I'm proud to say I learnt a lot about on-boarding and interviewing staff. Thank you very much Amy and your team and my fellow students.

by AAMay 16, 2017

This class is awesome and the teacher really knows her stuff. It is so much better than trying to read a whole Human Resource book to learn to apply the principles. I recommend this course.

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About the Human Resource Management: HR for People Managers Specialization

Do you have people reporting to you that need managing? Or perhaps you want to consider a career in human resources? Or freshen up your HR knowledge?

This specialization provides a robust introduction to the key principles, policies, and practices of human resource management. The specialization begins with a foundational course that considers alternative approaches to managing human resources, provides a background to the U.S. legal context in which employees are hired, fired, rewarded, and managed, and outlines the different reasons that people are motivated to work. The remaining three courses tackle three core areas that all managers should understand: hiring employees, evaluating their performance, and rewarding them. Throughout the courses, an accessible, scientific approach is embraced such that best practices and practical tips are informed by research, but presented in accessible, applied ways. Upon completing the specialization, learners will have a deeper understanding of what works in the workplace, including a toolkit of best practices for hiring, managing, and rewarding employees. The specialization will be valuable for managers and entrepreneurs taking on these responsibilities as well as anyone else interested in the fundamental principles of human resource management. The Capstone Project will provide an opportunity to apply this knowledge to a real situation, including your own organization or work unit if desired.

Human Resource Management: HR for People Managers

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