Weill Medical College of Cornell University · Courses
eCornell ILRHR
31 courses with the subject eCornell ILRHR, each shown exactly as we captured it from the college's catalog, with every element we hold. Where the wording looks broken, that is our reading of the catalog, not the college's text.
eCornell ILRHR521Aligning Employee Performance with Organizational Goals0
Based on the research and expertise of John Hausknecht, Ph.D., you will evaluate the possibility of working with or without a system, identify the properties and benefits of different systems, and explore different approaches to performance management. Steps to mitigate risk will be outlined, common rating and feedback errors will be examined, and support in delivering feedback will be provided using tools such as a Communication Plan. With the completion of an action plan at the end of the course, you will be ready to apply what you learn to your own organization.
Drawing on their deep knowledge of labor relations and conflict management, Professors Alex Colvin and Harry Katz guide students through a series of activities that apply labor relations concepts to their own workplace (or a workplace with which they are familiar). The course examines the regulatory and organizational labor relations environment and assesses the current state of relations between management and workers. Students learn how to prepare for possible labor disruptions and look at effective negotiations and conflict management. Videos by Colvin and Katz, backed up by additional interviews with industry experts, provide informative content that assists students as they complete a five-part course project aimed at applying the concepts in a practical manner. While union environments are a significant focus of the course, many of the concepts can be applied to non-union environments as well.
HR professionals need to adapt to changing objectives and market conditions to recruit, select, and retain employees with the necessary skills to further organizational goals all while steering clear of legal and other risks. Professor Hausknecht draws on his research, teaching, and consulting experience in staffing to provide a relevant and rigorous overview of the field. He offers numerous practical examples to help build the skills needed to staff modern-day organizations and grounds his recommendations in the latest research findings.
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.
eCornell ILRHR526Employee Training and Development0
In this course, you will learn when training is the right course of action and how you can design and deliver instruction to meet your training needs. Professor Bradford Bell of Cornell's ILR School will take you from the analysis stage to the evaluation stage, as you explore training within your organization. In the process, you will conduct your own analysis, create a training plan, incorporate instructional events that facilitate learning transfer, and determine evaluation methods and measurements for your program.
eCornell ILRHR527Countering Bias in the Workplace for HR0
In this course, you will learn about perceptual and psychological processes that impact the way that individuals interact with people who are demographically dissimilar from them. You will examine psychological processes that impact personnel decision making within organizations. This understanding will help HR professionals to design better practices and will help line managers to more effectively leverage the potential among employees from diverse backgrounds. 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?
In this course, developed by Professor Diane Burton, Ph.D. of Cornell University's ILR School, you will learn the skills necessary to reassert your HR role as a trusted, neutral advisor to employees at all levels within your organization. Students will develop coaching skills and learn how to foster a coaching culture while managing organizational HR needs with the most effective response for each situation.
eCornell ILRHR529Consulting Skills for Internal HR0
This course develops the skills needed to be an effective internal HR consultant, based on the research and expertise of Christopher Collins, Ph.D. Learn how to define the scope and nature of a consulting relationship, work with clients to diagnose problems and identify the root cause, present findings and recommendations, and determine appropriate solutions. Take a close look at implementing solutions and managing change. By completing the multi-part course project, you'll gain practical experience by applying what you've learned to an actual or simulated consulting scenario.
Effective HR leadership goes beyond managing all the tasks and responsibilities carried out by the HR function. It also requires the critical soft skills needed from any leader courage, judgment, influence, political agility, effective communication all of these applied to the unique position that HR occupies in an organization. Written by Cornell University's Christopher J. Collins, Associate Professor and Director of CAHRS, ILR School, this course will teach you to assess competencies for great HR leaders. You'll learn how to provide value to leaders at all levels by supporting and advising them as they execute their strategy. Discover new effective coaching techniques and learn how to become a leader in the unique position that the HR function occupies.
eCornell ILRHR553Diversity, Equity, and Inclusion in Practice for HR0
The management of diversity, equity, 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, equity, 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.
eCornell ILRHR554Getting Results through Talent Management0
Organizations today face a multitude of challenges when it comes to effectively managing their talent. In mature markets, demographic trends are forcing companies to accelerate their efforts to build a pipeline of future leaders. In emerging markets, companies must develop talent strategies that are both nimble and effective at engaging and retaining key human capital. To achieve these goals, companies need an integrated, systematic approach to attracting, developing, engaging, and retaining critical talent. Cornell University Professor Brad Bell offers a learning experience that challenges students to dig deeper into understanding their organization's key talent management challenges and uncovers solutions that can be used to overcome these challenges. This course adopts a systems view of talent management in order to demonstrate that various talent practices and processes need to be aligned to create effective solutions. It also examines current trends and cutting-edge thinking in the talent management field.
In recognition of the strong association between employee engagement and performance, many companies have used or considered using engagement surveys. However, many of these efforts are off-the-shelf engagement surveys that are not fully leveraged or tailored to an organization's specific wants and needs or tied into performance management. The purpose of this course is to help managers understand the difference between an average, generic engagement effort and one that has the potential to really drive superior organizational performance. Students will explore the importance of aligning engagement with the organization's strategic goals, review data collection and analysis considerations, and will analyze methods of using engagement data to drive organizational change at the line manager and broader organizational levels. In this course, you will examine how organizations that are recognized as leaders in this field integrate practices that heighten employee engagement, and find ways to adapt those best practices for your own use. Cornell University Professor Lisa Nishii offers a research-based learning experience that can position leaders to more effectively better navigate the popular (but often misunderstood) area of employee engagement.
This course brings the time proven benefits of design thinking to the field of employment. You will identify factors affecting the workplace and the personal experience of employees. You will then use a six-step approach to analyze employee issues and develop appropriate solutions. The goal is to enhance employees' workplace experience and improve the ability of an organization to attract and retain a productive workforce.
Analytical skills are becoming a crucial job requirement for HR as organizations strive to become more data-driven. Unfortunately, there is a shortage of analytical talent to meet this need. Less than 20% of companies identify as having a strong HR analytics function in their business, and over 75% of HR professionals reported difficulty recruiting for essential data analysis positions. To remain competitive, organizations need to rapidly upskill their HR talent. In this course students will develop and sharpen HR analytics skills as they analyze and visualize data to inform recommendations and decisions. Drawing on his experience and research, John Hausknecht, Professor of HR Studies at Cornell's ILR School, guides students through key steps in identifying insights from HR data and analysis. Students will review HR data, identify key questions that drive the analytical process, and explore basic calculations for correlation and regression. Taking this a step further, students will mindfully interpret findings, looking beyond data as they take a holistic view of the situations they encounter. Through a course project, students will compose a presentation to visualize essential HR data and communicate findings to key decision makers. This course does not assume students have prior analytical training or knowledge, nor does it require access to current HR data or metrics. Using Excel and datasets provided, this program equips students with the concepts, tools, and language to start their journey in HR analytics.
More than ever, HR leaders are expected to be proficient in the use of HR data and analytics. However, figuring out where to start with analytics, how to evaluate and critique HR data, and how to best communicate and translate results to the broader organization remain key challenges. This course focuses on building analytical acumen and taking a strategic view of talent analytics. Using a framework presented in this course, students will examine outcomes and drivers throughout an organization to assess strategic needs. As they complete activities throughout the course, they will also fine tune their evaluative, presentation, and communication skills using critical thinking coupled with analytical best practices shared by Professor Hausknecht. This course is designed for HR professionals who want to build their organization's HR analytics capabilities, derive meaning from metrics and results, and tell persuasive stories involving HR and organizational data. With these skills, students will have a stronger voice in using talent analytics to persuade others toward actions that best align with organizational goals.
eCornell ILRHR583Applied Predictive Analytics in HR0
As organizations strive to succeed in a continuously evolving world, talent must be continuously assessed and evaluated to ensure alignment with strategic goals. It is no longer acceptable to serve in a consultant capacity on problems that arise or to offer strategic advice based solely on experience and policy. Today, HR teams must partner with senior leadership in driving effective and efficient change based on solid data and analysis. Predictive analytics help organizations anticipate and plan appropriately for the future. In this course, learners will apply rigorous measurement and analysis techniques to common HR areas involving hiring top talent, evaluating workforce diversity, engaging the workforce, and managing retention. Through activities and assignments, learners will explore foundational frameworks that are relevant to analyses ranging from basic descriptions to more advanced predictive models that involve machine learning, artificial intelligence, or big data. As learners examine key inputs and data sources, they will use data to predict patterns and trends in areas such as diversity, engagement, and performance. Ultimately, students will use metrics and analytics to assess the current talent landscape of an organization and outline recommendations as they create a presentation for senior leadership. This course assumes a basic comfort level in working with HR data and analysis. It is designed to equip students with the concepts, tools, and language specific to key areas within HR analytics. The course provides examples using Excel. Other data analytics software will not be presented, although the information shared is transferable for those fluent in other programs.
The need to justify spending and the use of resources applies as much to talent as it does to business in general. With that in mind, how can HR professionals show the return on investment in human resource programs? In this course, learners will walk through the steps involved in conducting a credible return on investment (ROI) analysis and will be provided strategies for overcoming common ROI challenges such as isolating the impact of a program and converting the benefits of a program to a monetary value. This course also goes beyond the steps involved in calculating ROI it provides learners with a framework to decide when ROI makes sense (and when it does not) as well as tools for planning a successful ROI and effectively communicating the results to key stakeholders. This course does not assume learners have a data analytics background but does assume learners possess basic exposure to HR analytics (from experience or a prior course such as Applied Predictive Analytics in HR).
Employee relations is an increasingly important role within the HR function. Maintaining positive employee relations helps boost morale, reduce conflict, and raise workforce productivity. In this course, you will develop an understanding of how to best facilitate relationships between an organization and its employees, employees and their managers, and employees and other employees. You'll be introduced to the Effective Employee Relations Conversations framework, which enables HR professionals to conduct effective conversations with team members at all levels of the organization. Throughout the course, you'll have an opportunity to apply key components of this framework by working through a variety of practice activities.
Internal employee investigations are complex and require a step-by-step process. Following a proven process helps organizations ensure that a fair and thorough method is being used for determining whether there have been serious policy violations. In this course, you will focus on the role and competencies required of internal investigators, be introduced to the components of the internal investigations process, and explore topics that impact the entire process. You will also have the opportunity to identify specific knowledge, skills, and insights you would like to transfer and apply to your role as an investigator. It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations or have equivalent experience.
Conducting interviews and conducting them effectively is a critical step in the complex process of internal employee investigations. In this course, you will focus on the common structure of intake and investigatory interviews, as well as note taking and communication skills for conducting interviews. The course will introduce a case study that focuses on conducting the intake interview. It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations and Internal Investigation Fundamentals, or have equivalent experience.
When investigating the complaint issues, it's important to have a defined method for gathering information during the internal investigation. In this course, you will concentrate on investigating the issues, which includes planning, structuring, and conducting by actively gathering the information. The course will build on a case study that focuses on a continuous approach for acquiring sufficient information. It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations, Internal Investigation Fundamentals, and Conducting Internal Investigation Interviews, or have equivalent experience.
eCornell ILRHR596Concluding an Internal Investigation0
In order to effectively conclude an internal employee investigation, there are a number of critical steps that need to be followed. In this course, you will focus on concluding the investigation, determining and implementing outcomes, and evaluating the process. The course will complete a case study that focuses on the final details related to closing an investigation. It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations, Internal Investigation Fundamentals, Conducting Internal Investigation Interviews, and Investigating Internal Complaint Issues, or have equivalent experience.
The conversation around employee pay has changed over the years from one of base salaries, bonuses, and cash compensation, to a total rewards approach that seeks the right blend of monetary and non-monetary elements that will engage each employee while generating valuable business results. Cornell University ILR School faculty Linda Barrington and Diane Burton are the thought leaders behind Cornell's prestigious Institute for Compensation Studies. This team of authors offers a learning experience that applies evidence-based, social science approaches to the field of compensation. This course will equip you with the tools and insights needed to apply a total rewards view to compensation that aligns with your organization's strategic goals and operational realities.
eCornell ILRHR632Designing and Managing Compensation Structures0
How does your organization determine how much to pay employees across their different roles? How do you balance the need to attract and retain talent with the need to promote internal pay fairness? It is crucial that your organization define clear answers to these questions. Employee salaries are typically among the highest business expenses. Making compensation decisions in ways that attract the best talent and contribute to internal fairness is a major concern of human resource professionals. Some organizations have compensation structures in place, while others do not use them at all. This course provides a comprehensive overview of the use of compensation structures. You'll start by exploring some of the philosophical concepts underpinning pay structures. You'll look at the decisions your organization will need to make before creating a pay structure. After you examine the philosophical and practical considerations, you'll see how to develop a pay structure. Professor Tae-Youn Park leads you through the process of building a pay structure for your organization, providing a step-by-step framework that you can bring back to your organization. He then gives you hands-on experience with developing a pay structure that matches both your organization's needs and its values. Along the way, you will discover how to collect, choose, and use market pay data. Finally, you'll take a close look at some specific issues with pay structures. You'll discover how to use a pay structure to make decisions around employee pay. You'll explore the advantages and disadvantages of pay transparency. You'll end the course by identifying the various teams within your organization who need to be engaged to help manage pay structures effectively. By the end of this course, you will be ready to make informed decisions about pay structures for your organization. You'll be able to assist senior leaders in articulating a pay philosophy and determining a pay transparency policy. You will also have the insights you need to advise senior management. Throughout the course, Professor Park weaves research-based information with practical advice so that you'll be prepared to guide your organization through the process of designing and managing compensation structures. The following course is required to be completed before taking this course:
This course introduces the idea of benchmarking, or comparing your salaries to those of your competitors. Benchmarking is one of several factors that organizations use to determine employee pay. Additional factors include the organization's compensation philosophy, ways beyond salary that employees are compensated, and the organization's budget. Organizations need to strike the right balance of paying enough to attract and retain quality employees but not paying more they can afford. In this course, you will explore the different salary surveys used in benchmarking analysis and how to decide what surveys are best for your organization. You will also examine strategies for reviewing and analyzing those surveys. Finally, you will consider how to use the results of your analysis to adjust salary structures and how to communicate the results of your analysis to the organization. The following course is required to be completed before taking this course:
eCornell ILRHR634Introduction to Employee Benefits0
This course provides an introduction to employee benefits. Employee benefits is a key part of an organization's total rewards program, which also includes compensation and other valuable workplace experiences. Employee benefits is a surprisingly large umbrella of programs offered by an employer to the benefit of the employee and their eligible dependents, and every organization can tailor its benefit plan offerings to fit their employee populations and business model. Throughout this course, you will be exposed to the major employee benefit programs and workplace experiences offered by American employers. You will explore the tremendous variation in how these programs are offered, both in terms of the programs themselves and the design features of each program. The breadth, depth, and variation of benefit programs gives each employer the opportunity to design their benefit strategy and offerings to attract and retain their optimal employee workforce. The nation's top employers consider their employee benefits and workplace experiences to be key parts of their employment brand and overall human resources strategy. The following course is required to be completed before taking this course:
This course provides a foundational overview of the governance process that shapes executive compensation and the components of executive pay packages, including base salary, short- and long-term performance incentives, benefits and perquisites, and a variety of contingent payments that can be included in compensation contracts. In this course, you will evaluate the context in which executive compensation plans are designed and implemented, assess the priorities and influence of constituent parties, and analyze executive compensation tools. The course content focuses on publicly traded, United States-based, Fortune 500 corporations.
eCornell ILRHR637Evaluating and Designing Executive Compensation Plans0
Executive compensation is a vital driver of organizational success and sustainability, whether in large multinational corporations or smaller private firms. In this course, you will delve into the complexities of executive pay, with a special focus on incentive compensation performance-based structures designed to align leadership decisions with organizational goals. You'll examine the critical connections among executive compensation, organizational performance, and stakeholder interests, while addressing questions like why some incentive plans fail and how they can be refined to foster accountability and exceptional leadership. Throughout the course, you will develop a deeper understanding of how to design effective annual incentive plans for executives. You'll discover how to use analytical tools to evaluate existing programs and create your own performance-driven frameworks. You'll also explore broader economic, social, and governance implications of executive pay, balancing technical knowledge with real-world challenges. If you work in human resources, leadership, corporate governance, or related fields, this course will help you confidently navigate the complexities of executive compensation and design incentive plans that are impactful and sustainable in today's fast-changing business environment.
Can you identify and address complex HR challenges to ensure your organization is fully achieving its desired outcomes? How do you guarantee that your employees have the right skills, abilities, motivation, and opportunities necessary to meet those objectives? Throughout this course, you will define what HR strategy is and what it looks like at different levels of an organization. You will examine how to identify key employee groups related to HR challenges then address those challenges using a systems approach. Through the use of tools like the Balanced Scorecard, you will discover how to communicate and justify your HR strategy to leaders and business partners.
eCornell ILRHR655Business Strategy for HR Leaders0
Can you describe your organization's approach to creating unique value for customers? What are the internal drivers that set your organization apart from competitors as you meet customer needs? In this course, you will examine why it's important for HR leaders to study an organization's unique value-creating strategy. You'll explore how an organization's investment in core competencies enables it to deliver value to customers, and you'll discover how to identify core competencies at your own organization. You'll also consider how your organization can work to support its core competencies. You'll review how other organizations build and support a value-creating strategy and determine how you might apply their practices to your organization. You'll investigate external trends that may impact the ongoing effectiveness of your strategy, and you'll delve into strategies to help identify growth opportunities for your organization.
The purpose of this course is to explore the idea of coaching within your organization and help you develop yourself as an internal coach. You will start by defining the term internal coach and examine the necessary conditions required to make this type of coaching effective. You will then delve into the concept of non-directive coaching, which uses questions to lead the coachee through a process of self-discovery. You will also discuss a directive approach to coaching, which involves the challenge of delivering difficult feedback in a constructive manner. Finally, you will explore the role of supporter as an important part of coaching, where you continue to provide the person you've coached with further guidance following the completion of the coaching session to make sure the coachee is able to sustain the change they worked to achieve.
