Attain a clear and practical understanding of SHRM behavioral competencies and HR knowledge domains. Strengthen their professional credibility, strategic mindset, and career progression prospects. Learn how to apply HR judgment in real-life scenarios, and recall definitions and models underlying this application. Align professional thinking with global SHRM standards and expectations. Increase exam readiness through exam-focused practice, structured revision, and competency mapping.

You'll learn: What board, co-chair, and intern opportunities are available. What the time commitment really looks like. How volunteers are supported every step of the way. How board service can strengthen your leadership, communication, and strategic thinking skills. The professional development opportunities available

1. Analyze the top factors sought by remote employees and assess whether those factors are reflected in their organization's workplace culture, identifying at least two opportunities for improvement. 2. Apply at least three employee engagement strategies from the seminar to develop a plan for increasing connection, inclusion, and engagement among remote or distributed workers. 3. Name three or more effective leadership practices for managing remote employees by selecting and implementing communication, accountability, and support techniques appropriate for virtual teams. 4. Develop recommendations that address the four critical areas of an inspiring remote work environment, with the goal of improving employee engagement, productivity, and organizational effectiveness.

1. Diagnose the root causes of employee disengagement by identifying gaps between employee needs and leadership behaviors. 2. Assess leadership practices that impact engagement and evaluate how communication, recognition, and trust influence employee commitment. 3. Design targeted HR strategies that influence leaders to adopt behaviors that improve engagement and retention. 4. Implement actionable interventions that align leadership actions with employee expectations to strengthen engagement and organizational performance. 5. Select at least one suggested intervention for workplace application in the next four weeks to improve retention and reduce turnover risk.

1. Differentiate between ethics and morals. 2. List what leaders must have for ethical leadership. 3. Determine approaches to workplace-based examples of ethical dilemmas. 4. Name at least 3 resources of research regarding the building of ethical organizations.