➜ Determine how best to align performance management priorities with other goals in your college/unit. ➜ Develop a plan to sustain talent and performance management best practices (e.g., goal setting, ongoing check-ins, performance evaluations, calibration, etc.) in your college/unit. ➜ Connect with HRBPs across the University.

At the end of this course, you’ll be able to: - speak comfortably in one-on-one one conversations and with groups. - use the “yes, and” approach and an improvisational mindset to contribute to and build on others’ ideas. - transform conflict into curiosity. - embrace your authentic self and use your natural gifts to communicate effectively. - listen actively to understand stakeholders concerns at the operational level to build empathy and collaboration. - find opportunities in ambiguity.

At the end of this course, you’ll be able to: - assess what belongs in your organization's policies and procedures. - analyze your intended audiences and align policies and procedures with their values. - write, update, and purge your policies and procedures. - spot words that can create legal or organizational trouble. - design a highly readable page layout.

At the end of this course, you’ll be able to: - apply a core OD Intervention model and build momentum for change. - examine organizational behavior as it relates to improving performance, analysis, and systems thinking. - recognize what it takes to lead organization development interventions, models, and processes. - use your power and influence more effectively to affect change. - explore interpersonal skills and emotional intelligence needed to change. - align, measure, and evaluate OD initiatives to business goals.

At the end of this course, you’ll be able to: - guide a team through a change initiative. - understand processes for effectively managing change. - apply change management best practices and understand their significance to organizational success. - build and develop stakeholder buy-in through the application of tools and techniques.

At the end of this course, you’ll be able to: - know when and how to conduct an investigation. - recognize the importance of documentation. - understand the legal issues affecting documentation. - draft warnings and correction memos. - effectively maintain personnel files.

At the end of this course, you’ll be able to: - understand the benefits of the orientation process. - monitor, evaluate, and update the orientation process. - determine the proper volume and speed of information to give new hires. - explore creative ways to impart information. - get managers, coworkers, and new hires involved in the orientation process.

At the end of this course, you’ll be able to: - describe and define benefits terms and concepts (health, retirement, etc.). - identify flexible benefits for your organization to consider. - examine record-keeping systems for employee benefits. - understand how to communicate and administer employee benefits.

At the end of this course, you’ll be able to: - Explain the current state of racial and social inequities and how they manifest in the workplace. - Define how systemic racism still lives in our workplaces and how we can help to change it. - Demonstrate the skills necessary to feel confident and equipped to be an ally at work. - Understand Affinity Groups/Employee Resource Groups/Business groups and their role in creating allies and promoting diversity. - Develop a culture of allyship and foster diversity in your workplace.

At the end of this course, you’ll be able to: - understand the basics of US labor relations, as well as legal and regulatory factors of employee and labor relations. - discuss key employment case law. - explore the impact of employee relations and the organization's culture. - understand the motivations for employees to join or not join unions. - learn how to deal with union organizing campaign activities.