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105-CREDITS PACKAGE OVERVIEW

ALL NEW COURSES!  For Returning Clients Only: $199 for 1 Full Single Payment

Subscription Valid for 1 Year.
Price subject to change at any time.

You can now complete ALL your HRCI and SHRM recertification credit requirements for your
aPHR, PHR, PHRca, PHRi, aPHRi, SPHR, SPHRi, GPHR, SHRM-CP and/or SHRM-SCP with this ONE Tools 2 Succeed® e-Learning package!

 - Includes 60 HRCI HR (General) with Ethics, 15 Business (Strategic), 15 Global, and 15 California Credits.  All courses can also be counted toward SHRM recertification.
- There is NO LIMIT for HRCI or SHRM on the number of "self-paced" e-Learning credits you may use toward your recertification.
   (For verification on the HRCI website, click here, scroll to the bottom of the page, and note that e-Learning is NOT limited.
    For verification on the SHRM website, click here and see "E-LEARNING: SELF-PACED" on the right side.  Rules were updated to remove limits on July 30, 2018!)
- Take as many or as few courses as you wish and get HRCI credit and SHRM credit for each.
- Online Subscription valid for 1 year. Available 24 hours a day, 7 Days a Week.
- Certificates with the pre-approved HRCI and SHRM Activity Numbers will be available immediately upon course completion.

For a printable flyer with current package information, click here.

Once you complete the purchase process, you will click the"CLICK HERE TO REGISTER" link in your order receipt and will then have access to the courses for 1 full year.


HRCI Seal
All courses in this package have been pre-approved for recertification credit hours as shown on the "Course List" tab toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
To verify our Approved Provider status on the HRCI website,
CLICK HERE
. In the Provider Name box, type Tools then click Search.

SHRM Seal

All Tools 2 Succeed recertification courses listed have been approved toward SHRM-CP and SHRM-SCP recertification through the Society of Human Resource Management (SHRM).  For more information about certification or recertification, visit the SHRM website at www.shrm.org.

To verify our Preferred Provider status on the SHRM website,
CLICK HERE

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SAMPLE COURSE

Click here to view a sample course instantly.

For any issue with the sample, please call us at +1-818-581-4888 or (800) 207-1306 or write to us.


Technical Requirements

The requirements are very basic.  Feel free to call or write with questions.  We'll be happy to help and can even access your computer remotely with your permission to make sure the courses work for you.

Supported Devices: Windows PCs, Macs, iPads, most tablets and smart phones.

Supported Browsers: The current version of Firefox is strongly recommended on all devices.

Internet access is required.

U.S. Navy or U.S. Army Internet is NOT recommended as it changes browser and course behavior. Use personal wi-fi or cellular data.

No viruses or malware! To remove and prevent malware, we recommend installing MalwareBytes.  For virus protection, there are many popular anti-virus programs including Norton, McAfee, Bitdefender, Kapersky, TrendMicro, Webroot and Vipre.

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LIST OF COURSES IN OUR 105-CREDITS PACKAGE

ALL of the following courses are included and are pre-approved by HRCI.
for aPHR, PHR, SPHR, GPHR, aPHR, PHRca, PHRi, and SPHRi recertification credits and by SHRM for SHRM-CP and SHRM-SCP PDCs.
For a course list in PDF format, click here.

Upon completion of a course, you will save a certificate which includes the pre-approved HRCI as well as SHRM Activity Numbers.

Package includes 60 HRCI HR (General) credits with Ethics, 15 Business (Strategic) credits, 15 California credits, 15 Global credits
1 HRCI Credit = 1 SHRM PDC = 1 Hour.
HRCI AND SHRM e-Learning credits are unlimited. You can earn ALL 60 credits for your aPHR, aPHRi, PHR, SPHR, PHRca, PHRi, SPHRi, SHRM-CP and/or SHRM-SCP.

For course details, please click on the individual course title links below.

COURSE TITLES

HRCI CREDITS/SHRM PDCs

HRCI HR (General) Credits - 60 Total

Appreciative Inquiry

HR (General)
1.5

Business Ethics (meets HRCI Ethics requirement)

HR (General)
1.0

Business Succession Planning

HR (General)
1.5

Coaching and Mentoring

HR (General)
1.0

Conducting Annual Employee Reviews

HR (General)
1.5

Conflict Resolution

HR (General)
1.5

Crisis Management

HR (General)
1.5

Delivering Constructive Criticism

HR (General)
1.5

Developing A Lunch and Learn

HR (General)
1.5

Developing Corporate Behavior

HR (General)
1.5

Developing New Managers

HR (General)
1.5

Employee Motivation

HR (General)
1.5

Employee Onboarding

HR (General)
1.5

Employee Recognition

HR (General)
1.5

Employee Recruitment

HR (General)
1.5

Employee Termination Processes

HR (General)
1.5

Generation Gaps

HR (General)
1.5

High-Performance Teams

HR (General)
1.5

High-Performance Teams (Remote Workforce)

HR (General)
1.5

Hiring Strategies

HR (General)
1.5

Human Resource Management

HR (General)
1.5

Knowledge Management

HR (General)
1.5

Managing New Managers

HR (General)
1.5

Measuring Results from Training

HR (General)
1.5

Middle Manager

HR (General)
1.5

Millennial Onboarding

HR (General)
1.5

Mobile Learning (m-Learning)

HR (General)
1.5

Negotiation Skills

HR (General)
1.5

Office Politics for Managers

HR (General)
1.5

Performance Management

HR (General)
1.5

Risk Assessment and Management

HR (General)
1.5

Safety in The Workplace

HR (General)
1.0

Supervising Others

HR (General)
1.5

Talent Management

HR (General)
1.5

Team Building for Managers

HR (General)
1.5

Team Building Through Chemistry

HR (General)
1.5

Teamwork and Team Building

HR (General)
1.5

Train the Trainer

HR (General)
1.5

Universal Safety Practices

HR (General)
1.5

Workplace Diversity

HR (General)
1.5

Workplace Harassment (Federal Law Only)

HR (General)
1.5

HRCI Business (Strategic) Credits - 15 Total

Budgets and Financial Reports

Business (Strategic)
1.5

Business Acumen

Business (Strategic)
1.5

Contract Management   

Business (Strategic)
1.5

Cyber Security

Business (Strategic)
1.5

Internet Marketing Fundamentals

Business (Strategic)
1.5

Leadership and Influence

Business (Strategic)
1.5

Lean Process and Six Sigma

Business (Strategic)
1.5

Marketing Basics

Business (Strategic)
1.5

Project Management

Business (Strategic)
1.5

Supply-Chain Management

Business (Strategic)
1.5

HRCI Global Credits - 15 Total

Fourth Industrial Revolution

Global
5.5

Global Diversity and Inclusion

Global
5.5

International Labor Law

Global
4.0

HRCI California Credits - 15 Total

California Consumer Privacy Act (CCPA)

California
7.0

California OSHA

California
8.0
Appreciative Inquiry
Overview/Description

Appreciative inquiry focuses on finding the best in people and how they use it to function in their work and everyday life. Through appreciative inquiry, an employer uses the art of asking questions and seeking opinions to strengthen the human system, creating a more positive environment and heightening employee potential. This approach is designed to focus less on negativity and criticism and encourage personal discovery, strengths, and successes.

Expected Duration (hours)

1.5

Course Objectives
  • Know the meaning of appreciative inquiry
  • Think in positive terms and avoid thinking negatively
  • Encourage others to think positively
  • Recognize positive attributes in people
  • Create positive imagery
  • Manage and guide employees in a positive environment
Business Ethics
Overview/Description

A company’s ethics will determine its reputation. Good business ethics are essential for the long-term success of an organization. Implementing an ethical program will foster a successful company culture and increase profitability. Developing a business ethics program takes time and effort but doing so will do more than improve business; it will change lives. A company's ethics will have an influence on all levels of business. It will influence all who interact with the company, including customers, employees, suppliers, competitors, etc. All of these groups will have an effect on the way a company's ethics are developed. It is a two-way street. The influence goes both ways which makes understanding ethics a very important part of doing business today. Ethics is very important as news can now spread faster and farther than ever before. A human being’s personal ethics determine individual standards of right and wrong. Ethics allow people to determine what they should do in a given situation. Each person develops ethical standards, and it is the responsibility of each individual to examine personal morals and behavior. In business, ethics refers to the behavior relating to the moral problems that occur in organizations.

Expected Duration (hours)

1.0

Course Objectives
  • Understand the benefits of ethics.
  • Create strategies to implement ethics at work.
  • Recognize social and business responsibility.
  • Identify ethical and unethical behavior.
  • Learn how to make ethical decisions and lead with integrity.
Business Succession Planning
Overview/Description

The loss of valuable leadership can cripple a company. Business succession planning is essentially preparing successors to take on vital leadership roles when the need arises. Whether it is preparing someone to take over as the sole proprietor of a small business or a position of leadership in a corporation, business succession planning is essential to the long-term survival of a company. This course will teach you the difference between succession planning and mere replacement planning and how to prepare people to take on the responsibilities of leadership so that the company thrives in the transition. Replacement planning is focused on identifying immediate understudies, while succession planning is focused on developing talent to move forward.

Expected Duration (hours)

1.5

Course Objectives
  • Lay the groundwork to develop a succession plan.
  • Define business succession planning and its role in your company.
  • Learn the importance of mentorship.
  • recognize how to effectively explain the need for coaching
  • Define and use a SWOT analysis to set goals.
  • Create a plan, assign roles, and execute the plan.
  • Communicate to develop support and manage change.
  • Anticipate obstacles and evaluate and adapt goals and plans.
  • Characterize success.
Coaching and Mentoring
Overview/Description

This course focuses on how to better coach and mentor your employees to a higher performance. Coaching is a process of relationship building and setting goals. How well you coach relates directly to how well you are able to foster a great working relationship with your employees through understanding them and setting strategic goals. An easy-to-understand coaching model will guide you through the coaching process. Mentoring has a different purpose and goal. Mentoring is the act of guiding, counseling, and supporting. This is vastly different from coaching. It is fundamentally teaching. However, the objective is slightly different. Mentorship is more voluntary in nature and is less formal than coaching. The mentor and protégé endeavor on a broad development goal like becoming a leader. Mentoring encompasses many complex areas of development. This course will define both concepts and introduce a coaching and mentoring model that will allow you to focus on improving performance.

Expected Duration (hours)

1.0

Course Objectives
  • Define coaching, mentoring and the GROW model.
  • Identify and set appropriate goals using the SMART technique of goal setting.
  • Identify the steps necessary in defining the current state or reality of your employee’s situation.
  • Identify the steps needed in defining options for your employee and turn them into a preliminary plan.
  • Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans.
  • Identify the benefits of building and fostering trust with your employee.
  • Identify the steps in giving effective feedback while maintaining trust.
  • Identify and overcoming common obstacles to the growth and development of your employee.
  • Identify when the coaching is at an end and transitioning your employee to other growth opportunities.
  • Identify the difference between mentoring and coaching, using both to enable long-term development through a positive relationship with your employee.
Conducting Annual Employee Reviews
Overview/Description

Any great boss will tell you that employee reviews are a cornerstone for having happy and productive employees. Employees need to know what their strengths and weaknesses are. Once an employee understands their performance, you and the employee can take steps to improve their weaknesses. An annual review can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed annual review can have the reverse effect. In this course, we will discover how to conduct a well-designed annual review.

Expected Duration (hours)

1.5

Course Objectives
  • Understand the process of conducting an annual review.
  • Determine the categories for an annual review.
  • Know the mistakes managers make during an annual review.
  • Understand the concept of pay for performance.
  • Know how to tie employee compensation to firm-wide returns.
  • Know the value of employee communication.
  • Gauge employees’ happiness.
Conflict Resolution
Overview/Description

Wherever two or more people come together, there is the possibility of conflict. This course will give participants a six-step process that they can use to modify and resolve conflicts of any size. Participants will also learn crucial conflict resolution skills, including dealing with anger and using the Agreement Frame. People often assume that conflict is always negative. This is not true! People are inherently different, and conflict simply happens when those differences come to light. Viewing conflict in this way can help us maximize the possible positive outcomes of the problem at hand. Equipped with a conflict resolution process, people can explore and understand those differences, and use them to interact in a more positive, productive way.

Expected Duration (hours)

1.5

Course Objectives
  • Understand what conflict and conflict resolution mean
  • Understand all six phases of the conflict resolution process
  • Understand the five main styles of conflict resolution
  • Be able to adapt the process for all types of conflicts
  • Be able to break out parts of the process and use those tools to prevent conflict
  • Use basic communication tools, such as the agreement frame and open questions
Crisis Management
Overview/Description

Crisis management is as important as finance management, personnel management, etc. Having a clear and effective program and planning for an event is critical not only to your survival but critical to the profitability and possibly the survival of the organization. Being able to identify risk, assess the situation and respond appropriately is important and requires not only training but practice.

Expected Duration (hours)

1.5

Course Objectives
  • Identify potential risks
  • Understand the myths behind workplace violence
  • Define escalation and identify examples
  • Learn concerning behaviors
  • Know what a trigger is and how that can escalate
  • Understand the proper response to an event
Delivering Constructive Criticism
Overview/Description

Constructive criticism can be a helpful tool when used with the intent of helping or improving a situation in the workplace. However, it can be one of the most challenging things not only to receive but also to give. It can often involve various emotions and feelings, which can make matters delicate. But when management learns effective ways to handle and deliver constructive criticism, employees can not only learn from their mistakes but even benefit from them.

Expected Duration (hours)

1.5

Course Objectives
  • Understand when feedback should take place
  • Learn how to prepare and plan to deliver constructive criticism
  • Determine the appropriate atmosphere in which it should take place
  • Identify the proper steps to be taken during the session
  • Know how emotions and certain actions can negatively impact the effects of the session
  • Recognize the importance of setting goals and the method used to set them
  • Uncover the best techniques for following up with the employee after the session
Developing A Lunch and Learn
Overview/Description

The working lunch can develop a negative reputation among employees. It often involves being in a roomful of other people with low blood sugar, trying to stay awake while someone drones on about policies, procedures, etc. Lunch and learns, however, should be engaging and enjoyable. Hosting a lunch and learn correctly will improve employee satisfaction and the quality of employee training. Prep work is necessary to the success of every endeavor. The success of lunch and learns depends heavily on the prep work. It is important to plan out the details of the gatherings. Planning requires more than a time and a date. You must find the right location and set everything up ahead of time. This will prevent surprises and ensure that everything runs smoothly

Expected Duration (hours)

1.5

Course Objectives
  • Understand what a lunch and learn is and is not
  • Be able to set up and break down
  • Create new content
  • Address difficult situations and people
  • Create useful takeaways
  • Use feedback to improve future lunch and learns
Developing Corporate Behavior
Overview/Description

Corporate behavior is an important aspect of any business. The right behavior can cause your company to skyrocket with effective productivity and reputation. Poor behavior can cause a company’s productivity and reputation to plummet. There are many different ways to influence a corporate behavior change, but the first step is to understand what behavior is. How can you change behavior if you don’t know what it is?

Expected Duration (hours)

1.5

Course Objectives
  • Understand what behavior is
  • Understand the benefits of corporate behavior
  • Know what type of behaviors you want to implement in your company
  • Know how to implement corporate behaviors
  • Know how to maintain corporate behaviors
Developing New Managers
Overview/Description

Effective, high-quality management is key to organizational success. No matter what your industry, your organization needs to have skilled managers in place to be the best it can be. But managers don’t just appear out of nowhere, equipped with the skills to succeed. Managers need to be developed. And while your organization is likely to do a mix of external hiring and internal promotion, taking the time to develop new managers from within the organization is a worthwhile time investment. There are several strategies that can help you develop new managers which ensures not just the success of individual employees but of the organization as a whole. While it may seem that management skills come naturally to some people, in reality, management is a set of skills which can be learned. Perhaps the most important part of developing new managers is giving them opportunities to develop key management skills, empowering them to take charge of their professional development, and providing chances for them to apply what they have learned. Developing new managers is a continuous process.

Expected Duration (hours)

1.5

Course Objectives
  • Discuss strategies for developing new managers
  • Understand the importance of defining a clear management track
  • Determine core roles and competencies for managers
  • Understand the importance of continuous development for managers
  • Apply the principles of manager development to your own organization
Employee Motivation
Overview/Description

Employee Motivation is becoming ever more important in the workplace as time goes on, and everyone agrees that a motivated workforce is far more likely to be a successful workforce. The happier and more professional an employee is, the better the results they will deliver for you. Of course, every employer wants to make sure that they have a workforce who will do their best, but this does not simply mean making the job easy for their employees. In fact, part of the problem of motivation is that where the job is too easy, employees become complacent. There is therefore a challenge for all employers and management in delivering the right balance between a confident, motivated workforce and a workforce which is driven to attain goals. It can be described as a mix between the pleasure of a comfortable working environment and the fear of failure, although in honesty it is more complicated than that equation suggests. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce. This manual is designed to show participants the way to get the best out of a confident, motivated set of employees and to show them how to motivate that group.

Expected Duration (hours)

1.5

Course Objectives
  • Define motivation, an employer’s role in it and how the employee can play a part
  • Identify the importance of Employee Motivation
  • Identify methods of Employee Motivation
  • Describe the theories which pertain to Employee Motivation with particular reference to psychology
  • Identify personality types and how they fit into a plan for Employee Motivation.
  • Set clear and defined goals.
  • Identify specific issues in the field, address these issues, and maintain this going forward.
Employee Onboarding
Overview/Description

Employee onboarding is essential to retaining top talent. An onboarding program does more than help orient new employees; it shapes how new employees relate to their organization. Implementing an employee onboarding program will shape the company culture while developing a highly-qualified pool of talent.

Expected Duration (hours)

1.5

Course Objectives
  • Define onboarding
  • Understanding the benefits and purpose of onboarding
  • Recognize how to prepare for an onboarding program
  • Identify ways to engage and follow up with employees
  • Create expectations
  • Discover the importance of resiliency and flexibility
Employee Recognition
Overview/Description

To a business, an employee recognition program is not a luxury, it’s a necessity. With a well-built employee recognition program, companies can improve job retention, employee engagement, teamwork, reinforce company values, and more. Employees are more likely to continue employment with a company if they feel they are appreciated. There are many different types of employee recognition programs, and all are beneficial to your employees.

Expected Duration (hours)

1.5

Course Objectives
  • Assess the type of employee recognition program(s) your company needs
  • Train leadership to recognize their employees
  • Know when and where recognition is needed
  • Construct a culture of recognition
  • Maintain an effective employee recognition program
Employee Recruitment
Overview/Description

Your employees are a vital part of determining the success of your business. Finding the best employees for each position requires strong recruitment strategies. Top talent will not always find you. You must seek out people to fill the positions that you have open. Recruiting the most qualified candidates will ensure that your employees keep your company running smoothly.

Expected Duration (hours)

1.5

Course Objectives
  • Defining recruitment.
  • Understanding the selection process.
  • Recognizing the GROW model and how to set goals.
  • Preparing for the interview and question process.
  • Identifying and avoiding bias when making offers.
  • Discovering ways to retain talent and measure growth.
Employee Termination Processes
Overview/Description

Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.

Expected Duration (hours)

1.5

Course Objectives
  • Create employee performance plans
  • Identify employees who should be terminated
  • Establish effective termination meetings
  • Know the “do’s” and “don’ts” of firing an employee
  • Be able to conduct exit interviews
Generation Gaps
Overview/Description

The workplace can present challenges to management in terms of handling the different generations present. As older workers delay retiring and younger workers are entering the workforce, the work environment has become a patchwork of varying perspectives and experiences, all valuable to say the least. While having various cultures in one workplace can present communication problems and conflicts, the benefits of such a variety in the workplace outweigh it. Both the young and older worker has many ideas to offer, which can help the organization thrive in the marketplace. Learning how to deal with the generation gap at work will help you become a better manager or co-worker. This course will help you understand the various generations present at work and understand what motivates them and how to deal with them on a daily basis.

Expected Duration (hours)

1.5

Course Objectives
  • Learn history behind generation gaps
  • What are traditionalists
  • What are baby boomers
  • What are Generation Xers
  • What are Generation Yers
  • Differences between each type of generation
High-Performance Teams
Overview/Description

The term “high-performance teams” has become a frequently-used buzzword. It is easy to talk about high-performance teams, but what are they, how are they formed, and what benefits do they provide? The material in this guide will help you find the answer to these questions and develop your own high-performance teams. There are many benefits of high-performing teams. In creating high-performance teams, employees become more satisfied, and their quality of work improves. Taking the time to build high-performance teams in an organization creates loyalty, creates visibility, enhances collaboration, and provides optimum productivity.

Expected Duration (hours)

1.5

Course Objectives
  • Understand the benefits of high-performance teams
  • Address challenges
  • Conduct effective meetings
  • Be able to see the big picture
  • Work collaboratively
  • Adequately praise team members
Hiring Strategies
Overview/Description

Even the most experienced managers and human resources personnel can still have difficulty finding and hiring the perfect candidate for an open position. It can be difficult to determine if they will be right for the job or work well with the rest of the team. By learning how to utilize the information we have to find the best candidates and reviewing not only the job requirements but also the candidate’s attributes, you can hire the best people for your company.

Expected Duration (hours)

1.5

Course Objectives
  • Know how to present the current open position
  • Develop a workable hiring strategy
  • Know how to determine which candidates to interview
  • Steps and techniques to use in an interview
  • Welcome newly hired employees
  • Find potential candidates for the position
Human Resource Management
Overview/Description

It is important that all Human Resource professionals as well as managers understand how much of their role is really about their people as well as aspects of legislation, policy, and procedures that involve Human Resource issues.

Expected Duration (hours)

1.5

Course Objectives
  • Describe the implications of different aspects of Human Resource Management on daily responsibilities
  • Define Human Resources terms and subject matter
  • Recruit, interview, and retain employees more effectively
  • Follow up with new employees in a structured manner
  • Be an advocate for your employees’ health and safety
  • Provide accurate, actionable feedback to employees
  • Act appropriately in situations requiring discipline and termination
  • Evaluate some of the strengths and opportunities for Human Resources in your own workplace
  • Identify three areas for further development within the Human Resources field as part of a personal action plan
Knowledge Management
Overview/Description

Today’s culture thrives on knowledge. It is evident in the items we buy or activities we invest time managing. Possessing knowledge gives advantages in making the right decision or strategy to implement. The Internet distributes knowledge at split-second rates. Laptops and smart phones bring knowledge to our fingertips. As the old adage says, “knowledge is power.” Organizations have a wealth of knowledge accessible through the people they touch internally, like employees, and externally, like customers. Organizations that allow knowledge to go unmanaged may be giving their competitors the upper hand in the market. The organization that is able to capture, store, and retrieve knowledge effectively is then capable of learning as an organization. A learning organization is one where employees are empowered to change and develop new methods, thoughts, and strategies that will advance the mission of their organization. Knowledge Management is the establishment of a system that captures knowledge purposefully for incorporating into business strategies, policies, and practices at all levels of the company. This course will show how to initiate a knowledge management program at work.

Expected Duration (hours)

1.5

Course Objectives
  • Understand the basic concept of knowledge management (KM)
  • Identify the do’s and don’ts of KM
  • Identify the KM life cycle
  • Identify the new KM paradigm
  • Identify the KM models
  • Understand how to build a KM rational for your company
  • Understand how to customize KM definitions
  • Identify the steps to implementing KM in your organization
  • Identify tips for success
  • Understand advanced topics in KM
Managing New Managers
Overview/Description

Management is known as a form of art and a science. The key is making employees more efficient and productive while finding the correct way to do it. When preparing to manage one or a group of managers, you are preparing for them to be able to manage their own employees. Every manager is a different personality type and learns differently. But with some helpful tools and tips, you can help them become great managers that will continue to grow and succeed with their new teams. Bringing in a new member to the management team is never easy. If you hire from within, they have to learn to transition from their previous position to this new one. If you hire from outside the company, the new employee will have to be taught everything from scratch. But with a little patience and open communication, you can groom your new manager for success in their position.

Expected Duration (hours)

1.5

Course Objectives
  • recognize effective ways to prepare to interview selected candidates
  • recognize examples of common interviewing errors
  • identify ways to avoid unfair practices when you interview candidates for a job
  • recognize the benefits of knowing the legal issues surrounding hiring
Measuring Results from Training
Overview/Description

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress and how to use those results to demonstrate the results that training brings.

Expected Duration (hours)

1.5

Course Objectives
  • Understand Kolb’s learning styles and learning cycle
  • Understand Kirkpatrick’s levels of evaluation
  • Be familiar with many types of evaluation tools, including goal-setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals
  • Understand when to use each type of evaluation tool
  • Be able to perform a needs assessment
  • Know how to write learning objectives and link them to evaluation
  • Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
  • Know how to identify the costs, benefits, and return on investment of training
  • Be familiar with the parts of a business case
Middle Manager
Overview/Description

Traditionally, middle managers make up the largest managerial layer in an organization. Middle managers are responsible to those above them and those below them. They head a variety of departments and projects. In order for a company to operate smoothly, it is essential that those in middle management be committed to the goals of the organization, and they understand how to effectively execute these goals. It is crucial for businesses to focus on these essential managers and provide them with the opportunities to succeed. No matter the organization’s structure or size, it will benefit from employing well-trained middle managers.

Expected Duration (hours)

1.5

Course Objectives
  • Define management.
  • Understand ethics in the workplace.
  • Manage information and make decisions.
  • Be familiar with the control process.
  • Use organizational strategies to facilitate change.
  • Create structures and processes to manage teams.
  • Manage as a leader.
Millennial Onboarding
Overview/Description

More than ever, millennials - those born between 1980 and 1995 - are entering the workforce and becoming a vital part of our organizations. These workers bring a unique outlook on life to their jobs and may also pose unique challenges. Taking time to customize the onboarding process for millennial employees helps promote employee retention and ensures that millennials are properly socialized into the workplace. Customizing the onboarding process for millennial employees benefits both the employee and the workplace.

Expected Duration (hours)

1.5

Course Objectives
  • Define onboarding
  • Discuss the characteristics of Millennials
  • Create an onboarding process for Millennials
  • Develop action plans for working with Millennials
  • Learn from introspection
Mobile Learning (m-Learning)
Overview/Description

The use of technology is on the rise, so it’s no wonder that different methods of learning have emerged over the years. Recently, M-learning has become a new method for employees to learn and grow at work. With easy access, portability and a variety of resources available, M-learning is the user favorite for fast and convenient training and education.

Expected Duration (hours)

1.5

Course Objectives
  • Know the meaning of M-learning
  • Recognize different methods of M-learning
  • Know the benefits/challenges of using M-learning
  • Train other employees regarding M-learning
  • Form an M-learning plan
Negotiation Skills
Overview/Description

Although people often think of boardrooms, suits, and million-dollar deals when they hear the word “negotiation,” the truth is that we negotiate all the time. For example, have you ever decided where to eat with a group of friends, decided on chore assignments with your family, or asked your boss for a raise? These are all situations that involve negotiating. This course will give participants an understanding of the phases of negotiation, tools to use during a negotiation, and ways to build win-win solutions for all those involved.

Expected Duration (hours)

1.5

Course Objectives
  • Take a look at inventory management
  • Study supply chain groups
  • Review tracking and monitoring methods
  • Examine supply chain event management
Office Politics for Managers
Overview/Description

Office politics or work politics are the strategies and procedures that employees use to function and advance in a work setting. It is important for managers to learn and understand the office environment and the employees that make it tick. Since the manager interacts with several aspects of the workplace, one should learn how to effectively work with colleagues, supervisors, and upper management in order to help keep the department functioning as a whole.

Expected Duration (hours)

1.5

Course Objectives
  • Understand the purpose and benefits of office politics
  • Setting boundaries and ground rules for new employees
  • Learn to interact and influence among colleagues
  • Learn how to manage various personality types in the office
  • Determine how to gain support and effectively network
  • Recognize how you are a part of a group and how you function
Performance Management
Overview/Description

(Coming Soon)

Expected Duration (hours)

1.5

Course Objectives
  • (Coming soon)
Risk Assessment and Management
Overview/Description

Risk assessment and management is essential for the success of any business. However, many companies do not always take the necessary precautions, which leads to disaster. Successfully managing risks will prevent mistakes, which leads to a safer work environment, happier employees, and increased productivity. Following a few basic steps will place your organization on the path to success.

Expected Duration (hours)

1.5

Course Objectives
  • Identify hazards and risks
  • Update control measures
  • Grasp the fundamentals of accident reports
  • Identify risk management techniques
  • Outline a disaster recovery plan
  • Communicate to the organization
Safety in The Workplace
Overview/Description

Those who are in management are responsible for protecting the safety of their employees. Workplace safety, however, is the responsibility of everyone in an organization. Companies have legal obligations to meet certain safety requirements, but many go further than the minimum obligations. Safety standards and procedures must be put in place, and everyone needs to follow the standards in order for them to be effective.

Expected Duration (hours)

1.0

Course Objectives
  • Define workplace safety
  • Understand legal responsibilities associated with a safe work environment
  • Create a safety plan and identify hazards
  • Recognize the role of management
  • Develop training procedures
  • Learn how to implement a safety plan
Supervising Others
Overview/Description

Supervising others can be a tough job. Between managing your own time and projects, helping your team members solve problems and complete tasks, and helping other supervisors, your day can fill up before you know it. This course will help supervisors become more efficient. They will also become more proficient with delegating, managing time, setting goals and expectations, providing feedback, resolving conflict, and administering discipline.

Expected Duration (hours)

1.5

Course Objectives
  • Define requirements for particular tasks
  • Set expectations for your staff
  • Help your staff set SMART goals
  • Assign work and delegate appropriately
  • Provide effective, appropriate feedback to your staff
  • Help your team resolve conflicts
  • Understand how to manage effectively in particular situations
  • Understand what a new supervisor needs to do to get started on the right path
Talent Management
Overview/Description

Talent management is essential to the success of any organization. Leaders need to recruit, train, and retain qualified employees. Providing incentives and developing individuals is the difference between engaging people and merely employing them. Investing in talent management will provide financial benefits as it improves the company’s culture.

Expected Duration (hours)

1.0

Course Objectives
  • Define talent and talent management
  • Understand the benefits of talent management
  • Recognize performance management and ways to review talent
  • Identify employee engagement
  • Create assessments and training programs
  • Learn how to improve employee retention
Team Building for Managers
Overview/Description

Your organization’s people are its greatest asset, and when they work together as a team, they accomplish even more, but teamwork doesn’t just happen. Teams have to be created, developed, and continuously nurtured. A solid team-building strategy can create an environment of greater collaboration and collegiality which is good not only for the bottom line but for your people themselves. There are many different ways to build a team and to continue fostering a sense of teamwork. Developing a diverse team-building tool kit helps your people grow at every stage

Expected Duration (hours)

1.5

Course Objectives
  • Discuss the benefits of teamwork
  • Understand the importance of intentionally fostering teamwork
  • Determine strategies your organization can take to build teams
  • Understand the benefits of games and social activities in building a team
  • Apply the principles of team building to your own organization
Team Building Through Chemistry
Overview/Description

The key to successful team building is addressing the importance of chemistry between team members. It is not enough to have a group of people work on a project; people have to connect and balance each other’s strengths. By staying aware of the chemistry as you build the group, you will increase the chance of avoiding pitfalls and developing a sense of unity.

Expected Duration (hours)

1.5

Course Objectives
  • Understand the team-development model
  • Identify team chemistry
  • Create vision and goals
  • Appreciate diversity
  • Manage conflict
Teamwork and Team Building
Overview/Description

For most of us, teamwork is a part of everyday life. Whether it’s at home, in the community, or at work, we are often expected to be a functional part of a performing team. This course will encourage participants to explore the different aspects of a team as well as ways that they can become a top-notch team performer.

Expected Duration (hours)

1.5

Course Objectives
  • Describe the concept of a team and its factors for success
  • Explain the four phases of the Tuckman Team Development Model and define their characteristics
  • List the three types of teams
  • Describe actions to take as a leader and as a follower for each of the four phases (Forming, Storming, Norming and Performing)
  • Discuss the uses, benefits and disadvantages of various team-building activities
  • Describe several team-building activities that you can use and in what settings
  • Follow strategies for setting and leading team meetings
  • Detail problem-solving strategies using the Six Thinking Hats model
  • List actions to do and those to avoid when encouraging teamwork
Train the Trainer
Overview/Description

Whether you are preparing to be a professional trainer or you are someone who does a bit of training as a part of their job, you’ll want to be prepared for the training that you do. This course will give you many training tools to help create and deliver engaging, compelling workshops that will encourage trainees to come back for more.

Expected Duration (hours)

1.0

Course Objectives
  • Define training, facilitating, and presenting
  • Understand how to identify participants’ training needs
  • Create a lesson plan that incorporates the range of learning preferences
  • Create an active, engaging learning environment
  • Develop visual aids and supporting materials
  • Manage difficult participants and tough topics
Universal Safety Practices
Overview/Description

The importance of safety cannot be overstated. Every organization is responsible for the safety of employees while they are working. In 2015, OSHA estimated safety problems cost companies $1 billion a week. Understanding and universal safety practices and how to implement them will help keep everyone protected while ensuring the company’s financial security.

Expected Duration (hours)

1.5

Course Objectives
  • Understand the importance and legal responsibilities of safety
  • Perform risks assessments
  • Establish a safety program
  • Monitor safety
  • Communicate safety policies
High-Performance Teams (Remote Workforce)
Overview/Description

In today’s business world, it is imperative to push the envelope on ways to increase productivity without letting your product suffer. Assembling a high-performance team of well-trained remote employees is another way you can increase productivity while maintaining quality. A high-performance team can be used in many areas of a company. The tasks for the team could be as simple as sending out a high volume of mailers or as extensive as creating a new software to help with cancer research. What would you accomplish with a high-performance team?

Expected Duration (hours)

1.5

Course Objectives
  • Define high-performance teams.
  • Define remote workforce.
  • Understand the characteristics of a high-performance team.
  • Understand how to create teamwork.
  • Understand the importance of communication.
  • Understand how to train your high-performance team of remote employees.
  • Learn how to manage a high-performance team.
  • Learn the techniques of an effective team meeting.
Workplace Diversity
Overview/Description

With the world becoming more mobile and diverse, diversity has taken on a new importance in the workplace. This course will help participants understand what diversity is all about and how they can help create a more diverse world at work and at home.

Expected Duration (hours)

1.5

Course Objectives
  • Explain the definition, terms, and history of diversity
  • Describe the meaning of stereotypes and biases, how they develop, and the reasons for perspectives
  • List strategies for removing barriers to encouraging diversity for yourself, in the workplace, and in the social community.
  • Use active listening skills to receive messages in a diverse population, employ effective questioning techniques, and communicate with strength
  • Understand the importance of body language and recognize its importance in interpersonal communications
  • Identify ways to encourage diversity in the workplace and prevent and discourage discrimination
  • Understand and respond to personal complaints and develop a support system to manage the resolution process
  • List the steps a manager should take to record a complaint, analyze the situation, and take appropriate resolution action
  • Identify the process an organization must follow to receive and respond to a complaint and then create mechanisms to prevent or reduce repeat situations
Workplace Harassment (Federal Law)
Overview/Description

Workplace harassment can be based on a variety of factors that differ from one person to another, such as race, sex, and disability. This course will give you the tools necessary to recognize harassment in the workplace as well understand your rights and responsibilities under federal law.

Expected Duration (hours)

1.5

Course Objectives
  • Identify the words and actions that constitute harassment
  • Understand what the law says about harassment
  • Implement anti-harassment policies
  • Educate employees and develop anti-harassment policies
  • Discuss employer and employee rights and responsibilities
  • Address accusations of harassment
  • Apply proper mediation procedures
  • Deal with the aftermath of harassment
Budgets and Financial Reports
Overview/Description

Every day, businesses deal with budgets and financial reports in some form or fashion. At minimum, business managers review budget numbers and run financial reports for decision-making and reporting to shareholders and federal regulators once a month. Many companies devote the last few months of the calendar year to creating budgets for the next calendar year. In addition, organizations create and disseminate year-end financial reports to investors. The goal of this course is to give a basic understanding of budgets and financial reports so they can hold relevant discussions and render decisions based on financial data. This course will define key terms like ROI, EBIT, GAAP, and extrapolation and discuss commonly-used financial terms, financial statements, budgets, forecasting, purchasing decisions, and laws that regulate the handling of financial information.

Expected Duration (hours)

1.5

Course Objectives
  • Identify financial terminology
  • Understand financial statements
  • Identify how to analyze financial statements
  • Understand budgets
  • How to make budgeting easy
  • Understand advanced forecasting techniques
  • Understand how to manage the budget
  • Identify how to make smart purchasing decisions
  • Identify the legal aspects of finances
Business Acumen
Overview/Description

Many people believe you are born with business acumen which is loosely defined as the ability to assess an external market and make effective decisions. Knowing what is necessary to navigate and create a successful business seems innate for certain people. For example, Steve Jobs showed great business acumen. Fortunately, it is possible for the rest of us to improve business acumen. The right training combined with experience will improve your business savvy. Business acumen requires an understanding of finance, strategy, and decision-making. Most managers and employees, however, are responsible for specific areas, and they have little understanding of the impact their decisions have on other areas. When too much focus is placed on one aspect of the business, it is difficult to make decisions for the good of the company. In order to make effective decisions, it is necessary for you to examine the big picture.

Expected Duration (hours)

1.5

Course Objectives
  • Know how to see the big picture
  • Develop a risk-management strategy
  • Know how to practice financial literacy
  • Develop critical thinking
  • Practice management acumen
  • Find key financial levers
Contract Management
Overview/Description

It is easy to overlook the importance of contract management because it seems to be a boring, mundane topic. Contracts, however, are the basis of most business relationships. If contracts are managed well, business relationship will flourish. If they are not, companies face financial loss, relationship harm, and damaged reputations. Every business relationship relies on contracts. Contracts are made with vendors, employees, customers, partnerships, etc. These agreements must be managed carefully, which is where contract management comes into the picture. In order to effectively implement contract management, however, it is necessary to understand what it entails.

Expected Duration (hours)

1.5

Course Objectives
  • Identify contract elements
  • Understand ethical contract management
  • Calculate value
  • Negotiate contracts
  • Create basic amendments
Cyber Security
Overview/Description

Every organization is responsible for ensuring cyber security. The ability to protect its information systems from impairment or even theft is essential to success. Implementing effective security measures will not only offer liability protection; it will also increase efficiency and productivity. Before developing and implementing security measures to prevent cyber attacks, you must understand basic concepts associated with cyber security and what cyber attacks are. The method(s) of cyber security that a company uses should be tailored to fit the needs of the organization.

Expected Duration (hours)

1.5

Course Objectives
  • Understand different types of malware and security breaches
  • Know the types of cyberattacks to watch out for
  • Develop effective prevention methods
Internet Marketing Fundamentals
Overview/Description

The Internet has forever changed the way the people shop and conduct business. Even experienced marketing professionals need help navigating the pitfalls of Internet marketing. Integrating the marketing techniques with modern technology is essential for every business. With the appropriate skills, both companies and individuals will be able to create successful Internet marketing techniques.

Expected Duration (hours)

1.5

Course Objectives
  • Know how to conduct market research
  • Develop a workable Internet marketing campaign
  • Recognize your target market
  • Understand your brand
  • Grasp SEO and website characteristics
  • Find and capture leads
Leadership and Influence
Overview/Description

They say that leaders are born, not made. While it is true that some people are born leaders, some leaders are born in the midst of adversity. Often, simple people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. Leadership is not telling others what to do. Leadership is inspiring others to do what needs to be done. Many people around the world who are in leadership positions are not leaders. Dictators call themselves leaders, but they are not; they are tyrants. Genuine leaders take a stand and motivate others to join them in a noble purpose. What is it that makes a leader, and what separates the good from the great? This workshop will explore different leadership theories and examine what makes a great leader. Influence is subtle, yet incredibly powerful. You can order someone to do a task, but you cannot order them to do their best. It simply does not work and usually has the opposite effect. You can influence people to do their best by providing a strong, motivating example in addition to positive reinforcement. Leadership addresses tasks while influence addresses attitudes and awareness. Influence is the soul of leadership.

Expected Duration (hours)

1.5

Course Objectives
  • Define “leadership”
  • Explain the Great Man Theory
  • Explain the Trait Theory
  • Understand Transformational Leadership
  • Understand the people you lead and how to adapt your leadership styles
  • Explain leading by Directing
  • Explain leading by Coaching
  • Explain leading by Participating
  • Explain leading by Delegating
  • Become familiar with Kouzes and Posner
  • Conduct a personal inventory
  • Create an action plan
  • Establish personal goals
Lean process and Six Sigma
Overview/Description

Six Sigma is a data-driven approach for eliminating defects and waste in any business process. You can compare Six Sigma with turning your water faucet and experiencing the flow of clean, clear water. Reliable systems are in place to purify, treat, and pressure the water through the faucet. That is what Six Sigma does to business: it treats the processes in business so that they deliver their intended result. What is "Sigma?” The word is a statistical term that measures how far a given process deviates from perfection. Sigma is a way to measure quality and performance. The central idea behind Six Sigma is that if you can measure how many "defects" you have in a process, you can systematically figure out how to eliminate them and get as close to "zero defects" as possible. This course will give participants an overview of the Six Sigma methodology and some of the tools required to deploy Six Sigma in their own organizations.

Expected Duration (hours)

1.5

Course Objectives
  • Develop a 360-degree view of Six Sigma and how it can be implemented in any organization
  • Identify the fundamentals of lean manufacturing, lean enterprise, and lean principles.
  • Describe the key dimensions of quality - product features and freedom from deficiencies
  • Develop attributes and value according to the Kano Model
  • Understanding how products and services that have the right features and are free from deficiencies can promote customer satisfaction and attract and retain new customers
  • Describe what is required to regulate a process
  • Give examples of how poor quality affects operating expenses in the areas of appraisal, inspection costs, internal failure costs, and external failure costs
  • Using basic techniques such as DMAIC and how to identify Six Sigma Projects
  • Use specific criteria to evaluate a project
  • Discover root causes of a problem
  • Design and install new controls to hold the gains and to prevent the problem from returning
Marketing Basics
Overview/Description

Thanks to the rise of technology and social media, the world of marketing and advertising has become bigger than ever. Marketing has gone beyond the classic printed ads, billboards or even television commercials. Unfortunately, this can cause any company to become confused or even intimidated about getting their product or service out into the market. But if we can learn the right strategies with the right tools, we can break into the marketing world without fear or hesitation.

Expected Duration (hours)

1.5

Course Objectives
  • Define your market
  • Know the different types of marketing and ways to use them
  • Learn effective ways of communicating with the customer
  • Know how to set marketing goals and strategies
  • Recognize common marketing mistakes and know how to avoid them
Project Management
Overview/Description

In the past few decades, organizations have discovered something incredible: principles that have been used to create enormous successes in large projects can be applied to projects of any size to create amazing success. As a result, many employees are expected to understand project management techniques and how to apply them to projects of any size. This course will give participants an overview of the entire project management process, as well as key project management tools that they can use every day.

Expected Duration (hours)

1.5

Course Objectives
  • Define projects, project management, and project managers
  • Identify the importance of the PMBOK® and PMI®
  • Identify the five process groups and ten knowledge areas as defined by the PMI®
  • Describe the triple constraint
  • Perform a project needs assessment and write goals, requirements, and deliverables
  • Create key project documents, including the statement of work, project planning worksheet, and project charter
  • Build a project schedule by estimating time, costs, and resources
  • Understand and use the work breakdown structure
  • Create project planning documents, such as a schedule, risk management plan, and communication plan
  • Use planning tools, including the Gantt chart, network diagram, and RACI chart
  • Establish and use baselines
  • Monitor and maintain the project
  • Perform basic management tasks, including leading status meetings and ensuring all documents are complete at the end of the project
Supply Chain Management
Overview/Description

Supply chain management is the management of interconnected businesses involved in providing goods or services to consumers. Supply chain management involves the finances, logistics, and delivery of products or services and requires integrated behavior and cooperation among the chain’s firms to be successful.

Expected Duration (hours)

1.5

Course Objectives
  • Identify how supply chain management relates to:
    • Customer satisfaction
    • Improving performance
    • Lowering costs
    • Product development
  • Define the terms:
    • Procurement
    • Upstream and downstream
    • Raw material
    • Forecasting
    • Carrying cost
    • Inventory
    • Order generation
    • Order taking
    • Order fulfillment
    • Returns management
  • Understand the levels of supply chain management and their effects:
    • Strategic
    • Tactical
    • Operational
  • Comprehend the flows of supply chain management and data warehouses:
    • Product flow
    • Information flow
    • Finances flow
  • Take a look at inventory management
  • Study supply chain groups
  • Review tracking and monitoring methods
  • Examine supply chain event management
Fourth Industrial Revolution
Overview/Description

The Fourth Industrial Revolution heralds a series of social, political, cultural, and economic upheavals that will unfold over the 21st century. In this course, we will examine the Fourth Industrial Revolution from a Global HR perspective.

Expected Duration (hours)

5.5

Course Objectives
  • Learn the definition and brief history of the Fourth Industrial Revolution
  • Learn about the global labor landscape: Jobs in the Fourth Industrial Revolution
  • Learn best and future HR practices surrounding the Fourth Industrial Revolution
Global Diversity and Inclusion
Overview/Description

Diversity refers to the traits and characteristics that make people unique while inclusion refers to the behaviors and social norms that ensure people feel welcome. In this course, we will learn how a global organization’s mission, strategies, and practices should support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. The top diversity and inclusion priority is recruitment of diverse employees.

Expected Duration (hours)

5.5

Course Objectives
  • Learn Global Diversity and Inclusion Definitions and Standards
  • Learn Global Diversity and Inclusion Best and Future Practices
  • Learn how to foster inclusivity
  • Learn how to break down diversity barriers
  • How to achieve inclusive growth in the Fourth Industrial Revolution
International Labor Law
Overview/Description

International labor law is the body of rules spanning public and private international law which concern the rights and duties of employees, employers, trade unions and governments in regulating the workplace.

Expected Duration (hours)

4.0

Course Objectives
  • - Learn the definition and brief history of the International Labor Law
  • - Learn introduction of the International Labor Organization (ILO) and the World Trade Organization (WTO)
  • - Learn best and future practices surrounding International Labor Law
California Consumer Privacy Act (CCPA)
Overview/Description

Effective January 1, 2020, the California Consumer Privacy Act (CCPA) creates consumer rights relating to the access to, deletion of, and sharing of personal information that is collected by businesses. It also requires the Attorney General to solicit broad public participation and adopt regulations to further the CCPA’s purposes. The regulations establish procedures to facilitate consumers’ rights under the CCPA and provide guidance to businesses for how to comply.

Expected Duration (hours)

7.0

Course Objectives
  • - Define the California Consumer Privacy Act (CCPA)
  • - Determine the applicability of the CCPA
  • - Discuss out-of-state considerations
  • - Analyze the key similarities between the CCPA and the GDPR
  • - Discuss the evolving privacy regulatory landscape
California OSHA
Overview/Description

In this course, we will discuss the California Occupational Safety and Health Act, updates to the law, and Federal similarities and differences in reporting requirements.

Expected Duration (hours)

8.0

Course Objectives
  • - Learn the Basics of Cal/OSHA
  • - Learn new Cal/OSHA Issues California Employers Must Track
  • - Learn workplace Violence and Sexual Harassment: OSHA and Employment Law Issues
  • - Learn to Prepare for and Manage OSHA Inspections and Citations
  • - Learn about post-OSHA Citation: Contest Process, Settlement Goals, and Strategy
  • - Learn about OSHA’s Electronic Recordkeeping and Anti-Retaliation Rule
  • - Learn the differences between Federal and California OSHA Recordkeeping
  • - Learn about the California Recordkeeping Standard Requirements
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FAQs: Frequently Asked Questions

How can we offer 105 HRCI recertification credits plus SHRM PDCs for so little? "It seems too good to be true!"

We often hear that the Tools 2 Succeed® recertification package is "too good to be true," but we can assure you that it is true.  We purchase our e-Learning courses in volume, so we pass along the savings to you.  We are a small company with low overhead.  We know that obtaining and maintaining your aPHR, PHR, SPHR, GPHR, PHRi or SPHRi certification and/or a SHRM-CP or SHRM-SCP can be expensive.  We guarantee that you will receive access to all courses listed on this page, and you will earn HRCI recertification credit and/or SHRM recertification credit for the courses as indicated.  There are no additional or "hidden" costs.  We will give you personal attention and help you in any way we can. We are backed by Norton™ Shopping Guarantee, a 3rd-party insurer, who guarantees our services and will give you your money back if you do not get what you pay for.  For additional details, please click the Norton™ Shopping Guarantee seal in the lower left corner of your screen.

Please feel free to call us at 1-818-581-4888 or (800) 207-1306, chat online, or contact us via email if you have any questions.  If we are not available, please leave a message, and we'll get back to you ASAP.  As we are a small company, we each "wear multiple hats!"

Why buy from us?

We at Tools 2 Succeed® will provide you with exceptional service.  We truly value every one of our customers and will go out of our way to make sure you are happy.  We are there for you and will take the extra time to help you with your HRCI recertification and/or SHRM recertification.  We have extensive knowledge of what is required for recertification.  To verify the Tools 2 Succeed® approved-provider status on the HRCI website, click here.  To verify our SHRM Preferred Provider status, click here.

How can I be sure I receive all courses in our 105 HRCI recertification credits plus SHRM PDCs package and get a lowest price guarantee?

Tools 2 Succeed® has partnered with Norton™ Shopping Guarantee to ensure your peace of mind regarding your purchase.  When you complete checkout, Norton™ Shopping Guarantee will automatically provide you with:

1) A Purchase Guarantee. Get what you paid for or your money back, up to $1000. 2) $10,000 Identity Theft Protection for 30 Days. 3) Lowest Price Guarantee.  If the published price drops on this site within 30 days, Norton™ Shopping Guarantee will pay you the difference, up to $100.

For additional details, please click here.  Once you complete your purchase, you can register on the Norton™ Shopping Guarantee website at https://www.nortonshoppingguarantee.com/shoppers.  Only your order number is required for benefits.  The order number is shown on the receipt that is emailed to you immediately after purchase.

How can I verify that Tools 2 Succeed® is an HRCI Approved Provider?

Click here to verify our Approved Provider status.  For course approvals, click here then enter "Tools 2 Succeed" in the search box, or you can enter a specific course name if you wish.  Please note that Tools 2 Succeed is 3 words, not 1!  Courses are approved by HRCI and SHRM on an annual basis.

Can I get ALL of the credits I need to completely recertify my PHR, SPHR, PHRi, SPHRi, aPHR, aPHRi or PHRca using this package?

HRCI requires 60 recertification credits (hours) every 3 years.  If you hold an aPHR, PHR or PHRi, you may take any course approved for HRCI credit.  If you hold an SPHR or SPHRi, you must accrue at least 15 hours of Business/Strategic credit as part of your 60 credits.  15 Business credits are included in this package.  PHRca holders must accrue 15 California credits as part of your 60 credits.  There are currently 16 CA credits included in this package.  If you hold a PHR, SPHR, PHRi, SPHRi, aPHR or PHRca, you can obtain ALL of your 60 credits using this package.  GPHRs will need to supplement the package with additional Global (International) credits to total 15.

There is NO LIMIT on the number of e-Learning credits you may use toward your HRCI recertification.  All courses on this page are classified as e-Learning by HRCI.  To verify on the HRCI website that e-Learning is unlimited, click here, scroll to the bottom of the page.  See the section that says, "Calculating Credit for E-Learning/Online Courses.  You will earn one credit hour for every hour.  There is no credit-hour limit because e-Learning activities are interactive and typically assess the user at the end of the online session."

What about the HRCI requirement that says I must take an Ethics course?

Our 1-hour/1-credit "Business Ethics" course meets this requirement.

Can I use this package for SHRM-CP or SHRM-SCP recertification also?

Yes.  Tools 2 Succeed® is a SHRM Preferred Provider, and all courses on this page are also approved for SHRM PDCs.  SHRM recently changed their rules so that YOU CAN NOW GET ALL 60 CREDITS with our "self-paced" e-learning courses.  Click here to verify our SHRM Preferred Provider status.

What do the courses look like?

The courses use many different learning tools.  Depending on the topic, the courses may feature video, audio, animations, and interactive exercises. All courses feature a consistent, easy-to-navigate interface.  To try a free sample course, click here.

Are hours and credits the same thing?

Yes! 1 hour of actual time is equal to 1 credit.  If you need to obtain all 60 HRCI credits and/or 60 SHRM PDCs, it should you approximately 60 hours in total.

Can I take just a few courses and receive individual credit for them?

Yes.  Each indicated individual course is pre-approved for HRCI credit and SHRM PDCs.  Once you successfully complete a course, you will receive the pre-approved HRCI and SHRM Activity Numbers for that course which you will enter into your recertification application to receive the specified number of credits.  You may take the courses in any order and at any time during your subscription.

Can I access my courses from both home and work?

Yes.  You may access your courses from any PC or Mac as well as smart phones, iPads and most tablets.  The current version of Firefox is recommended on all devices.  You may start a course on one computer and then resume from where you left off on another.

Can I start a course and then go back to it again when I have time?

Yes.  You may start and stop courses as often as you like.

Can I take course tests more than once?

Yes.  You may take the tests as many times as necessary.  You may also review the courses and lessons as many times as you wish during your subscription.

How long will it take to earn my HRCI and/or SHRM recertification credits?

Work at your own pace, anytime you wish during your subscription.  1 credit is equivalent to 1 hour of actual time.  If you need all 60 credits, you will need to spend approximately 60 hours of your time in the courses.

Do we need to purchase a separate subscription for each certified professional?

Yes.  Subscriptions are licensed to individuals.  Each HR professional must take his/her own courses and be able to provide individual certificates to HRCI and/or SHRM in the event of an audit. 

How do I obtain HRCI recertification credit for my aPHR, aPHRi, PHR, SPHR, GPHR, PHRi, SPHRi, SHRM-CP or SHRM-SCP?

Each online e-Learning course includes a test.  A passing score for HRCI or SHRM recertification credit is 70%.  Correct answers are shown after answering each question.  If you do not pass the test on the first attempt, you may repeat the tests as many times as necessary.

Once you have successfully completed a course, you will immediately be able to save or print a Certificate which contains the pre-approved HRCI and SHRM Activity Numbers.  You will enter the numbers into your HRCI and/or SHRM recertification application.  We also suggest that you upload your certificate to HRCI.  We will be happy to help you with this process.  There is NO additional charge to obtain HRCI and/or SHRM recertification credit.  EVERYTHING shown on this page is included in the purchase price.

Can I save or print certificates at a later date?

Yes.  You can save or print certificates at any time after you have successfully completed a course, up until the time your subscription expires.  You can save or print certificates from any computer.  We encourage you to save the certificates immediately after course completion to a folder on your computer, then enter the course information into your HRCI and/or SHRM recertification application and upload your certificate to HRCI as you complete the courses.  Your certificates will also be emailed to you upon course completion.

Can I repeat courses?

No.  Courses may not be repeated for HRCI or SHRM credit.  Once completed, each course will remain active for you to review for 10 days.  After 10 days, the course will be available on your Transcript tab only so that you can download a certificate at any time.

Can I use these courses to study for an HRCI or SHRM exam?

No.  These courses are not intended for initial certification.  Although the content is valuable for any employee in general and may help you with the exam, the courses do not cover all of the exam content.  They will provide you with recertification credit once you already have your aPHR, PHR, SPHR, PHRi, SPHRi, aPHRi, PHRca, GPHR, SHRM-CP or SHRM-SCP.  For information on obtaining HRCI certification, please visit the HRCI website at www.hrci.org.  For information on obtaining SHRM certification, please visit the SHRM website at www.hrci.org. Once you pass your exam, we'll be happy to help you keep your certification!

What if I have questions or need technical assistance when taking courses?

Call or write to us, and we will be more than happy to help you!  We are generally available Monday through Friday 7:30 AM to 8 PM Pacific Time and Saturday and Sunday 9 AM to 5 PM Pacific Time.  Here are our current Technical Support satisfaction ratings which are updated in real time:

Do you offer a client referral program?

Yes!  Once you become a client, you will receive a $25 gift card of your choice for each referral outside of your company who purchases an e-Learning package.  Be sure to have your referrals state that they were referred by you during checkout.  Only one referral name per purchase, please!  To send a link directly to this page to your friends and colleagues, use www.hrcicredit.com.  We appreciate your business and your referrals very much!

How long have you been in business?

17+ years.  Tools 2 Succeed® was incorporated in the State of California on February 1, 2007 (corporation #C2970570).  Tools 2 Succeed® currently has 16,000+ clients in all 50 United States, U.S. territories, plus 57 countries.

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Testimonials

"I just want to say that your product is fantastic.  After moving from Corporate HR to a small construction company, your e-Learning products have kept me current in HR trends and allowed for me to keep my PHR designation active.  The tools are sharp, user-friendly, interactive and worked well with my schedule.  Thank you, Tools 2 Succeed."
--Matt Van Ahn, PHR, Operations Manager, NMC Construction

"I cannot express enough how I have enjoyed the e-Learning courses.  They are very informative and enlightening on each subject matter.  You and your staff have done a wonderful job in designing a helpful tool for individuals like me.  I have been laid off for some time, and I have not been able to have the monetary means to attend seminars or get the training on the job, so I had to look for an alternative route.  These courses have relieved the stress of wondering how I was going to continue my recertification credits, and they also keep me up-to-date on Human Resource skills and knowledge."
--Margaret M. West, SHRM-CP, PHR

"I want to say that Tools 2 Succeed is by far the best way to gain recertification credits.  The package is affordable.  You can obtain your credits any time, day or night.  The great thing about Tools 2 Succeed - you can pause and return later.  It has made my PHR recertification process a lot more convenient.  Thanks for the program."
-- Dawn Roberts, PHR, International Literacy Association

"Just wanted to say a word of thanks.  I’m grateful I stumbled upon Tools 2 Succeed earlier this year.  Although I procrastinated until the very end, I was able to obtain the majority (57) of my credits thru Tools 2 Succeed and have recertified successfully (took six days for them to approve, versus the six weeks I was expecting)!  I wasn’t entirely sure what to expect, but I gained insight and knowledge through the courses, even those specifically in my specialty (talent acquisition and management)."
--Jennifer Fry, PHR, Recruiter, TalentFusion

"Sheryl, I just received my approved recertification e-mail.  I want to thank you for all of your assistance.  The Tools 2 Succeed program is amazing and very user-friendly!  I have recommended it to many of my peers across the country.  It truly made a difference in my recertification experience.  Thank you!"
--Lisa McClain, PHR

"I wanted to let you know what an awesome program you have for recertification.  I made it through and received my recertification - would not have made it without your program."
-- Linda Hammontree, SPHR, Human Resources Director, Kippertool

"I wanted to let you know that I recently completed my chosen courses from the HRCI Recertification package that I purchased.  I have received my review and approval from HRCI and will receive my new certificate in the next few weeks.  I want to say that this cost-effective package was ideal for my needs.  It reinforced skills and learning that are valuable for me and my assistant (who benefits from me), and I would not hesitate to purchase another packet for my next recertification cycle."
--Georgette Thomas, PHR, Human Resources Manager, School of Visual Arts

"I recently recertified my PHR, and the only source that I used was the easy-to-follow HRCI Recertification e-Learning Package.  I would highly recommend this program for anyone planning on recertifying.  I accumulated all of my 60 credits from here in a short time of 6 weeks. I had a ton of questions about recertifying, and I was fortunate to have come across Sheryl Tuchman who patiently answered all my questions.  I have never seen someone as prompt as her."
-- Saba Raihan, PHR

"Tools 2 Succeed was the best way to accumulate recertification credits that I've experienced since obtaining my SPHR certification in 1997.  I've sung your praises loudly to all I know in my HR Department."
-- Calvin Patton, SPHR, Associate Director-Training, AT&T

"Sheryl, I wanted to take a moment to tell you how amazing your online courses are.  Although I registered to obtain additional credits for my SPHR recertification, to my amazement, I am learning critical skills and thought processes for my job.  Great value!  Thank you!"
-- Karen Golden, SPHR, Regional Human Resources Manager, La-z-Boy Furniture Galleries

"This group of on-line courses is by far the most time-effective and cost-effective means for me to achieve my SPHR recertification.  I will use these courses every time I need credits for my future recertification years.  Thanks for creating these great online tools!"
-- John Bautch, MA, SPHR, OnPoint Contractor serving with Army ROTC, University of Cincinnati

"I just wanted to drop a note to say 'thank you.'  I just received my approval from HRCI of my SPHR recertification.  Your courses made it much more convenient and affordable to get my strategic credits!  I also appreciated the fact that the courses were challenging, well-constructed and enriching.  Please continue to offer these, and if possible, expand the selection.  Great job - thanks again!"
--Maureen A. McCormick, SPHR, HR Director, Mellon Certified Restoration

"I just learned that my HRCI recertification was approved.  What a relief!  Your online courses were instrumental in making that happen.  I appreciate that there are so many subjects to choose from.  They were all well-structured, informative and easy to follow. For me, and I'm sure for anyone else who works 40+ hours per week, the best thing about the courses is that I didn't have to miss work and was able to complete them on my own schedule.  Tools 2 Succeed gets my highest recommendation!"
--Donna Stark, SPHR, Director of HR, Fusion Solutions, Inc.

"I just wanted to take a moment to say how pleased I was to be able to recertify my SPHR with HRCI by utilizing the Tools 2 Succeed modules.  I really think your program is the best value for recertification and saves the time and expense of having to go to numerous seminars or workshops in order to satisfy the requirements for recertification. And it can be done from the surroundings of home or office.  I received my notification today that my recertification application was approved by HRCI, so I wanted to say 'thank you.'  I look forward to using your program again."
--Roger Walter, SPHR, Director HR, Baker Botts, LLC

"The e-Learning programs were very easy to use, affordable, and included current and relevant information.  I would highly recommend this program to anyone who wants a convenient way to obtain HRCI hours."
--Jill Petermeier, PHR, HR Director, Marshalltown Medical & Surgical Center

"With the Tools 2 Succeed e-Learning, I was able to earn my CEU's for recertification!  The courses were self-paced and packed with informative learning.  I am definitely going to use this system again to recertify!
--Susan M. Folscroft, PHR

"I was thrilled to be able to use the Tools 2 Succeed e-Learning package to recertify my PHR.  Sheryl was wonderful to work with when I needed assistance, and I was able to so conveniently and easily work on my e-Learning hours whenever I wanted to on my laptop at home or in the office.  I had no problem whatsoever in getting recertified, and half my credits came from Tools 2 Succeed.  I believe this is the most cost-effective and user-friendly way to recertify."
-- Suzanne Nelson, PHR, Los Angeles

"My HRCI Recertification was the best adult style learning experience I have ever had.  The website is user friendly and the modules were clear and concise. Truly a valuable learning experience that I can use in my role as an HR Professional in so many ways!  Thank you, Tools 2 Succeed!
--Lorei, PHR, New Jersey

The e-Learning programs were very easy to use, informative and affordable.  Due to time limitations, I had to renew my PHR recertification in a month and a half, and this was the only online program that allowed me to do so.  I am also using it again to renew for the following three years.  It is user-friendly and can be completed at your own pace.  I just would like to thank Sheryl Tuchman for her cooperation, professionalism and for taking the time to walk me through the program.  I would highly recommend this program!"
--Suzie Elmankabadi, PHR, NYA

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ABOUT US

Tools 2 Succeed® is an Approved Provider of the Human Resources Certification Institute (HRCI) and a Preferred Provider of the Society for Human Resource Management (SHRM), offering low-cost e-Learning courses for HR recertification credit . Our extensive tools include Tools 2 Succeed® leadership development online and sexual harassment prevention training online. Clients appreciate our 1-stop shop for all recertification credits and our outstanding customer service. We have just announced our low-cost leadership and employee development e-Books for quick and easy training of staff and management.

Tools 2 Succeed® was incorporated in the State of California on February 1, 2007 (California Corporation #C2970570). Tools 2 Succeed® currently has 16,000+ clients in all 50 United States, U.S. territories, plus 55 countries.

Sheryl Tuchman, SPHR, SHRM-SCP, Founder and CEO of Tools 2 Succeed®, is a Senior Professional in Human Resources, SHRM Senior Certified Professional, Certified Professional Coach, and Registered Career Coach with 25+ years of corporate business, management, and technical experience. Her wide range of experience includes the design and implementation of governance processes for the IT departments of multi-billion dollar corporations.

We look forward to helping you 2 succeed!

Sheryl Tuchman, SPHR, SHRM-SCP
Founder and CEO, Tools 2 Succeed®.


Technical Requirements

The requirements are very basic.  Feel free to call or write with questions.  We'll be happy to help and can even access your computer remotely with your permission to make sure the courses work for you.

Supported Devices: Windows PCs, Macs, iPads, most tablets and smart phones.

Supported Browsers: The current version of Firefox is recommended on all devices.

Internet access is required.

U.S. Navy or U.S. Army Internet is NOT recommended as it changes browser and course behavior.

No viruses or malware! To remove and prevent malware, we recommend installing MalwareBytes.  For virus protection, there are many popular anti-virus programs including Norton, McAfee, Bitdefender, Kapersky, TrendMicro, Webroot and Vipre.

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PURCHASE HRCI/SHRM Recertification 105-Credits Package

For Returning Clients Only
ALL NEW COURSES!
$199 for 1 Full Single Payment Now
(No discount code will be accepted in the shopping cart as this is the lowest price we can offer).

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Your purchase includes access to ALL courses in the package: 105 HRCI credits and SHRM PDCs - NO OTHER FEES
Subscription Valid for 1 year.

Please contact us if you need assistance with your online purchase.  You may also purchase by phone at (818) 581-4888 or (800) 207-1306 or click here for a credit-card authorization form to FAX to us.  For payment by company check or Purchase Order, please complete the purchase below and select the corresponding payment option on check-out.



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