This course contains the use of artificial intelligence.
The training calendar is full, the feedback forms are kind, and the business sees no change. Here are 471 tools to run corporate learning that managers ask for: 291 ready-to-use question lists, checklists, templates, procedures and matrices, 145 models and methods, and 35 services and apps shown on screen.
Open a lecture, take the tool, use it at your next meeting with a business leader.
Why corporate learning gets cut first
Because it reports hours and smiles. The corporate university counts courses delivered and people trained, and the CEO asks what changed in the work. There is no answer, so in the first hard quarter the training budget goes. The problem is rarely the trainers. Learning was built from a catalogue and not from a business need, nobody agreed how the result would be seen, and nobody followed what people did after the classroom.
What changes after this course
You start from the business need and say no to training that will not help. You bring the budget with a calculation behind it. Your trainers are selected and prepared and not just appointed. Programs are designed for what people do after the course. You run coaching, facilitation, career and succession work with ready scripts. And you manage your own team as a leader, not only as a learning expert.
What is inside: 471 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 58 downloadable resources: the lecture presentations
- 291 ready-to-use tools inside the presentations:
- 88 question lists and scripts: performance support needs, post-training evaluation, employee development planning, training provider interviews
- 52 checklists: training budget costs, performance support quality, training provider selection, LMS selection
- 51 templates and sample documents: training ROI calculation, job competency profile, assessment center schedule, individual development plan
- 50 step-by-step procedures and workflows: internal trainer selection, training benefit monetization, Gagné’s nine events of instruction, six-step learning transfer
- 37 scorecards, rubrics and matrices: business strategy alignment, learning outcomes data collection, performance support format selection, goal achievement competency rubric
- 5 formulas and metric sets: human capital management metrics, employee retention metrics
- 8 other working tools: training suitability diagnosis, personal histories team exercise, team effectiveness feedback exercise
- 145 models and methods explained with examples: 6D learning transfer, 70-20-10 learning, Phillips ROI, ICF coaching competency framework
- 35 services and apps shown on screen, from a quick look to a detailed demo: Docebo, TalentLMS, Thinkific, 15Five, Confluence, Trello, Miro, Slack, Microsoft Teams and others
Where the tools are
- The corporate university core (5 sections, 10 lectures, 163 tools). Audit, strategy and budget, trainers, business needs and the case for training, instructional design, employee training programs, coaching and facilitation, career and succession, competency models and assessment centers, external providers and distance learning.
- People management skills for learning and development leaders (48 lectures, 316 tools). Hiring and onboarding your team, leadership styles, culture, pay and motivation, talent and succession, goals and metrics, one-on-ones, meetings, change, communication, conflict, negotiation and remote work.
The core of the subject is the first ten lectures. The larger part of the tools is in the people management section: a director of a corporate university leads a team, and this section is about that.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe. I am also a founder and lead the strategy of my own academy.
When I worked at Wargaming, the company was moving to a product management structure and needed training in product management that was not available locally. Together with the director of the corporate university we found a provider in Silicon Valley. It was expensive, so we had to convince ourselves and the management. We wrote a business case: how the training was linked to the business strategy, what the alternatives were and how the investment would return. The return was that, with our own people trained, we would not have to hire very expensive specialists from the market. Many people who grew inside that company with the help of its corporate university now hold senior positions.
What this course is not
It is not a professional certification for learning and development directors. You receive the Udemy Certificate of Completion and a working set of tools.
How to use the course
Go through the first four sections in order: they follow the work of a corporate university from audit to external providers. Use the people management section as a reference and open the lecture for the situation you have now. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 59 lectures across 6 sections, 31 hours
- 58 downloadable resources: lecture presentations
- 471 tools across the lessons, including 35 services and apps shown on screen
- A 10-question practice test, a quiz and two role plays
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take the next training request you receive from a manager. Open the lecture on business needs, ask the questions from it and decide whether training is the answer at all. If it is, you will know what result to agree on before the first session. Enrol now and start your first lesson today.
