This course contains the use of artificial intelligence.

Most HR functions are a collection of processes that each work reasonably well and were designed by different people who never spoke to each other. The candidate is treated beautifully until the offer, then handed to onboarding that knows nothing about the conversation that got them there. Here are 348 tools to connect the journey: 248 ready-to-use question lists, checklists, templates, procedures and matrices, 62 models and methods, 27 services shown on screen and 11 working files.

Open a lecture, take the tool, fix one stage of the journey this month.

What the disconnection costs

Onboarding runs for two weeks and the probation review happens at 90 days, with nothing in between. Engagement is measured every year, and managers get a score of 3.2 with no idea what to do with it. The performance review produces a rating and the rating produces nothing. People leave, and the exit interview is run by the manager they are leaving.

What changes after this course

The journey is mapped from the first visit to the careers page to alumni. Candidate experience, onboarding, engagement, performance and exit work as one system with clear owners and metrics. Managers know what to do with their scores, and exit data leads to a retention programme.

What is inside: 348 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.

• 66 downloadable resources: the lecture presentations plus 11 working files, including the Employee Lifecycle Wait Map, the exit interview questions library, the exit interview script and the exit interview analytics workbook
• 248 ready-to-use tools inside the presentations:
• 58 question lists and scripts: one-on-one meetings, exit interviews, new-hire onboarding interviews, company culture interviews
• 55 checklists: interview experience, employee onboarding, burnout warning signs, employee exit management
• 52 templates and sample documents: employee experience journey map, performance improvement plan, candidate outreach email, employee handbook outline
• 36 step-by-step procedures and workflows: one-on-one meetings, candidate experience improvement loop, performance reviews, termination meetings
• 29 scorecards, rubrics and matrices: employee experience scoring rubric, candidate experience quality rubric, Defect-Standard-WOW onboarding matrix, merit increase matrix
• 7 ready AI prompts: behavioral interview question generation, exit interview process diagnosis, exit interview questionnaire personalization, exit interview response analysis
• 7 other working tools: employee experience survey, candidate communication cadence, exit interview cycle calendar
• 4 formulas and metric sets: candidate experience metrics, onboarding metrics, exit interview KPIs
• 62 models and methods explained with examples: Gallup Q12, four Cs of onboarding, Total Rewards, Tuckman team development
• 27 services shown on screen, including Culture Amp, PeopleForce, 15Five, Bonusly and Notion

Where the tools are

• Employee experience (2 sections, 50 tools). The journey map, the audit, joining, work, exit and alumni.
• Candidate experience (2 sections, 43 tools). Selection stages, communication, interviews, technology and metrics.
• Onboarding (2 sections, 55 tools). The programme, preboarding, the first day, the first 30 days and probation.
• Engagement (3 sections, 80 tools). Gallup Q12, engagement 2.0 and 3.0, working with managers and the People Partner role.
• Performance management (3 sections, 98 tools). Goals, OKR, check-ins, coaching, competence assessment and the review.
• Turnover and exit (3 sections, 70 tools). Causes and measurement, the retention programme and the exit interview playbook.

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.

At Alfa-Bank, in my second or third year, I was given the exit interview project. People sometimes came in angry, thinking about a lawsuit or a bad review, and a professional conversation run by HR rather than by their manager often changed how they left. At Preply a new employee found a welcome card signed by the team on their desk, and we sent a photo of the workplace before the first day.

How to use the course

Start with the Employee Lifecycle Wait Map, then go to the stage of the journey where people get lost most often. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 45 lectures across 16 sections, 22 hours
• 66 downloadable resources: lecture presentations and 11 working files
• 348 tools across the lessons, including 27 services shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take the last person who joined and the last person who left, and write down every moment either of them had to wait for HR. Enrol now and start your first lesson today.