This course contains the use of artificial intelligence.

You know HR operations by heart. And the company still sees you as the person for paperwork. Here are 553 tools for the next level: 305 ready-to-use templates, question lists, procedures, checklists, matrices and AI prompts, 169 models and methods, and 79 services and apps shown on screen.

Open a lecture, take the tool, bring it to your next meeting with management.

Why good HR generalists stay "just HR"

You close vacancies, issue contracts, answer questions and put out fires. All of it is necessary, and none of it is seen as strategy. The CEO talks about growth and money, and you bring headcount and vacation balances. Nobody taught you how to run a strategy session, how to count what turnover costs or how to defend a budget. So the invitation to the planning meeting goes to someone else.

What changes after this course

You lead the strategy session and leave it with a plan. You find and attract candidates with methods most recruiters do not use. Your reviews and 360-degree assessments give decisions and not just forms. You count the value of people work in money and time. And you have tools for the conversations where an HR generalist becomes a partner: with the CEO, with managers and with employees in conflict.

What is inside: 553 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.

• 305 ready-to-use tools inside the presentations:
• 80 templates and sample documents: strategic plan outline, strategy implementation plan, OKR cascading example, Boolean search query examples
• 66 question lists and scripts: vision development questions, candidate persona questionnaire, performance review discussion questions, critical incident interview
• 51 step-by-step procedures and workflows: strategic session procedure and agenda, performance review procedure, 360-degree assessment procedure, workforce planning procedure
• 37 checklists: job advertisement writing checklist, Employee Value Proposition audit checklist, remote onboarding checklist, recruitment system audit checklist
• 26 scorecards, rubrics and matrices: performance-behavior matrix, salary review matrix, TOWS matrix, succession risk matrix
• 22 ready AI prompts: job requisition form generation prompt, candidate X-ray search generation prompt, competency model generation prompts
• 21 formulas and metric sets: employee lifetime value calculation, Human Capital ROI, recruitment metrics, employee turnover and retention metrics
• 2 other working tools: growth mindset assessment, emotional exhaustion assessment
• 169 models and methods explained with examples: Boolean search, X-ray search, Employee Value Proposition, 360-degree feedback, Management by Objectives, OKR
• 79 services and apps shown on screen, from a quick look to a detailed demo: RocketReach, ContactOut, hireEZ, Manatal, Eightfold AI, Textio, Leena AI, PeopleForce and others

Where the tools are

• Advanced HR generalist core (4 sections, 171 tools). The strategy session, sourcing, HR marketing, employer brand and EVP, performance reviews and 360, HR analytics, remote teams, competency models, coaching, mentoring and conflict.
• AI toolkit for HR (105 tools). Twelve lectures by HR function: services on screen plus prompts and documents.
• HR metrics (64 tools). Recruitment, onboarding, engagement, pay, performance, learning, turnover.
• Business and financial acumen (63 tools). Business environment, workforce planning, economics, ethics and risk, change and financial statements.
• Strategic HR management, workforce planning and OD (122 tools). The largest section: HR strategy, organisational development, culture, engagement, learning, rewards and international HR.
• People management toolkit (64 tools). Hiring, development and succession, motivation, goals and pay.

What this course is not

It is not a certification programme and not a first course in HR: it assumes you already know the basic HR processes.

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 was once appointed HR director and had to develop the HR department without knowing the business strategy: the company did not have one and was not ready for it. I still had to understand where the company was going. So I started to interview the leaders: where should we be, and what do we need for that. This is how a strategic HR role begins, with questions to the business and not with an HR plan.

How to use the course

Watch the first three sections in order: strategy, recruitment and employer brand, performance and analytics. Then use the five large sections as a library by task: AI, metrics, business and finance, HR strategy or people management. The last section returns to competency models, coaching, mentoring and conflict. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 51 lectures across 9 sections, 27 hours
• 50 downloadable resources: the lecture presentations
• 553 tools across the lessons, ready to copy into your own work
• A 9-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Open the first lecture and take the strategic session procedure and agenda. Offer your CEO to run the next planning session by it. Enrol now and start your first lesson today.