According to the U.S. Bureau of Labor Statistics, in the current economy, Americans shift jobs every 4-5 years, which translates into 8-10 job transitions, including several career changes, over one’s life time. With competition for jobs on the rise, a person’s continuing employability and career success are increasingly defined by his or her mastery of individual career development and the ability to effectively "manage oneself" (P. Drucker). In this course, you will learn how to think strategically and professionally about your career self-management. Through this course you'll develop an objective, external view of your marketable skills as a solid foundation for building a strong career brand. In particular, you'll be able to: - explain why developing a protean and boundaryless career perspective based on transferable (portable) skills is advantageous for continuing employability and career growth; - design your portable skills portfolio, identify and examine critically important competencies underpinning your transferable skills, and analyze your career self-management competency gaps; - increase self-awareness, pinpoint your career goals, and envision your future work self; - recognize the central role of self-management for developing transferable, marketable, skills and create a customized self-management information system (Career Development Lab) for ongoing personal development and professional growth; - conduct a thorough, competency-based job analysis in your area of interest and examine practices of evidence-based, data-driven competitive employee selection; -implement your newly developed skills for crafting effective selection criteria statements and refining your job applications.

Defining Diversity, Equity, and Inclusion in Organizations is the first course of a four-course series. This course introduces the core definitions of diversity, equity, and inclusion and reasons why these efforts can often fail. We will also explore the elements for making the case for diversity and the concept of DE&I maturation where learners can assess their organization’s activities to determine where it may place on the DE&I continuum. By the end of this course, you will be able to: 1. Provide a common understanding of the terms diversity, equity and inclusion and how can it be effectively implemented into an organization. 2. Understand how our changing demography will impact your organization, discover various arguments used to make the case for diversity and connect them to your organization's success. 3. Recognize the various levels of diversity in the DE&I continuum and where your organization may be. 4. Identify the common struggles with implementing DE&I initiatives and how to avoid the many ways diversity efforts fail.

By the end of this guided project, you will be able to use the value chain analysis to create a competitive advantage for your company. Value chain analysis provides a structured approach of assessing where a company true value creation resides. The model is categorized into nine interrelated activities comprising of the primary and the secondary activities. Essentially, competitive advantage can be achieved through cost leadership or differentiation strategies. However, competitive advantage does not emerge by looking at a firm as a whole. It stems from the many discrete activities a firm performs in designing, producing, marketing, delivering, and supporting its product or service For us to practically demonstrate how to use the value chain analysis to make strategic decisions, we will use a spreadsheet to analyze a Fast-Food company as a case study. Example of the case study would empower you to apply the model to your company or any other company of your choice. The project is for business leaders and entrepreneurs who want develop a systematic approach of analyzing their operations. Also, for strategist who are interested in helping companies to make informed strategic decisions. At the end of the project, you will be able to use the model to identify your cost drivers and device a strategy to optimize your operations for competitiveness

This course is designed for professionals interested in learning the principles of Lean Sigma, the DMAIC process and DFSS. This course is number 7 of 8 in this specialization dealing with topics in the Control Phase of Six Sigma Professionals with some completed coursework in statistics and a desire to drive continuous improvement within their organizations would find this course and the others in this specialization appealing. Method of assessment consists of several formative and summative quizzes and a multi-part peer reviewed project completion regiment.

All of us are aware that cultural differences are significant and that they affect how we interact with others in business and in leisure activities. But what is culture exactly, and how does it impact on negotiation, in particular? This course will help you to be more precise about different dimensions of culture, from one region or country to another, while helping you to avoid simplifications, clichés and stereotypes. It will also lead you to a better overall awareness of your own culture. In addition the course modules will guide you to a better understanding of when and how cultural differences are likely to influence the different dimensions of a negotiation - the people, problems and processes. Armed with that understanding, your awareness, preparation and strategy will be enhanced when you are faced with negotiators from cultures and regions different from your own. Your ability to anticipate and react, your negotiation flexibility, will be improved and refined. The course also gives you a concrete look at quite different national and regional negotiation styles (we look at the French, Chinese, North American and Middle Eastern). In addition, an examination of negotiation in two multicultural settings (European Union institutions, on the one hand, and the recent COP 21 climate conference in Paris, on the other) highlights the importance of well-designed negotiation processes for getting both efficiency and fairness.

This course is an introduction and an overview to the basic principles of cybersecurity Governance and Strategy. It provides guidance on determining information security objectives and how to measure progress toward achieving them. It is an exposition on the rationale and necessity for senior management to integrate information security into overall organizational governance at the highest levels.

By the end of this project, learners will have a better understanding of ways they can enhance their Facebook Marketing strategies, which will ultimately improve users' Facebook Insights. We will take an in-depth look at how to incorporate marketing strategies that will more likely enhance overall analytics, and learners will develop a deeper understanding of how to use Facebook Insights to track and measure strategic marketing efforts. Having this knowledge, allows Facebook users to more easily adapt and update strategies according to Insight results to get the most out of their Facebook strategy. Note: This course works best for learners who are based in the North America region. We’re currently working on providing the same experience in other regions.

Finding and hiring the right people is often cited as the number one concern of businesses today. It seems we are all competing for the best and brightest workers. As you will see in our time together in the second course, a critical component of the People Manager Value Proposition is to hire talented people who enable the organization to achieve its strategic goals. This course is an introduction into the topic of recruitment, selection and onboarding. At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally. Throughout the course we will examine current issues in talent acquisition, such as how companies are now leveraging social media and hiring analytics to ensure better quality hires. At the conclusion of the course, we look at how to onboard employees to promote employee commitment and engagement.

Nowadays, family businesses are indispensable in our economy. However, it is very important to identify the tools and strategies of success that allow them to transcend in a competitive environment. For that reason, this entrepreneurship course gives you the opportunity to know and apply best practices, taking into account entrepreneurship and innovation models that will allow you to take advantage of the strengths that posseses the family business, in order to create a suitable business for next generations. In this entrepreneurship course you will have the opportunity to know the instruments and components that involve entrepreneurship; from ideation, market validation and value proposition, to present your sales plan to attract investors (Business Pitch). This online course delivers the knowledge and tools necessary for the success of a venture in the family business. The Center for Entrepreneurial Families and EGADE Business School of the Tecnológico de Monterrey is the ideal institution to develop these skills, since Tecnológico de Monterrey is the number 1 university in Mexico and the 6th best in Latin America according to Times Higher Education (THE) 2016. Professors at Center for Entrepreneurial Families are highly qualified and recognized as part of the worldwide STEP project for family entrepreneurship, and EGADE Business School is the number 1 business school in Latin America in MBA program, according to the ranking of AméricaEconomía.

In collaboration with the HRO DE&I Training Workstream, Enterprise Learning and Corporate Training/Leadership Development, three training modules were developed. These modules are designed to provide Clients with a DE&I foundation and tools to create and maintain an inclusive workplace. The intention of DEI Training is not to force anyone to change their mind or opinion, but to help build awareness of unconscious bias, cultural competence, or other barriers to diversity, equity, inclusion (DEI), and belonging. It can also motivate positive behaviors and attitudes and foster an environment where workers can feel comfortable bringing their full, authentic selves to work. DEI Training is not a stopping point and should underscore the importance of having a solid foundation of strategic priorities, consistent measurement and evaluation, and a clear alignment between organizational values and DEI goals. ADP does not endorse any training or teaching that compels an employee to believe any of the concepts listed in Florida HB 7.