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Staffing and Recruiting (09101HR)- Click here to register/purchase
- This course demonstrates the value of good employees and the importance of standardized higher techniques. Students are given the tools to design a business structure that promotes growth for staff while providing a template for finding quality employees.
- Course Lessons and Objectives:
  - Lesson 1
    - Relate the hiring process, in a mock scenario, to how the process is done in your center.
    - Understand how the ripple effect occurs throughout the center based on one hiring decision.
    - Appreciate the need for a systematic approach when it comes to Human Resources.
  - Lesson 2
    - Define your center’s culture.
    - Evaluate true hiring need vs. perceived need to hire.
    - Assess your center’s true operational needs.
    - Consider cost-effective alternatives to hiring a new person right away.
  - Lesson 3
    - Define great employee qualities that make for a good fit in your center.
    - Decide whether to hire for the job, for the center, or both.
    - Appreciate the need to understand job duties more than job title.
    - Evaluate the variety of recruiting tools now available for your employee search.

On-Boarding (10102HR)- Click here to register/purchase
- This course shows students how to handle the most importance phase of their employees' development. They are given the tools to effectively interview, hire, and orient new employees to the bowling industry and the center.
- Course Lessons and Objectives:
  - Lesson 1
    - Understand the laws governing interviewing and hiring.
    - Differentiate between fair and unfair interviewing and hiring practices.
    - Access resources that will guide your interviewing and hiring process within the dictates of the law.
  - Lesson 2
    - Appreciate the value of an interview template.
    - Begin to think about a beneficial interview template for use in your center.
    - Be able to assess an applicant’s qualifications.
    - Contemplate the criteria defining the most qualified person for the job—and your center.
  - Lesson 3
    - Manage new hire training.
    - Assess weaknesses in your current on-boarding methods.
    - Orient new employees to your center’s operations.
    - Introduce your new employee to the center’s service standards that promote your customer service goals.

Employee Relations (10103HR)- Click here to register/purchase
- This course shows students how to build positive relationships with their employees that promote productivity and team work. They are also given the proper procedures for handling employee conflicts.
- Course Lessons and Objectives:
  - Lesson 1
    - Understand that all relationships take work—including those in a casual center setting.
    - Evaluate which jobs in your center are naturally cross-functional.
    - Appreciate the value of continued employee development.
    - Grasp the relevance of creating a roadmap for development.
  - Lesson 2
    - Define employee performance evaluation criteria.
    - Create a system of measuring employee performance.
    - Incorporate ways to reinforce training and your center’s values into daily interactions with employees.
    - Develop consistency with how you evaluate employees, taking care to give all employees equal treatment.
  - Lesson 3
    - Analyze performance problems that occur in your center.
    - Relate to handling conflicts swiftly rather than allowing them to pass.
    - Appreciate the value of documentation.
    - Understand how to manage the termination of an employee.

Staffing Procedures Lab (10301HR)
- This lab course has students complete a series of assignments to determine their center's staffing needs, and develop a structure for finding, recruiting, and training new employees.
- Lab Topics and Objectives:
  - Lab Topic 1
    - Evaluate true hiring need vs. perceived need to hire.
    - Assess your center’s true operational needs.
    - Consider cost-effective alternatives to hiring a new person right away.
    - Define your center’s culture.
  - Lab Topic 2
    - Define great employee qualities that make for a good fit in your center.
    - Decide whether to hire for the job, for the center, or both.
    - Appreciate the need to understand job duties more than job title.
    - Evaluate the variety of recruiting tools available for your employee search.
  - Lab Topic 3
    - Develop a beneficial interview template for use in your center.
    - Create scripts for the phone interview and the in-person interview.
    - Generate a list of “Must Knows” for every potential employee.
  - Lab Topic 4
    - Set employee expectations from day one.
    - Create an on-boarding checklist.
    - Develop a training checklist for new hires.
  - Lab Topic 5
    - Devise a road map to develop employees.
    - Develop an in-house training seminar.
    - Create a Performance Management system.
    - Implement a system of measuring employee performance.
    - Incorporate ways to reinforce training and your center’s values into daily interactions with employees.
    - Cultivate consistency with how you evaluate employees, taking care to give all employees equal treatment.
    - Analyze performance problems that occur in your center.
    - Specify how conflicts will be handled.

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What people are saying

“According to a 2009 meta study from the Department of Education: 'Students who took all or part of their class online performed better, on average, than those taking the same course through traditional face-to-face instruction.' Students who mix online learning with traditional coursework (i.e. blended learning) do even better.”

– Study from Department of Education
(2009)