Human Resources

Human Resources Courses

Each kit contains everything you need to teach workshops:

For All: Module One: Course Icebreaker and Workshop Objectives
Trainers Guide
Workbooks
PowerPoint Slides
Activities
Videos
Exercises

Business Succession Planning

Module Two: Succession Planning Vs. Replacement Planning
Module Three: Preparing for the Planning Process
Module Four: Initiating Process
Module Five: The SWOT Analysis
Module Six: Developing the Succession Plan
Module Seven: Executing the Plan
Module Eight: Gaining Support
Module Nine: Managing the Change
Module Ten: Overcoming Roadblocks
Module Eleven: Reaching the End
Module Twelve: Wrapping Up

Contract Management

Module Two: Defining Contract Management
Module Three: Legal and Ethical Contract Management
Module Four: Contract Management Requests
Module Five: How to Create a Contract
Module Six: Contract Negotiations
Module Seven: Assess Performance
Module Eight: Relationships
Module Nine: Amending Contracts
Module Ten: Conducting Audits
Module Eleven: Renewing Contracts
Module Twelve: Wrapping Up

Crisis Management

Module Two: Crisis
Module Three: Workplace Violence
Module Four: Myths
Module Five: Escalation
Module Six: Concerning Behaviors
Module Seven: Domestic Violence Indicators
Module Eight: Triggers of Workplace Violence
Module Nine: Conflict Dangers
Module Ten: Response
Module Eleven: Strategies
Module Twelve: Wrapping Up

Developing a Lunch and Learn

Module Two: The Prep Work
Module Three: Creating the Content (I)
Module Four: Creating the Content (II)
Module Five: During the Session
Module Six: Food and Facilities
Module Seven: Take Away Material
Module Eight: Difficult Situations or People
Module Nine: What A Lunch and Learn is Not
Module Ten: Best Practices (I)
Module Eleven: Best Practices (II)
Module Twelve: Wrapping Up

Diversity, Equity, and Inclusion

Module Two: Introduction to Diversity, Equity, and Inclusion
Module Three: Dimensions of Diversity (I)
Module Four: Dimensions of Diversity (II)
Module Five: Breaking Down Social Biases
Module Six: Addressing Microaggressions
Module Seven: Communication Strategies
Module Eight: Inclusive Leadership
Module Nine: Prioritizing DEI in the Workplace
Module Ten: Workplace Culture and Policies
Module Eleven: Encouraging Respect and Belonging
Module Twelve: Wrapping Up

Employee Onboarding

Module Two: Introduction
Module Three: Purpose of Onboarding
Module Four: Onboarding Preparation
Module Five: Onboarding Checklist
Module Six: Creating an Engaging Program
Module Seven: Following Up with New Employees
Module Eight: Setting Expectations
Module Nine: Resiliency and Flexibility
Module Ten: Assigning Work
Module Eleven: Providing Feedback
Module Twelve: Wrapping Up

Employee Recruitment

Module Two: Introduction to Recruitment
Module Three: The Selection Process
Module Four: Goal Setting
Module Five: The Interview
Module Six: Types of Interview Questions
Module Seven: Avoiding Bias in Your Selection
Module Eight: The Background Check
Module Nine: Making Your Offer
Module Ten: Orientation and Retention
Module Eleven: Measuring the Results
Module Twelve: Wrapping Up

Employee Termination Processes

Module Two: Performance Improvement Plan (PIP) Before Firing
Module Three: Employees Who Should Be Terminated (I)
Module Four: Employees Who Should Be Terminated (II)
Module Five: Things to Consider When Setting Up the Termination Meeting
Module Six: The Correct Way to Fire an Employee (I)
Module Seven: The Correct Way to Fire an Employee (II)
Module Eight: Employment Termination Checklist
Module Nine: The Don’ts of Firing an Employee (I)
Module Ten: The Don’ts of Firing an Employee (II)
Module Eleven: Conduct Effective Exit Interviews
Module Twelve: Wrapping Up

Generation Gaps

Module Two: History
Module Three: Traditionalist
Module Four: Baby Boomers
Module Five: Generation X’s
Module Six: Generation Y’s (Millennial)
Module Seven: Differentiations Between Generations
Module Eight: Finding Common Ground
Module Nine: Conflict Management (I)
Module Ten: Conflict Management (II)
Module Eleven: The Power of 4
Module Twelve: Wrapping Up

Health and Wellness at Work

Module Two: Meaning and Definition of a Health and Wellness Program?
Module Three: Types of Health Behavior Programs
Module Four: Health Behavior Programs
Module Five: Health Screenings and Maintenance Programs
Module Six: Mental Health Programs
Module Seven: Evaluate the Need
Module Eight: Planning Process
Module Nine: Implementation
Module Ten: Create a “Culture of Wellness”
Module Eleven: Evaluate Results
Module Twelve: Wrapping U

Hiring Strategies

Module Two: Defining and Knowing the Position
Module Three: Hiring Strategy
Module Four: Lure in Great Candidates
Module Five: Filtering Applicants to Interview
Module Six: The Interview (I)
Module Seven: The Interview (II)
Module Eight: Selection Process (I)
Module Nine: Selection Process (II)
Module Ten: Making an Offer
Module Eleven: Onboarding
Module Twelve: Wrapping Up

Human Resource Management

Module Two: A History of Human Resources
Module Three: The Interview Process
Module Four: Employee Orientation
Module Five: Following Up with New Employees
Module Six: Workplace Safety
Module Seven: Dealing with Harassment And Discrimination
Module Eight: Workplace Violence
Module Nine: Managing Employee Performance
Module Ten: Disciplining Employees
Module Eleven: Terminating Employees
Module Twelve: Wrapping Up

Managing Workplace Harassment

Module Two: Discrimination
Module Three: Physical
Module Four: Verbal
Module Five: Sexual
Module Six: Psychological
Module Seven: Cyberbullying
Module Eight: Employer Responsibility
Module Nine: Stopping Harassment Before It Happens
Module Ten: Reporting Harassment
Module Eleven: Handling Harassment Complaints
Module Twelve: Wrapping Up

Measuring Results from Training

Module Two: Kolb’s Learning Styles
Module Three: Kirkpatrick’s Levels of Evaluation
Module Four: Types of Measurement Tools
Module Five: Focusing the Training
Module Six: Creating an Evaluation Plan
Module Seven: Assessing Learning before Training
Module Eight: Assessing Learning during Training
Module Nine: Assessing Learning after Training
Module Ten: The Long Term View
Module Eleven: Calculating the Return on Investment (ROI)
Module Twelve: Wrapping Up

Millennial Onboarding

Module Two: Purpose Of Onboarding
Module Three: Introduction
Module Four: Millennials And Onboarding
Module Five: Onboarding Checklist
Module Six: Engaging the Millennial Employee
Module Seven: Following Up with the Millennial Employee
Module Eight: Setting Expectations with the Millennial Employee
Module Nine: Mentoring the Millennial Employee
Module Ten: Assigning Work to the Millennial Employee
Module Eleven: Pulling it All Together
Module Twelve: Wrapping Up

Office Health and Safety

Module Two: Common Winter Illnesses I
Module Three: Common Winter Illnesses II
Module Four: Cold/ Cold Sores
Module Five: Influenza
Module Six: Pneumonia
Module Seven: Sore Throat/ Strep Throat
Module Eight: Norovirus/ Viral Gastroenteritis
Module Nine: Keeping Office Clean
Module Ten: Stay/ Go Home
Module Eleven: Emergency Response Plan (ERP)
Module Twelve: Wrapping Up

Sensitivity Training

Module Two: Introduction to Sensitivity Training
Module Three: Benefits
Module Four: Stereotypes
Module Five: Discrimination
Module Six: Sex and Gender Stereotypes
Module Seven: Age
Module Eight: Disabilities
Module Nine: Religion
Module Ten: Handling Complaints (I)
Module Eleven: Handling Complaints (II)
Module Twelve: Wrapping Up

Talent Management

Module Two: Defining Talent
Module Three: Understanding Talent Management
Module Four: Performance Management
Module Five: Talent Reviews
Module Six: Succession & Career Planning
Module Seven: Engagement
Module Eight: Competency Assessments
Module Nine: Coaching, Training & Development
Module Ten: Do’s and Don’ts
Module Eleven: Employee Retention
Module Twelve: Wrapping Up

Train-The-Trainer

Module Two: Understanding Training and Facilitation
Module Three: Gathering Materials
Module Four: Creating a Lesson Plan
Module Five: Choosing Activities
Module Six: Preparing for the Workshop
Module Seven: Getting off on the Right Foot
Module Eight: Delivery Tips and Tricks
Module Nine: Keeping it Interactive
Module Ten: Dealing with Difficult Participants
Module Eleven: Tackling Tough Topics
Module Twelve: Wrapping Up

Unconscious Bias

Module Two: What is Unconscious Bias?
Module Three: Types of Unconscious Bias (I)
Module Four: Types of Unconscious Bias (II)
Module Five: Types of Unconscious Bias (III)
Module Six: Effects on Company
Module Seven: Mitigating Unconscious Bias
Module Eight: Training
Module Nine: Promote Inclusion
Module Ten: Benefits
Module Eleven: Handling Complaints
Module Twelve: Wrapping Up

Universal Safety Practices

Module Two: The Importance of Safety
Module Three: Fire Risk
Module Four: Sound
Module Five: Chemical and Electrical Hazards
Module Six: Ergonomics
Module Seven: Workplace Violence
Module Eight: Transportation
Module Nine: Machinery
Module Ten: Safety Program
Module Eleven: Monitoring
Module Twelve: Wrapping Up

Workplace Bullying

Module Two: What Is Workplace Bullying
Module Three: Why Does One Bully?
Module Four: Effects on Employees
Module Five: Effects on Company
Module Six: Company Policy
Module Seven: Training
Module Eight: Company Responsibility
Module Nine: Being Bullied
Module Ten: Someone Else Being Bullied
Module Eleven: Company Address the Bully
Module Twelve: Wrapping Up

Workplace Harassment

Module Two: The Background
Module Three: Developing an Anti-Harassment Policy
Module Four: Policies in the Workplace
Module Five: Proper Procedures in the Workplace
Module Six: False Allegations
Module Seven: Other Options
Module Eight: Sexual Harassment
Module Nine: Mediation
Module Ten: Conflict Resolution
Module Eleven: The Aftermath
Module Twelve: Wrapping Up

Workplace Violence

Module Two: What is Workplace harassment?
Module Three: Identifying The Bully
Module Four: How to Handle Workplace Violence
Module Five: Risk Assessment (I)
Module Six: Risk Assessment (II)
Module Seven: Being the Victim
Module Eight: Checklist for Employers
Module Nine: Interview Process
Module Ten: Investigation Process
Module Eleven: Developing a Workplace Harassment Policy
Module Twelve: Wrapping Up

Misbah Asif

13:39 27 Mar 24

Thankyou so much for putting everything together for me . I’m thrilled with the final result. Thanks again for your work everything was efficient and on time.

Wahid Gilani

09:58 21 Mar 24

You are amazing!Read through both CV and cover letter and I would hire me 😂Thank you Kim and it was a pleasure working with you.

Liubov Guralevych

11:59 15 Feb 24

I highly recommend the company if you want to make your CV better or to create new one, very attentive to details, always get in touch, hear what the client needs and provide everything on time. Professionals in their field 👌🏽 Big thank you for your help and cooperation 🤗🫶🏽

Fadi Diab

11:10 02 Feb 24

Kim was very responsive and efficient. She also listened to my priorities of what I needed to accomplish and supported it with her experience.

sultan alketbi

16:08 01 Feb 24

ammar darabseh

09:41 29 Jan 24

Hi Kim,Thank you so much for your email and for completing my CV package. I really appreciate your help and the efforts you put into it.I want to express my gratitude for the excellent service provided by Xeed Global. It has been a pleasure working with you and I am confident that the CV and LinkedIn profile you have prepared will greatly enhance my job search.I will definitely recommend Xeed Global to anyone in need of professional CV and LinkedIn services.Regards,Ammar

fuad siddiqui

10:48 24 Jan 24

Very happy to have chanced upon this organization who bent over backwards to help a time critical engagement.My youngest son required some help with cv prior to pursuing internship and work experience opportunities as a law undergrad in the UK - Kim turned this around not only in astoundingly quick time but provided a very professional and comprehensive cv which my son was very pleased with.I was so impressed with the outcome and more importantly with Kim’s engaging approach to the needs, that I requested additional services of reviewing and updating his LinkedIn profiles not only for my youngest son but to also engage with my eldest son who is a final year University UK based undergrad for cv and LinkedIn.The cost is so reasonable and the investment is worthwhile since the documents they provide are editable ATS compliant for future use as the individuals move through their careers. Whilst Kim could have charged separate additional costs for the incremental asks she did not on top of that she created a UAE and UK cv separately for the cultural needs. I have interviewed hundreds of people as a senior banker and I have no hesitation in recommending Xceed and working with Shelly and Kim who made this a great experience for us all.

mihaela tudorache

09:38 24 Jan 24

I needed my CV ATS compliant so i contact Xeed team.I found them via google research.I spoke to Kim via phone call and WhatsApp, she is very kind and professional and the thing that i have appreciated very much is that she didnt go for the "making money" option.She advised as a professional what is suitable for my profile and my need. Thank you Kim🙏.The outcome is very satisfying 😊 from all points of view! ( value for money)I definitely recommend them.

Rajan Gharu

10:02 26 Oct 23

Xeed Global have provided me with a very professional service. The transition was seamless and they reached beyond my expectations. The Xeed Global team were clear, concise and timely. I moved over from the UK to Dubai and because of their help, I had a job within 7 days of arriving. I cannot thank or recommend them enough! Thank you Xeed.

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