Functional Programming + Lambdas, Method References, Streams
Andrii Piatakha's self-paced course is your accelerated path to learning Functional Programming. Perfect for beginners and intermediate learners looking to advance their Functional Programming skills. Whether you're looking to change careers or enhance your existing skills, this Functional Programming course delivers valuable content. Join thousands of satisfied students who have mastered Functional Programming through this highly-rated course.
Student Reviews
Login to write a review and rate this course.
No reviews yet.
Frequently Asked Questions
Click the 'Enroll Now' button. You will be redirected to the course page on Udemy (or another platform). The coupon code is usually automatically applied. If not, look for a code in the description or the 'Apply Coupon' section on the checkout page.
Yes, for most Udemy courses, once you enroll using the 100% off coupon, you get lifetime access and a certificate of completion upon finishing the course, just like a paid student.
Coupons have a limited number of redemptions or expire after a certain time (often 5 days or less). If a coupon is not working, it likely means it has expired or reached its maximum usage limit. We recommend checking our latest posts for fresh coupons.
Yes! Once you successfully enroll in the course while the coupon is active, you will have lifetime access to the course content, including future updates.
The courses are hosted on reputable platforms like Udemy. When you enroll with a 100% off coupon, the price should be $0.00, and you generally do NOT need to enter credit card information for free transactions on Udemy.
You Might Also Like
KPI Development: Strategy, CSF, Metrics, OKR, 350+ Tools
💡 Expert Insight: 🚀 **Career Boost:** This course unlocks the critical skill of translating high-level strategy into tangible, measurable outcomes, a talent indispensable in every data-driven organization. By mastering KPI and OKR development, you become the crucial link between organizational vision and actionable, accountable execution, significantly enhancing your strategic influence and career trajectory.This course contains the use of artificial intelligence. 359 tools for KPI development in one course: 253 ready-to-use templates, procedures, question lists, checklists, matrices and formulas, 80 models and methods, 24 services and apps shown on screen, and 2 downloadable tool files. Open a lecture, take the tool, use it on your own indicators. Why KPI systems make things worse A company measures what is easy to count. People start working for the number, and the result the number stood for gets worse. Recruiters paid for the number of interviews hold more interviews. Sales paid for new contracts forget old clients. A good indicator starts from the other end: what must go right for the strategy to work, and which few numbers tell you whether it does. What changes after this course You start from strategy and success factors, not from a list of metrics. Each indicator has a definition, a formula, a source and an owner. You have a few indicators instead of sixty. People who are measured took part in choosing the measures. The numbers are on a screen where everyone sees them. And pay is linked to them in a way that does not push people to game the system. What is inside: 359 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. 253 ready-to-use tools inside the presentations: 68 templates and sample documents: performance indicator database, KPI implementation project schedule, Balanced Scorecard, OKR scoring formula 53 step-by-step procedures and workflows: critical success factor identification, critical success factor metric mapping, KPI implementation, OKR cycle 46 question lists and scripts: KPI project CEO persuasion, metric discovery, strategic planning, OKR retrospectives 44 checklists: KPI quality, critical success factor quality, dashboard design, OKR quality 27 scorecards, rubrics and matrices: critical success factor strategic alignment, performance evaluation scale, salary increase matrix, performance and behavior matrix 15 formulas and metric sets: performance indicator metrics, workplace performance metrics, annualized turnover calculation, earned value metrics 80 models and methods explained with examples: Balanced Scorecard, Pareto principle, Management by Objectives, Objectives and Key Results 24 services and apps shown on screen, from a quick look to a detailed demo: Microsoft Power BI, Tableau, Lattice, Perdoo, 15Five, Jira, Carta and others 2 downloadable tool files: success factor influence mapping templates and a workplace performance metric map Where the tools are KPI development core (5 sections, 68 tools). Strategy and success factors, buy-in, system design, dashboards and reporting, myths and failures. Both tool files are here. HR metrics and people KPIs (64 tools). Project management for KPI systems (91 tools). Case for change, stakeholders, scope, schedule, budget, roles, tracking, closing. Strategic planning and strategy sessions (48 tools). Incentive systems linked to strategy and KPIs (61 tools). Bonuses, commissions, long-term incentives. OKR implementation (53 tools). 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 have made the classic mistake myself. As a manager I once measured recruiters by the number of interviews, and they started to hold as many interviews as possible. Then I changed it to the number of closed vacancies, and they began to push a stream of candidates to hiring managers. Only when I balanced speed, the hiring manager's satisfaction and the quality of assessment did I get the result I wanted. At Preply I saw the other side. The most important numbers of the company were on screens in the open space, and when one went red, everybody asked why. The purpose of any system of indicators is to prompt action. How to use the course Watch the first five sections in order: they take you from strategy to a working dashboard. Then open what you need next: people metrics, the rollout project, incentives or OKR. Section and lecture titles show how many tools are inside, and each lecture description lists them by name. What is included 45 lectures across 11 sections, 20 hours 46 downloadable resources: 2 tool files and the lecture presentations 359 tools across the lessons, ready to copy into your own work A 10-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 Take one team. Open the lecture on critical success factors and write down three things that must go right for this team with the success factor discovery checklist. Enrol now and start your first lesson today.Who this course is for:Managers and heads of department who are asked to "set KPIs" for their teamsHR and compensation specialists who link performance to payBusiness analysts and operations managers who build a performance management systemExecutives who want a small set of numbers that shows the state of the companyConsultants who introduce KPI systems for clients
Corporate University: Stop Training Nobody Uses, 470+ Tools
This course contains the use of artificial intelligence. The training calendar is full, the feedback forms are kind, and the business sees no change. Here are 471 tools to run corporate learning that managers ask for: 291 ready-to-use question lists, checklists, templates, procedures and matrices, 145 models and methods, and 35 services and apps shown on screen. Open a lecture, take the tool, use it at your next meeting with a business leader. Why corporate learning gets cut first Because it reports hours and smiles. The corporate university counts courses delivered and people trained, and the CEO asks what changed in the work. There is no answer, so in the first hard quarter the training budget goes. The problem is rarely the trainers. Learning was built from a catalogue and not from a business need, nobody agreed how the result would be seen, and nobody followed what people did after the classroom. What changes after this course You start from the business need and say no to training that will not help. You bring the budget with a calculation behind it. Your trainers are selected and prepared and not just appointed. Programs are designed for what people do after the course. You run coaching, facilitation, career and succession work with ready scripts. And you manage your own team as a leader, not only as a learning expert. What is inside: 471 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. 58 downloadable resources: the lecture presentations 291 ready-to-use tools inside the presentations: 88 question lists and scripts: performance support needs, post-training evaluation, employee development planning, training provider interviews 52 checklists: training budget costs, performance support quality, training provider selection, LMS selection 51 templates and sample documents: training ROI calculation, job competency profile, assessment center schedule, individual development plan 50 step-by-step procedures and workflows: internal trainer selection, training benefit monetization, Gagné’s nine events of instruction, six-step learning transfer 37 scorecards, rubrics and matrices: business strategy alignment, learning outcomes data collection, performance support format selection, goal achievement competency rubric 5 formulas and metric sets: human capital management metrics, employee retention metrics 8 other working tools: training suitability diagnosis, personal histories team exercise, team effectiveness feedback exercise 145 models and methods explained with examples: 6D learning transfer, 70-20-10 learning, Phillips ROI, ICF coaching competency framework 35 services and apps shown on screen, from a quick look to a detailed demo: Docebo, TalentLMS, Thinkific, 15Five, Confluence, Trello, Miro, Slack, Microsoft Teams and others Where the tools are The corporate university core (5 sections, 10 lectures, 163 tools). Audit, strategy and budget, trainers, business needs and the case for training, instructional design, employee training programs, coaching and facilitation, career and succession, competency models and assessment centers, external providers and distance learning. People management skills for learning and development leaders (48 lectures, 316 tools). Hiring and onboarding your team, leadership styles, culture, pay and motivation, talent and succession, goals and metrics, one-on-ones, meetings, change, communication, conflict, negotiation and remote work. The core of the subject is the first ten lectures. The larger part of the tools is in the people management section: a director of a corporate university leads a team, and this section is about that. 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 am also a founder and lead the strategy of my own academy. When I worked at Wargaming, the company was moving to a product management structure and needed training in product management that was not available locally. Together with the director of the corporate university we found a provider in Silicon Valley. It was expensive, so we had to convince ourselves and the management. We wrote a business case: how the training was linked to the business strategy, what the alternatives were and how the investment would return. The return was that, with our own people trained, we would not have to hire very expensive specialists from the market. Many people who grew inside that company with the help of its corporate university now hold senior positions. What this course is not It is not a professional certification for learning and development directors. You receive the Udemy Certificate of Completion and a working set of tools. How to use the course Go through the first four sections in order: they follow the work of a corporate university from audit to external providers. Use the people management section as a reference and open the lecture for the situation you have now. Section and lecture titles show how many tools are inside, and each lecture description lists them by name. What is included 59 lectures across 6 sections, 31 hours 58 downloadable resources: lecture presentations 471 tools across the lessons, including 35 services and apps shown on screen A 10-question practice test, a quiz and two role plays Lifetime access to all materials Active instructor support in the Q&A section A Udemy Certificate of Completion Where to start Take the next training request you receive from a manager. Open the lecture on business needs, ask the questions from it and decide whether training is the answer at all. If it is, you will know what result to agree on before the first session. Enrol now and start your first lesson today.Who this course is for:Learning and development leaders who run or are about to launch a corporate universityHR directors and HR managers responsible for training and talent developmentTraining managers and internal trainers moving into a director roleHR business partners who want learning to answer business goalsTeam leads and business leaders who are asked to organise learning in their company
Skills-Based Organization: Map What People Can Do, 450 Tools
💡 Expert Insight: 🚀 **Career Boost:** As the modern workforce rapidly shifts from rigid job titles to dynamic capabilities, this course positions you at the forefront of talent strategy and organizational agility. You'll gain the indispensable ability to design and implement skill-based frameworks, making you a critical asset in any organization striving for optimized talent utilization, enhanced internal mobility, and sustainable growth.This course contains the use of artificial intelligence. Your org chart shows job titles. Your actual capability is a completely different map, and almost nobody has drawn it. Here are 450 tools to draw it and use it: 253 ready-to-use question lists, scorecards, procedures and templates, 174 models and methods, 17 services shown on screen and 6 working files. Open a lecture, take the template, and map the skills of one team. What is going wrong right now Hiring, pay and development are built around job titles, so the same title hides very different skills. Gaps are discovered when a project fails, internal talent stays invisible, and succession plans list names without knowing who could actually do the job. What changes after this course You know which skills exist and which are missing. Competences and job profiles connect hiring, development, rewards and succession, learning closes real gaps, and workforce plans are built on capability, not on headcount. What is inside: 450 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. 49 downloadable resources: lecture presentations plus 6 working files, including a skills map planning workbook, a job profile workbook and job family and leveling references 253 ready-to-use tools inside the presentations: 60 question lists and scripts: job analysis activities, manager competency elicitation, behavioral event interviews, employee development planning 49 scorecards, rubrics and matrices: five-level competency rating scale, competency importance rating scale, competency assessment tool selection grid, business drivers and competency matrix 48 step-by-step procedures: competency model development, competency-based recruitment, competency-based interviews, competency assessment validation 46 templates and sample documents: job competency profile, competency description structure, individual development plan, workload to FTE demand calculation 33 checklists: competency quality, competency model implementation, assessment center design, KSAP quality 13 formulas and metric sets, 3 ready AI prompts and 1 other working tool: assessment center exercise design, career development with ChatGPT, FTE calculation, workforce headcount KPIs 174 models and methods explained with examples: competency iceberg model, SHL Universal Competency Framework, job task analysis, 360-degree assessment 17 services shown on screen, including Google Sheets, Confluence, Creatio, Kissflow and ChatGPT Where the tools are Workforce planning (3 sections, 91 tools). FTE, segmentation, norming, headcount optimisation and full-cycle management. Competences (3 sections, 118 tools). What they are, the model, describing them, libraries and linking skills to roles. Job profiles (2 sections, 63 tools). Building profiles and turning them into decisions. Talent strategy (3 sections, 124 tools). Attracting, selecting, rewarding, measuring, growing and retaining talent. Closing the skills gap (4 sections, 94 tools). Learning foundations, delivery, transfer, results and learning strategy. Succession (3 sections, 35 tools). Key roles, risks, assessing successors and bench strength. 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 Wargaming we used the Radford system to place all our people by level, not only developers but every profession. We translated it, rewrote it for our company and adapted the levels to our game, World of Tanks: for example, what a middle-level artist had to be able to draw. That made skills, not titles, the basis for levels. How to use the course Start with workforce planning and competences, then build job profiles and use them for talent and succession decisions. Section and lecture titles show how many tools are inside, and each lecture description lists them by name. What is included 45 lectures across 19 sections, 19 hours 49 downloadable resources: lecture presentations and 6 working files 450 tools across the lessons, including 17 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 Pick one team and list the skills it really needs, then open the competences section. Enrol now and start your first lesson today.Who this course is for:HR leaders moving to a skills-based modelTalent and workforce plannersL&D and competency specialistsHR business partnersExecutives who want to know the real capability of their organisation
Cross-Cultural Communication: When Yes Means No, 400 Tools
💡 Expert Insight: 🚀 **Career Boost:** Mastering the intricacies of cross-cultural communication, especially recognizing when surface-level agreement masks underlying differences, transforms potential international pitfalls into powerful competitive advantages. This course equips professionals with a robust toolkit of actionable strategies to foster genuine collaboration, navigate complex negotiations, and provide culturally intelligent feedback, all essential for leading global teams and accelerating career progression in our interconnected world.This course contains the use of artificial intelligence. Your colleague said "yes", and nothing happened. Your feedback was polite, and the person was hurt. Here are 400 tools to read other cultures and be understood: 151 ready-to-use procedures, templates, matrices, checklists and question lists, 245 models and methods, 3 services shown on screen, and 1 downloadable glossary. Open a lecture, take the model or the checklist, use it in your next call with a colleague from another country. Why smart people misread each other Everyone speaks English on the call, so it feels as if everyone means the same. They do not. In one culture "interesting idea" is praise, in another it is a polite no. One team expects the manager to decide, another expects to be asked. One person is offended by a direct remark, another does not notice a soft one. Nobody is wrong, and the project still slows down, because each side judges the other by its own rules. What changes after this course You can place a culture on a few scales: how directly people speak, how they give criticism, how they decide, how they build trust, how they treat time. You hear a refusal behind a polite phrase. You change the way you give feedback and argue a point depending on who is in front of you. And your team has written agreements on meetings, decisions and deadlines. What is inside: 400 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. 151 ready-to-use tools inside the presentations: 52 step-by-step procedures and workflows: multicultural meeting follow-up procedure, Ringi decision-making process, termination meeting procedure, performance appraisal interview procedure 36 templates and sample documents: team punctuality agreement, attendance policy template, English learning notebook template, goal and bonus setting template 27 scorecards, rubrics and matrices: British indirect feedback interpretation table, English skills self-assessment rubric, cross-cultural training methods matrix, expatriate compensation policy comparison matrix 14 checklists: multicultural decision-making agreement checklist, expatriate selection checklist, international assignment preparation checklist, global relocation checklist 12 question lists and scripts: communication context self-assessment, power distance assessment questions, cultural disagreement self-assessment 4 ready AI prompts: English conversation tutor prompt, LinkedIn profile analysis prompt, LinkedIn headline generation prompt 4 formulas and metric sets: HR metrics, recruitment metrics 2 other working tools: trust relationship reflection exercise, straight ranking 245 models and methods explained with examples: Culture Map, Hofstede cultural dimensions, high-context and low-context communication, Radical Candor, Nemawashi, peach and coconut cultures, monochronic and polychronic time 3 services shown on screen: ChatGPT, LinkedIn and Gizoogle 1 downloadable glossary: HR English glossary Where the tools are Cross-cultural communication core (3 sections, 8 lectures, 40 tools). Culture and communication styles, feedback, negotiation, leadership and decisions, conflict, time and etiquette. English for HR for international students (30 lectures, 361 tools). This is the largest part of the course: HR topics taught as English vocabulary lessons, from recruiting and performance to pay, international assignments and diversity. Most of the 400 tools are here, and most of them are HR models and procedures. What this course is not It is not a certification programme and not a general English course: the English section teaches the vocabulary of the HR profession. 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 felt cultural differences on myself in international companies. When I worked with French colleagues at Wargaming, at first I could not understand why they were so sharp and expressive. Then I saw that it was a cultural difference and that they were not angry. Their feedback, on the contrary, was indirect: a light remark from them could be criticism that we did not notice, while our direct feedback looked rude to them. In 2015 our whole company went through training with Erin Meyer, the author of The Culture Map, and I still think it is the most underrated topic in international work. How to use the course Watch the first three sections in order: eight lectures on how cultures differ and what to do about it. Then use the English for HR section as a library: open the lecture on the HR topic you need to discuss in English. Section and lecture titles show how many tools are inside, and each lecture description lists them by name. What is included 39 lectures across 5 sections, 19.5 hours 39 downloadable resources: the lecture presentations and an HR English glossary 400 tools across the lessons, ready to use in your own work A 10-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 Think of one colleague from another country whose reaction surprised you. Open the first lecture and place your culture and theirs on the Culture Map. Enrol now and start your first lesson today.Who this course is for:Managers who lead teams from several countriesEmployees of international companies who work with colleagues from other culturesHR professionals who support international offices and relocationRecruiters who hire across bordersHR specialists who are not native English speakers and want the professional vocabulary
Selling Professional Services: Beyond Referrals, 430+ Tools
💡 Expert Insight: 💡 **Expert Insight:** The ability to consistently attract new clients *beyond* existing networks is the bedrock of a scalable professional service business, a critical skill often overlooked in expertise-focused training. This course equips aspiring and established professionals with practical, systematic tools to proactively generate leads and close deals, transforming their potential into predictable, sustained revenue growth.This course contains the use of artificial intelligence. A service cannot be inspected before it is bought. The client is not purchasing your work. They are purchasing a guess about whether you will be any good. Here are 438 tools to make that guess easy: 260 ready-to-use question lists, procedures, templates and checklists, 132 models and methods, 43 services and apps shown on screen and 3 working files. Open a lecture, take the tool, use it on the enquiry you have now. Why the pipeline is the problem You are excellent at the delivery. That was never in question, and it is why the quiet months are confusing. Work arrives through people who already know you, so the pipeline is really a list of acquaintances. When someone does enquire, you quote by the hour, which caps you at the number of hours that exist and invites a comparison with everyone else quoting by the hour. And you say yes to enquiries you should refuse, and then spend six weeks on a client who was never going to act. What changes after this course You say what you do in one sentence a buyer can repeat to their boss. You offer a package and not hours. You know which enquiries to decline. The diagnostic sells the engagement for you. Clients begin to come because they have read or heard you. And part of your expertise works as a product without your hours. A note on the material The service lines taken apart as examples are people consulting, that is hiring, pay, performance and change, and career coaching. The sales, authority and product sections do not depend on the field. If you sell a different kind of expertise, take the examples as a pattern of how an offer is built. What is inside: 438 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. 39 downloadable resources: the lecture presentations plus 3 standalone working files (a first call worksheet, a career options analysis workbook and a financial planning workbook) 260 ready-to-use tools inside the presentations: 66 question lists and scripts: customer needs discovery, buyer persona research, sales objection responses, elevator pitch 62 step-by-step procedures and workflows: eight-step sales process, value proposition development, five-touch sales outreach sequence, LAER objection handling 58 templates and sample documents: consulting hourly rate calculation, consulting plan, value proposition, sales storytelling 42 checklists: consulting engagement rejection, consulting contract, LinkedIn profile, survey design 17 scorecards, rubrics and matrices: TOWS strategy matrix, RACI responsibility matrix, stakeholder power-interest matrix, EVP message prioritization 8 formulas and metric sets: sales performance metrics, PR output-outcome-impact metrics, CEO personal brand KPIs 4 other working tools: two-minute rule, ideal job worksheet, vacancy analysis worksheet 3 ready AI prompts: personality-based sales coaching, PR budget defense roleplay, learning goals reflection 132 models and methods explained with examples: AIDA sales messaging, MEDDIC opportunity qualification, consultative selling, inbound marketing 43 services and apps shown on screen, from a quick look to a detailed demo: Miro, Lucidchart, Notion, Trello, Thinkific, Docebo, Midjourney, LinkedIn, ChatGPT and others Where the tools are Start here (1 tool). The first call worksheet: read the enquiry before you quote. The practice and its service lines (3 sections, 163 tools). Who buys and why, the diagnostic, the plan, implementing change and two more service lines taken apart. The sales conversation and the pipeline (2 sections, 85 tools). Buying decisions, finding clients, negotiating, closing, the selling week and the metrics. Authority (2 sections, 60 tools). Narrative, channels, the expert profile, crisis and measuring reputation. Inside an engagement (4 sections, 70 tools). The first sessions, diagnosis, strategy, presentation and getting a client to a visible result. Turning expertise into a product (2 sections, 72 tools). Why package it, the platform, the programme, delivery, engagement and evaluation. 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 am also a founder and lead the strategy of my own academy. Whenever I heard a client's problem, I built trust through my own experience of solving similar ones. At each new company I used examples from the previous one, and it always worked: when I could not only tell but show that I had already done something like it, people were ready to trust. And one of my engagements began with a post. Between other work I thought it would be good to consult someone and wrote on LinkedIn a list of what I could be useful for as a consultant. The finance director of iDeals answered: we need you. Before the first meeting I nearly judged the company by outside signs, and it turned out to be a very strong, advanced one. How to use the course Start with the first lecture and its first call worksheet. If the calendar is empty, go to the sales and authority sections. If clients come and do not return, go to the engagement sections. Section and lecture titles show how many tools are inside, and each lecture description lists them by name. What is included 38 lectures across 14 sections, 18.5 hours 39 downloadable resources: lecture presentations and 3 working files 438 tools across the lessons, including 43 services and apps 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 enquiry you answered with an hourly rate. Open the first lecture, go through the first call worksheet and write the answer again as a package with a result. Send that version to the next enquiry. Enrol now and start your first lesson today.Who this course is for:Consultants who deliver excellently and sell reluctantlyCoaches with a full calendar one quarter and an empty one the nextIndependent specialists whose work comes only from people they knowCorporate professionals planning to go independentAgency and boutique owners whose pipeline depends on the founderFreelancers who compete on rates because nothing else about them is visible
People Operations: Employee Journey, Hire to Exit 340+ Tools
💡 Expert Insight: 💡 **Expert Insight:** The modern workplace demands People Operations professionals who can move beyond siloed HR functions to strategically integrate the entire employee lifecycle. This course, rich with 340+ practical tools, uniquely positions you to design seamless, impactful employee journeys, driving both organizational success and an exceptional employee experience.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.Who this course is for:People operations and HR generalists who run the whole employee lifecycleHR business partners and People PartnersHR managers building onboarding, engagement, performance and exit processesFounders and operations leaders setting up HR in a growing companyRecruiters who want to see what happens to their hires after the offer
Related AI Tools
Course Details
Premium Course Collection
Get access to 115+ premium paid courses collection with 8000+ videos and 3500+ files on Telegram