CUES is pleased to partner with Cornell University to bring you a new series of digital institutes!
Now more than ever, HR leaders are expected to be proficient in the use of HR data and analytics. However, figuring out where to start with analytics, how to evaluate and critique HR data, and how to best communicate and translate results to the broader organization remain key challenges.
In this course, you’ll focus on building your analytical acumen, and take a strategic look at talent analytics. You’ll examine outcomes and drivers throughout your organization to assess strategic needs.
You’ll also fine tune your evaluative, presentation, and communication skills using critical thinking coupled with analytical best practices.
This course is designed for HR professionals who want to build their organization’s HR analytics capabilities, derive meaning from metrics and results, and tell persuasive stories involving HR and organizational data. With these skills, you’ll have a stronger voice in using talent analytics to persuade others toward actions that best align with organizational goals.
The Strategic Human Resources Leadership course consists of four two-week eCornell courses you can take on your own time, plus two 90-minute live online sessions led by Cornell faculty.
You’ll also find all content and activities are customized specifically for the unique challenges and opportunities of credit unions.
Students who complete course work will earn an executive certificate from CUES and Cornell University, demonstrating their knowledge and ability to apply what they’ve learned to their careers and credit unions.
Why Attend?
- The coursework has been developed specifically for the credit union industry and is only available through CUES.
- This is a unique opportunity to access exceptional executive education from Cornell University, without travel.
- The eCornell approach positions you as an active participant in the learning process, allowing you to build the necessary problem-solving skills at your own pace and in your own style to confront the real challenges you face on the job and in life.
- You’ll learn directly from esteemed Cornell University faculty.
- Each course has a defined start and end date, offering structured flexibility for you to fit into your busy schedule.
- Activities, discussion boards, and live-taught online sessions are designed and created for the credit union industry.
- You’ll be part of a cohort of other learners, so you can connect with colleagues as you share and exchange your own experiences.
- You’ll earn an executive certificate, demonstrating your commitment to the importance of strategic human resources leadership
Two live-taught, 90-minute facilitated sessions with esteemed Cornell faculty
Dates for the live sessions are yet to be determined.
March 17- March 30, 2021
A thorough understanding of your organization's value creation model and ability to develop competencies through processes, technology, and people are essential to ensuring that the HR organization is aligned vertically and horizontally to produce superior results. With this understanding, HR will be able to articulate how it can improve processes, people and customer outcomes, and financial results.
This course, based on the research and expertise of Christopher Collins, PhD, Associate Professor and Director of Executive Education for Cornell University's School of Industrial and Labor Relations, develops the skills needed to assess how organizations create value and to align the HR function to execute the organization's strategy.
You’ll analyze the Balanced Scorecard approach as a means of vertically aligning the HR system with organizational objectives, and learn how to create a vertical-alignment strategy and use it to improve HR decision-making, people outcomes, processes, customer outcomes, and financial results.
Key Takeaways
- Discuss how an organization delivers value through coordinating people, processes, and technologies
- Develop a plan to structure your credit union's people, processes, and technologies to create maximum value for stakeholders
- Use human resources alignment to maximize employee performance
- Apply the balanced scorecard to improve HR decision making
*Dates are subject to change.
March 31 - April 13, 2021
The management of diversity and inclusion has evolved from "counting the numbers" to "making the numbers count." Organizations that no longer look at inclusion as having a good mix of diverse people, but as a way to fully engage employees, partners and customers, have an opportunity to compete globally. Diversity and inclusion must be embedded in an organizational culture to make a positive impact on performance.
This course, based on the expertise of Cornell University Professor Lisa Nishii, differentiates diversity from inclusion and how organizations often miss the real opportunity. Students assess three levels of inclusion and identify evidence that can be used for each level to assess presence and effectiveness. HR executives and leaders share their perspective on diversity and inclusion and how they made the shift to inclusion at organizational, managerial and work group levels.
Key Takeaways
- Distinguish between diversity and inclusion and how organizations often miss the real opportunity
- Describe measurement and evaluation methods to assess D&I initiatives
- Assess current D&I initiatives of your credit union
- Describe each of the 3 "levels" associated with D&I (organization, work-group, manager)
- Identify evidence that can be used for each level to assess presence and effectiveness
*Dates are subject to change.
April 14 - April 27, 2021
In recognition of the strong association between employee engagement and performance, many companies have used or considered using engagement surveys. However, many of these efforts are off-the-shelf surveys that are not fully leveraged or tailored to an organization’s specific wants and needs, or tied into performance management.
This course will help you understand the difference between an average, generic engagement effort and one that has the potential to drive superior organizational performance. You’ll explore the importance of aligning engagement with your organization’s strategic goals, review data collection and analysis considerations, and analyze methods of using engagement data to drive organizational change at the line manager and broader organizational levels.
Key Takeaways
- Determine how engagement manifests in observable employee behavior
- Examine how engagement predicts organizational performance
- Audit your organization's current relevant practices
- Outline a plan for interpreting your engagement data so you can drive real organizational change
- Examine the existing workplace factors that may be at the root of suboptimal levels of engagement
*Dates are subject to change.
April 28- May 11, 2021
This course focuses on building analytical acumen and taking a strategic view of talent analytics. Using a framework presented in this course, you’ll examine outcomes and drivers throughout your organization to assess strategic needs. You’ll also fine tune your evaluative, presentation, and communication skills using critical thinking coupled with analytical best practices shared by Professor John Hausknecht.
This course is designed for HR professionals who want to build their organization’s HR analytics capabilities, derive meaning from metrics and results, and tell persuasive stories involving HR and organizational data. With these skills, students will have a stronger voice in using talent analytics to persuade others toward actions that best align with organizational goals.
Key Takeaways
- Align HR analytics to support larger organizational needs, including linkage of HR data to business outcomes
- Assess and enhance your organization's maturity around HR analytics
- Evaluate findings and determine the most critical workforce implications
- Prepare and deliver persuasive data-based stories
*Dates are subject to change.
Dates to be determined.
Effective HR leadership goes beyond managing all the tasks and responsibilities carried out by the HR function. It also requires the critical soft skills needed from any leader like courage, judgment, influence, political agility, effective communication.
Dates to be determined.
Organizations today face a multitude of challenges when it comes to effectively managing their talent. In mature markets, demographic trends are forcing companies to accelerate their efforts to build a pipeline of future leaders. In emerging markets, companies must develop talent strategies that are both nimble and effective at engaging and retaining key human capital.
Ivy League Curricula and Top-Ranked Faculty
eCornell is Cornell University’s online learning platform, which provides online professional and executive development to students around the world. eCornell courses are all developed by Cornell University faculty, and often include practical insights from other industry experts. All eCornell course content comes from top-rated programs with proven curricula.
Expert Led, with Structured Flexibility
eCornell courses are online and expert led with structured flexibility. Courses are facilitated by subject-matter experts, who will guide you, challenge you, and help you apply the course concepts to your real-world, on-the-job circumstances. Each course has a defined start and end date, but is designed to accommodate the schedules of busy professionals and allow students to complete their work at the times that work best for them, daytime, evening, or weekends.
Start and End Dates Drive Completion
A critical part of successful self-directed learning is to have a finish line, so eCornell courses have defined start dates and end dates. Most eCornell courses take about six to eight hours to complete, over a two-week period.
Interaction & Collaboration
As an eCornell student, you are never alone in your course. You are part of a cohort of other credit union staff members from across North America. Required discussions play an important part in your course, giving you and your classmates the opportunity to share and exchange your own experiences, best practices, perspectives, and examples. All this shared learning is facilitated by an instructor who brings both subject-matter expertise and real-world experience. Your interaction with peers from different organizations, and backgrounds fosters collaboration, networking, and a lot of practical, shared learning.
Emphasis on Practice and Application
The ability for you to interact with expert instructors, to ask questions and receive answers, and to learn with—and from—other participants keeps the learning interesting, practical, and above all, relevant to your work.
And there’s one more key component: practice opportunities.
Most eCornell courses include a project, which challenges you to apply the course concepts to your own organization. Others include interactive scenarios, simulations, and other engaging practice activities. All courses include tools, techniques, or job aids that you can put to immediate use in your work.
Every certificate program and course is developed with very tangible outcomes in mind. To eCornell, it’s not enough if a course helps you to know something, or even to understand it. Programs are designed to go much further, to equip you to do something—better or for the first time—at your job.
We ask, “after completing this course, what will participants be able to analyze, identify, assess, implement, calculate, or influence that they couldn’t before?” eCornell courses draw on a variety of components to provide this practical learning:
- Discussions
- Projects
- Practice activities
- Short videos
- Interviews with industry experts
- Online tools and downloadable resources
- Case studies and examples
- The guidance of an instructor
The eCornell approach positions you as an active participant in the learning process, allowing you to build the necessary problem-solving skills at your own pace and in your own style to confront the real challenges you face on the job and in life.
CUES is pleased to partner with Cornell University to bring you a new series of digital institutes!
Now more than ever, HR leaders are expected to be proficient in the use of HR data and analytics. However, figuring out where to start with analytics, how to evaluate and critique HR data, and how to best communicate and translate results to the broader organization remain key challenges.
In this course, you’ll focus on building your analytical acumen, and take a strategic look at talent analytics. You’ll examine outcomes and drivers throughout your organization to assess strategic needs.
You’ll also fine tune your evaluative, presentation, and communication skills using critical thinking coupled with analytical best practices.
This course is designed for HR professionals who want to build their organization’s HR analytics capabilities, derive meaning from metrics and results, and tell persuasive stories involving HR and organizational data. With these skills, you’ll have a stronger voice in using talent analytics to persuade others toward actions that best align with organizational goals.
The Strategic Human Resources Leadership course consists of four two-week eCornell courses you can take on your own time, plus two 90-minute live online sessions led by Cornell faculty.
You’ll also find all content and activities are customized specifically for the unique challenges and opportunities of credit unions.
Students who complete course work will earn an executive certificate from CUES and Cornell University, demonstrating their knowledge and ability to apply what they’ve learned to their careers and credit unions.
Why Attend?
- The coursework has been developed specifically for the credit union industry and is only available through CUES.
- This is a unique opportunity to access exceptional executive education from Cornell University, without travel.
- The eCornell approach positions you as an active participant in the learning process, allowing you to build the necessary problem-solving skills at your own pace and in your own style to confront the real challenges you face on the job and in life.
- You’ll learn directly from esteemed Cornell University faculty.
- Each course has a defined start and end date, offering structured flexibility for you to fit into your busy schedule.
- Activities, discussion boards, and live-taught online sessions are designed and created for the credit union industry.
- You’ll be part of a cohort of other learners, so you can connect with colleagues as you share and exchange your own experiences.
- You’ll earn an executive certificate, demonstrating your commitment to the importance of strategic human resources leadership
Two live-taught, 90-minute facilitated sessions with esteemed Cornell faculty
Dates for the live sessions are yet to be determined.
March 17- March 30, 2021
A thorough understanding of your organization's value creation model and ability to develop competencies through processes, technology, and people are essential to ensuring that the HR organization is aligned vertically and horizontally to produce superior results. With this understanding, HR will be able to articulate how it can improve processes, people and customer outcomes, and financial results.
This course, based on the research and expertise of Christopher Collins, PhD, Associate Professor and Director of Executive Education for Cornell University's School of Industrial and Labor Relations, develops the skills needed to assess how organizations create value and to align the HR function to execute the organization's strategy.
You’ll analyze the Balanced Scorecard approach as a means of vertically aligning the HR system with organizational objectives, and learn how to create a vertical-alignment strategy and use it to improve HR decision-making, people outcomes, processes, customer outcomes, and financial results.
Key Takeaways
- Discuss how an organization delivers value through coordinating people, processes, and technologies
- Develop a plan to structure your credit union's people, processes, and technologies to create maximum value for stakeholders
- Use human resources alignment to maximize employee performance
- Apply the balanced scorecard to improve HR decision making
*Dates are subject to change.
March 31 - April 13, 2021
The management of diversity and inclusion has evolved from "counting the numbers" to "making the numbers count." Organizations that no longer look at inclusion as having a good mix of diverse people, but as a way to fully engage employees, partners and customers, have an opportunity to compete globally. Diversity and inclusion must be embedded in an organizational culture to make a positive impact on performance.
This course, based on the expertise of Cornell University Professor Lisa Nishii, differentiates diversity from inclusion and how organizations often miss the real opportunity. Students assess three levels of inclusion and identify evidence that can be used for each level to assess presence and effectiveness. HR executives and leaders share their perspective on diversity and inclusion and how they made the shift to inclusion at organizational, managerial and work group levels.
Key Takeaways
- Distinguish between diversity and inclusion and how organizations often miss the real opportunity
- Describe measurement and evaluation methods to assess D&I initiatives
- Assess current D&I initiatives of your credit union
- Describe each of the 3 "levels" associated with D&I (organization, work-group, manager)
- Identify evidence that can be used for each level to assess presence and effectiveness
*Dates are subject to change.
April 14 - April 27, 2021
In recognition of the strong association between employee engagement and performance, many companies have used or considered using engagement surveys. However, many of these efforts are off-the-shelf surveys that are not fully leveraged or tailored to an organization’s specific wants and needs, or tied into performance management.
This course will help you understand the difference between an average, generic engagement effort and one that has the potential to drive superior organizational performance. You’ll explore the importance of aligning engagement with your organization’s strategic goals, review data collection and analysis considerations, and analyze methods of using engagement data to drive organizational change at the line manager and broader organizational levels.
Key Takeaways
- Determine how engagement manifests in observable employee behavior
- Examine how engagement predicts organizational performance
- Audit your organization's current relevant practices
- Outline a plan for interpreting your engagement data so you can drive real organizational change
- Examine the existing workplace factors that may be at the root of suboptimal levels of engagement
*Dates are subject to change.
April 28- May 11, 2021
This course focuses on building analytical acumen and taking a strategic view of talent analytics. Using a framework presented in this course, you’ll examine outcomes and drivers throughout your organization to assess strategic needs. You’ll also fine tune your evaluative, presentation, and communication skills using critical thinking coupled with analytical best practices shared by Professor John Hausknecht.
This course is designed for HR professionals who want to build their organization’s HR analytics capabilities, derive meaning from metrics and results, and tell persuasive stories involving HR and organizational data. With these skills, students will have a stronger voice in using talent analytics to persuade others toward actions that best align with organizational goals.
Key Takeaways
- Align HR analytics to support larger organizational needs, including linkage of HR data to business outcomes
- Assess and enhance your organization's maturity around HR analytics
- Evaluate findings and determine the most critical workforce implications
- Prepare and deliver persuasive data-based stories
*Dates are subject to change.
Dates to be determined.
Effective HR leadership goes beyond managing all the tasks and responsibilities carried out by the HR function. It also requires the critical soft skills needed from any leader like courage, judgment, influence, political agility, effective communication.
Dates to be determined.
Organizations today face a multitude of challenges when it comes to effectively managing their talent. In mature markets, demographic trends are forcing companies to accelerate their efforts to build a pipeline of future leaders. In emerging markets, companies must develop talent strategies that are both nimble and effective at engaging and retaining key human capital.
Ivy League Curricula and Top-Ranked Faculty
eCornell is Cornell University’s online learning platform, which provides online professional and executive development to students around the world. eCornell courses are all developed by Cornell University faculty, and often include practical insights from other industry experts. All eCornell course content comes from top-rated programs with proven curricula.
Expert Led, with Structured Flexibility
eCornell courses are online and expert led with structured flexibility. Courses are facilitated by subject-matter experts, who will guide you, challenge you, and help you apply the course concepts to your real-world, on-the-job circumstances. Each course has a defined start and end date, but is designed to accommodate the schedules of busy professionals and allow students to complete their work at the times that work best for them, daytime, evening, or weekends.
Start and End Dates Drive Completion
A critical part of successful self-directed learning is to have a finish line, so eCornell courses have defined start dates and end dates. Most eCornell courses take about six to eight hours to complete, over a two-week period.
Interaction & Collaboration
As an eCornell student, you are never alone in your course. You are part of a cohort of other credit union staff members from across North America. Required discussions play an important part in your course, giving you and your classmates the opportunity to share and exchange your own experiences, best practices, perspectives, and examples. All this shared learning is facilitated by an instructor who brings both subject-matter expertise and real-world experience. Your interaction with peers from different organizations, and backgrounds fosters collaboration, networking, and a lot of practical, shared learning.
Emphasis on Practice and Application
The ability for you to interact with expert instructors, to ask questions and receive answers, and to learn with—and from—other participants keeps the learning interesting, practical, and above all, relevant to your work.
And there’s one more key component: practice opportunities.
Most eCornell courses include a project, which challenges you to apply the course concepts to your own organization. Others include interactive scenarios, simulations, and other engaging practice activities. All courses include tools, techniques, or job aids that you can put to immediate use in your work.
Every certificate program and course is developed with very tangible outcomes in mind. To eCornell, it’s not enough if a course helps you to know something, or even to understand it. Programs are designed to go much further, to equip you to do something—better or for the first time—at your job.
We ask, “after completing this course, what will participants be able to analyze, identify, assess, implement, calculate, or influence that they couldn’t before?” eCornell courses draw on a variety of components to provide this practical learning:
- Discussions
- Projects
- Practice activities
- Short videos
- Interviews with industry experts
- Online tools and downloadable resources
- Case studies and examples
- The guidance of an instructor
The eCornell approach positions you as an active participant in the learning process, allowing you to build the necessary problem-solving skills at your own pace and in your own style to confront the real challenges you face on the job and in life.