Most courses are 1 credit, and a few are more than 1 credit as shown below. Business Coaching: Building the Coaching Relationship. Business Coaching: Conducting Coaching Sessions. Business Coaching: Getting Ready to Coach. Business Execution: Monitoring and Evaluating Initiatives. Business Execution: Understanding the Fundamentals. Delegation Essentials: An Introduction to Delegating. Delegation Essentials: Overcoming Delegation Problems. Delegation Essentials: The Delegation Process.
Essentials of Interviewing and Hiring: Preparing to Interview. Fundamentals of Organizational Behavior for the Individual. Fundamentals of Organizations — Groups. Implementing and Assessing a Succession Planning Program. Leadership Essentials: Communicating Vision. Leadership Essentials: Leading with Emotional Intelligence. Leadership Essentials: Motivating Employees. Management Essentials: Directing Others. Management Essentials: Managing a Diverse Team. Organization and HR: Employee Relations.
Performance Appraisal Essentials: degree Appraisals. Performance Appraisal Essentials: Planning for Appraisals. Understanding Organizational Power and Politics. Using Feedback to Improve Team Performance. Working with Difficult People: Dealing with Micromanagers. Managing Change: Dealing with Resistance to Change. Managing Change: Sustaining Organizational Change. Organizational Budgeting Activities and the Master Budget. Planning and Preparing an Operating Budget. Preparing Operating Budgets and the Cash Budget.
Fundamentals of Globalization: Analyzing the Global Environment. Fundamentals of Globalization: Managing in a Global Environment. The Fundamentals of Globalization: Strategies for Globalization. Accommodating Employees with Disabilities in California. Conducting Sound Workplace Investigations in California.
Sexual Harassment Prevention for California Supervisors. Establishing a positive and respectful coaching relationship is integral to the success of your coaching efforts. It lays the groundwork for accomplishing the goals you and your coachee set. This course highlights the importance of a strong coaching relationship. It describes how to establish rapport with your coachee by showing interest, finding common ground, and matching your coachee's demeanor and language. In addition, the course covers ways to develop a positive coaching relationship, including letting coachees act autonomously and take responsibility, and helping them to learn and develop.
Materials designed to support blended learning activities aligned with this course are available from the Resources Page. An important part of any coaching session is asking the right questions. When you do this, your coachees will be more focused, attentive, and proactive in finding their own solutions. But you need to know what questions to ask, and in what order. It helps to follow a structured approach that guides you from a broad understanding of what your coachee is trying to achieve to a clear action plan with detailed steps.
This course describes how to carry out effective coaching sessions, including clarifying the coachee's situation and recognizing and determining the best options for your coachee to work with. Finally, the course provides actions for wrapping up a coaching session, including getting commitment, identifying obstacles, creating a plan with deadlines, and agreeing on support going forward. Coaching offers organizations a win-win method for developing their employees. It not only helps individuals reach their potential but also helps the organization improve its productivity and competitiveness.
In a rapidly changing business world, coaching can also help employees adjust and adapt their skill sets. Coaching is about encouraging, confronting, challenging, questioning, as well as consistently respecting and supporting coachees in developing and achieving their goals. This course introduces the skills you need to be an effective coach, including listening and observing, providing feedback, questioning, and setting goals. It also covers how to identify which coaching role is most appropriate for a given individual or situation.
The course also details the importance of selling the idea of coaching to those you feel need it. Every coachee has different needs, and an effective coach can identify those needs and tailor a coaching style to maximize results. Coaches typically use two general coaching styles — directive and nondirective — depending on their coachee's skill and motivation, as well as how far along they are in the coaching relationship. This course highlights the importance of using an appropriate coaching style with your coachee.
Specifically, you will learn how to use different techniques for directive and nondirective coaching. Good planning gives your company a competitive advantage. However, a large proportion of the planned strategy often fails to materialize. This isn't because of unforeseeable events but because the plans lack reality, failing to fully assess the implementation capabilities of the organization and its position within the environment. Executable strategy begins with a clearly-defined strategic direction that considers existing strategy, as well as internal and external influences.
Strategic themes then enable an organization to develop a workable strategy that aligns with its goals. This course covers the criteria for creating an executable strategy. It helps you to develop a strategy by demonstrating how to evaluate strategic initiatives and then prioritize, assign accountability, and translate those initiatives into short-term actionable targets.
The course also shows you how to direct your organization's strategy by appropriately allocating resources to make those actions a reality. And it focuses on how to create a strategy that's planned, integrated, measurable, and supportable. Anyone who wants to initiate the conditions, implement the strategies, and provide support for business execution in their organization. Creating exceptional strategy doesn't on its own guarantee it'll be executed successfully. Your people must develop an understanding of the strategy, and your work processes must be tightly aligned to maximize organizational performance.
So how do you communicate strategy and secure alignment? Strategy needs to be translated from high-level themes into individual strategic goals. Otherwise, the strategy will be difficult to execute. Operational processes must work together to achieve goals because strategic progress is faster when business units are aligned, rather than working in isolation. This course offers techniques for effectively communicating a common understanding of the mission, values, and vision that drives your strategy.
You'll learn how to cascade balanced scorecard objectives to help employees understand how department strategy and their personal work connect to organizational goals. The course also explains the importance of incentives to achieve objectives and of evaluating organizational competencies to develop employees who can execute your organizational strategy. Anyone who wants to initiate the conditions, implement the strategies, and provide support for business execution in an organization.
Execution isn't over once strategies have been implemented. Ongoing monitoring and evaluation of strategic implementation are needed to ensure the strategy continues to create value and that changes in circumstances are taken into account. Strategy is useless if it's static. Good execution requires a dynamic approach that scrutinizes the strategy's effectiveness at junctures and reacts by revising it if necessary. This course considers the importance of continually monitoring and evaluating strategy to ensure good execution.
It looks at methods of monitoring the execution of strategy, such as actions plans, dashboards, strategic review meetings, and measuring employee engagement. And it demonstrates a four-step process for evaluating executed strategy and examines the methods of effectively revising strategy.
Business managers are usually comfortable formulating strategy to enhance business outcomes. But what happens when plans fail to translate to reality? Why is business execution so difficult? Delivery is vital to the survival of all organizations, yet unclear plans, unsuitable workforces, and limited resources can have a detrimental effect on the best strategic ideas. Good leadership, having the right people in the right roles, and a business culture that's focused on getting the job done are the cornerstones to building and maintaining a company that can execute its strategy.
This course will review the drivers of business execution and the fundamental concepts that companies need to pay attention to in order to realize their plans. The course looks at the leadership behaviors that foster actionable strategy, as well as the value of selecting the right people for the right roles. It also considers how to create and manage a 'get it done' culture. Globalization, diversity, outsourcing, virtual teams, downsizing, and changing forms of work are just some of the challenges facing companies today.
Managers must be prepared to deal with the organizational issues that such challenges give rise to. Whether you're in Human Resources, a manager of a large department, or the leader of your team, you have to be able to constantly improve the organizational dynamics in your workplace. To do this, you need to start with the individual, which means you need to be able to recognize and work with different individual behaviors, attitudes, and perceptions. This course defines organizational behavior and identifies the variables and characteristics that influence an individual's attitudes and perceptions in the workplace, and how these can affect performance.
And it shows how you can improve the attitudes, perceptions, and behaviors of employees at an individual level within your organization. Human Resource personnel, managers, supervisors, team members, and anyone who is interested in improving individual and group behavior within the organization. Groups are a key component in any organization, so knowing how they function best is vital when trying to understand organizational behavior.
Working in groups has key advantages for organizations, such as fostering creativity, pooling skills, and improving decision-making and performance. But groups aren't always effective, so it's important to identify what makes groups effective and learn how to deal with obstacles that groups encounter.
In addition to explaining the characteristics of successful groups, this course provides guidance on how to address employee resistance to collaboration, priority conflict problems within groups, and various other conflicts within groups. Today's leaders must be able to communicate vision in such a way that the audience is engaged and everyone understands and internalizes the message. Effective leadership communication gives purpose and meaning to the work that people do.
Leaders should strive to communicate vision with a sense of integrity, building trust as an individual and as a leader. This course provides a general introduction to vision communication, including its nature and its purpose. You will be guided through numerous techniques and methods for a leader to successfully communicate vision, such as personalizing and multiplying a clear message, communicating enthusiasm in an authentic way, and making the organization's vision the employees' own vision. Poised, outgoing, cheerful, having empathy for others, being able to express feelings directly but appropriately, and having the capacity for developing relationships.
All of these abilities distinguish individuals with high emotional intelligence. Emotional intelligence is a more reliable predictor of success than intellect! Leaders with a strong mixture of emotional awareness, self-management, and social skills navigate relationships more effectively and are more likely to be successful in their personal and professional lives. This course provides you with an understanding of why emotional intelligence abilities are important as a leader. It also provides you with practical, positive techniques for promoting and improving emotional intelligence as a leader within your business environment.
Individuals, supervisors, managers, and directors. The course would also be suitable for those executives wishing to refresh their leadership skills. Creating a positive work environment and maintaining positive employee relationships is important for many reasons. Organizations that have positive employee relations are more likely to have engaged and productive employees. Such organizations have employee-friendly policies that foster positive attitudes and cooperation. Weak employee relationships, on the other hand, can lead to complaints, disciplinary problems, and a dysfunctional work environment.
This course deals with various aspects of employee relations. You'll learn about the rights and responsibilities of employers and employees, international and third-party stakeholders who affect employee relations, the role of regulations and unions, and the challenges in building and maintaining positive employee relations. Compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path.
Courses in this curriculum are created keeping in mind certification as well as noncertification users of the content. While the curriculum helps learners to prepare for the SHRM certification exams, it is equally useful for HR professionals who want to develop capabilities for improving their effectiveness in the workplace and advancing their careers.
Imagine what your organization would be like if you and your colleagues were not motivated. Motivation is what drives people to accomplish things, whether it be small tasks or large undertakings. Without motivation, things simply would not get done. The ability to create an environment that encourages motivation takes both practice and skill as it's not a quality inherent in most people. As a leader, your capacity for motivating plays a key element in the success of your organization. This course provides you with an understanding of why motivating strategies are important as a leader.
It also provides you with practical techniques for encouraging motivation among employees in your organization. Every manager dreams of having more time to finish the never-ending work that comes with the role. And while you can't use some magic trick to stretch out the hours in a day, you can delegate certain tasks. With appropriate and deliberate planning, this can free up precious time so you can focus on your essential to-do's while still accomplishing everything on your list.
This course details what delegation is, and the benefits it offers managers, employees, and the organization. These include saving time and money, developing employees' skills and capabilities, and encouraging accountability. The course also outlines some of the qualities that successful delegators possess, such as trust in their employees and a willingness to take risks. Finally, it covers the different styles of delegation, including when it's most appropriate to use each one. Like most other skills required to manage employees effectively, delegation is something that improves with practice and experience.
But few managers, regardless of their level of experience, can delegate tasks perfectly each time. The root of the problem may be the manager's lack of certain delegation skills. Or perhaps the employee lacks ability or has a poor attitude. In either case, managers need proven techniques for overcoming delegation challenges. This course details methods that managers can use to address their own delegation errors, such as improving communication about tasks and distributing tasks more equally.
It also provides techniques managers can use to address skills-based delegation problems with employees, such as providing additional training and time-management coaching. Finally, it covers some effective practices for dealing with employees who lack confidence and motivation when presented with new tasks.
Delegating work to employees isn't simply a matter of off-loading whatever tasks you don't want to do yourself. Effectively delegating tasks as a manager requires careful planning, selection, and follow-up. This course explores the process of delegation and describes techniques that managers can employ to delegate tasks effectively. Specifically, it examines the criteria for choosing which tasks to delegate and identifying the appropriate employee for the task. It also details what actions you should take when assigning the task, such as communicating the details of the task, and providing employees with what they require to successfully complete the task.
Finally, the course includes techniques for monitoring the employee performing delegated tasks to ensure things stay on track, and it outlines best practices for providing feedback to the employee. Imagine for a minute that you work in a place where everyone is the same. All of your coworkers are of the same ethnicity, gender, educational background, and socioeconomic standing. Would you be able to easily generate new ideas? Would the group have the ability to understand things from a different point of view? Without diversity in the workplace, organizations run the risk of becoming monocultural and only viewing things from a very limited perspective.
The organization provides the structure for operation of the business and often defines the culture, but it's the individuals interacting within the organization who carry out the mission of the organization. Rather than address the legal underpinnings and requirements related to diversity, this course focuses on how to leverage the diversity that exists within the organization. It defines diversity and dispels some common myths that surround the topic of diversity.
The importance of diversity within the ever-changing workplace is described, including the impact of globalization. This course also discusses the barriers and challenges that must be overcome in order to create a diversified working environment. Individuals who have an interest in cultivating their understanding of diversity in the workplace.
Do you want to take the guesswork out of determining your company's future and avert a crisis if key positions are left vacant? Building a talent pool for your organization is a deliberate, systematic effort to find high-potential employees for key positions within your workforce. It's a smart business decision to assess current and future talent.
In this course, you will learn about the process for determining the availability of talent. It covers the criteria for identifying key positions and the importance of planning for future key positions in your company. This involves ensuring you know what competencies are needed to perform the duties for key jobs by performing an analysis, competency identification, and a rating for each key position. The course also explores how performance appraisals alone are not enough to determine your talent pool.
For maximum effectiveness, you should combine them with individual potential assessments to find high-potential employees for key jobs for your present and future workforce needs. Managers, business leaders, HR professionals, or individuals needing to initiate, develop, and implement succession planning within an organization.
Behavioral-based interviewing is becoming the norm as people realize its effectiveness in predicting what a candidate's behavior and performance are likely to be in the position for which they are interviewing. In behavioral interviews, you ask questions that get the candidates to describe how they handled real situations in the past. This enables you to find out not just what the candidates did but how they did it. Candidates can then be assessed based on actual behaviors that are related to the competencies for the job, rather than on possible or potential behaviors or performance.
This course describes the characteristics of behavioral-based interviewing, how to develop behavioral-based questions, and then how to ask those questions effectively in an interview. Proper preparation is crucial to ensure a good interview. But all your preparation will be useless if you don't follow some important guidelines when conducting the employment interview. Opening the interview properly and establishing a sound format are key. You must also be mindful of the functions of different question types and styles so you can use them effectively during an interview.
Finally, you will want to close the interview on a positive note. This course describes how to proceed with a face-to-face to interview. It covers how to open an interview well, what types of questions to ask, and how to close the interview. Conducting effective interviews is as much an art as it is a science. You need to use your instinct and discernment, but solid preparation is equally important.
Preparing properly helps you evaluate candidates accurately and fairly, helps to create a positive impression, and shows that you are professional. It can also help you avoid common errors such as talking too much, or asking close-ended questions that tell you little about the candidate. Proper preparation can help you avoid legal troubles as well. This course covers key issues to consider when preparing to interview. It describes the importance of determining an interview structure, writing out some questions beforehand, and scheduling the interview effectively.
It also identifies common interviewing errors. Finally, it describes how to avoid unfair practices when you interview candidates. Finding the right person for the job takes a lot of work, and much of this work is done prior to the actual interview. Before you can even start looking for candidates, you need to create a description of the job you want to fill. How would you interview someone if you didn't know the responsibilities required for the job? A good job description, based on a thorough job analysis, will help you evaluate applicants' resumes effectively.
You'll be able to compare the resumes against the requirements in the description and make effective decisions about who should be interviewed. This course describes the key components of job descriptions and how to use them to screen resumes. You'll also learn how to identify red-flag issues in the resumes you are screening. Selecting the final candidate for a job requires careful attention.
Even though you're getting close to the end of the hiring process, you can't simply coast now. You need to manage the decision-making process in a disciplined and intelligent way. It's important to remain objective when assessing candidates, drawing on job-related data, rather than letting personal biases steer you away from your hiring criteria. Following a logical system in making your decision will mean you find the candidate who will make a strong contribution to your organization. This course describes how to evaluate candidates using a structured and objective process.
It also explains how to effectively check references and make an offer. By gathering information from many different people, a degree appraisal gives a complete portrait of behavior on the job — one that looks at people from multiple perspectives.
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This type of appraisal incorporates feedback from peers, managers, customers, and direct reports, as well as from the appraisee. And when feedback from all these sources is presented in a way that enables people to plan for improvement, it can bring about real, measurable changes in people's behavior. This course provides an overview of the steps involved in carrying out a degree appraisal.
It then focuses on two key steps: gathering feedback and delivering the feedback. Anyone who wants to develop or refine their skills for planning and delivering employee performance appraisals. If you were to poll a group of managers about how comfortable they feel conducting appraisals, you would probably find few saying they feel completely comfortable. Conducting appraisals isn't easy but it's an important part of a manager's job.
Regularly appraising your employees' job performance can reinforce outstanding performance, as well as help your direct reports improve below average performance. This increases productivity and helps you build better relationships with your team. To increase your comfort level with conducting appraisals, you should try to become familiar with the areas to be covered during the actual meeting and with skills and techniques for addressing the appraisee. This course describes ways to prepare for appraisal meetings, as well as how to carry out those meetings effectively by following certain steps and guidelines.
In particular, it demonstrates what to do when an employee becomes emotional during an appraisal. Managers who wish to develop or refine their skills for planning and delivering employee performance appraisals.
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A plan for implementing a sustainability strategy stands a much greater chance of success if the essential players in an organization back it. Implementation of sustainability initiatives varies by organization and by sector, and because no steadfast procedural rules exist, these initiatives must be carefully planned. When implementing sustainability practices, you need to make sure those practices align with corporate strategy, and you need to establish some performance metrics to establish baselines and measure progress.
Knowing the type of metrics you'll be collecting can help you plan the methods you'll use to report on your sustainability initiatives. These two considerations are as important as the physical implementation of the plan itself. This course covers ways to align corporate and sustainability strategies, as well as ways to measure your sustainability performance. It provides examples of how companies can implement sustainability strategies and discusses the importance of reporting sustainability results accurately.
The way that companies market their sustainability efforts is also important to consider. Greenwashing a company's image to make it seem more sustainable can backfire and bring unwanted negative attention. This course addresses some of the challenges a company faces when deciding how to market its sustainability initiatives. Individuals in leadership roles, directors, change agents and influencers, as well as members of any organization considering adopting more sustainable enterprise practices and individuals who want to effect social change within their organization.
While the concepts of green business and sustainable enterprise are not new, they are becoming increasingly vital in today's business climate. Natural resources are being depleted at previously unheard of levels, organizations are faced with new challenges in resource and waste management, and consumers are becoming more curious about the origins and environmental footprint left by the products they consume.
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Companies willing to accept the challenge of going green and adopting green business practices stand to reap environmental, social, and economic rewards. Many companies currently facing the challenge have survived, and even thrived, to tell about it. This course introduces the concept of sustainability, including sustainability goals and types of sustainability.
It outlines the factors that are driving the need for environmental sustainability and explores the social, economic, and environmental benefits of adopting green business practices. The challenges and risks involved with adopting and not adopting such practices are also covered. Environmental sustainability holds a different meaning for every organization and every individual, and although it's implemented in a multitude of ways across industries, there is little disagreement about the urgency and importance that surrounds it. An organization must be willing to commit a great deal of its resources — human, technological, and economic — in order to plan, implement, and maintain a realistic green business sustainability strategy.
Within organizations, the emergence of strong leaders, carefully laid plans, and innovative processes can help facilitate success in achieving sustainability goals. This course outlines a method for assessing how much your organization promotes environmental sustainability in its current practices, showing how to identify strengths, weaknesses, opportunities, and risks in relation to adopting green business sustainability practices. It also explores how mandated and voluntary green standards and regulations provide organizations with a framework for developing green business sustainability strategies and help them to communicate their commitment to sustainability.
It examines how to plan for sustainability, stressing the need for leadership to make people across the enterprise aware of, and get them to commit to, the principles and objectives of environmental sustainability. The course also outlines how organizations can develop an approach to becoming more green and discusses the kinds of goals that need to be set, pointing to how these goals can affect the innovation process and encourage the development of new technologies.
Individuals in leadership roles, directors, change agents and influencers, as well as members of any organization considering adopting more sustainable enterprise practices and individuals looking to effect social change within their organization. The key to successful performance appraisals is a clear understanding between manager and employee of what is expected. Chances are if there is no such understanding, the manager will assess performance on the basis of what he or she expects of the employee, and this may be very different from what the employee understood to be the job duties and responsibilities.
To avoid this problem, a manager needs to plan for appraisals by clearly laying out the expectations for employee performance and by providing ongoing feedback during the appraisal period. This course explains why performance appraisals are important, describes how to develop an Employee Performance Plan, and outlines ways to monitor ongoing employee performance.
Because people sometimes have a negative opinion of politics and politicians, you might to think that politics should be kept out of business organizations. However, organizations are sites where power and influence are exercised, so politics can't always be avoided.
The real challenge is to leverage organizational politics in a positive way. This course defines politics in relation to power and influence, distinguishes between negative and positive politicking, and gives instruction on how to be a politically constructive leader in your organization. More specifically, it provides guidance on using positive political actions to promote a course of action and get the best from employees. Human resource personnel, managers, supervisors, team members, and anyone who is interested in improving the individual and group behavior within their organization.
A crucial component of optimal team performance is the ability of all team members to openly express their ideas, goals, and needs, as well as share thoughts about each other's performance — both positive and negative. The same principle applies when it comes to receiving feedback. It's far better to hear the truth directly than to assume your performance is the best it can be.
In this course, you'll learn how to deliver feedback to other members of your team using a direct, honest, and assertive style that strives to eliminate uncertainty. You'll also learn techniques to help you receive and process feedback provided by other team members. Mastering this feedback loop provides an opportunity to grow as an individual, as well as improve team performance as a whole.
Succession planning involves more than just identifying high potentials for key areas and positions. How do you prepare those individuals for future work requirements and performance? And how do you know if your succession planning program is working? You have to systematically close the development gaps between what possible successors can do and what they'll be required to do for future positions.
This involves creating individual development plans that meet professional growth expectations and organizational objectives. Once implemented, you then need to monitor your plans to ensure objectives are being met. In this course, you'll learn the steps necessary to implement individual development plans, including how to formulate and develop learning objectives that close the gaps between present and future performance.
And you'll explore how to assess your succession planning program and determine its success by using effective measurement criteria.
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Managers, business leaders, HR professionals or individuals needing to initiate, develop and implement succession planning within an organization. What if one of your key people suddenly left the position? You will learn how to germinate the seeds, vegetate the seedlings, pollinate the plants, flower them, thin and select the strongest seedlings, then clone them for optimal growth.
Even experts can benefit from this in-depth look at all aspects of seed growing. The top learning objectives of the cannabis seeds component are:. There are a huge variety of cannabis strains available, and each boasts different medical uses, plant size, chemical makeup, and potency.
There are pure strains as well as hybrid varieties. We will guide you through learning about the characteristics of each strain. The primary learning objectives for the cannabis strains component are:. You will discover the complex processes through which a cannabis seed goes from a dormant to active, and how to achieve this with soil or with a hydroponic medium. We will guide you through how to germination of cannabis seeds, which can be lucrative.
The key learning objectives for the cannabis germination and seedlings component are:. You can take control of the situation whether you grow indoors or outdoors. You will learn the keys to a successful harvest to avoid pitfalls and take care of threats as soon as they surface.
We will teach you early warning signs so you can protect your crop. You will explore identification, detection, treatment, and control methods for all the most common pests. Pests and predators can be a serious threat to your cannabis plants regardless if you grow indoors or outdoors. Understanding how to be prepared is key to ensuring your pants grow to maturation. The top learning objectives for the cannabis pests and predators component are:.
Protecting your cannabis garden from fungi and disease will maximize your yield. You will learn all the tips and tricks to ensure that your plants thrive, so you can prevent any infestations and get rid of them before too much damage is done if they get to your garden. You will also explore the proper nutrients, lighting, ventilation, and water techniques that are vital to your growing success.
The key learning objectives for the cannabis fungi and disease component are:. Outdoor growing can be very effective due to the free sunshine, but also more dangerous thanks to outdoor pests and predators. They can ruin your cannabis garden. But if you have the right tools and skills you can protect your crops. The primary learning objectives for the outdoor cannabis pests and predators are:. Our outdoor growing training will provide you with critical knowledge to save you time, labor, and resources.
We will help you improve the quality of your garden and increase your yields so that you can be a skillful outdoor grower. More people grow outdoors than indoors for the simple reason that sunshine is free. Lights and electricity cost money. It is important to consider security as well. Sun tends to reach more of your plants when you grow outdoors, which means your cannabis is healthier. You will learn the strategies you need to successfully garden outdoors. The key learning objectives for the outdoor gardening component are:.
Growing cannabis outdoors can be a very labor-intensive process. But, you can implement strategies to save time and optimize your plant quality. The top learning objectives for the planting an outdoor garden component are:. We will show you the most common problems in outdoor gardens and preventative and corrective measures. Properly grown outdoor cannabis, with the right skills and tools, has few problems with pests, and we will show you how to do just that. The primary learning objectives for the outdoor pests and predators component are:.
When you make hash, or hashish, you are practicing true sustainability as you master how to utilize all parts of this powerful plant that would otherwise be thrown away. Making hash is an ancient tradition that allows many to enjoy the cannabis plant in other ways with hash, including smoking and making edible snacks. Cannabis has long been known as something of a miracle plan, helping people with innumerable ailments for over 10, years. In this training, you will explore how cannabis affects the body, and the positive ways cannabis can be used as medicine. Medicinal uses for cannabis are plentiful, and its use is growing in popularity.
Hash is an incredibly potent product that you can sustainably create with parts of your cannabis plants that would otherwise not be used. Since making hash is an ancient art form, there is a right way and a wrong way to go. The primary learning objectives of the making hash component are:. You can maximize your garden productivity by turning your leftover trim into a wonderful product that can be enjoyed by many and bring you a profit. You will merge the art of cooking with the cannabis plant and make wonderful creations.
The key learning objectives of the edibles and concentrates component are:. You can grow amazing cannabis with hydroponic gardening, which is a fantastic way to grow plants without soil. But there are many complicated pieces of creating a fruitful hydroponic garden. There are specialized tools to understand as well as a different way of meeting the needs of your cannabis plants.
Cannabis hydroponic systems are increasingly popular, and you can learn why and how to do this for yourself. You will explore a variety of hydroponic systems and master their operation. You will understand exactly how to select the correct functions in your hydroponic systems to ensure your cannabis thrives, according to your specific growing system. Hydroponics and provide stellar results with very high-quality cannabis. Many master growers are using this soilless method for their plants. There is a reason hydroponics has become immensely popular. You can utilize this method as well.
You will ensure you provide the maximum amount of nutrients to your plants without over-fertilizing them. By creating a regular maintenance schedule, you will ensure that your hydroponic system operates flawlessly. The primary learning objectives for the cannabis hydroponics component are:.
Hydroponics has become so popular because it can greatly increase the rate of growth for cannabis plants. However, to achieve optimized results you do need specialized knowledge. It is crucial to choose the right hydroponic medium for your garden, so you can properly manage several factors, including pH. Believe it or not, the pH level can make the difference between a healthy harvest and a failed crop.
The primary learning objectives for the hydroponic mediums, pH, and sterilization component of the training are:. More Igrad Coupons and Discount Codes. Children and adolescents who need to improve school grades Children and adolescents who need to improve school grades with escola24horas. More Escola Coupons and Discount Codes. Learn Hindi with rocketlanguages. Science has come up with a far better way to stay mentally active. More Neuronation Coupons and Discount Codes.
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