Building a team requires clear roles, shared standards, and leadership that stays consistent over time.
Hiring people is the easy part. Building a team that works well together, takes ownership, and keeps getting better is the hard part. Most small businesses never put a real system around it.
This course walks through the practical building blocks of a high-performance team: a solid HR foundation, clear roles, performance expectations that aren’t vague or awkward, and the habits that help a team move through conflict and change without falling apart. The goal is to help you run people management in a way that’s organized, consistent, and easier to scale.
Course Learning Objectives
- Build a simple, complete HR system that supports hiring, onboarding, and retention
- Write job descriptions that clarify ownership, priorities, and performance
- Set up performance management that includes clear goals, feedback, and accountability
- Understand how teams develop over time and what to do when conflict or change hits
- Use compensation and recognition strategically
- Spot common risks and strengthen documentation and language to reduce exposure
Course Materials
Human Resources Lesson 1: Understanding Team Motivation
Human Resources Lesson 2: The 10 Components of an HR System
Why people show up engaged (or checked out) has less to do with effort and more to do with clarity. This video explores how expectations, recognition, growth, and leadership behavior shape motivation in everyday work, and how those signals get reinforced through consistent management habits.
Most businesses handle hiring, onboarding, performance, and training as separate tasks. This session pulls them together into a single HR system built around ten core components that support consistency, accountability, and team growth over time.
Human Resources Lesson 3: The Most Important Tool in Your HR System
Human Resources Lesson 4: The 4 Stages of Team Development
Without a clear role, performance is hard to measure and even harder to manage. This video breaks down the job description as a practical operating tool, showing how defined responsibilities and performance indicators support hiring, reviews, compensation, and development.
Every team goes through periods of adjustment as people join, leave, or change roles. This session outlines the four stages of team development and explains how leadership actions influence trust, norms, accountability, and long-term performance.
Human Resources Lesson 6: Performance Management
Human Resources Lesson 7: Compliance in Your Business
Performance conversations work best when they happen early and often. This video covers goal setting, two-way feedback, variable compensation, and review practices that keep expectations visible and progress on track.
Labor laws, documentation, and classification decisions create real risk when they’re unclear. This session focuses on practical compliance considerations that help protect the business while supporting fair, consistent people management.