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Performance Review: Оценка эффективности работы сотрудников

Udemy Instructor

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Вы когда-нибудь задумывались, почему одни компании быстро растут, а другие топчутся на месте? Секрет — в умении управлять результативностью команды. Performance Review — это не просто формальная процедура, это инструмент развития, мотивации и удержания лучших сотрудников.

Но что, если всё делается «для галочки»? Сотрудники не понимают цели, руководители боятся давать обратную связь, а HR ломает голову над Excel-таблицами и опросниками. Знакомо?

На этом курсе вы получите пошаговую систему проведения эффективной оценки сотрудников. Вместо теории — готовые шаблоны, кейсы, автоматизация, метрики и понятные форматы встреч. Это тот курс, который хотят пройти и HR, и руководители.

Программа курса:1. Что такое Performance Review и зачем он нужен• Влияние на бизнес• Ответственность участников• Современные подходы2. Оценка результатов работы• Методы: KPI, MBO, стандарты• Критические инциденты• Связь с должностными обязанностями3.

Оценка компетенций• 180 и 360 градусов• Интервью по компетенциям• Ассессмент-центр4. Проведение Performance Review• Шаблоны анкет• Идеальная встреча руководителя и сотрудника• Инструменты автоматизации• План развития5. Автоматизация процесса• Обзор систем• Кейсы и примеры6.

Использование результатов• Зарплата и бонусы• Повышение и удержание• Планы эффективности и увольнениеВажно:На Udemy вы проходите курс без проверки домашних заданий, возможности скачивания презентаций и без получения диплома Mike Pritula Academy. Не откладывайте развитие своей HR-системы — пройдите курс и внедрите Performance Review, который работает на бизнес, а не против него.

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This course contains the use of artificial intelligenceOnly 43% of SaaS reps hit quota, according to RepVue. Below 50%, the problem is the plan, not the people.In 8 lessons you rebuild your sales compensation plan: quotas 60–70% of reps can hit, commission rates with accelerators, clear rules and a plan document reps sign.Most sales teams get their pay plan the same way. Someone takes last year's spreadsheet, raises the quota by 30%, adds another component the CEO asked for, and sends it out a week into the quarter. Then the questions start. Reps argue about every payout because nobody wrote down when a commission is earned. A windfall deal pays one person more than the whole team, or gets cut after the fact. Strong reps leave, because they cannot work out what they will earn. And the plan gets rewritten again next quarter, by feel.After this course you set the numbers yourself and can show how you got every one. You split each role's pay into base and variable, set a quota three ways and check it against OTE, calculate the commission rate and see what a rep earns at 50%, 100% and 150% of quota before the plan goes out. You build separate plans for SDRs, account executives, account managers, CSMs and sales managers. You put the rules on paper: earning event, clawback, windfall, territory change and disputes. Then you launch the plan with the team and check every quarter whether it works.The course is built and taught by Mike Pritula:20 years in HR at Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank and PeopleForceSaw sales pay from the inside: at Alfa-Bank credit experts could not explain why one month paid more than another, and at iDeals the plan moved from a flat percentage to pay for new clients and upsellPHRi, SHRM-CP and HCI sHRBP certified, HRCI representative in Eastern Europe#1 HR instructor on Udemy, with 2,000,000+ students on Udemy; founder of Pritula Academy, where 170,000+ students have trainedFirst you learn the math of a plan: OTE and pay mix, quota setting and commission rates with accelerators, thresholds and caps. Then you build the system around it: SPIFFs, MBOs and team bonuses, plans for five sales roles and a plan document with the rules that stop most payout disputes. Finally you launch the plan with scripts for the hard conversations and learn the six numbers that tell you each quarter whether the plan works.Every lesson runs on real numbers in $: a $790,000 quota, a $190,000 OTE, a payout at 120% of quota calculated line by line. Market benchmarks come as ranges from sources such as RepVue, Bridge Group and Alexander Group, so you can compare your plan with the market, not with last year's version of itself. Every lesson ends with a homework assignment on your own company, so by the end you have a plan you can put in front of your reps and your CFO.What's included:Lifetime access to all materialsActive instructor support in Q&AUdemy Certificate of CompletionA practical assignment on your own company in every lesson8 video lessons, about 5.5 hours in totalThe slides of every lesson as a PDF, with formulas, benchmarks, calculation examples, templates on the slides and scriptsA section with additional courses, tools and resourcesEvery quarter you run on a plan you cannot defend costs you margin, disputes and your best reps. Your competitors hire those reps with a plan they understand. The sooner you fix the math, the sooner the next quarter starts on a plan that works.Enroll now and start your first lesson today.

Defense Tech Recruiting: Security Clearance, ITAR, Veterans

Udemy Instructor

This course contains the use of artificial intelligenceA candidate can pass every interview and still never start: the role needs a U.S. person or an active clearance, and nobody checked in week one.Defense tech hiring runs on rules that most tech recruiters were never taught.You already know how to run a pipeline, source on LinkedIn and close an offer. Then you move to a drone startup or a defense contractor, and the job changes. The hiring manager talks about RF, GNC and SWaP-C, and you nod without knowing what to ask. A strong candidate drops out in week six because of citizenship or clearance. Asking about citizenship the wrong way is a legal risk of its own. Some candidates hesitate to work on weapons at all, and the start date you promised slips by months because the clearance is still in process.After this course you know the rules before the first call. You flag each role with the hiring manager, screen eligibility with lawful questions and hand the hard cases to export compliance or the facility security officer instead of guessing. You run an intake for a hardware role and leave with a signed scorecard. You find cleared engineers and veterans where they actually are, and you read a military resume in civilian terms. You tell candidates honestly what the company builds and answer their doubts without spin. Finally, you put two dates and a cost of waiting in front of the hiring manager, so planning is based on facts, not hope.The recruiting craft in this course comes from Mike Pritula's career. The defense-specific rules come from public primary sources, such as DOJ guidance on citizenship questions, export control regulations, DCSA data and the O*NET Military Crosswalk, and every legal template is marked for review by your legal team.#1 HR instructor on Udemy, with 2,000,000+ students on Udemy, and founder and head of strategy of Pritula Academy, where 170,000+ students have trained20 years in HR and recruiting at Wargaming, Preply, iDeals, Starlightmedia and Alfa-Bank; he built recruiting from scratch three times, with sourcing as the main hiring channel at Preply and iDeals, including the recruiting behind the growth of the unicorn PreplyAt Preply, and again at iDeals, his team found that a key vacancy closes reliably once about 300 candidates are reached at the top of the funnel, and recruiters, sourcers and a copywriter rewrote outreach together to get more engaged candidatesPHRi, SHRM-CP and HCI sHRBP certified, HRCI representative in Eastern EuropeFirst you learn the market and the eligibility rules, because without them you spend weeks on candidates the company cannot hire. Then you move through the hire itself: the intake for a hardware role, sourcing cleared talent, hiring veterans and pitching the mission. Finally you work with the numbers: an offer with a clearance premium and startup equity, and a hiring plan that accounts for clearance lead times. Each lesson stands on its own, so if you open an RF role tomorrow, you can watch lesson three tonight and walk into the intake with your questions ready. The course gives no legal opinions: you learn what to ask and when to hand the case to legal, export compliance or the facility security officer.What's included:Lifetime access to all materialsActive instructor support in Q&AUdemy Certificate of CompletionA practical assignment for your own open role in every lessonReady-to-use tools: a defense tech market map, an eligibility checklist, an intake question bank with a role scorecard, a cleared sourcing library, a military skills translator, a mission pitch builder, an offer calculator and a hiring plan with start date forecastsA section with additional courses, tools and resourcesDefense tech companies are hiring engineers, technicians and operators, and they need recruiters who already know the rules of this market. Every candidate you screen without them can cost weeks of work and a hiring manager's trust. Recruiters who can speak the language of hardware roles and plan around clearance are the ones these teams keep and promote.Enroll now and start your first lesson today.

Top 600+ SQL Interview Questions & Answers | SQL Practice

Yogesh Dhiman

Prepare for your next SQL interview with this comprehensive collection of 600+ SQL Interview Questions and Answers designed for developers, database professionals, data analysts, QA engineers, testers, and IT professionals.Practice 600+ real-world SQL interview questions with detailed answer explanation:400+ Multiple Select Questions (MSQs)200+ Multiple Choice Questions (MCQs)This SQL interview practice test helps you strengthen your knowledge of SQL concepts, database fundamentals, SQL queries, and real-world problem-solving scenarios. Whether you are a beginner preparing for your first SQL interview or an experienced professional looking to refresh your SQL skills, this practice test provides extensive question-based preparation.The course covers important SQL interview questions and topics such as SQL basics, SELECT statements, filtering and sorting data, GROUP BY, HAVING, aggregate functions, joins, subqueries, nested queries, Common Table Expressions (CTEs), views, indexes, constraints, primary keys, foreign keys, normalization, transactions, stored procedures, functions, triggers, window functions, ranking, date and string functions, NULL handling, database design, query optimization, and advanced SQL concepts.You will also encounter practical and scenario-based questions designed to help you understand how SQL is used to solve real-world database problems. The questions are useful for preparing for interviews involving SQL Developer, Database Developer, Data Analyst, Business Analyst, QA Engineer, Software Tester, Backend Developer, Data Engineer, and other IT roles where SQL knowledge is required.Use these 600+ SQL practice questions to test your knowledge, identify weak areas, improve query-solving skills, and build confidence before your interview. The practice-test format allows you to study at your own pace and repeatedly review important concepts.If you are looking for SQL interview questions and answers, SQL practice tests, database interview questions, SQL query interview questions, and advanced SQL interview preparation, this course provides a structured way to practice and prepare.

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Performance Review: Оценка эффективности работы сотрудников

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Performance Review: Оценка эффективности работы сотрудников

About this course

Skills you'll gain

Available Coupons

Course Information

This course includes:

Share this course

You May Also Like

Sales Compensation Plan Design: Quotas, Commission, SPIFF

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