Human Resources

Manage Training From Start to Finish

May 26, 2010
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CPDOnline is a Web-based training service that includes everything you need to manage your credit union training program from start to finish. Its state-of-the-art online environment combines the ease of on-demand, self-study training with expertly-designed credit union courses, and personal assistance whenever it’s needed.

Manage Your Top Resource: Staff

See what credit union trainers think about CPDOnline. Watch now.

CPDOnline is changing the way that credit unions are training. It offers more than 300 online credit union courses designed to help the credit union staff, managers, and volunteers build credit union compliance, management, lending, member service, marketing, human resource, and other skills through interactive courses and follow-up exams.

Whether you’re new to online learning or ready for a new online training program, CPDOnline is perfect for you. If you’re familiar with CUNA’s STAR, MERIT, VAP, and RegTraC print courses, you’re ready for CPDOnline to get online access to the most current versions of courses, plus an innovative, interactive line of courses, CU Advance.

Each year, CPDOnline is enhanced based on training trends and feedback from our credit union members.

With CPDOnline’s courses, you’ll get the best variety and depth of credit union knowledge to boost your member satisfaction and credit union efficiency. See a course list.

With CPDOnline’s exams, you’ll test knowledge to go beyond delivering training, to proving learning and getting results. See sample courses and exams.

With CPDOnline’s learning management system, you’ll easily organize and manage learning activities into development plans, reports, transcripts, and more.

For more information, call 800-356-9655, ext. 4072 or send us an e-mail.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory ( will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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