Training
Our Training
Our services are far beyond an ordinary slogan. We extend to ensure delivery of our promise by offering unparalleled craftsmanship and superior services. This we do by engaging a team of experts who have spent unquestionable period of time perfecting the art of management, recruitment and selection, training needs assessment, training development of Human Resource Strategies and policies, leadership development, change management Return on investment, coaching and mentoring among many other services. Our belief in, and assure maximum efficiency and satisfaction for each individual customer from the largest to the smallest. We acknowledge that each of them deserve the highest quality for their hard earned money and, that we are obligated to provide the true value for the same.
i. Demonstrate various skills applied on managing change.
ii. Discuss resistance management
iii. Describe Change management models
iv. Identify if an organization is change ready
v. Identification of barier points
vi. Explain the Strategies to respond to and manage resistance and strategies for Making change stick
ii. Discuss resistance management
iii. Describe Change management models
iv. Identify if an organization is change ready
v. Identification of barier points
vi. Explain the Strategies to respond to and manage resistance and strategies for Making change stick
i. Performance appraisal versus performance management
ii. Steps of PM
iii. Aligning Performance management with Organisational goals
iv. Setting goals and objectives (using the BSC)
v. Preparing for performance appraisals.
vi. Giving performance feedback
vii. Developing ongoing performance communication
viii. Purpose of a PMS
x. Elements of an ideal PMS.
xi. Linking rewards to PM
ii. Steps of PM
iii. Aligning Performance management with Organisational goals
iv. Setting goals and objectives (using the BSC)
v. Preparing for performance appraisals.
vi. Giving performance feedback
vii. Developing ongoing performance communication
viii. Purpose of a PMS
x. Elements of an ideal PMS.
xi. Linking rewards to PM
i. To gain skills and knowledge to help them unlock their full potential, professional and optimal performance.
ii. To identify the right Question to ask in coaching
iii. Evaluating the success of the coaching exercise
ii. To identify the right Question to ask in coaching
iii. Evaluating the success of the coaching exercise
i. Definition of SHM
ii. The Significance of SHRM to an organization.
iii. The role of SHRM model in execution of organizational strategy
ii. The Significance of SHRM to an organization.
iii. The role of SHRM model in execution of organizational strategy
To provide an insight to leadership and the dynamics that come with leading high performance teams.
To be customized to deal with specific leadership competencies required.
To be customized to deal with specific leadership competencies required.
i. Describe tools for effective supervision.
ii. Describe qualities of an effective supervisor.
iii. Discuss conflict resolution mechanisms at the work place.
iv. The training Targets All supervisors, team leaders and those intending to grow to supervisory positions.
ii. Describe qualities of an effective supervisor.
iii. Discuss conflict resolution mechanisms at the work place.
iv. The training Targets All supervisors, team leaders and those intending to grow to supervisory positions.
i. Causes of conflict.
ii. Communication skills for resolving conflicts.
iii. Interpersonal relations.
iv. Achieving a win-win situation.
v. Tools of conflict resolution
ii. Communication skills for resolving conflicts.
iii. Interpersonal relations.
iv. Achieving a win-win situation.
v. Tools of conflict resolution
Participants will cover the following among others:
Recruitment. Induction, Training & Development, Benefits and employee compensation, performance management and reward, Discipline management, interpersonal skills, employee motivation and engagement, discipline management, employee assistance programs, performance evaluation, employee retention,
Recruitment. Induction, Training & Development, Benefits and employee compensation, performance management and reward, Discipline management, interpersonal skills, employee motivation and engagement, discipline management, employee assistance programs, performance evaluation, employee retention,
i. Explain how corporate culture influences innovation
ii. Understand how to manage employees working in R&D
iii. Explain how to increase the creativity of a company’s employees
iv. Explain how to organize technical communication
v. Design the right organizational incentives for innovation
vi. Understand the role of external ties and social networks in innovation
vii. Identify the different types of product development teams, understand the advantages and disadvantages of each and explain when to deploy the different types of teams
ii. Understand how to manage employees working in R&D
iii. Explain how to increase the creativity of a company’s employees
iv. Explain how to organize technical communication
v. Design the right organizational incentives for innovation
vi. Understand the role of external ties and social networks in innovation
vii. Identify the different types of product development teams, understand the advantages and disadvantages of each and explain when to deploy the different types of teams