Category: Human Capital Management

Human Resources Skills and Knowledge Management

Human Resources Skills and Knowledge Management

City Start Dates Duration Cost Make a booking
London, United Kingdom 16 March 2020 1 week £3,150 Click here
London, United Kingdom 16 March 2020 2 weeks £4,150 Click here

This course examines the conditions in which HRM and knowledge management have become the central links between people, work, and technology in contemporary organisations. This course uses a wide range of concepts to help participants understand the management of people at the level of organisational practices, as well as in the wider, global context of contemporary economy and culture.

Course Objectives

At the end of the course delegates will be able to:

  • Identify, create and distribute knowledge using proven Knowledge Management (KM) practices
  • Analyse and build Social Knowledge Groups (SKG) to contribute and share knowledge
  • Convert tacit knowledge into explicit knowledge for organisational gain
  • Create new workflows to effectively share knowledge
  • Implement technological solutions and maximise your KM technology infrastructure
  • Apply a Knowledge Management architecture throughout your organisation

Course Outline

  • The agenda of HRM in the global economy
  • Knowledge Management and Information Technologies
  • Collecting Knowledge through Social Knowledge Groups (SKG)
  • New forms of organising in the contemporary world
  • Building Workflows for Effective Knowledge Management
  • The rise of management ideas and concepts
  • The rise and growth of HRM theories and techniques
  • The culture of Knowledge Management
  • Challenges and debates
  • Analysing management practices

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Resources Skills and Knowledge Management

Human Resources Skills and Knowledge Management

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 04 December 2019 3 days ₦126,000 Click here

This course examines the conditions in which HRM and knowledge management have become the central links between people, work, and technology in contemporary organisations. This course uses a wide range of concepts to help participants understand the management of people at the level of organisational practices, as well as in the wider, global context of contemporary economy and culture.

Course Objectives

At the end of the course delegates will be able to:

  • Identify, create and distribute knowledge using proven Knowledge Management (KM) practices
  • Analyse and build Social Knowledge Groups (SKG) to contribute and share knowledge
  • Convert tacit knowledge into explicit knowledge for organisational gain
  • Create new workflows to effectively share knowledge
  • Implement technological solutions and maximise your KM technology infrastructure
  • Apply a Knowledge Management architecture throughout your organisation

Course Outline

  • The agenda of HRM in the global economy
  • Knowledge Management and Information Technologies
  • Collecting Knowledge through Social Knowledge Groups (SKG)
  • New forms of organising in the contemporary world
  • Building Workflows for Effective Knowledge Management
  • The rise of management ideas and concepts
  • The rise and growth of HRM theories and techniques
  • The culture of Knowledge Management
  • Challenges and debates
  • Analysing management practices

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Capital Performance Improvement (HCPI) Audit

Human Capital Performance Improvement (HCPI) Audit

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 18 November 2019 1 week £3,150 Click here
Dubai, United Arab Emirates 18 November 2019 2 weeks £4,100 Click here

In today’s economy, training of employees is more important than ever as organizations cope with needing to increase revenue and maintain quality and capacity with a lean workforce. Most organizations must accomplish their training goals with a limited training budget, making the return on investment of every amount of money spent on training even more critical. This course is therefore aimed at helping each delegate acquire the components needed to implement and measure continuous performance improvement in the workforce aligned with achieving the business goals of each organization.

Course Objectives

At the end of the course delegates will be able to:

  • Developing insight into various facts of HR Audit and thus make the HRM function business oriented
  • Aligning HRM processes with the business goals of the organisation
  • Build the skills participants would require to do HR Audit independently
  • Understanding the various aspects of Balanced Scorecard
  • Using the Balance Scorecard as a strategy execution tool for enhancing the overall productivity of the organisation
  • Understanding the organisational performance models and diagnose the reasons for the lack of performance in an organisation
  • Evaluating the current status of HRM function in an organisation

Course Outline

  • The new human capital management model
  • Data for management
  • Two aspects of human capital
  • What human resources can learn from finance
  • People and information
  • Data-to-value cycle
  • The ROI race
  • Points of measurement

Human Capital’s Contribution: Measurement

Review of Employee Benefits

Acting and Observing

Review of Recruitment and Training

Making Recommendations

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Capital Performance Improvement (HCPI) Audit

Human Capital Performance Improvement (HCPI) Audit

City Start Dates Duration Cost Make a booking
London, United Kingdom 19 August 2019 1 week £3,150 Click here
London, United Kingdom 19 August 2019 2 weeks £4,100 Click here
London, United Kingdom 16 March 2020 1 week £3,150 Click here
London, United Kingdom 16 March 2020 2 weeks £4,100 Click here

In today’s economy, training of employees is more important than ever as organizations cope with needing to increase revenue and maintain quality and capacity with a lean workforce. Most organizations must accomplish their training goals with a limited training budget, making the return on investment of every amount of money spent on training even more critical. This course is therefore aimed at helping each delegate acquire the components needed to implement and measure continuous performance improvement in the workforce aligned with achieving the business goals of each organization.

Course Objectives

At the end of the course delegates will be able to:

  • Developing insight into various facts of HR Audit and thus make the HRM function business oriented
  • Aligning HRM processes with the business goals of the organisation
  • Build the skills participants would require to do HR Audit independently
  • Understanding the various aspects of Balanced Scorecard
  • Using the Balance Scorecard as a strategy execution tool for enhancing the overall productivity of the organisation
  • Understanding the organisational performance models and diagnose the reasons for the lack of performance in an organisation
  • Evaluating the current status of HRM function in an organisation

Course Outline

  • The new human capital management model
  • Data for management
  • Two aspects of human capital
  • What human resources can learn from finance
  • People and information
  • Data-to-value cycle
  • The ROI race
  • Points of measurement

Human Capital’s Contribution: Measurement

Review of Employee Benefits

Acting and Observing

Review of Recruitment and Training

Making Recommendations

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Capital Performance Improvement (HCPI) Audit

Human Capital Performance Improvement (HCPI) Audit

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 23 September 2019 3 days ₦189,000 Click here

In today’s economy, training of employees is more important than ever as organizations cope with needing to increase revenue and maintain quality and capacity with a lean workforce. Most organizations must accomplish their training goals with a limited training budget, making the return on investment of every amount of money spent on training even more critical. This course is therefore aimed at helping each delegate acquire the components needed to implement and measure continuous performance improvement in the workforce aligned with achieving the business goals of each organization.

Course Objectives

At the end of the course delegates will be able to:

  • Developing insight into various facts of HR Audit and thus make the HRM function business oriented
  • Aligning HRM processes with the business goals of the organisation
  • Build the skills participants would require to do HR Audit independently
  • Understanding the various aspects of Balanced Scorecard
  • Using the Balance Scorecard as a strategy execution tool for enhancing the overall productivity of the organisation
  • Understanding the organisational performance models and diagnose the reasons for the lack of performance in an organisation
  • Evaluating the current status of HRM function in an organisation

Course Outline

  • The new human capital management model
  • Data for management
  • Two aspects of human capital
  • What human resources can learn from finance
  • People and information
  • Data-to-value cycle
  • The ROI race
  • Points of measurement

Human Capital’s Contribution: Measurement

Review of Employee Benefits

Acting and Observing

Review of Recruitment and Training

Making Recommendations

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Understanding and Applying HR Metrics

Understanding and Applying HR Metrics

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 07 October 2019 5 days ₦210,000 Click here

This course is designed for those who want to understand how HR can add value to organizations through effective HR Metrics. These provide the information to improve their people ROI, reduce risk and target programmes to give the maximum benefit. It supports the transformation of HR from a transactional support function to a key business driver.

Course Objectives

At the end of the course delegates will be able to:

  • Explain the metrics and data that needs to be collected to support HR practices
  • Be able to use your internal HR metrics and information to inform decision making
  • Identify the range of data that supports HR practices
  • Apply metrics and data to measure HR effectiveness
  • Analyze and interpret metrics data
  • Evaluate HR metrics and data.
  • Develop practical actions to measure HR effectiveness in your organizations

Course Outline

  • The business case for metrics
  • HR Efficiency Metrics
  • Metrics for the Employee lifecycle
  • HR Metrics and maintaining the competitive edge
  • Building an HR framework
  • From introduction to maturity

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Understanding and Applying HR Metrics

Understanding and Applying HR Metrics

City Start Dates Duration Cost Make a booking
London, United Kingdom 06 April 2020 1 week £3,100 Click here
London, United Kingdom 06 April 2020 2 weeks £4,100 Click here

This course is designed for those who want to understand how HR can add value to organizations through effective HR Metrics. These provide the information to improve their people ROI, reduce risk and target programmes to give the maximum benefit. It supports the transformation of HR from a transactional support function to a key business driver.

Course Objectives

At the end of the course delegates will be able to:

  • Explain the metrics and data that needs to be collected to support HR practices
  • Be able to use your internal HR metrics and information to inform decision making
  • Identify the range of data that supports HR practices
  • Apply metrics and data to measure HR effectiveness
  • Analyze and interpret metrics data
  • Evaluate HR metrics and data.
  • Develop practical actions to measure HR effectiveness in your organizations

Course Outline

  • The business case for metrics
  • HR Efficiency Metrics
  • Metrics for the Employee lifecycle
  • HR Metrics and maintaining the competitive edge
  • Building an HR framework
  • From introduction to maturity

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Best Practice in Compensation Management

Best Practice in Compensation Management

No Events

Employee benefits matter.  Having a workforce that performs to the highest standards in today’s competitive global world is extremely dependent on highly skilled and technically adept workers. This course will focus on the practise of human resource skills within management job roles.  The Internal and external factors that may affect supervision will also be considered, such as personnel standards and processes, bullying, reward and corruption.

 

This course aims to introduce the key elements of the design and structure of compensation packages.  At the end of the course, delegates will be able to understand the value of performance based systems as a business tool and a powerful motivator of employees.

Course Objectives

At the end of the course delegates will be able to:

  • Examine the key elements of best practice in compensation management
  • Identify performance management techniques that work
  • Examine current and emerging trends in compensation and reward
  • Evaluate the uses and benefits of short and long term incentives
  • Match compensation systems and organisational culture

Employee benefits matter.  Having a workforce that performs to the highest standards in today’s competitive global world is extremely dependent on highly skilled and technically adept workers. This course will focus on the practise of human resource skills within management job roles.  The Internal and external factors that may affect supervision will also be considered, such as personnel standards and processes, bullying, reward and corruption.

 

This course aims to introduce the key elements of the design and structure of compensation packages.  At the end of the course, delegates will be able to understand the value of performance based systems as a business tool and a powerful motivator of employees.

Course Objectives

At the end of the course delegates will be able to:

  • Examine the key elements of best practice in compensation management
  • Identify performance management techniques that work
  • Examine current and emerging trends in compensation and reward
  • Evaluate the uses and benefits of short and long term incentives
  • Match compensation systems and organisational culture

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Best Practice in Compensation Management

Best Practice in Compensation Management

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 21 October 2019 3 days ₦126,000 Click here

Employee benefits matter.  Having a workforce that performs to the highest standards in today’s competitive global world is extremely dependent on highly skilled and technically adept workers. This course will focus on the practise of human resource skills within management job roles.  The Internal and external factors that may affect supervision will also be considered, such as personnel standards and processes, bullying, reward and corruption.

 

This course aims to introduce the key elements of the design and structure of compensation packages.  At the end of the course, delegates will be able to understand the value of performance based systems as a business tool and a powerful motivator of employees.

Course Objectives

At the end of the course delegates will be able to:

  • Examine the key elements of best practice in compensation management
  • Identify performance management techniques that work
  • Examine current and emerging trends in compensation and reward
  • Evaluate the uses and benefits of short and long term incentives
  • Match compensation systems and organisational culture

Employee benefits matter.  Having a workforce that performs to the highest standards in today’s competitive global world is extremely dependent on highly skilled and technically adept workers. This course will focus on the practise of human resource skills within management job roles.  The Internal and external factors that may affect supervision will also be considered, such as personnel standards and processes, bullying, reward and corruption.

 

This course aims to introduce the key elements of the design and structure of compensation packages.  At the end of the course, delegates will be able to understand the value of performance based systems as a business tool and a powerful motivator of employees.

Course Objectives

At the end of the course delegates will be able to:

  • Examine the key elements of best practice in compensation management
  • Identify performance management techniques that work
  • Examine current and emerging trends in compensation and reward
  • Evaluate the uses and benefits of short and long term incentives
  • Match compensation systems and organisational culture

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

HRM – Rewards Management System

HRM - Rewards Management System

City Start Dates Duration Cost Make a booking
London, United Kingdom 05 August 2019 1 Week £2,300 Click here
London, United Kingdom 05 August 2019 2 weeks £3,600 Click here

Reward management is the new frontier of human resource management. Whether you are in the HR function or line management, the focus has firmly moved to motivating your employees to deliver your corporate goals. But setting the pay and benefits of your employees at the market rate (in your and their perception) is only the starting point. Organisations have to go much further now. They need to understand the ways to involve their employees, to get them more committed to the organisation.

Course Objectives

At the end of the course delegates will be able to:

  • Gain an understanding of total rewards management
  • Discover the five elements of total rewards
  • Understand the critical role of the main drivers — organizational culture, business strategy and human resources strategy
  • Learn the process of designing a successful total rewards strategy

Course Outline

  • Reward in context
  • Grading structures
  • Establishing internal relativities
  • Why have grading structures?
  • Types of grading structures
  • Analytical and non-analytical job evaluation
  • Types of pay structures
  • Equal pay-Setting salaries
  • Employee benefits
  • Rewarding performance
  • Types of bonus schemes individual, group, organisation-wide
  • Incentives
  • Non-financial rewards
  • Motivating employees
  • Building a long-term reward strategy
  • Reward management is an essential tool in dealing with:
  • Rewarding performance
  • Motivation of productivity

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

HRM – Rewards Management System

HRM - Rewards Management System

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 07 August 2019 3 days ₦126,000 Click here
Lagos, Nigeria 07 October 2019 3 days ₦126,000 Click here

Reward management is the new frontier of human resource management. Whether you are in the HR function or line management, the focus has firmly moved to motivating your employees to deliver your corporate goals. But setting the pay and benefits of your employees at the market rate (in your and their perception) is only the starting point. Organisations have to go much further now. They need to understand the ways to involve their employees, to get them more committed to the organisation.

Course Objectives

At the end of the course delegates will be able to:

  • Gain an understanding of total rewards management
  • Discover the five elements of total rewards
  • Understand the critical role of the main drivers — organizational culture, business strategy and human resources strategy
  • Learn the process of designing a successful total rewards strategy

Course Outline

  • Reward in context
  • Grading structures
  • Establishing internal relativities
  • Why have grading structures?
  • Types of grading structures
  • Analytical and non-analytical job evaluation
  • Types of pay structures
  • Equal pay-Setting salaries
  • Employee benefits
  • Rewarding performance
  • Types of bonus schemes individual, group, organisation-wide
  • Incentives
  • Non-financial rewards
  • Motivating employees
  • Building a long-term reward strategy
  • Reward management is an essential tool in dealing with:
  • Rewarding performance
  • Motivation of productivity

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Strategic Human Resources Management

Strategic Human Resources Management

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 05 August 2019 5 days ₦252,000 Click here

Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at all levels have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitiveness- inducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM.

So, given this pattern and climate of change at multiple levels, how should strategic human resource management be defined?  Since SHRM ideas are so influential in defining and constituting both organizations and individuals, and the relationship between the two, these ideas require searching, critical, attention. One of the curiosities of the SHRM field – at least as defined by some critical academic contributors – is the propensity of those with responsibility for organizational efficiency (managers, Heads of departments, civil servants, governments) enthusiastically to embrace ideas about and prescriptions for organizations and management whose appeal seems to be based more on the attractiveness of their promises than the quality of their logic, assumptions or any basis in research.

Course Objectives

By the end of this course, each delegate will be able to:

  • Identify the difference between the traditional view of Human Resource Management and the 21st-century view
  • Understand the important functions and concepts of Human Resource Management (HRM)
  • Develop your ability to apply the HRM functions and concepts through critical thinking
  • Develop your HRM skills in your personal and professional lives
  • Describe the major HRM skill sets
  • Discuss the line manager’s HRM responsibilities
  • Identify and briefly describe the major HRM discipline areas

Course Outline  

HRM Past and Present

  • Perception of HRM department and its roles as a cost centre (i.e. a division or department within the organization that brings in no revenue or profit)
  • Comparison of the HRM roles and department to Revenue Centre (i.e. a division or department that generates monetary returns for the organisation)

Current view or perception of HRM

  • HRM as a productivity centre (i.e. a revenue centre that enhances profitability of the organization through enhancing the productivity of the people within the organization.

21st Century HRM

  • What are the challenges facing HR managers today e.g.
  • Productivity
  • Job satisfaction
  • Turnover
  • Absenteeism

The HRM Strategic View

  • Sustainable competitive advantage
  • How do you make our organizations more competitive and create sustainable competitive advantages.
  • What are the main goals of strategic HRM?
  • Analyzing strategic direction for HRM fit

Technology and Knowledge

  • Impact of technology on HRM
  • The knowledge-based firm
  • Managing your knowledge based workers
  • How can Knowledge workers “manage knowledge” for the firm
  • Impact of the shortage of knowledge worker in your organisation
  • What does this mean to the organisations HR manager

Labour and Demographics

  • How the 21st-century HR manager is expected to deal with cultural difference, individuals with significantly different work ethics, cultural norms, and even languages.

Productivity and competitiveness through HRM

  • Fine-tuning the HRM Skills to meet current demands
  • Technical Skills
  • Human Relations Skills
  • Conceptual and design skills
  • Business skills

Line versus Staff Management

  • HR roles of staff managers
  • Legal considerations
  • Labour cost control
  • Leadership and innovation
  • Training and development
  • Appraisals and promotion
  • Safety and security of employees

Ethics and Sustainability

Trends and Issues in HRM

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Resources Management – Policies & Implementation

Human Resources Management - Policies & Implementation

City Start Dates Duration Cost Make a booking
London, United Kingdom 19 August 2019 1 week £3,100 Click here
London, United Kingdom 19 August 2019 2 weeks £4,100 Click here

It is often commented that the key asset to any business is its employees. The management of the human resource is therefore a central aspect to business world wide and it is not surprising that the career opportunities for Human Resource Managers are extensive and varied in the public and private sectors of the world. The course aims to develop practitioners who are capable of making an immediate and effective contribution to the HR function within the organisation that employs them.

Course Objectives

At the end of the course delegates will be able to:

  • Enhance your understanding of the systems, policies, techniques and strategies used in effective HR management
  • Develop your skills in strategic thinking and planning, employee assessment, negotiations, counselling and problem solving
  • Understand how to manage organisational change
  • Know how to deal effectively with cross-cultural and diversity issues.

Course Outline

  • People Resourcing & Reward
  • Learning & Development
  • Employee Relations
  • Legal Context of HRM
  • Personal & Professional Development
  • Managing Human Resources in a Business Context
  • Managing Information
  • Human resource strategy and planning
  • Analysing organisation needs
  • Leadership and teambuilding
  • Recruitment and selection
  • Performance appraisal systems
  • Reward
  • Employee development
  • Flexible employment practices
  • Employee relations and communications
  • Managing employee diversity
  • Evaluating human resource management
  • The management of change.

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Resources Management – Policies & Implementation

Human Resources Management - Policies & Implementation

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 21 October 2019 5 days ₦210,000 Click here

It is often commented that the key asset to any business is its employees. The management of the human resource is therefore a central aspect to business world wide and it is not surprising that the career opportunities for Human Resource Managers are extensive and varied in the public and private sectors of the world. The course aims to develop practitioners who are capable of making an immediate and effective contribution to the HR function within the organisation that employs them.

Course Objectives

At the end of the course delegates will be able to:

  • Enhance your understanding of the systems, policies, techniques and strategies used in effective HR management
  • Develop your skills in strategic thinking and planning, employee assessment, negotiations, counselling and problem solving
  • Understand how to manage organisational change
  • Know how to deal effectively with cross-cultural and diversity issues.

Course Outline

  • People Resourcing & Reward
  • Learning & Development
  • Employee Relations
  • Legal Context of HRM
  • Personal & Professional Development
  • Managing Human Resources in a Business Context
  • Managing Information
  • Human resource strategy and planning
  • Analysing organisation needs
  • Leadership and teambuilding
  • Recruitment and selection
  • Performance appraisal systems
  • Reward
  • Employee development
  • Flexible employment practices
  • Employee relations and communications
  • Managing employee diversity
  • Evaluating human resource management
  • The management of change.

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Health and Safety in the Workplace

Health and Safety in the Workplace

No Events

This course is designed and presented for those who are involved and/or as appointed with responsibility for the organisations Heath, Safety and Welfare. So regardless as to whether you are a Director, Partner, Manager, Human Resource or Facilities Manager, this course is a must for you.

Course Objectives

At the end of the course delegates will be able to:

Our Objective is to encourage and develop our training delegates’ confidence, ability and understanding in matters of Health & Safety, in order to deal with workplace issues and organisational requirements.

Course Outline

  • First Aid at Work
  • Slips, Trips & Falls
  • Which Acts and Regulations apply
  • Expectant Mothers
  • Temperature, Heating/cooling, Ventilation
  • Health & Safety Policy Statement
  • Young Persons at Work
  • Managing Sickness at Work
  • Employer & Employee duties
  • Home and Lone Workers
  • Lighting at Work
  • Why Risk Assessment
  • Food Hygiene
  • Contractor Responsibility & Safety
  • Disability Discrimination
  • Computer Users
  • Manual Handling
  • Fire Safety and Arrangements
  • Induction Training
  • Stress at Work

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Building an Effective Training Team

Building an Effective Training Team

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 05 August 2019 3 days ₦126,000 Click here
Lagos, Nigeria 18 November 2019 3 days ₦126,000 Click here
Lagos, Nigeria 18 November 2019 3 days ₦126,000 Click here

This is a practical course, which will enable participants to encourage members of their team to work co-operatively with others within their own team and with other departments to optimise their collective contribution. The course covers aspects of team dynamics, leadership and group problem solving

Course Objectives

At the end of the course, delegates will learn how to:

  • Ensure members of the team understand the team goals or objectives
  • Identify and utilise individual strengths
  • Ensure effective communication between team members
  • Encourage challenges and input from team members
  • Develop mutual trust between team members
  • Involve team members in decision-making
  • Manage team lifecycles proactively
  • Recognise and deal with conflict within the team
  • Provide team members with constructive feedback

Course Outline

  • The Power of a Team
  • The Team Climate
  • Team Roles
  • Team Leadership
  • Team Problem-Solving
  • Personal Development Plan

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Train the Trainer: Developing Effective Facilitation Skills

Train the Trainer: Developing Effective Facilitation Skills

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 23 October 2019 3 days ₦126,000 Click here
Lagos, Nigeria 19 February 2020 3 days ₦126,000 Click here

This Train the Trainer course is designed to improve your training techniques and increase your confidence when either facilitating a corporate function within your organisation or delivering training course. This train the trainer course will enable you to successfully deliver training courses to the highest standard.

Course Objectives

At the end of the course delegates will be able to:

  • Promote learner participation and involvement by using effective questioning techniques in a training session
  • Evaluate personal training strengths and areas to work on
  • Define the factors that promote learning
  • Understand the difference between training and presenting information
  • Use recognised success measures to assess effective learning
  • Define effective feedback

Course Outline

 

  • Introductions and objectives
  • The different domains of learning and how to practically apply these to surgical training
  • The impact of learning style on teaching and learning
  • How do adults learn?
  • How to effectively use, and understand the advantages and disadvantages of various teaching methods
  • The benefits of reflection and identify opportunities to use reflection as a learning tool
  • Key elements of session planning, describe their benefits and plan a session using a suggested template
  • how to pitch content to different audiences;
  • Training session and feedback to identify strengths and areas to work on
  • What is effective feedback?
  • Training versus presenting
  • Practice trainer techniques in a training session
  • Implementing changes to planned teaching activities to enhance learning.
  • Planning ahead

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

HRM – Career and Talent Management

HRM - Career and Talent Management

No Events

In this competitive scenario where there is immense demand for people and the talent pool is shrinking, Human Resource Management plays a vital role in an organization. Recruitment and Retention of employees is becoming a challenge as well as a concern area for all HR Managers. As some world economy is booming, HR managers will be experiencing tough times ahead in hiring and retaining talent. Hence, it is an integral part of HRM to help employees plan their careers as well as develop talents that the organisation can benefit from.

Course Objectives

At the end of the course delegates will be able to:

  • Increase retention (and lower costs of recruiting).
  • Match organizational needs with the best candidates.
  • Optimized use of existing talent resources.
  • Increase productivity.
  • Make Individual career paths better aligned with broad needs of the organization.
  • Boost morale and increase productivity.
  • Improve workplace engagement.
  • Encourage employees to take active roles in career development.
  • Keep employees’ sights focused on future positions and roles within the organization.
  • Increase value of each employee to employer.

Course Outline

  • The Two Faces of Career Management
  • Formalized Career Development
  • Technology Integrates Career Management Processes
  • Career Management Benefits
  • Individual Development Planning
  • Compensation Systems and Firm Performance
  • Performance Management Systems
  • Human Resource Management and the Law
  • Employee Benefits
  • Training and Development
  • Employee and Labour Relations
  • Analysing management practices

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

HRM – Career and Talent Management

HRM - Career and Talent Management

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 22 July 2019 3 days ₦126,000 Click here
Lagos, Nigeria 20 January 2020 3 days ₦126,000 Click here

In this competitive scenario where there is immense demand for people and the talent pool is shrinking, Human Resource Management plays a vital role in an organization. Recruitment and Retention of employees is becoming a challenge as well as a concern area for all HR Managers. As some world economy is booming, HR managers will be experiencing tough times ahead in hiring and retaining talent. Hence, it is an integral part of HRM to help employees plan their careers as well as develop talents that the organisation can benefit from.

Course Objectives

At the end of the course delegates will be able to:

  • Increase retention (and lower costs of recruiting).
  • Match organizational needs with the best candidates.
  • Optimized use of existing talent resources.
  • Increase productivity.
  • Make Individual career paths better aligned with broad needs of the organization.
  • Boost morale and increase productivity.
  • Improve workplace engagement.
  • Encourage employees to take active roles in career development.
  • Keep employees’ sights focused on future positions and roles within the organization.
  • Increase value of each employee to employer.

Course Outline

  • The Two Faces of Career Management
  • Formalized Career Development
  • Technology Integrates Career Management Processes
  • Career Management Benefits
  • Individual Development Planning
  • Compensation Systems and Firm Performance
  • Performance Management Systems
  • Human Resource Management and the Law
  • Employee Benefits
  • Training and Development
  • Employee and Labour Relations
  • Analysing management practices

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Managing Change, People and Process

Managing Change, People and Process

City Start Dates Duration Cost Make a booking
London, United Kingdom 29 July 2019 1 week £3,100 Click here
London, United Kingdom 29 July 2019 2 weeks £4,100 Click here

Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. In order to manage change successfully, it is therefore necessary to attend to the wider impacts of the changes. As well as considering the tangible impacts of change, it’s important to consider the personal impact on those affected, and their journey towards working and behaving in new ways to support the change.

Course Objectives

At the end of the course delegates will have a better understanding of:

  • Why change is important and what benefits it offers
  • Why developing a change vision is important, as well as the steps you can take to develop one
  • What guidelines you can follow to communicate a change vision within your organisation
  • How to transition through change in a controlled, logical manner
  • The processes you must follow to analyse a situation, prepare a plan for change, implement action, and monitor the progress of a change

Course Outline

  • Defining change management and its importance to an organization
  • Apply a change management process to a problem or change opportunity within your organization
  • Assess your change style
  • Develop strategies for communicating change effectively to those whose styles are unlike your own
  • Analyse human and organizational readiness for change
  • Individuals’ change styles
  • Planning for successful change by analyzing political, structural, and resource issues
  • Identifying means to counteract sources of resistance to change
  • Plan for successful change by involving stakeholders, defining roles and responsibilities, identifying resources, setting a schedule, and establishing change-process measurements
  • Implement a change by managing the project/technical aspects of the change and facilitating the human/emotional side of the change
  • Measure the results of a change and sustain positive results

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Managing Change, People and Process

Managing Change, People and Process

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 27 January 2020 3 days ₦126,000 Click here

Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. In order to manage change successfully, it is therefore necessary to attend to the wider impacts of the changes. As well as considering the tangible impacts of change, it’s important to consider the personal impact on those affected, and their journey towards working and behaving in new ways to support the change.

Course Objectives

At the end of the course delegates will have a better understanding of:

  • Why change is important and what benefits it offers
  • Why developing a change vision is important, as well as the steps you can take to develop one
  • What guidelines you can follow to communicate a change vision within your organisation
  • How to transition through change in a controlled, logical manner
  • The processes you must follow to analyse a situation, prepare a plan for change, implement action, and monitor the progress of a change

Course Outline

  • Defining change management and its importance to an organization
  • Apply a change management process to a problem or change opportunity within your organization
  • Assess your change style
  • Develop strategies for communicating change effectively to those whose styles are unlike your own
  • Analyse human and organizational readiness for change
  • Individuals’ change styles
  • Planning for successful change by analyzing political, structural, and resource issues
  • Identifying means to counteract sources of resistance to change
  • Plan for successful change by involving stakeholders, defining roles and responsibilities, identifying resources, setting a schedule, and establishing change-process measurements
  • Implement a change by managing the project/technical aspects of the change and facilitating the human/emotional side of the change
  • Measure the results of a change and sustain positive results

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Best Practise in Succession Planning

Best Practise in Succession Planning

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 20 January 2020 3 days ₦126,000 Click here

This course will show you how to prepare your company for succession by identifying, assessing and developing leadership and talent for future vacancies. You will be enlightened on the benefits of why a company promotes from within. Delegates will also learn how to identify examples of criteria for promoting the right people into leadership and determine the most appropriate methods for your employee’s personal development.

Course Objectives

At the end of the course delegates will be able to:

  • Demonstrate an understanding of succession planning and the fit with talent management programmes
  • Discuss the impact of succession managing on business success
  • Facilitate the decision making process to determine the positions to be included in a succession plan
  • Determine the criteria and processes to identify potential successors
  • Implement processes for retaining and developing identified successors
  • Practice some tools and techniques to enable you to implement effective succession planning
  • Develop a succession planning process that is consistent and aligned with existing organizational processes

Course Outline

  • Outline for setting strategic direction
  • Environmental impact analysis
  • Strategic plan impact analysis
  • Strategic planning checklist
  • Structured Interviews
  • Summary of workforce plan
  • Workforce planning team members
  • Financial Services Charter
  • Focus groups
  • Workload assessment (i.e. Employment Status Analysis – permanent, contract, temporary and outsourced)
  • Employee Retention Survey & Focus Group
  • Aids impact analysis
  • Aids Statistics
  • Workforce Analysis
  • Costings analysis
  • Workforce planning readiness checklist
  • Example of Developmental Needs Assessment

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Building Financial Models with Excel

Building Financial Models with Excel

No Events

When looking at any financial opportunity the ability to perform accurate and realistic analysis is imperative. In today’s ever-changing business environment, the capability to write simple spreadsheets is not enough. You have to be able to incorporate all the “what if” scenarios and stress any proposal to its limits. A well-structured financial model can facilitate and improve the reliability and quality of your decision-making.

Course Objectives

At the end of the course delegates will have a good understanding of:

  • The different types of financial models and when each should be applied
  • Constructing financial models making use of a broad range of Excel methods and techniques
  • Incorporating elements such as risk, sensitivity, optimisation and forecasting into financial models
  • Meaningful management reports and charts for communication

Course Outline

  • Opening and closing Excel files
  • Excel screen menu and standard toolbar
  • Auto fill
  • Moving around a worksheet
  • Moving around the sheets in a workbook
  • Creating files
  • Deleting files and individual sheets
  • Changing column width and row height
  • Entering simple formulas
  • Entering labels
  • Cell referencing
  • Centring titles and merging cells
  • Simple cell formatting
  • Number formats
  • Changing font sizes and colours
  • Copy, cut and pasting cell contents
  • Inserting graphic objects
  • Custom views
  • Previewing worksheets
  • Printing documents and ranges

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Understanding and Applying HR Metrics

Understanding and Applying HR Metrics

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 05 August 2019 1 week £3,100 Click here
Dubai, United Arab Emirates 05 August 2019 2 weeks £4,100 Click here

This course is designed for those who want to understand how HR can add value to organizations through effective HR Metrics. These provide the information to improve their people ROI, reduce risk and target programmes to give the maximum benefit. It supports the transformation of HR from a transactional support function to a key business driver.

Course Objectives

At the end of the course delegates will be able to:

  • Explain the metrics and data that needs to be collected to support HR practices
  • Be able to use your internal HR metrics and information to inform decision making
  • Identify the range of data that supports HR practices
  • Apply metrics and data to measure HR effectiveness
  • Analyze and interpret metrics data
  • Evaluate HR metrics and data.
  • Develop practical actions to measure HR effectiveness in your organizations

Course Outline

  • The business case for metrics
  • HR Efficiency Metrics
  • Metrics for the Employee lifecycle
  • HR Metrics and maintaining the competitive edge
  • Building an HR framework
  • From introduction to maturity

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Train the Trainer: Developing Effective Facilitation Skills

Train the Trainer: Developing Effective Facilitation Skills

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 19 August 2019 1 week £3,100 Click here
Dubai, United Arab Emirates 19 August 2019 2 weeks £4,100 Click here

This Train the Trainer course is designed to improve your training techniques and increase your confidence when either facilitating a corporate function within your organisation or delivering training course. This train the trainer course will enable you to successfully deliver training courses to the highest standard.

Course Objectives

At the end of the course delegates will be able to:

  • Promote learner participation and involvement by using effective questioning techniques in a training session
  • Evaluate personal training strengths and areas to work on
  • Define the factors that promote learning
  • Understand the difference between training and presenting information
  • Use recognised success measures to assess effective learning
  • Define effective feedback

Course Outline

 

  • Introductions and objectives
  • The different domains of learning and how to practically apply these to surgical training
  • The impact of learning style on teaching and learning
  • How do adults learn?
  • How to effectively use, and understand the advantages and disadvantages of various teaching methods
  • The benefits of reflection and identify opportunities to use reflection as a learning tool
  • Key elements of session planning, describe their benefits and plan a session using a suggested template
  • how to pitch content to different audiences;
  • Training session and feedback to identify strengths and areas to work on
  • What is effective feedback?
  • Training versus presenting
  • Practice trainer techniques in a training session
  • Implementing changes to planned teaching activities to enhance learning.
  • Planning ahead

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Strategic Human Resources Management

Strategic Human Resources Management

City Start Dates Duration Cost Make a booking
London, United Kingdom 21 October 2019 1 week £3,100 Click here
London, United Kingdom 21 October 2019 2 weeks £4,100 Click here

Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at all levels have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitiveness- inducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM.

So, given this pattern and climate of change at multiple levels, how should strategic human resource management be defined?  Since SHRM ideas are so influential in defining and constituting both organizations and individuals, and the relationship between the two, these ideas require searching, critical, attention. One of the curiosities of the SHRM field – at least as defined by some critical academic contributors – is the propensity of those with responsibility for organizational efficiency (managers, Heads of departments, civil servants, governments) enthusiastically to embrace ideas about and prescriptions for organizations and management whose appeal seems to be based more on the attractiveness of their promises than the quality of their logic, assumptions or any basis in research.

Course Objectives

By the end of this course, each delegate will be able to:

  • Identify the difference between the traditional view of Human Resource Management and the 21st-century view
  • Understand the important functions and concepts of Human Resource Management (HRM)
  • Develop your ability to apply the HRM functions and concepts through critical thinking
  • Develop your HRM skills in your personal and professional lives
  • Describe the major HRM skill sets
  • Discuss the line manager’s HRM responsibilities
  • Identify and briefly describe the major HRM discipline areas

Course Outline  

HRM Past and Present

  • Perception of HRM department and its roles as a cost centre (i.e. a division or department within the organization that brings in no revenue or profit)
  • Comparison of the HRM roles and department to Revenue Centre (i.e. a division or department that generates monetary returns for the organisation)

Current view or perception of HRM

  • HRM as a productivity centre (i.e. a revenue centre that enhances profitability of the organization through enhancing the productivity of the people within the organization.

21st Century HRM

  • What are the challenges facing HR managers today e.g.
  • Productivity
  • Job satisfaction
  • Turnover
  • Absenteeism

The HRM Strategic View

  • Sustainable competitive advantage
  • How do you make our organizations more competitive and create sustainable competitive advantages.
  • What are the main goals of strategic HRM?
  • Analyzing strategic direction for HRM fit

Technology and Knowledge

  • Impact of technology on HRM
  • The knowledge-based firm
  • Managing your knowledge based workers
  • How can Knowledge workers “manage knowledge” for the firm
  • Impact of the shortage of knowledge worker in your organisation
  • What does this mean to the organisations HR manager

Labour and Demographics

  • How the 21st-century HR manager is expected to deal with cultural difference, individuals with significantly different work ethics, cultural norms, and even languages.

Productivity and competitiveness through HRM

  • Fine-tuning the HRM Skills to meet current demands
  • Technical Skills
  • Human Relations Skills
  • Conceptual and design skills
  • Business skills

Line versus Staff Management

  • HR roles of staff managers
  • Legal considerations
  • Labour cost control
  • Leadership and innovation
  • Training and development
  • Appraisals and promotion
  • Safety and security of employees

Ethics and Sustainability

Trends and Issues in HRM

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Recruitment and Selection

Recruitment and Selection

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 24 July 2019 3 days ₦126,000 Click here
Lagos, Nigeria 22 January 2020 3 days ₦126,000 Click here

Managers, supervisors or executives who are involved in the recruitment and selection process and in particular, want to improve their skills and techniques in conducting successful selection interviews. Anyone who wants to feel confident and in control of selection interviews will benefit.

Course Objectives

At the end of the course, delegates will have:

  • Understand and identify the different stages within the recruitment process
  • Undertake behavioural interviews with confidence
  • Prepare for a selection interview through constructing an effective interview plan
  • Maintain control of the interview through effective questioning, listening and observation
  • Understand the legal requirements of recruitment and selection

Course Outline

  • Recruiting and Selecting the Best People
  • Overview of recruiting within the law
  • Understanding the impact of poor selection
  • The benefit and value of a criteria based interview in ensuring you recruit the RIGHT people
  • Your Company’s Success Criteria
  • Interview Preparation
  • Creating the right environment
  • Identifying the objectives for the interview
  • Selecting which Success Criteria are going to be measured
  • Preparing and designing questions
  • Reviewing CVs: What to look for
  • Structuring the Interview
  • Establishing Rapport
  • Dramatically increase your success rate
  • My code/your code which should I use?
  • The three interview phases
  • Keeping to plan
  • Developing a professional approach
  • Essential Communication Skills
  • Questioning techniques and design
  • The use of open questions and questions to avoid
  • Using probing questions to clarify answers given
  • Using active listening techniques

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Organizational People Management

Organizational People Management

No Events

Business leaders, of any size work group who, recognize that people are a source of competitive advantage and who want to improve their personal effectiveness in connecting to the workforce with strategic goals to achieve superior business results, are the best fit for this course.

Course Objectives

At the end of the course, delegates will have:

  • Increased confidence in aligning your work group with organizational goals
  • Familiarity with a flexible methodology and set of tools to help you think through organizational alignment and the opportunity to use these tools
  • An increased awareness of when and how to proactively plan for
  • key collaborations with other business leaders over the course of your journey
  • Insights on success factors for implementation
  • Increased proficiency in measuring the effectiveness of your talent strategy
  • An understanding that achieving and maintaining organizational alignment requires continual and deliberate attention in order to quickly adapt to constant change, such as economic conditions and strategic business direction.

Course Outline

  • Strategic Thinker’s Mindset – what it is as well as common obstacles to becoming a strategic thinker and how to overcome them
  • The Three Phases of a Talent Strategy Methodology – test drive their corresponding tools: 1) development(our emphasis in this seminar) 2) Implementation 3) Measurement of results
  • Developing a Talent Strategy – learn the foundation on which a solid talent strategy is built, discover the importance of the customers prospective, and key business processes, conduct
  • a workforce gap analysis, and select and prioritize initiatives that result in peak performance
  • Challenges – you will likely encounter and ways to effectively deal with them
  • Business Problem Solving Application – how to employ the same methodology for solving specific business performance problems

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Organisation Design and Development

Organisation Design and Development

City Start Dates Duration Cost Make a booking
London, United Kingdom 29 July 2019 1 week £3,100 Click here
London, United Kingdom 29 July 2019 2 weeks £4,100 Click here

This course is designed for those who want to understand how HR can add value to organisations through effective organizational design and development. This course is highly participative combining facilitated sessions, group work and exercises with appropriate case studies.

There are no formal prerequisites.

Course Objectives

At the end of the course delegates will be able to:

  • Understand and apply the design options for organisational structures and relationships
  • Maintain the structures and relationships through effective processes and systems
  • Understand the strategic impact of organisation development methods
  • Be able to apply change management strategies to support organisational development

Course Outline

  • Principles of Organisation Design and Development
  • Structural Design Options and the relationships
  • Maintaining the structure
  • The strategic impact of Organisation Development methods
  • Development through Performance Management
  • The Jobs focus approach
  • The challenges of implementation

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Managing Change, People and Process

Managing Change, People and Process

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 07 October 2019 1 week £3,100 Click here
Dubai, United Arab Emirates 07 October 2019 2 weeks £4,100 Click here

Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. In order to manage change successfully, it is therefore necessary to attend to the wider impacts of the changes. As well as considering the tangible impacts of change, it’s important to consider the personal impact on those affected, and their journey towards working and behaving in new ways to support the change.

Course Objectives

At the end of the course delegates will have a better understanding of:

  • Why change is important and what benefits it offers
  • Why developing a change vision is important, as well as the steps you can take to develop one
  • What guidelines you can follow to communicate a change vision within your organisation
  • How to transition through change in a controlled, logical manner
  • The processes you must follow to analyse a situation, prepare a plan for change, implement action, and monitor the progress of a change

Course Outline

  • Defining change management and its importance to an organization
  • Apply a change management process to a problem or change opportunity within your organization
  • Assess your change style
  • Develop strategies for communicating change effectively to those whose styles are unlike your own
  • Analyse human and organizational readiness for change
  • Individuals’ change styles
  • Planning for successful change by analyzing political, structural, and resource issues
  • Identifying means to counteract sources of resistance to change
  • Plan for successful change by involving stakeholders, defining roles and responsibilities, identifying resources, setting a schedule, and establishing change-process measurements
  • Implement a change by managing the project/technical aspects of the change and facilitating the human/emotional side of the change
  • Measure the results of a change and sustain positive results

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Human Resources Management Roles of Departmental Managers

Human Resources Management Roles of Departmental Managers

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 19 August 2019 3 days ₦126,000 Click here
Lagos, Nigeria 20 January 2020 3 days ₦126,000 Click here

This course has been designed to help delegates understand the skills and knowledge required to carry out your legal and HR roles and responsibilities as a line manager. This workshop is highly participative and blends theory with practical activities such case studies and role-play. There are lots of opportunities for delegates to practice using the tools and techniques provided and to gain both individual and group feedback.

Course Objectives

At the end of the course delegates will be able to:

  • Understand the strategic role that HR plays within an organisation
  • Understand and perform the key HR responsibilities of the line manager
  • Operate within the employment law framework and know how and where to get additional support or information as required
  • Understand how a standard grievance and discipline process works and the role of the line manager in the process
  • Manage and participate in recruitment and selection processes
  • Identify and operate HR processes that contribute to the motivation and retention of employees
  • Manage performance using a standard ‘personal development review’ process

Course Outline

  • The role of the line manager
  • HR responsibilities of the line manager
  • An overview of employment law including equal opportunities legislation and the data protection act
  • Grievance and disciplinary procedures
  • Recruitment and selection processes
  • Strategies for motivating and retaining employees
  • Managing performance

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Capital Performance Improvement (HCPI) Audit

Human Capital Performance Improvement (HCPI) Audit

No Events

In today’s economy, training of employees is more important than ever as organizations cope with needing to increase revenue and maintain quality and capacity with a lean workforce. Most organizations must accomplish their training goals with a limited training budget, making the return on investment of every amount of money spent on training even more critical. This course is therefore aimed at helping each delegate acquire the components needed to implement and measure continuous performance improvement in the workforce aligned with achieving the business goals of each organization.

Course Objectives

At the end of the course delegates will be able to:

  • Developing insight into various facts of HR Audit and thus make the HRM function business oriented
  • Aligning HRM processes with the business goals of the organisation
  • Build the skills participants would require to do HR Audit independently
  • Understanding the various aspects of Balanced Scorecard
  • Using the Balance Scorecard as a strategy execution tool for enhancing the overall productivity of the organisation
  • Understanding the organisational performance models and diagnose the reasons for the lack of performance in an organisation
  • Evaluating the current status of HRM function in an organisation

Course Outline

  • The new human capital management model
  • Data for management
  • Two aspects of human capital
  • What human resources can learn from finance
  • People and information
  • Data-to-value cycle
  • The ROI race
  • Points of measurement

Human Capital’s Contribution: Measurement

Review of Employee Benefits

Acting and Observing

Review of Recruitment and Training

Making Recommendations

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

HRM – Rewards Management System

HRM - Rewards Management System

No Events

Reward management is the new frontier of human resource management. Whether you are in the HR function or line management, the focus has firmly moved to motivating your employees to deliver your corporate goals. But setting the pay and benefits of your employees at the market rate (in your and their perception) is only the starting point. Organisations have to go much further now. They need to understand the ways to involve their employees, to get them more committed to the organisation.

Course Objectives

At the end of the course delegates will be able to:

  • Gain an understanding of total rewards management
  • Discover the five elements of total rewards
  • Understand the critical role of the main drivers — organizational culture, business strategy and human resources strategy
  • Learn the process of designing a successful total rewards strategy

Course Outline

  • Reward in context
  • Grading structures
  • Establishing internal relativities
  • Why have grading structures?
  • Types of grading structures
  • Analytical and non-analytical job evaluation
  • Types of pay structures
  • Equal pay-Setting salaries
  • Employee benefits
  • Rewarding performance
  • Types of bonus schemes individual, group, organisation-wide
  • Incentives
  • Non-financial rewards
  • Motivating employees
  • Building a long-term reward strategy
  • Reward management is an essential tool in dealing with:
  • Rewarding performance
  • Motivation of productivity

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Resources Management – Policies & Implementation

Human Resources Management - Policies & Implementation

City Start Dates Duration Cost Make a booking
Atlanta, United States 04 November 2019 1 week £3,100 Click here
Atlanta, United States 04 November 2019 2 weeks £4,100 Click here

It is often commented that the key asset to any business is its employees. The management of the human resource is therefore a central aspect to business world wide and it is not surprising that the career opportunities for Human Resource Managers are extensive and varied in the public and private sectors of the world. The course aims to develop practitioners who are capable of making an immediate and effective contribution to the HR function within the organisation that employs them.

Course Objectives

At the end of the course delegates will be able to:

  • Enhance your understanding of the systems, policies, techniques and strategies used in effective HR management
  • Develop your skills in strategic thinking and planning, employee assessment, negotiations, counselling and problem solving
  • Understand how to manage organisational change
  • Know how to deal effectively with cross-cultural and diversity issues.

Course Outline

  • People Resourcing & Reward
  • Learning & Development
  • Employee Relations
  • Legal Context of HRM
  • Personal & Professional Development
  • Managing Human Resources in a Business Context
  • Managing Information
  • Human resource strategy and planning
  • Analysing organisation needs
  • Leadership and teambuilding
  • Recruitment and selection
  • Performance appraisal systems
  • Reward
  • Employee development
  • Flexible employment practices
  • Employee relations and communications
  • Managing employee diversity
  • Evaluating human resource management
  • The management of change.

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

HRM – Career and Talent Management

HRM - Career and Talent Management

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 23 September 2019 1 week £3,150 Click here
Dubai, United Arab Emirates 23 September 2019 2 weeks £4,150 Click here

In this competitive scenario where there is immense demand for people and the talent pool is shrinking, Human Resource Management plays a vital role in an organization. Recruitment and Retention of employees is becoming a challenge as well as a concern area for all HR Managers. As some world economy is booming, HR managers will be experiencing tough times ahead in hiring and retaining talent. Hence, it is an integral part of HRM to help employees plan their careers as well as develop talents that the organisation can benefit from.

Course Objectives

At the end of the course delegates will be able to:

  • Increase retention (and lower costs of recruiting).
  • Match organizational needs with the best candidates.
  • Optimized use of existing talent resources.
  • Increase productivity.
  • Make Individual career paths better aligned with broad needs of the organization.
  • Boost morale and increase productivity.
  • Improve workplace engagement.
  • Encourage employees to take active roles in career development.
  • Keep employees’ sights focused on future positions and roles within the organization.
  • Increase value of each employee to employer.

Course Outline

  • The Two Faces of Career Management
  • Formalized Career Development
  • Technology Integrates Career Management Processes
  • Career Management Benefits
  • Individual Development Planning
  • Compensation Systems and Firm Performance
  • Performance Management Systems
  • Human Resource Management and the Law
  • Employee Benefits
  • Training and Development
  • Employee and Labour Relations
  • Analysing management practices

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Human Resources Skills and Knowledge Management

Human Resources Skills and Knowledge Management

No Events

This course examines the conditions in which HRM and knowledge management have become the central links between people, work, and technology in contemporary organisations. This course uses a wide range of concepts to help participants understand the management of people at the level of organisational practices, as well as in the wider, global context of contemporary economy and culture.

Course Objectives

At the end of the course delegates will be able to:

  • Identify, create and distribute knowledge using proven Knowledge Management (KM) practices
  • Analyse and build Social Knowledge Groups (SKG) to contribute and share knowledge
  • Convert tacit knowledge into explicit knowledge for organisational gain
  • Create new workflows to effectively share knowledge
  • Implement technological solutions and maximise your KM technology infrastructure
  • Apply a Knowledge Management architecture throughout your organisation

Course Outline

  • The agenda of HRM in the global economy
  • Knowledge Management and Information Technologies
  • Collecting Knowledge through Social Knowledge Groups (SKG)
  • New forms of organising in the contemporary world
  • Building Workflows for Effective Knowledge Management
  • The rise of management ideas and concepts
  • The rise and growth of HRM theories and techniques
  • The culture of Knowledge Management
  • Challenges and debates
  • Analysing management practices

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Health and Safety in the Workplace

Health and Safety in the Workplace

No Events

This course is designed and presented for those who are involved and/or as appointed with responsibility for the organisations Heath, Safety and Welfare. So regardless as to whether you are a Director, Partner, Manager, Human Resource or Facilities Manager, this course is a must for you.

Course Objectives

At the end of the course delegates will be able to:

Our Objective is to encourage and develop our training delegates’ confidence, ability and understanding in matters of Health & Safety, in order to deal with workplace issues and organisational requirements.

Course Outline

  • First Aid at Work
  • Slips, Trips & Falls
  • Which Acts and Regulations apply
  • Expectant Mothers
  • Temperature, Heating/cooling, Ventilation
  • Health & Safety Policy Statement
  • Young Persons at Work
  • Managing Sickness at Work
  • Employer & Employee duties
  • Home and Lone Workers
  • Lighting at Work
  • Why Risk Assessment
  • Food Hygiene
  • Contractor Responsibility & Safety
  • Disability Discrimination
  • Computer Users
  • Manual Handling
  • Fire Safety and Arrangements
  • Induction Training
  • Stress at Work

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Building an Effective Training Team

Building an Effective Training Team

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 17 February 2020 1 week £2,300 Click here

This is a practical course, which will enable participants to encourage members of their team to work co-operatively with others within their own team and with other departments to optimise their collective contribution. The course covers aspects of team dynamics, leadership and group problem solving

Course Objectives

At the end of the course, delegates will learn how to:

  • Ensure members of the team understand the team goals or objectives
  • Identify and utilise individual strengths
  • Ensure effective communication between team members
  • Encourage challenges and input from team members
  • Develop mutual trust between team members
  • Involve team members in decision-making
  • Manage team lifecycles proactively
  • Recognise and deal with conflict within the team
  • Provide team members with constructive feedback

Course Outline

  • The Power of a Team
  • The Team Climate
  • Team Roles
  • Team Leadership
  • Team Problem-Solving
  • Personal Development Plan

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Best Practice in Compensation Management

Best Practice in Compensation Management

City Start Dates Duration Cost Make a booking
Atlanta, United States 21 October 2019 1 week £2,300 Click here
Atlanta, United States 21 October 2019 2 weeks £3,600 Click here

Employee benefits matter.  Having a workforce that performs to the highest standards in today’s competitive global world is extremely dependent on highly skilled and technically adept workers. This course will focus on the practise of human resource skills within management job roles.  The Internal and external factors that may affect supervision will also be considered, such as personnel standards and processes, bullying, reward and corruption.

 

This course aims to introduce the key elements of the design and structure of compensation packages.  At the end of the course, delegates will be able to understand the value of performance based systems as a business tool and a powerful motivator of employees.

Course Objectives

At the end of the course delegates will be able to:

  • Examine the key elements of best practice in compensation management
  • Identify performance management techniques that work
  • Examine current and emerging trends in compensation and reward
  • Evaluate the uses and benefits of short and long term incentives
  • Match compensation systems and organisational culture

Employee benefits matter.  Having a workforce that performs to the highest standards in today’s competitive global world is extremely dependent on highly skilled and technically adept workers. This course will focus on the practise of human resource skills within management job roles.  The Internal and external factors that may affect supervision will also be considered, such as personnel standards and processes, bullying, reward and corruption.

 

This course aims to introduce the key elements of the design and structure of compensation packages.  At the end of the course, delegates will be able to understand the value of performance based systems as a business tool and a powerful motivator of employees.

Course Objectives

At the end of the course delegates will be able to:

  • Examine the key elements of best practice in compensation management
  • Identify performance management techniques that work
  • Examine current and emerging trends in compensation and reward
  • Evaluate the uses and benefits of short and long term incentives
  • Match compensation systems and organisational culture

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Building Financial Models with Excel

Building Financial Models with Excel

City Start Dates Duration Cost Make a booking
Lagos, Nigeria 07 August 2019 3 days ₦157,500 Click here

A financial model is a quantitative representation of an organisation’s past, present, and future business operations.  Financial models serve as the foundation and basis of standard financial accounting reports, including the Balance Sheet, the Income Statement, and the Statement of Cash Flows. All type of organisations and companies use financial models every day to analyse and plan their business activities. This course will give you a firm understanding of the steps involved in building financial models and you should know how to use Excel to put that understanding to work in the form of a working financial model. This course is designed for managers, accounting managers, auditors and accounting officers both in the public and private sector, who wish to work in a more efficient computerised environment in order to improve performance within the organisation.

Course objective

At the end of the course delegates will be able to:

  • How to build the Master Budget, the Operating Budget and the Financial Budget
  • Building the consolidated financial statements: Balance Sheet, Income Statement and Cash Flow Statement; and free cash flows.
  • Analysing a financial model by using sensitivity analysis to test the assumptions underlying the financial model, contribution margin analyses to assess the fixed and variable cost elements of an organisation’s cost structure, and the financial ratio analysis to measure important financial ratios.

Course Outline

  • The Master Budget
  • Overview of Budgets and Financial Models
  • Operating Budget – Assumptions, Sales, and Collections
  • Operating Budget – Cost of Goods Sold, Inventory, and Purchases
  • Operating Budget – Operating Expenses
  • Operating Budget – Income Statement
  • Financial Budget – Capital Budget and Cash Budget
  • Financial Budget – Balance Sheet
  • Financial Statements and Free Cash Flows
  • Consolidated Financial Statements
  • Free Cash Flows and Dashboard
  • Analysis of a Financial Model
  • Sensitivity Analysis
  • Contribution Margin Analysis
  • Financial Ratios Analysis

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Best Practise in Succession Planning

Best Practise in Succession Planning

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 17 February 2020 1 week £2,300 Click here
Dubai, United Arab Emirates 17 February 2020 2 weeks £3,600 Click here

This course will show you how to prepare your company for succession by identifying, assessing and developing leadership and talent for future vacancies. You will be enlightened on the benefits of why a company promotes from within. Delegates will also learn how to identify examples of criteria for promoting the right people into leadership and determine the most appropriate methods for your employee’s personal development.

Course Objectives

At the end of the course delegates will be able to:

  • Demonstrate an understanding of succession planning and the fit with talent management programmes
  • Discuss the impact of succession managing on business success
  • Facilitate the decision making process to determine the positions to be included in a succession plan
  • Determine the criteria and processes to identify potential successors
  • Implement processes for retaining and developing identified successors
  • Practice some tools and techniques to enable you to implement effective succession planning
  • Develop a succession planning process that is consistent and aligned with existing organizational processes

Course Outline

  • Outline for setting strategic direction
  • Environmental impact analysis
  • Strategic plan impact analysis
  • Strategic planning checklist
  • Structured Interviews
  • Summary of workforce plan
  • Workforce planning team members
  • Financial Services Charter
  • Focus groups
  • Workload assessment (i.e. Employment Status Analysis – permanent, contract, temporary and outsourced)
  • Employee Retention Survey & Focus Group
  • Aids impact analysis
  • Aids Statistics
  • Workforce Analysis
  • Costings analysis
  • Workforce planning readiness checklist
  • Example of Developmental Needs Assessment

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

Call Me Back

Conducting Effective 1:1 Performance Review Meetings

Conducting Effective 1:1 Performance Review Meetings

City Start Dates Duration Cost Make a booking
Dubai, United Arab Emirates 02 September 2019 1 week £7,000 Click here
Dubai, United Arab Emirates 06 April 2020 1 week £7,000 Click here

This course is perfect for managers and leaders who need to ensure that their communication style, tone, approach and impact is well considered and positive, resulting in the desired impact and outcomes. The easiest approach to communication is to revert to a default style without any conscious thoughts about impact. A harder but significantly more rewarding approach is to think before communicating and to apply relevant skills. This course will provide knowledge, understanding, skill and application of a range of communication techniques designed to deliver optimum outputs from the right inputs. Understanding the impacts of verbal and written communication and changing the use of language, tone and style will deliver hugely positive results and greater achievements for all participants. This is a very enlightening course with life changing takeaways.

COURSE OBJECTIVE
At the end of the course delegates will be able to:

  • Develop an innovative approach to 1:1 meetings
  • Shift ownership and accountability to the right person
  • Learn a powerful agenda approach
  • Move from interrogation to a positive coaching conversation
  • Understand and apply relevant psychology
  • Learn a robust approach towards action planning
  • Apply proven management models and theories
  • Gain commitment and motivation to deliver results

COURSE OUTLINE

  • Ownership accountability
  • The GROWTH agenda
  • Positioning is everything
  • Telling versus asking
  • Emotional intelligence Transactional analysis
  • Licence to challenge
  • SMART action planning – the reality Blake & Mouton managerial grid
  • A place for Maslow and the hierarchy of needs The 7 habits of highly effective people
  • The MBLSS model for focussed action planning

Our mission is the development of potentials in individuals and organizations in emerging economies. We believe that economies develop when entities within it are performing to their highest potential.

RELATIONSHIP

People matter to us. We are committed to understanding our clients so that we can serve them better. Our ultimate goal is to foster mutually beneficial longterm relationships with each of our clients that is built on trust.

KNOWLEDGE DISSEMINATION

Our faculty members are experts within their fields, and are supported by a network of dynamic back-office staff. We actively encourage collaboration and knowledge sharing, recognizing that winning ideas come from collaborative thinking. With the wealth of knowledge within our teams and our collaborative ethos, we create an atmosphere that is conducive to learning for all our delegates.

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Human Capital Management

Human Capital Management

Our HRM courses have been specifically designed for organisations who know that their people are their most important assets. For it is only through the creativity, innovation and performance of people that organisations, in all sectors of the economy, can achieve their goals. Our HRM delegates should therefore look to get a thorough grounding in the relevant skills, knowledge and understanding required in this challenging yet highly rewarding field, you also get the chance to develop reflective practices and critical thinking – essential attributes for the effective manager equipped to handle change.

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Human Capital Management

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Senior Executive Retreats & Workshops
Accounting & Financial Management
Banking Operation and Insurance
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Human Capital Management
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HCM Courses

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