Mastering Human Resources Management Courses and HR Certifications

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4500 Euro

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Maximize Your Impact: Effective Personal Productivity Course - (HR 1011)

Introduction</h2>
Achieving high levels of personal productivity isnt a result of luck but the consequence of strategic planning, dedication, and intelligence. In this productivity course, youll gain the essential skills needed to become the high-performing professional organizations across all sectors are searching for. You will learn how to increase personal productivity, be more efficient, and hone your practical skills for professional success.
<h2 dir="ltr">Enhancing Personal Efficiency</h2>
In todays competitive workplace, knowing how to be efficient can make a significant difference in your career trajectory. This course provides personal productivity tips and integrates them into a cohesive long-term professional growth and effectiveness strategy.
<h2 dir="ltr">Target Groups</h2>
<ul>
<li dir="ltr" role="presentation">Human Resources Staff</li>
<li dir="ltr" role="presentation">Coordinators</li>
<li dir="ltr" role="presentation">Employees across all departments and managerial levels</li>
</ul>
<h2 dir="ltr">Course Objectives</h2>
By the end of this productivity training for employees, you will be able to:
<ul>
<li dir="ltr" role="presentation">Recognize the critical role personal responsibility plays in career success.</li>
<li dir="ltr" role="presentation">Enhance your productivity with intelligent, fast, and effective work techniques.</li>
<li dir="ltr" role="presentation">Utilize constructive methods to resolve conflicts.</li>
<li dir="ltr" role="presentation">Become adept at negotiating win/win situations.</li>
<li dir="ltr" role="presentation">Understand and embody the team concept, promoting effective teamwork.</li>
<li dir="ltr" role="presentation">Display initiative and leadership from your current position.</li>
</ul>
<h2 dir="ltr">Targeted Competencies</h2>
<ul>
<li dir="ltr" role="presentation">Teamwork and collaboration</li>
<li dir="ltr" role="presentation">Leadership and initiative</li>
<li dir="ltr" role="presentation">Communication skills</li>
<li dir="ltr" role="presentation">Time management</li>
<li dir="ltr" role="presentation">Negotiation skills</li>
</ul>
<h2 dir="ltr">Course Content</h2>
<h3 dir="ltr">Unit 1: Personal Accountability, Taking Full Responsibility</h3>
<ul>
<li dir="ltr" role="presentation">Understand personal responsibility and its scope.</li>
<li dir="ltr" role="presentation">Identify ways personal responsibility may have been avoided.</li>
<li dir="ltr" role="presentation">Assess your readiness to embrace personal responsibility.</li>
<li dir="ltr" role="presentation">Acknowledge the breadth of choices available to you.</li>
<li dir="ltr" role="presentation">Take ownership of your lifes outcomes.</li>
<li dir="ltr" role="presentation">Find empowerment in accepting responsibility.</li>
<li dir="ltr" role="presentation">Recognize your personal powers boundaries and limits.</li>
</ul>
<h3 dir="ltr">Unit 2: Personal Productivity: Demonstrating Value-Added</h3>
<ul>
<li dir="ltr" role="presentation">Manage time effectively to prioritize critical results.</li>
<li dir="ltr" role="presentation">Set goals extending beyond traditional S.M.A.R.T criteria.</li>
<li dir="ltr" role="presentation">Master project management for daily efficiency.</li>
<li dir="ltr" role="presentation">Conduct productive meetings as a leader or participant.</li>
<li dir="ltr" role="presentation">Utilize quick and effective decision-making and problem-solving.</li>
<li dir="ltr" role="presentation">Learn effective project management steps and guidelines.</li>
<li dir="ltr" role="presentation">Develop work habits that skyrocket personal efficiency.</li>
</ul>
<h3 dir="ltr">Unit 3: Conflict Resolution: The Road to Win-Win</h3>
<ul>
<li dir="ltr" role="presentation">Define unhealthy conflict and ways to avoid it.</li>
<li dir="ltr" role="presentation">Explore and apply different conflict management styles.</li>
<li dir="ltr" role="presentation">Use a model to tailor responses in conflict situations.</li>
<li dir="ltr" role="presentation">Assess your default conflict resolution styles.</li>
<li dir="ltr" role="presentation">Apply a three-step model for conflict resolution.</li>
<li dir="ltr" role="presentation">Adapt your conflict style for better future outcomes.</li>
<li dir="ltr" role="presentation">Master collaborative negotiation for win-win scenarios.</li>
</ul>
<h3 dir="ltr">Unit 4: Teamwork, A Blueprint for High Performance</h3>
<ul>
<li dir="ltr" role="presentation">Understand the team concept and how to enhance teamwork.</li>
<li dir="ltr" role="presentation">Identify the elements of High-Performance Teams.</li>
<li dir="ltr" role="presentation">Differentiate between types of teams in organizations.</li>
<li dir="ltr" role="presentation">Learn about team development stages and dynamics.</li>
<li dir="ltr" role="presentation">Recognize team member styles for improved cooperation.</li>
<li dir="ltr" role="presentation">Develop superior teamwork skills.</li>
<li dir="ltr" role="presentation">Encourage proactive teamwork in your workplace.</li>
</ul>
<h3 dir="ltr">Unit 5: Taking the Initiative: Look for Leadership Opportunities</h3>
<ul>
<li dir="ltr" role="presentation">Recognize the value of initiative and leadership to organizations.</li>
<li dir="ltr" role="presentation">Lead effectively regardless of your position.</li>
<li dir="ltr" role="presentation">Absorb fundamental principles of effective leadership.</li>
<li dir="ltr" role="presentation">Implement actionable leadership behaviors.</li>
<li dir="ltr" role="presentation">Identify moments to lead among colleagues and higher-ups.</li>
<li dir="ltr" role="presentation">Gain practical skills for leading project teams.</li>
<li dir="ltr" role="presentation">Learn to delegate, even if youre not managing others.</li>
</ul>
This efficiency training program is available for productivity certification and incorporates executive productivity tools, time management, and productivity training to offer a holistic learning experience.
<h2> </h2>">

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Developing Personal Effectiveness with Positive Skills - (HR 1013)

Introduction</h2>
Developing personal effectiveness is one of the major cornerstones to achieving professional development and excellence in the corporate world. As S. N. Bremer eloquently stated, Self-mastery is the most important task for human development. This course delves into the essence of personal effectiveness, personal skills training, and effective personal productivity, aiming to cultivate a disciplined, proactive, and positive mindset. This course is a holistic approach to personality development and communication skills, offering you the tools to develop personal effectiveness and maximize your potential in both personal and professional settings.
<h2>What is Personal Effectiveness?</h2>
Personal effectiveness is a measure of ones ability to set and achieve goals, manage time and resources, and communicate with clarity and impact. This course illuminates the various dimensions of personal effectiveness, incorporating personal efficiency, leadership development, and effective communication to bolster professional growth.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders</li>
<li>This communication skills and personality development course suits all departments and employee levels.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this comprehensive personal effectiveness course, participants will be able to:
<ul>
<li>Develop personal effectiveness skills and empower character, which is essential in todays global economy.</li>
<li>Integrate these empowerment and personal effective skills into achieving excellence in all areas of personal and professional life.</li>
<li>Understand the significance and importance of personal effectiveness to professional development.</li>
<li>Equip themselves with personal effectiveness training to maximize potential, develop positive habits, and thus increase personal efficiency and productivity in the workforce.</li>
<li>Understand and control the six basic psychological needs of humans.</li>
<li>Learn how to work effectively, understand work effectively, and improve effectiveness at work.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>To Direct your conscious and subconscious mind for personal effectiveness in personal development.</li>
<li>Overcoming negative thinking and restrictive past experiences.</li>
<li>To Develop an improved self-image and increase personal confidence.</li>
<li>Learning how to practice daily discipline and mirror motivation.</li>
<li>To Speak positive and encouraging words to build personal effectiveness skills.</li>
<li>To Show increased appreciation to others for better interpersonal relationships.</li>
<li>Developing a proactive consciousness and a positive mental attitude.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Mind Empowerment</h3>
<ul>
<li>Understanding the word "think" and how thought precedes all action.</li>
<li>The power of your conscious and subconscious mind.</li>
<li>Realize the power of imagination and the significance of teleological thinking.</li>
<li>Learn how to replace disempowering thoughts and develop a disciplined character.</li>
<li>What does the word "think" really mean?</li>
<li>Thought precedes all action.</li>
<li>Roger Bannister's program to break the 4-minute mile barrier</li>
<li>Understand the power of your conscious, subconscious mind.</li>
<li>Realize the power of your imagination.</li>
<li>How to deal with disempowering thinking</li>
<li>Understand the significance of teleological thinking.</li>
<li>How to use the Replacement Principle</li>
<li>How to create a disciplined character</li>
</ul>
<h3>Unit 2: Self-Image Empowerment</h3>
<ul>
<li>Explore your self-image and its impact on your personal and professional life.</li>
<li>Techniques to overcome a low self-image and build self-esteem.</li>
<li>To Understand how your self-image and perspective affect your emotional responses and circumstances.</li>
<li>Understanding who you are</li>
<li>What is your Self-Image?</li>
<li>Discover the one prime cause for success or failure in life.</li>
<li>Release yourself from other people's expectations.</li>
<li>Know the power of discovering your self-image.</li>
<li>How to overcome a low self-image</li>
<li>Discover the power of choice.</li>
<li>How to build your self-esteem</li>
<li>See what creates your Screen of reality.</li>
<li>How do you see yourself?</li>
<li>Realize that nothing has any perspective other than what you give it.</li>
<li>Check your train of emotional thought.</li>
<li>How do you process an event?</li>
<li>See how your choice affects your circumstances.</li>
<li>Create a new picture of a new you.</li>
<li>How to develop a healthy self-esteem</li>
</ul>
<h3>Unit 3: Attitude Empowerment</h3>
<ul>
<li>Learn about the 85% x 15% attitude success factor.</li>
<li>Techniques for maintaining the right attitude and developing a disciplined character.</li>
<li>Importance of associating with positive and growing people for leadership development and personal effectiveness.</li>
<li>What does "attitude" really mean?</li>
<li>What is the 85% x 15% attitude success factor?</li>
<li>Understand the importance of attitude adjustment.</li>
<li>Mallory's failed expedition to Mt. Everest</li>
<li>How to Maintain the Right Attitude?</li>
<li>Associate with Positive growing people</li>
<li>Listen to and read daily motivational materials.</li>
<li>Enjoy the medicine of genuine laughter.</li>
<li>Have a fresh and new attitude in everything you do</li>
<li>How to create a disciplined character</li>
</ul>
<h3>Unit 4: Word Empowerment</h3>
<ul>
<li>Understand how every declared word has the power to build or destroy.</li>
<li>Learn how to use words for positive word empowerment and making wise decisions.</li>
<li>Every word you speak releases power</li>
<li>Every declared word is empowered positively or negatively.</li>
<li>How your words can build up or destroy a person</li>
<li>Learn what sort of words encourage and build up people.</li>
<li>When you open your mouth, your mind is on parade!</li>
<li>How to make wise decisions</li>
</ul>
<h3>Unit 5: Appreciation Empowerment</h3>
<ul>
<li>Delve into the psychological need for appreciation and its importance.</li>
<li>Techniques for expressing appreciation in the workplace and making it a vital part of your life.</li>
<li>One of the six basic psychological needs of man</li>
<li>Why is appreciation so critical?</li>
<li>Learn the attitude of gratitude.</li>
<li>Express appreciation to those you work with</li>
<li>Discover the statements that build appreciation.</li>
<li>Learn how to express appreciation in a variety of ways.</li>
<li>Learn how to make appreciation a vital part of your life.</li>
</ul>
<h3>Unit 6: Motivation Empowerment</h3>
<ul>
<li>It is understanding the meaning of "motivation" and how it contributes to personal effectiveness training.</li>
<li>To learn how motivation affects your physical well-being and productivity.</li>
<li>Techniques for maintaining a motivated and proactive lifestyle.</li>
<li>What does the word "motivation" really mean?</li>
<li>Learn what motivates you and what motivates other people.</li>
<li>What happens when you are personally motivated?</li>
<li>Find the critical factor in a survey of 100 "most successful business persons in the world."</li>
<li>What does motivation do? Discover the 10 powerful results!</li>
<li>Discover the medical findings and physiological impact that motivation brings to the body.</li>
<li>Find out why we lose motivation.</li>
<li>Learn the 3 significant steps of motivation empowerment.</li>
<li>How to be action-orientated</li>
<li>Develop a proactive lifestyle.</li>
</ul>
This course offers a comprehensive guide to developing personal effectiveness, focusing on various aspects such as personal skills training, communication skills, personal productivity, and leadership development. It equips you with the essential tools to improve your effectiveness at work and grow personally. Join us in this journey towards becoming a more effective individual in both personal and professional settings.">

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Advanced Negotiation & Dispute Resolution: An In-Depth Training Course - (HR 1021)

Introduction</h2>
The capability to negotiate efficiently and effectively is a cornerstone of both professional and personal environments. This course aims to enrich your negotiation skills while also diving deep into the intricacies of dispute resolution mechanisms.
As negotiations are pivotal in various contexts—from team collaborations and human resource management to supplier and customer relationships—it is indispensable to consider the potential for conflicts and disputes. The curriculum provides a comprehensive overview of dispute resolution training courses, negotiation styles, and conflict management strategies to ensure you are well-equipped to navigate challenging situations.
This course will cover the key stages of negotiation, consider how disputes arise, and provide the delegates with a practical toolbox of skills to enable them to follow a structured process. The participants will be introduced to different negotiation styles and tactics and learn how to recognize and counter them. There will be an opportunity for participants to self-assess their skills over the whole range of the negotiation topic, and they will consider the differences between negotiating individually or as part of a team.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders</li>
<li>Human Resource Professionals</li>
<li>Staff from all departments and managerial levels</li>
</ul>
<h2>Course Objectives</h2>
By the completion of this alternative dispute resolution certificate course, participants will be able to:
<ol>
<li>Comprehend the different phases involved in the negotiation process.</li>
<li>Acknowledge the importance of meticulous planning and objective setting for successful outcomes.</li>
<li>Achieve win-win scenarios during the bargaining phase.</li>
<li>Engage in negotiation and conflict management courses with utmost confidence.</li>
<li>Ascertain the root causes of disagreements and disputes.</li>
<li>Recognize the long-term impacts of unresolved disputes on professional and personal relationships.</li>
<li>Utilize effective dispute resolution strategies rather than merely tackling symptoms.</li>
<li>Exercise sensitivity and awareness in situations that are susceptible to disputes.</li>
</ol>
<h2>Targeted Competencies</h2>
<ul>
<li>Understanding the four phases of the negotiation process: Preparation, Discussion, Proposal, Bargaining, and closure.</li>
<li>Advanced negotiation training</li>
<ul>
<li class="ql-indent-1">Negotiation skills</li>
<li class="ql-indent-1">Negotiation styles</li>
</ul>
<li>Executive education conflict management</li>
<li>Communication skills</li>
<li>Non-verbal cues and body language</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Fundamentals of Negotiation</h3>
<ul>
<li>Definition of negotiation</li>
<li>The importance of dispute resolution in contractual agreements</li>
<li>Place of negotiation in the contractual resolution process</li>
<li>The commercial impact of failed negotiations</li>
<li>Best Alternative To a Negotiated Agreement (BATNA)</li>
<li>The four-phase negotiation process:</li>
<ul>
<li class="ql-indent-1">Preparation</li>
<li class="ql-indent-1">Discussion</li>
<li class="ql-indent-1">Proposal</li>
<li class="ql-indent-1">Bargaining & Closure</li>
</ul>
</ul>
<h3>Unit 2: The Negotiators Toolbox</h3>
<h4>Preparation:</h4>
<ul>
<li>Negotiating position establishment</li>
<li>Importance of prioritization</li>
<li>Entry and exit points</li>
<li>Information gathering</li>
<li>Team negotiation roles</li>
</ul>
<h4>Discussion:</h4>
<ul>
<li>Creating a conducive environment</li>
<li>Relationship building strategies</li>
<li>Advanced negotiation course techniques for information acquisition</li>
<li>Different forms of questions—open, closed, and comparative</li>
</ul>
<h4>Proposal:</h4>
<ul>
<li>Conditional and unconditional proposals</li>
<li>Utilizing degrees of freedom in negotiation</li>
<li>Executive negotiation training tips</li>
</ul>
<h4>Bargaining and Closure:</h4>
<ul>
<li>Trading strategies</li>
<li>Concession management</li>
<li>Recording the outcome for future reference</li>
</ul>
<h3>Unit 3: Negotiating Styles, Tactics and Ploys</h3>
<ul>
<li>Addressing cultural and international considerations</li>
<li>Different types of negotiators: Red, Purple, Blue</li>
<li>Non-verbal communication techniques</li>
<li>Interpretation of Signals – arms, legs, and eyes</li>
<li>What is in a handshake?</li>
<li>Spatial zones and spatial awareness</li>
<li>Make time for your friend</li>
<li>Silence as a tactic and how to counter it</li>
<li>Ploys and power plays and how to counter them</li>
</ul>
<h3>Unit 4: Personal Fitness and Dealing with Difficult Negotiations</h3>
<ul>
<li>Distinguishing between interests and positions</li>
<li>Push/pull</li>
<li>Good guy/bad guy</li>
<li>Negotiator as a mediator</li>
<li>Team negotiations and conflict negotiation training</li>
<li>Persuasion and proposal strategies</li>
<li>What’s In It For Me (the WIIFM solution)</li>
<li>Self-assessment for personal skill fitness</li>
</ul>
<h3>Unit 5: Putting it All Into Practice</h3>
<ul>
<li>Negotiation case studies and alternate dispute resolution courses</li>
<li>Team allocation for simulation exercises</li>
<li>Analysis of performance metrics</li>
<li>Dos and Donts of negotiating</li>
<li>Action planning for continuous improvement</li>
</ul>
By undertaking this course, you will enhance your negotiation skills and gain a valuable executive certificate in conflict management. With topics ranging from the basics of negotiation to advanced negotiation training, this course offers a 360-degree view of negotiation and dispute resolution.
<h2>Alternative Dispute Resolution Mechanisms</h2>
In todays complex business world, understanding alternative dispute-resolution mechanisms is crucial for minimizing conflict and reaching amicable agreements. These mechanisms are critical to the negotiation layout, providing structured, non-litigious methods to resolve disputes effectively. This course delves into various such mechanisms, equipping participants with strategies that extend beyond traditional negotiations—highlighting the value and efficacy of alternative dispute resolution certificate courses in fostering collaborative solutions.">

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Masterclass in Effective Internal Communications Strategies - (HR 1024)

Course Introduction</h2>
Effective internal communications help colleagues work to the best of their abilities and develop their skills to ensure everyone is focused on achieving an organization’s goals.
Organizations are only as good as their weakest link. Poor customer service could spoil the work of expensive advertising and marketing campaigns. Employees are also front-line ambassadors for organizations and should be nurtured as a powerful tool for recommendations and referrals.
A good internal communications strategy promotes well-being and productivity and makes people feel valued. Research shows that job satisfaction rather than financial reward is often a stronger motivation for loyalty.
This course shows how to develop a dynamic corporate culture, manage change, and bring the best out of the people you work with.
<h2>Strategic Communication Training: A Key Component</h2>
Understanding and implementing strategic communication practices is vital for the success of any organization, reflecting the necessity for strategic communication training. This course aims to equip participants with a comprehensive understanding of strategic communication courses and how they can be integrated within the internal communications framework to bolster organizational effectiveness.
<h2>Targeted Groups</h2>
<ul>
<li>HR Staff</li>
<li>Managers, Supervisors, and Team Leaders</li>
<li>All Employees Among All Departments and Levels</li>
</ul>
<h2>Course Objectives</h2>
At the end of this course, the participants will be able to:
<ul>
<li>Understand how workplace culture is developed, how to set it, and how to put a value on it</li>
<li>Understand the communication tools needed to create a “can do” attitude among colleagues</li>
<li>Generate a universal willingness for the company or organization to succeed, mainly by generating new ideas</li>
<li>Provide better customer focus and service</li>
<li>Develop tools and techniques for identifying resistance to change and managing it</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Communication skills</li>
<li>Change management</li>
<li>Performance management</li>
<li>Presentation skills</li>
<li>Self-confidence</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Assessing an Organisation’s Culture and Strategic Communications</h3>
<ul>
<li>The role of internal communications</li>
<li>Identifying an organization’s culture – definitions and models</li>
<li>Building a shared vision</li>
<li>The internal communications audit</li>
<li>Who sets the culture?</li>
<li>Objective setting</li>
<li>Personal presentation exercise</li>
</ul>
<h3>Unit 2: Understanding the Needs of Individuals and Strategic Communication Courses</h3>
<ul>
<li>Internal communications strategy</li>
<li>The relationship between Human Resources and Public Relations</li>
<li>Resistance to change</li>
<li>Understanding how individuals are affected by the change</li>
<li>The role of managers in internal communications programs</li>
<li>Personal presentation exercise</li>
</ul>
<h3>Unit 3: Using the Full Range of Communications Tools</h3>
<ul>
<li>The tools for communication: from the notice board to Twitter</li>
<li>Evaluation: how to measure success</li>
<li>Internal communications action plan</li>
<li>The power of brands</li>
<li>Personal presentation exercise</li>
</ul>
<h3>Unit 4: How to React in a Crisis</h3>
<ul>
<li>Managing internal communications in a crisis</li>
<li>Choosing your crisis team</li>
<li>The importance of leaders being visible</li>
<li>Be honest and tell your colleagues first</li>
<li>Personal presentation exercise</li>
</ul>
<h3>Unit 5: Maintaining and Enhancing Performance Levels</h3>
<ul>
<li>Comprehensive performance assessment</li>
<li>Boosting low morale</li>
<li>Recognizing achievement</li>
<li>Analysis of successful internal communications strategies</li>
<li>How government and top companies manage messages</li>
<li>Personal presentation exercise</li>
</ul>
<h2>Masterclass Communications Manager: Fostering Leadership in Communications</h2>
Communication leadership is an indispensable quality for a communications manager. This masterclass will delve into the intricacies of internal communications certification and help managers champion strategic communications within their organizations. Through the internal comms training, participants will be given opportunities to enhance their skills as leaders and become certified professionals adept in managing many internal communication platforms and strategies.">

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Workplace Mediation and Conflict Resolution Skills Course - (HR 1030)

In this comprehensive course, participants will explore the dynamic field of Workplace Mediation and Conflict Resolution. Recognized as an integral skill for personnel and human resource roles, this course delves into the principles and practices essential for navigating and resolving conflicts within the workplace. The curriculum is designed to equip attendees to effectively manage disputes, facilitate discussions, and foster a harmonious work environment.
<h2>Introduction</h2>
This skills-based course covers the new and exciting area of Workplace Mediation and conflict resolution. Workplace mediation is now seen as an essential skill for personnel and human resource professionals and is the fastest-growing area of professional development in modern HR practice.
In any workplace, we can be guaranteed to encounter conflict. Up to 30-40% of a typical manager’s time can be spent dealing with conflict. Senior executives report spending up to 20% of their time in activities involving harassment and dismissal.
A survey conducted by Price Waterhouse and Cornells PERC Institute on Conflict Resolution of over 530 Fortune 1000 corporations stated that 90% of respondents view conflict management as a critical cost-control technique and 88% reported using mediation in the last three years.
Mediation is generally defined as the intervention in a negotiation or a conflict of an acceptable third party with limited decision-making power, who assists the involved parties in voluntarily reaching a mutually acceptable settlement of the issues in a dispute. In addition to addressing the substantive issues, mediation may also establish, strengthen, or terminate the relationships between parties in a manner that minimizes psychological harm. Essentially, mediation is a dialogue or negotiation involving a third party.
<h2>Targeted Groups</h2>
<ul>
<li>Managers</li>
<li>Supervisors</li>
<li>Team Leaders</li>
<li>HR Professionals</li>
<li>Persons who want to get new skills to improve their career</li>
</ul>
<h2>Course Objectives</h2>
At the end of this workplace mediation and conflict resolution course, the participants will be able to:
<ul>
<li>Understand of workplace mediation theory, practice, and methods</li>
<li>Apply a model of effective workplace mediation</li>
<li>Interpret cultural differences that affect the mediation process</li>
<li>Develop their skills in core mediation practice suitable for workplace conflict</li>
<li>Effectively deal with blockages in the mediation process</li>
<li>Understand the basics of reaching and formalizing mediation agreements</li>
<li>Learn how to be aware of one’s abilities and limitations in conducting workplace mediation sessions</li>
<li>Develop an ethical framework for the practice of workplace mediation</li>
<li>Utilize workplace mediation theory, practice, and methods</li>
<li>Apply the 7-step model of effective workplace mediation</li>
<li>Develop awareness of ones tendencies in thinking about and responding to workplace conflict</li>
<li>Develop an understanding that conflict is a natural and necessary part of life and that how one responds to conflict determines if the outcomes are constructive or destructive</li>
<li>Develop an awareness that competition & collaboration are the two main strategies for effective negotiation</li>
<li>Understand cultural differences that affect the mediation process</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Negotiation skills</li>
<li>Conflicts management</li>
<li>Mediation</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Introduction to Mediation Theory & Practice</h3>
<ul>
<li>Models of mediation</li>
<li>The workplace mediation process</li>
<li>Case study: Intervention</li>
<li>Workplace Mediation Video</li>
<li>When mediation works — and when it doesn’t</li>
<li>The Mediator’s role</li>
<li>How mediation differs from other interventions</li>
<li>Limitations of the role</li>
<li>What do you bring to the room?</li>
<li>Active listening refresher</li>
</ul>
<h3>Unit 2: Understanding Conflict & Negotiation</h3>
<ul>
<li>Introducing conflict theory</li>
<li>Thomas-Killman Conflict Mode Instrument (TKI)</li>
<li>Conflict Handling Modes</li>
<li>Resolving Conflict</li>
<li>Elements of Negotiation</li>
<li>Introduction to Reframing Techniques</li>
<li>Stages of Negotiation</li>
<li>The Coleman Raider “Bare-Bones” Model</li>
<li>Possible Negotiation Outcomes</li>
</ul>
<h3>Unit 3: Elements of Workplace Mediation</h3>
<ul>
<li>The 7-step ‘Eastburn’ framework for effective workplace mediation</li>
<li>Introducing Role play methods</li>
<li>Case Study Discussion</li>
<li>Caucusing Role Play</li>
<li>Mediation Role Play</li>
<li>Feedback and discussion on role-plays</li>
<li>Impartiality</li>
</ul>
<h3>Unit 4: Effectiveness of Workplace Mediation</h3>
<ul>
<li>Joint or Co-Mediation</li>
<li>Mediators at Work</li>
<li>Icebergs and elephants</li>
<li>Extensive Co-Mediation Role Plays</li>
<li>Politics of Discourse</li>
<li>Extended role-plays debriefing</li>
<li>Blockages – moving disputants forward</li>
</ul>
<h3>Unit 5: Reaching Agreements & Mediation Ethics</h3>
<ul>
<li>Reaching and formalizing agreements</li>
<li>Agreements Role Plays</li>
<li>Follow-Up</li>
<li>Ethical framework for practice</li>
<li>Ongoing professional development</li>
</ul>
<h2>Enhancing Conflict Resolution Skills in the Workplace</h2>
As part of this course, participants will engage in specialized training modules to refine their aptitude for managing workplace conflicts. These modules include practical scenarios and role-playing exercises that embody real-world conflicts, enabling attendees to translate theory into valuable strategies. Whether through workplace conflict management training courses, workplace conflict resolution courses, or conflict resolution training in the workplace, the tailored content ensures a deep comprehension of both the theory and the practice of conflict mediation. By focusing on workplace conflict resolution training, workplace mediation courses, and mediation courses for workplace dispute resolution, the course serves as a beacon for those seeking to become adept in resolving disputes with poise and professionalism.">

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Advanced Communication and Interpersonal Skills Course - (HR 1037)

Introduction:</h2>
Excellent communication is essential for the creation of a highly effective and productive organization and workforce. In the 21st century, we have more effective ways of communicating than in the past, yet the quality of interpersonal communication is on the decline. The art of building rapport with people is essential for developing trust, openness, and meaningful relationships.
This course investigates tried and trusted management processes, procedures, and methodology used by many blue-chip companies to build productive and cohesive units whilst establishing strong working relationships with people at all levels. In this training course, you will explore behavior, communication, and leadership styles.
<h2 dir="ltr">Targeted Groups:</h2>
<ul>
<li dir="ltr" role="presentation">Employees</li>
<li dir="ltr" role="presentation">Supervisors</li>
<li dir="ltr" role="presentation">Senior and Middle Managers who already have good communication skills and want to take them to the next level</li>
</ul>
<h2 dir="ltr">Course Objectives:</h2>
At the end of this course, the participants will be able to:
<ul>
<li dir="ltr" role="presentation">Identify different approaches to interpersonal relationships.</li>
<li dir="ltr" role="presentation">Improve organizational communications.</li>
<li dir="ltr" role="presentation">Discover different personal listening styles.</li>
<li dir="ltr" role="presentation">Develop skills in building rapport with others.</li>
<li dir="ltr" role="presentation">Practice and use assertiveness skills in different situations.</li>
<li dir="ltr" role="presentation">Say No and disagree with others assertively</li>
<li dir="ltr" role="presentation">Enhance the ability to influence different personalities.</li>
<li dir="ltr" role="presentation">Develop strategies for creating a positive work environment by building and developing motivated teams and individuals through harnessing the power of personal motivation and effective communication</li>
</ul>
<h2 dir="ltr">Targeted Competencies:</h2>
<ul>
<li dir="ltr" role="presentation">Communication skills</li>
<li dir="ltr" role="presentation">Listening skills</li>
<li dir="ltr" role="presentation">Motivating others</li>
<li dir="ltr" role="presentation">Emotional intelligence</li>
<li dir="ltr" role="presentation">Interpersonal skills</li>
</ul>
<h2 dir="ltr">Course Content:</h2>
<h3 dir="ltr">Unit 1: Defining Effective Communication:</h3>
<ul>
<li dir="ltr" role="presentation">Myths in Communication</li>
<li dir="ltr" role="presentation">Elements of Our Communication with Others</li>
<li dir="ltr" role="presentation">Communication Windows</li>
<li dir="ltr" role="presentation">Identifying Approaches to Interpersonal Relationships</li>
<li dir="ltr" role="presentation">Characteristics of Effective Communicators</li>
<li dir="ltr" role="presentation">Communicating within Teams</li>
<li dir="ltr" role="presentation">Organizational Communication</li>
</ul>
<h3 dir="ltr">Unit 2: The Art of Listening:</h3>
<ul>
<li dir="ltr" role="presentation">The Personal Listening Profile</li>
<li dir="ltr" role="presentation">Identifying Listening Approaches</li>
<li dir="ltr" role="presentation">Active Listening Techniques</li>
<li dir="ltr" role="presentation">Effective Listening and Paraphrasing</li>
<li dir="ltr" role="presentation">The Use of Clarification Techniques</li>
</ul>
<h3 dir="ltr">Unit 3: Understanding Others Filter Systems:</h3>
<ul>
<li dir="ltr" role="presentation">Internal Representational Systems</li>
<li dir="ltr" role="presentation">Eliciting Meta Programs</li>
<li dir="ltr" role="presentation">Building Rapport with Others</li>
<li dir="ltr" role="presentation">The Heart of Effective Persuasive Communication</li>
<li dir="ltr" role="presentation">Using Questions as Probes</li>
</ul>
<h3 dir="ltr">Unit 4: Assertiveness Skills:</h3>
<ul>
<li dir="ltr" role="presentation">Definition of Assertiveness</li>
<li dir="ltr" role="presentation">The Power of Self Talk</li>
<li dir="ltr" role="presentation">Assertive Rights and Corresponding Responsibilities</li>
<li dir="ltr" role="presentation">Learning How to Say No</li>
<li dir="ltr" role="presentation">Feedback and Assertiveness</li>
<li dir="ltr" role="presentation">Ten Activities to Practice Assertive Behavior</li>
</ul>
<h3 dir="ltr">Unit 5: Influencing Others:</h3>
<ul>
<li dir="ltr" role="presentation">Secret of Influencing</li>
<li dir="ltr" role="presentation">What Makes an Effective Influencer</li>
<li dir="ltr" role="presentation">Influencing through Rapport</li>
<li dir="ltr" role="presentation">Sources of Individual Power</li>
<li dir="ltr" role="presentation">Understanding Influencing Styles</li>
<li dir="ltr" role="presentation">A Recipe for Successful Influencing</li>
<li dir="ltr" role="presentation">Influencing Different Personalities</li>
</ul>
<h2 dir="ltr">Interpersonal Skills Training for Managers and Employees</h2>
Managers and employees can greatly benefit from our comprehensive interpersonal skills training. The course covers essential techniques and strategies to train interpersonal skills effectively, creating a powerful dynamic in professional engagements. Participants will be involved in interpersonal skills development training activities tailored to the practical needs of managing and collaborating within business contexts. Through interpersonal communication skills training, learners will refine their capacity to communicate effectively, resolve conflicts, and lead with emotional intelligence.
By providing an interpersonal skills training course near participants, we aim to furnish individuals with the resources and knowledge to excel in interpersonal dynamics across various professional settings. Our interactive interpersonal skills courses are designed to offer insights and tools for bolstering relationships within the workplace.
Upon completion, participants will have a stronger foundation in advanced communication skills, which are crucial for success in todays business environment. This communication and interpersonal skills course will propel your professional capabilities, ensuring you emerge as a persuasive communicator and adroit influencer in your sphere of influence.">

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Advanced Communication & Problem Solving Training Course - (HR 1038)

Introduction</h2>
All businesses in the current climate require a competitive edge, which can be achieved through innovative and exciting products and services or through high-caliber, efficient, and effective world-class employees.
Top-performing organizations invest passionately in their most valuable resource - their staff. To uphold high standards, these organizations allocate significant time and energy towards the continuous professional development of their teams and business operations.
Teams proficient in course problem solving are essential for driving business forward, being dedicated to completing tasks in the most efficient manner possible. This level of collaboration and efficacy does not happen by coincidence; it is the result of exemplary leadership, trust, and teamwork. Excellent teams have explicit directions and devised strategies to reach their predetermined objectives.
This course problem solving techniques course dives into the established leadership and management processes, methods, and tools used by leading blue-chip companies to accomplish remarkable outcomes. These organizations utilize powerful management instruments to instill high performance in their employees, safeguarding the future and reputation of their companies through innovative development, exemplary service, and rigorous evaluation. The problem-solving skills course delivers practical solutions to work-related challenges, equipping attendees with actionable strategies for the workplace.
Participants will explore various behavioral patterns, scrutinize leadership styles, and discover how to maximize employee performance using cutting-edge techniques, including Neuro-Linguistic Programming (NLP) and Emotional Intelligence (EQ).
<h2 dir="ltr">Targeted Groups</h2>
<ul>
<li dir="ltr" role="presentation">Head of Departments</li>
<li dir="ltr" role="presentation">Managers</li>
<li dir="ltr" role="presentation">Supervisors</li>
<li dir="ltr" role="presentation">Team Leaders</li>
<li dir="ltr" role="presentation">HR Professionals</li>
<li dir="ltr" role="presentation">Employees across all departments and managerial levels</li>
</ul>
<h2 dir="ltr">Course Objectives</h2>
By the conclusion of this advanced communication course, participants will be able to:
<ul>
<li dir="ltr" role="presentation">Develop immediately applicable skills and abilities for the workplace</li>
<li dir="ltr" role="presentation">Recognize and manage personal style and behavior preferences</li>
<li dir="ltr" role="presentation">Enhance communication skills for increased efficacy</li>
<li dir="ltr" role="presentation">Formulate strategies for fostering a positive work environment</li>
<li dir="ltr" role="presentation">Delegate tasks and motivate employees effectively</li>
<li dir="ltr" role="presentation">Construct and develop cohesive teams</li>
<li dir="ltr" role="presentation">Adapt behavior to build lasting rapport with different personalities</li>
<li dir="ltr" role="presentation">Understand the pivotal roles in boosting and cultivating staff capabilities</li>
<li dir="ltr" role="presentation">Utilize personal motivation to drive success</li>
<li dir="ltr" role="presentation">Offer and interpret feedback on performance and perception effectively</li>
<li dir="ltr" role="presentation">Advance leadership skills for more profound impact</li>
<li dir="ltr" role="presentation">Collaboratively approach problem-solving tasks</li>
<li dir="ltr" role="presentation">Comprehend and apply a creative problem-solving process</li>
<li dir="ltr" role="presentation">Analyze the roots of problems comprehensively</li>
<li dir="ltr" role="presentation">Generate and assess ideas critically</li>
<li dir="ltr" role="presentation">Develop and implement practical action plans</li>
<li dir="ltr" role="presentation">Achieve heightened awareness of self and leadership potential</li>
<li dir="ltr" role="presentation">Tailor leadership approaches to benefit teams and departments</li>
<li dir="ltr" role="presentation">Adapt to different individual’s needs effectively</li>
<li dir="ltr" role="presentation">Bolster decision-making aptitudes in oneself and others</li>
<li dir="ltr" role="presentation">Employ sound decision-making techniques for problem-solving</li>
<li dir="ltr" role="presentation">Nurture key leadership styles to manage relationships effectively</li>
</ul>
<h2 dir="ltr">Targeted Competencies</h2>
<ul>
<li dir="ltr" role="presentation">NLP and Emotional Intelligence</li>
<li dir="ltr" role="presentation">Advanced problem solving</li>
<li dir="ltr" role="presentation">Emotional Intelligence</li>
<li dir="ltr" role="presentation">Creativity and Innovative Thinking</li>
<li dir="ltr" role="presentation">Communication and Interpersonal Skills</li>
<li dir="ltr" role="presentation">Employee Motivation Strategies</li>
<li dir="ltr" role="presentation">Assertiveness for Leadership</li>
<li dir="ltr" role="presentation">Leadership and Team Development</li>
<li dir="ltr" role="presentation">Management Processes Evaluation</li>
<li dir="ltr" role="presentation">Team Building and Leadership</li>
<li dir="ltr" role="presentation">Flexibility and Adaptability</li>
<li dir="ltr" role="presentation">Performance Improvement</li>
<li dir="ltr" role="presentation">Effective Decision-Making Skills</li>
</ul>
<h2 dir="ltr">Course Content</h2>
<h3 dir="ltr">Unit 1: How to Build Lasting Rapport</h3>
<ul>
<li dir="ltr" role="presentation">Mastering the art of rapport building</li>
<li dir="ltr" role="presentation">Identifying and responding to various behavioral traits</li>
<li dir="ltr" role="presentation">Modifying personal behavior to align with others</li>
<li dir="ltr" role="presentation">Developing a keen perception of non-verbal cues</li>
<li dir="ltr" role="presentation">Creating connections that foster trust and commitment</li>
<li dir="ltr" role="presentation">Embracing empathy to appreciate others experiences and viewpoints</li>
<li dir="ltr" role="presentation">Reading and interpreting body language to gauge reactions</li>
</ul>
<h3 dir="ltr">Unit 2: Self Awareness</h3>
<ul>
<li dir="ltr" role="presentation">Understanding the key concepts of NLP</li>
<li dir="ltr" role="presentation">Exploring the link between NLP and Emotional Intelligence</li>
<li dir="ltr" role="presentation">Harnessing your emotions for greater self-awareness</li>
<li dir="ltr" role="presentation">Eliciting emotions</li>
<li dir="ltr" role="presentation">Recognizing unconscious messages and trusting intuition</li>
<li dir="ltr" role="presentation">The significance of self-talk</li>
<li dir="ltr" role="presentation">Delving into Maslow’s Hierarchy of Needs</li>
<li dir="ltr" role="presentation">Differentiating between internal and external referencing</li>
<li dir="ltr">Unit 3: Crystal Clear Communication</li>
<li dir="ltr" role="presentation">Effective listening and questioning methods</li>
<li dir="ltr" role="presentation">Cognition patterns in communication</li>
<li dir="ltr" role="presentation">Awareness of communication filters</li>
<li dir="ltr" role="presentation">Employing metaphors for enhanced understanding</li>
<li dir="ltr" role="presentation">Utilizing sub-modalities in communication</li>
<li dir="ltr" role="presentation">Practicing perceptual positions for clarity</li>
<li dir="ltr" role="presentation">Establishing climates of trust</li>
<li dir="ltr" role="presentation">Formulating well-defined outcomes</li>
<li dir="ltr" role="presentation">Participatory communication exercises</li>
</ul>
<h3 dir="ltr">Unit 4: Empathy</h3>
<ul>
<li dir="ltr" role="presentation">Revising techniques to detect communication signals</li>
<li dir="ltr" role="presentation">Conveying and interpreting first impressions</li>
<li dir="ltr" role="presentation">Unraveling the secrets of body language</li>
<li dir="ltr" role="presentation">Grasping the fundamentals of how we communicate</li>
<li dir="ltr" role="presentation">Overcoming communication barriers</li>
<li dir="ltr" role="presentation">Understanding the mechanics of truthful and deceitful communication</li>
<li dir="ltr" role="presentation">Recognizing diverse learning styles</li>
<li dir="ltr" role="presentation">Modeling excellence by observing how others perform tasks efficiently</li>
</ul>
<h3 dir="ltr">Unit 5: Motivation</h3>
<ul>
<li dir="ltr" role="presentation">Analyzing logical levels of change</li>
<li dir="ltr" role="presentation">The role of values in stirring motivation</li>
<li dir="ltr" role="presentation">Drawing out personal and organizational values</li>
<li dir="ltr" role="presentation">Uncovering the secrets of employee motivation</li>
<li dir="ltr" role="presentation">Setting goals that inspire action</li>
<li dir="ltr" role="presentation">Shaping a constructive future vision for the organization</li>
<li dir="ltr" role="presentation">Assessing the feasibility of positive outcomes</li>
<li dir="ltr" role="presentation">Envisioning and stepping towards the future</li>
</ul>
<h3 dir="ltr">Unit 6: The Psychology of Problem Solving and Decision Making</h3>
<ul>
<li dir="ltr" role="presentation">Engaging in collaborative problem-solving activities</li>
<li dir="ltr" role="presentation">Introduction to the importance of problem-solving and decision making</li>
<li dir="ltr" role="presentation">A glance at psychological theories and thought</li>
<li dir="ltr" role="presentation">Correlation between values, problem-solving, and decision making</li>
<li dir="ltr" role="presentation">Psychological type and Lateral Thinking for Problem Solving</li>
<li dir="ltr" role="presentation">Insights revealed by psychological types</li>
<li dir="ltr" role="presentation">Fostering lateral thinking with the ZIGZAG model</li>
<li dir="ltr" role="presentation">Analyzing case studies on individual and group decision-making processes</li>
</ul>
<h3 dir="ltr">Unit 7: Developing Decision Making Skills</h3>
<ul>
<li dir="ltr" role="presentation">Balancing analytical and intuitive decision making</li>
<li dir="ltr" role="presentation">The split-brain theory and problem-solving skills enhancement</li>
<li dir="ltr" role="presentation">Cultivating openness to novel ideas in decision making</li>
<li dir="ltr" role="presentation">Encouraging idea mobility within teams</li>
<li dir="ltr" role="presentation">Grasping the creative solving process among individuals and groups</li>
<li dir="ltr" role="presentation">Employing the IDEAL problem-solving methodology</li>
</ul>
<h3 dir="ltr">Unit 8: Applying Effective Decision Making Skills in the Workplace</h3>
<ul>
<li dir="ltr" role="presentation">Promoting creative problem-solving for ongoing improvement</li>
<li dir="ltr" role="presentation">Tackling obstacles that hinder creative thinking</li>
<li dir="ltr" role="presentation">Understanding convergent and divergent thought processes</li>
<li dir="ltr" role="presentation">Diversifying thinking skills for problem resolution</li>
<li dir="ltr" role="presentation">Applying SCAMPER techniques for problem analysis</li>
<li dir="ltr" role="presentation">Utilizing SCAMPER for informed decisions</li>
</ul>
<h3 dir="ltr">Unit 9: Making Mental Blocks to Decision Making a Thing of the Past</h3>
<ul>
<li dir="ltr" role="presentation">Contesting self-imposed mental blocks</li>
<li dir="ltr" role="presentation">Thinking creatively beyond established boundaries</li>
<li dir="ltr" role="presentation">Stimulating a flow of novel ideas</li>
<li dir="ltr" role="presentation">Earning support for innovative concepts</li>
<li dir="ltr" role="presentation">Critically assessing new suggestions</li>
<li dir="ltr" role="presentation">Leading creatively during brainstorming and resolution sessions</li>
</ul>
<h3 dir="ltr">Unit 10: Effective Leadership and the Dynamic Problem Solving Team</h3>
<ul>
<li dir="ltr" role="presentation">Ensuring alignment with the companys core mission</li>
<li dir="ltr" role="presentation">Supporting autonomous employee actions</li>
<li dir="ltr" role="presentation">Endorsing unofficial yet productive activities</li>
<li dir="ltr" role="presentation">Valuing the role of serendipity in solutions</li>
<li dir="ltr" role="presentation">Appreciating diverse sources of inspiration</li>
<li dir="ltr" role="presentation">Facilitating intra-company dialogue for effective problem-solving</li>
<li dir="ltr" role="presentation">Crafting a personal action plan for leadership and problem-solving</li>
</ul>">

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Commanding Presence: Advanced Communication and Presentation Skills - (HR 1039)

Introduction</h2>
This highly interactive program has a dual focus. Week one combines communication and interpersonal skills and reveals tried and tested tools used by many blue-chip companies that generate successful personal and organizational outcomes. Participants will explore their own behavioral and leadership styles and learn how to fully engage and develop employees by using state-of-the-art techniques grounded in Neuro-Linguistic Programming (NLP), Emotional Intelligence (EI), and psychometric testing.
Week two explores the practical art of communicating to groups and larger audiences. In todays business world, presenting with clarity and confidence is an increasingly valued leadership skill, yet many people have a fear of communicating with larger groups and audiences.
This advanced communication and presentation skills course will take the stress out of presenting by offering a series of strategies that facilitate perfect presentations and give the presenter a commanding presence.
<h2 dir="ltr">Harnessing Executive Presence through Advanced Training</h2>
As part of a continuous commitment to excellence in communication, we introduce a specialized segment dedicated to executive presentation training. Participants will receive rigorous coaching designed to elevate their executive presentation skills to new heights. This focused training will enable professionals to articulate their ideas with eloquence and represent their organizations with distinction.
<h2 dir="ltr">Targeted Groups</h2>
<ul>
<li dir="ltr" role="presentation">Head of Departments</li>
<li dir="ltr" role="presentation">Managers</li>
<li dir="ltr" role="presentation">Supervisors</li>
<li dir="ltr" role="presentation">Team Leaders</li>
<li dir="ltr" role="presentation">HR Professionals</li>
<li dir="ltr" role="presentation">Employees among all departments and managerial levels</li>
</ul>
<h2 dir="ltr">Course Objectives</h2>
At the end of this advanced communication and presentation skills course, the participants will be able to:
<ul>
<li dir="ltr" role="presentation">Develop communication skills and abilities which can be put to immediate use in the workplace</li>
<li dir="ltr" role="presentation">Recognize personal communication styles and behavioral preferences that impact the influence we have on other people and groups</li>
<li dir="ltr" role="presentation">Develop strategies for creating a positive work environment and manage conflict effectively</li>
<li dir="ltr" role="presentation">Recognize different behavioral styles and learn to adapt to them to build lasting rapport</li>
<li dir="ltr" role="presentation">Identify the essential components of a great presentation and how to implement them in practice</li>
<li dir="ltr" role="presentation">Learn to use appropriate body language, voice, and tone to create a positive and lasting first impression in every situation and presentation</li>
<li dir="ltr" role="presentation">Build a commanding presence to communicate with impact and influence</li>
<li dir="ltr" role="presentation">Learn how to be able to construct an impressive, engaging presentation from preparation to delivery</li>
<li dir="ltr" role="presentation">Learn to tailor their message to the needs of the audience</li>
<li dir="ltr" role="presentation">Learn to project the voice with confidence and effect</li>
<li dir="ltr" role="presentation">Pace a presentation to increase clarity, enhance presence and hold the attention of an audience</li>
<li dir="ltr" role="presentation">Develop greater confidence to deliver business presentations to teams, organizations, and clients</li>
<li dir="ltr" role="presentation">Learn effective use of visual aids</li>
</ul>
<h2 dir="ltr">Targeted Competencies</h2>
<ul>
<li dir="ltr" role="presentation">NLP and Emotional Intelligence</li>
<li dir="ltr" role="presentation">Problem Solving and Decision Making</li>
<li dir="ltr" role="presentation">Communication and Interpersonal Skills</li>
<li dir="ltr" role="presentation">Self-awareness</li>
<li dir="ltr" role="presentation">Assertive presence</li>
<li dir="ltr" role="presentation">Business presentation skills</li>
<li dir="ltr" role="presentation">Planning and Organising</li>
</ul>
<h2 dir="ltr">Course Content</h2>
<h3 dir="ltr">Unit 1: How to Build Lasting Rapport</h3>
<ul>
<li dir="ltr" role="presentation">The art of building lasting rapport</li>
<li dir="ltr" role="presentation">How to identify behavioral traits and react to them</li>
<li dir="ltr" role="presentation">How to modify your behavior to match others</li>
<li dir="ltr" role="presentation">Sharpen your senses to the signals others are sending you</li>
<li dir="ltr" role="presentation">Connect with colleagues and clients at a level that creates deeper trust and commitment</li>
<li dir="ltr" role="presentation">Step into another person’s shoes to better appreciate their experiences and motivations</li>
<li dir="ltr" role="presentation">Read body language to understand how others are thinking and responding to you</li>
</ul>
<h3 dir="ltr">Unit 2: Self Awareness</h3>
<ul>
<li dir="ltr" role="presentation">Key concepts of NLP</li>
<li dir="ltr" role="presentation">The relationships between NLP and Emotional Intelligence</li>
<li dir="ltr" role="presentation">Connecting your feelings for greater self-awareness</li>
<li dir="ltr" role="presentation">Eliciting emotions</li>
<li dir="ltr" role="presentation">Noticing your unconscious messages and following your intuitions</li>
<li dir="ltr" role="presentation">Self-talk and what it means</li>
<li dir="ltr" role="presentation">Maslow’s Hierarchy of Needs</li>
<li dir="ltr" role="presentation">Internal and external referencing</li>
</ul>
<h3 dir="ltr">Unit 3: Crystal Clear Communication</h3>
<ul>
<li dir="ltr" role="presentation">Powerful listening and questioning techniques</li>
<li dir="ltr" role="presentation">Thinking patterns</li>
<li dir="ltr" role="presentation">Filters to communication</li>
<li dir="ltr" role="presentation">The use of Metaphors</li>
<li dir="ltr" role="presentation">Sub-modalities</li>
<li dir="ltr" role="presentation">Perceptual positions</li>
<li dir="ltr" role="presentation">Climates of trust</li>
<li dir="ltr" role="presentation">Well-formed outcomes</li>
<li dir="ltr" role="presentation">Communication exercises</li>
</ul>
<h3 dir="ltr">Unit 4: Empathy</h3>
<ul>
<li dir="ltr" role="presentation">Review how to sharpen your senses to the signals others are sending you</li>
<li dir="ltr" role="presentation">Communicating first impressions</li>
<li dir="ltr" role="presentation">The secrets of body language</li>
<li dir="ltr" role="presentation">How we communicate</li>
<li dir="ltr" role="presentation">Filters to communication</li>
<li dir="ltr" role="presentation">Understanding the science of lying</li>
<li dir="ltr" role="presentation">Learning Styles</li>
<li dir="ltr" role="presentation">Modeling – how others do things</li>
</ul>
<h3 dir="ltr">Unit 5: Motivation</h3>
<ul>
<li dir="ltr" role="presentation">Logical levels of change</li>
<li dir="ltr" role="presentation">The importance of values in motivation</li>
<li dir="ltr" role="presentation">Eliciting values for yourself and your organization</li>
<li dir="ltr" role="presentation">The secrets of motivation</li>
<li dir="ltr" role="presentation">Setting goals that motivate</li>
<li dir="ltr" role="presentation">Creating a positive future for your organization</li>
<li dir="ltr" role="presentation">Testing your well-formed outcomes</li>
<li dir="ltr" role="presentation">Stepping into the future</li>
</ul>
<h3 dir="ltr">Unit 6: The Building Blocks of Effective Business Presentations</h3>
<ul>
<li dir="ltr" role="presentation">To fail to prepare is to prepare to fail</li>
<li dir="ltr" role="presentation">Fears and concerns about presenting</li>
<li dir="ltr" role="presentation">Working together and the feedback process</li>
<li dir="ltr" role="presentation">Pre-prepared presentation on the subject of personal choice. Presentation</li>
<li dir="ltr" role="presentation">Key learnings and outcomes</li>
<li dir="ltr" role="presentation">Organizing your presentation – Who?, What? and Why?</li>
</ul>
<h3 dir="ltr">Unit 7: Giving Structure to Your Business Presentation</h3>
<ul>
<li dir="ltr" role="presentation">Who is your audience? What are their needs?</li>
<li dir="ltr" role="presentation">Key elements of the message and why required?</li>
<li dir="ltr" role="presentation">Structuring the message: the BOMBER process (bang/ opening/ message/bridge/ examples/ recap)</li>
<li dir="ltr" role="presentation">Brainstorming materials</li>
<li dir="ltr" role="presentation">Stage management, the physical environment, and visual aids</li>
<li dir="ltr" role="presentation">Practical Presentation: opportunity to repeat delivery of I or differing choice</li>
</ul>
<h3 dir="ltr">Unit 8: The Psychology of Presenting: Controlling Self, Stress and Emotions</h3>
<ul>
<li dir="ltr" role="presentation">Top ten fears – irrational fears of presenting</li>
<li dir="ltr" role="presentation">Handling nervous reactions</li>
<li dir="ltr" role="presentation">Vocal projection: stories and anecdotes</li>
<li dir="ltr" role="presentation">The psychology of presenting (left and right brain) and maintaining audience interest</li>
<li dir="ltr" role="presentation">VHF - NLP - engaging the audience lighthouse techniques</li>
<li dir="ltr" role="presentation">Planning for presentation</li>
</ul>
<h3 dir="ltr">Unit 9: Business Presentations With Style</h3>
<ul>
<li dir="ltr" role="presentation">Managing your audience</li>
<li dir="ltr" role="presentation">Handling difficult questions</li>
<li dir="ltr" role="presentation">Handling difficult people!</li>
<li dir="ltr" role="presentation">Personal Reflections of presentation</li>
</ul>
<h3 dir="ltr">Unit 10: Fine-Tuning for Perfect Presenting</h3>
<ul>
<li dir="ltr" role="presentation">Assessing personal performance</li>
<li dir="ltr" role="presentation">Advanced tools to involve the audience</li>
<li dir="ltr" role="presentation">Top Ten closing tips for business presenting</li>
<li dir="ltr" role="presentation">Self-belief: Positive affirmations about presenting</li>
<li dir="ltr" role="presentation">Business performance coaching for success</li>
<li dir="ltr" role="presentation">Action planning for personal, team and organizational improvement</li>
</ul>">

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HR Metrics and Analytics Training Course - (HR 1044)

Introduction</h2>
The HR function is a high-value-added part of the organization and is crucial in developing and implementing corporate strategy. This HR metrics and analytics course is because of the growing importance of human capital in organizational success.
The HR function needs to be more effective as a strategic partner in the organization rather than a purely administrative function. Such an HR function will drive and deliver change rather than react to it.
After participating in the HR metrics and analytics course to achieve this highly desired HR prize, the HR function must develop its ability to measure how HR decisions affect the organization and how its decisions affect human capital. In short, the HR function needs to develop better metrics and analytics to become a true strategic partner.
Once the metrics are established, the organization must develop HR policies that react to the messages. The HR metrics and analytics course will also consider the type of HR policies being developed in response to the usual range of messages from the metrics and analytics.
<h2>Targeted Groups</h2>
<ul>
<li>Head of HR</li>
<li>HR Managers</li>
<li>HR Professionals</li>
<li>Persons who want to get new knowledge to improve their career</li>
</ul>
<h2>Course Objectives</h2>
At the end of this HR metrics and analytics course, the participants will be able to:
<ul>
<li>Examine the use of internal and external measurement frameworks that establish the contribution of the HR function</li>
<li>Conduct detailed Problem analysis assessments</li>
<li>Identify appropriate Decision-Making options</li>
<li>Make decisions based on evidence rather than opinion</li>
<li>Understand the principles of organizational change</li>
<li>Understand the theory around organizational change</li>
<li>Drive strategic change rather than react to it</li>
<li>Design an external analytical framework</li>
<li>Consider the messages revealed by analysis and measurement</li>
<li>Develop HR policy responses to a range of messages from metrics and analytics</li>
<li>Develop a strategic role for the HR function</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Analytical thinking</li>
<li>Problem identification</li>
<li>Decision making</li>
<li>Business awareness</li>
<li>Capability development</li>
<li>Change leadership</li>
<li>Information seeking</li>
<li>Strategy delivery</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Corporate Strategy</h3>
<ul>
<li>The context for HR</li>
<li>Strategic Business Planning</li>
<li>Corporate Social Responsibility</li>
<li>Human Capital Management</li>
<li>How to make things happen – use of business action plan</li>
<li>The difference between HRM and Personnel Management</li>
<li>The new shape and function of tomorrows HR departments</li>
</ul>
<h3>Unit 2: HR Tools and Methods</h3>
<ul>
<li>What should be measured?</li>
<li>The effectiveness of the HR function</li>
<li>HR headcount ratios</li>
<li>Administrative cost per employee</li>
<li>Time to fill vacancies</li>
<li>Filling the skills gap</li>
<li>Satisfaction surveys</li>
<li>Internal Frameworks</li>
<li>Morale</li>
<li>Motivation</li>
<li>Investment</li>
<li>Long-Term Development</li>
<li>External Perception</li>
<li>Learning and Development</li>
<li>Job analysis</li>
<li>Job evaluation</li>
<li>Capability review</li>
<li>RACE</li>
<li>Methods</li>
</ul>
<h3>Unit 3: Driving Organisational Change</h3>
<ul>
<li>Theories of organization change and how to use them</li>
<li>The Softer Side of HR</li>
<li>Avoiding a blame culture</li>
<li>The relationship between HR and the Line</li>
<li>The New Roles in the HR Function</li>
</ul>
<h3>Unit 4: HR Metrics and Analytics with Action</h3>
<ul>
<li>Change Management</li>
<li>Employee Relations</li>
<li>The relationship between HR and the Line</li>
<li>The Use of Competencies</li>
<li>Employee Development</li>
<li>Succession Planning</li>
</ul>
<h3>Unit 5: Driving Organisational Change</h3>
<ul>
<li>Connecting HR Metrics and Analytics with Action</li>
<li>Employee Motivation</li>
<li>Empowerment and Accountability</li>
<li>Performance Management The four-stage process – agreeing objectives, feedback, coaching, and appraisal</li>
<li>Conclusion and Action Planning</li>
</ul>
<h2>Specialized HR Analytics and Metrics Section</h2>
For professionals seeking to deepen their understanding of HR analytics and metrics, this training includes a specialized section dedicated to these topics. Here, participants will delve into the intricacies of HR data analytics training, understand what HR analytics and metrics are, and receive comprehensive insights into workforce analytics course material. This human resource analytics course will equip you with the knowledge and skills to obtain HR analytics certification.
This HR metrics and analytics course module is aligned with human capital institute courses. It includes strategic metrics, learning metrics, and analytics, emphasizing the role of HR metrics and workforce analytics in strategic HR decision-making. Participants will also explore various HR analytics classes and look into options for an HR analytics certificate program. The training is ideal for data analytics for HR professionals courses, those looking to become an HR analyst, and for obtaining an HR analytics certification.">

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Advanced Problem Solving & Decision Making Training Course - (HR 1051)

Introduction:</h2>
Why do some people find problem-solving an exciting challenge, whereas others find it stressful? How do some managers make quick and productive decisions while others procrastinate until the last minute? Which of the two statements best describes your attitude to problem-solving and decision-making? The answer to the first two questions is that the first group works through a tried and tested methodology to improve their effectiveness and efficiency in finding solutions and strategic pathways to get things done.
These skills can be learned, and this advanced problem-solving and decision-making program investigates how to be a proactive team player in problem-solving and strategic decision-making.
This highly interactive and fun advanced problem-solving and decision-making course takes a step-by-step journey through the pathways of moving your organization from identifying the root of the problem to creating innovative solutions and turning them into actionable and practical decisions.
<h2>Targeted Groups:</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders.</li>
<li>Head of Sections.</li>
<li>This advanced problem-solving and decision-making course suits all employees across all departments and levels.</li>
</ul>
<h2>Strategic Decision-Making and Complex Problem-Solving:</h2>
In this advanced problem-solving and decision-making course, participants will delve deep into strategic decision-making, complex problem-solving methods, and critical thinking.
The advanced problem-solving and decision-making course equips professionals to analyze complex business scenarios and develop data-driven strategies by emphasizing data analysis and data analytics for decision-making.
This advanced curriculum is designed to enhance problem-solving training courses and sharpen decision-making skills essential for navigating the demanding landscape of business decision-making.
Participants in the advanced problem-solving and decision-making course will evolve into decisive leaders capable of formulating clear courses of action in high-stakes environments.
<h2>Course Objectives:</h2>
At the end of this decision-making skills training course, the participants will be able to:
<ul>
<li>Select and apply pragmatic methods for effective problem-solving and decision-making.</li>
<li>Appreciate how values, bias, and personality can impact the solutions we create</li>
<li>Utilize a structured approach to generate productive solutions.</li>
<li>Assess personal and organizational creativity and set an agenda for progression.</li>
<li>Explore and apply various problem-solving techniques that generate creative solutions.</li>
<li>Develop the decisive skills that define competent and credible leadership.</li>
</ul>
<h2>Targeted Competencies:</h2>
<ul>
<li>Emotional Intelligence</li>
<li>Problem-Solving</li>
<li>Creativity</li>
<li>Management processes</li>
<li>Communication</li>
<li>Building and Leading Teams</li>
<li>Flexibility and versatility</li>
<li>Effective decision-making skills</li>
</ul>
<h2>Course Content:</h2>
<h3>Unit 1: The Psychology of Problem-Solving and Decision-Making:</h3>
<ul>
<li>A synopsis of psychological thought</li>
<li>Values, Problem-Solving, and Decision-Making</li>
<li>Psychological type and Lateral Thinking for Problem Solving</li>
<li>What psychological type reveals about me and my preferences</li>
<li>Using a team approach to encourage lateral thinking: ZIGZAG model</li>
<li>Individual or group decision-making: case studies</li>
</ul>
<h3>Unit 2: Developing Decision-Making Skills:</h3>
<ul>
<li>Using your left brain and right brain to make decisions</li>
<li>Split-brain theory for developing practical problem-solving skills</li>
<li>Growing openness to new ideas in making decisions</li>
<li>Promoting idea mobility in teams</li>
<li>Understanding the creative solving process in individuals and teams</li>
<li>IDEAL problem-solving approach</li>
</ul>
<h3>Unit 3: Applying Effective Decision-Making Skills in the Workplace:</h3>
<ul>
<li>Encouraging creative problem-solving for continuous improvement</li>
<li>Removing blocks to creative problem-solving</li>
<li>Convergent versus Divergent Thinking</li>
<li>Divergent Thinking Skills for solving problems</li>
<li>Using SCAMPER techniques to approach problem-solving</li>
<li>Applying SCAMPER techniques to make effective decisions</li>
</ul>
<h3>Unit 4: Making Mental Blocks to Decision-Making a Thing of the Past:</h3>
<ul>
<li>Challenging self-imposed assumptions</li>
<li>Thinking outside the box</li>
<li>Increasing new ideas</li>
<li>Getting people behind your ideas</li>
<li>Evaluating new ideas</li>
<li>Creative leadership during problem-solving and decision-making sessions</li>
</ul>
<h3>Unit 5: Effective Leadership and the Dynamic Problem-Solving Team:</h3>
<ul>
<li>Ensuring alignment with the corporate mission</li>
<li>Encouraging self-initiated activity</li>
<li>Endorsing Unofficial activity</li>
<li>Enhancing Serendipity</li>
<li>Importance of appreciating diverse stimuli</li>
<li>Practicing within-company communication for problem-solving</li>
<li>Developing a personal action plan</li>
</ul>">

Amman (Jordan)

3200 Euro

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Advanced Business Presentation Skills Training Course - (HR 1052)

Introduction:</h2>
Many people have a fear of presenting in public. This advanced business presentation skills program is designed to remove the fear and stress of giving by offering tools and techniques that facilitate great presentations.
The ability to present ideas and concepts through the advanced business presentation skills course is an increasingly valuable skill within the modern workplace. Further, it is required at all levels within the organization. The ability to influence groups of people and create momentum for action is rewarding, both for the individual and the organization. For many, the challenge is to develop the confidence to present. Whether a seasoned orator or a novice, focusing on advanced communication skills can dramatically improve your business presentation skills and enhance your credibility through planning, preparation, and practice.
In this advanced business presentation skills program, participants will practice presenting in a supportive environment and learn how to structure their materials to create engaging presentations that inform, educate, and entertain their audiences.
In the advanced business presentation skills course, they will learn to perfect their communication and presentation skills by mastering advanced presentation techniques such as effective use of body language, the importance of tone and projection, and the paramount need to make a good early impression.
This advanced business presentation skills course, one of the best courses for presentation skills, builds on existing abilities and seeks to enhance performance and develop confidence by providing a structured approach combined with practice sessions and focused feedback.
The advanced business presentation skills program positions presenting as a means for delegates to meet their professional goals rather than an exercise that creates fear and apprehension.
<h2>Advanced Presentation Skills Development:</h2>
Developing advanced presentation skills is about more than just addressing an audience. It's about constructing a compelling narrative.
This advanced business presentation skills course section will empower you to harness advanced communication skill sets that are pivotal for creating impactful presentations.
Participants in the advanced business presentation skills will delve into advanced PowerPoint skills and other visual aids that can elevate a simple presentation into a memorable and practical session.
<h2>Targeted Groups:</h2>
<ul>
<li>Individuals with leadership potential.</li>
<li>Individuals being developed for promotion.</li>
<li>Individuals who need to communicate effectively to fulfill their role.</li>
<li>Individuals who can disseminate newly learned skills within the workplace.</li>
<li>Individuals who want to build lasting rapport with those around them.</li>
</ul>
<h2>Course Objectives:</h2>
At the end of this advanced business presentation skills course, the participants will be able to:
<ul>
<li>Identify the essential components of a presentation - who, what, why, where, when.</li>
<li>Meet the needs of the audience and organize information clearly and concisely.</li>
<li>Create a dynamic introduction, deliver a powerful message, and make a memorable exit.</li>
<li>Utilize mind-mapping techniques to assist in planning.</li>
<li>Work from simple prompts to avoid over-reliance on scripts or slides.</li>
<li>Implement methods for varying vocal tones and body language.</li>
<li>Develop strategies for handling questions and engaging demanding audiences.</li>
<li>Control and manage the stress that is often created.</li>
<li>Discuss the benefits and pitfalls of various visual-aid options and audience seating arrangements.</li>
<li>Tailor their message to the audience's needs, projecting confidence and efficacy.</li>
<li>Pace a presentation to enhance presence and captivate the audience.</li>
<li>Make optimal use of visual aids to support the communication process.</li>
</ul>
<h2>Targeted Competencies:</h2>
<ul>
<li>Presentation skills</li>
<li>Communication skills</li>
<li>Planning and organizing</li>
<li>Influence and Personal Impact</li>
<li>NLP (techniques for emotional control)</li>
</ul>
<h2>Course Content:</h2>
<h3>Unit 1: The Building Blocks of Effective Business Presentations:</h3>
<ul>
<li>To fail to prepare is to prepare to die.</li>
<li>Fears and concerns about presenting.</li>
<li>Working together and the feedback process.</li>
<li>Pre-prepared presentation on the subject of personal choice.</li>
<li>Key learnings and outcomes.</li>
<li>Organizing your presentation – Who? What? and Why?</li>
</ul>
<h3>Unit 2: Giving Structure to Your Business Presentation:</h3>
<ul>
<li>Recognize your audience and their needs.</li>
<li>Key components of the message and its significance.</li>
<li>The BOMBER process for structuring the message: bang, opening, message, bridge, examples, recap.</li>
<li>Brainstorming materials.</li>
<li>Stage management, the physical environment, and visual aids.</li>
<li>Repeat delivery of previous presentations for refinement.</li>
</ul>
<h3>Unit 3: The Psychology of Presenting: Controlling Self, Stress, and Emotions:</h3>
<ul>
<li>Addressing the top fears surrounding presenting.</li>
<li>Methods for managing nervous reactions.</li>
<li>Vocal projection techniques harnessing stories and anecdotes.</li>
<li>The psychology of maintaining audience interest.</li>
<li>NLP and VHF techniques to engage audiences.</li>
</ul>
<h3>Unit 4: Business Presentations With Style:</h3>
<ul>
<li>Techniques for managing and engaging your audience.</li>
<li>Strategies for handling difficult questions.</li>
<li>Handling difficult people!</li>
<li>Practical presentation skills.</li>
<li>Recording and video feedback for self-assessment.</li>
<li>Personal reflections and continuous improvement in presentation style.</li>
</ul>
<h3>Unit 5: Fine-Tuning for Perfect Presenting:</h3>
<ul>
<li>Assessing personal performance and advancement.</li>
<li>Advanced tools and techniques to keep the audience involved.</li>
<li>Strategies for impactful closings.</li>
<li>Top ten closing tips for business presenting skills.</li>
<li>Positive affirmations and self-belief enhancement.</li>
<li>Business performance coaching for success.</li>
<li>Action planning for individual, team, and organizational development.</li>
</ul>
By the conclusion of this advanced presentation skills training course, participants will be equipped with the ability to give a stellar presentation and the confidence and advanced presentation skill sets that make a significant difference in business communications.">

London (UK)

03 - 07 Feb 2025

5500 Euro

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Mind, Attitude & Motivation Power for Professional Excellence - (HR 1055)

Introduction</h2>
According to the Harvard Business Review, 85% of the reason a person gets, keeps, and performs well in a job depends on their ATTITUDE and only 15% on their APTITUDE. (Aptitude is your University degree, diploma, training, and knowledge) It has been found that most Companies spend almost all their training budget on technical and skill development.
However, today, cutting-edge companies and organizations are selecting and incorporating peak performance training and personal development to increase the performance and productivity of their staff.
The well-known Cox Report of American Business unequivocally stated that As many as 94% of the top executives of Fortune 500 Companies attributed their success more to ATTITUDE than any other ingredient! Professional excellence is primarily determined by harnessing and maximizing mind, attitude, and motivation power.
Highly interactive, inspirational, and motivational in the course mind, attitude, and motivation power for professional excellence that will turbo-charge your personal and business life.
This mind, attitude, and motivation power for professional excellence course will bring about incredible, positive mindset changes and give you lifestyle attitudes that will motivate your life to an exciting new level!
<h2>Targeted Groups</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders.</li>
<li>Also, this mind, attitude, and motivation power for the professional excellence course suits all the staff in all departments and levels.</li>
</ul>
<h2>Course Objectives</h2>
At the end of this mind, attitude, and motivation power for professional excellence course, the participants will be able to:
<ul>
<li>Explain the significance and impact of the mind.</li>
<li>Identify the power of choices, decisions, and actions.</li>
<li>Show how attitude and interpersonal relationships affect every area of our lives.</li>
<li>Develop specific life management skills.</li>
<li>Know how to motivate yourself and others.</li>
<li>Develop proactive motivation as a way of life.</li>
<li>Appreciate the power of their mind.</li>
<li>Understand how to use their creative subconscious mind.</li>
<li>Understand the importance of interpersonal relationship skills.</li>
<li>Learn the steps of how to use attitudinal behavior daily.</li>
<li>Learn about Life management skills to bring success into every area of their lives.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Understand and harness the power of your mind.</li>
<li>Use your subconscious to move forward into a dynamic new dimension.</li>
<li>Understand what attitude and self-image power living is all about.</li>
<li>Appreciate why positive attitudinal behavior is crucial for business success.</li>
<li>Highly motivate yourself and train and equip others to do the same.</li>
<li>Make a paradigm shift to achieve a dynamic, highly motivated lifestyle.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Harnessing the Power of Your Mind</h3>
<ul>
<li>Understanding your fantastic brain.</li>
<li>The importance of the mind.</li>
<li>Handling the challenge of change and transition.</li>
<li>Sowing and reaping principle - Cause and effect.</li>
<li>How has conditioning affected your life?</li>
<li>Understand your conscious and subconscious mind.</li>
<li>How to re-program your subconscious mind?</li>
<li>Learn how to deal with destructive fear.</li>
</ul>
<h3>Unit 2: Selective and Creative Thinking</h3>
<ul>
<li>Discover the principle of replacement.</li>
<li>How do we deal with destructive thoughts?</li>
<li>Find out why enthusiasm is so important.</li>
<li>A mindset indicator.</li>
<li>How do you develop a positive mindset channel?</li>
<li>Communication between your mind and your body.</li>
<li>Dr. Bernie Seigle's observations.</li>
<li>Teleological thinking.</li>
<li>Develop a positive self-image and creative thinking.</li>
<li>Your perspective will affect everything you do.</li>
</ul>
<h3>Unit 3: Discover The Significance of Attitudinal Living</h3>
<ul>
<li>What does attitude mean?</li>
<li>Find the most significant discovery of the 20th. Century.</li>
<li>Discover the power of personal and corporate resilience.</li>
<li>See how your attitude will position you.</li>
<li>Why do we need an attitude adjustment?</li>
<li>Advantages of a positive mental attitude.</li>
<li>How do you overcome a negative mental attitude with a PMA?</li>
<li>How do you maintain the right attitude?</li>
</ul>
<h3>Unit 4: Attitude Management</h3>
<ul>
<li>Discover the Golden Rule of Interaction.</li>
<li>What is the extra-mile principle?</li>
<li>Learn the 85% - 15% success principle.</li>
<li>Discover the psychology of a winning smile.</li>
<li>Please find out how successful people manage their lives.</li>
<li>Develop an attitude of personal determination and persistence.</li>
<li>See how your attitude affects your fellow staff and customers.</li>
</ul>
<h3>Unit 5: Mind Set Motivation</h3>
<ul>
<li>Understand the as a man thinks principle.</li>
<li>Know the power of the cassette and CDs on the mind.</li>
<li>The power of repetition.</li>
<li>Why is motivation so important? What does it mean?</li>
<li>Motivation creates energy.</li>
<li>The critical activity of the 100 most successful businessmen.</li>
<li>Goal setting motivation.</li>
<li>Discover what momentum motivation will do for you.</li>
<li>The 2 significant types of motivation.</li>
<li>35 ways to stay motivated.</li>
<li>What does it mean to be proactive in every area of your life?</li>
</ul>">

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Effective Negotiation, Persuasion & Critical Thinking Course - (HR 1058)

Introduction</h2>
Alliances in business are a natural route for development, but not all contracting relationships can be categorized as alliances. For a long-term and successful business alliance, a foundation of trust, openness, and practiced negotiation skills by the involved parties is essential.
Negotiation stands at the core of every endeavor to achieve objectives, be it structuring an agreement, bargaining for goods or services, or finalizing a deal. The ultimate aim of negotiation should be to culminate in a win/win scenario, which is a hallmark of enduring alliances.
This effective negotiation, persuasion, and critical thinking course offer a comprehensive training course framework for effective negotiation, a cornerstone in building and nurturing business alliances—from relationship-building critical thinking to prioritizing objectives.
<h2>Targeted Groups</h2>
<ul>
<li>Individuals from various business disciplines</li>
<li>Delegates keen to enhance their negotiation skills in alliance formation</li>
<li>Delegates who regularly interact with external vendors or clientele</li>
<li>Departmental Heads seeking to create inter-departmental alliances for achieving targets</li>
</ul>
<h2>Course Objectives</h2>
After this persuasion training, participants in the effective negotiation, persuasion, and critical thinking course will be able to:
<ul>
<li>Craft a framework for scrutinizing current alliances and formulate an effective negotiation plan and strategy</li>
<li>Practice and refine influence and persuasion skills</li>
<li>Adopt appropriate behaviors for each stage of negotiation to ensure the delivery of positive outcomes</li>
<li>Recognize and neutralize typical negotiating schemes</li>
<li>Employ critical thinking for strategizing their negotiation approach</li>
<li>Define a blueprint for the analysis of business alliances</li>
<li>Utilize persuasion skills during negotiation</li>
<li>Manage and cancel challenging negotiators by employing aggressive tactics</li>
<li>Grasp the fundamental principles of persuasion and their significance in negotiations</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Appreciation of how alliances can prosper through constructive relationships</li>
<li>Effective persuasion and influence in interpersonal communications</li>
<li>Leveraging key components of influence</li>
<li>Communication abilities for delivering impactful messages</li>
<li>Critical thinking skills</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Developing Alliances</h3>
<ul>
<li>Characteristics of a strategic alliance and its market effects</li>
<li>Culture, perception, and their impact on alliance building</li>
<li>Fostering trust through communication and achieving alliance goals throughout its life cycle</li>
<li>Recognizing personality traits that strengthen or hinder negotiation</li>
<li>Addressing communication barriers to sustain relationships</li>
<li>Strategies for development review and action planning</li>
</ul>
<h3>Unit 2: Influence & Persuasion Skills in Managing The Alliance</h3>
<ul>
<li>Challenges and strategies for individual and group meetings</li>
<li>The influential role of active listening, both in positive and adverse circumstances</li>
<li>Rules for significant presentations to maximize impact</li>
<li>Synchronizing body language with logic, credibility, and enthusiasm</li>
<li>Feedback mechanisms and action planning</li>
</ul>
<h3>Unit 3: Strategy in Negotiation Skills for Partners and Allies</h3>
<ul>
<li>Steps to achieve a win/win negotiation</li>
<li>Collaborative bargaining keys in partnerships</li>
<li>Understanding and application of leverage</li>
<li>Recognizing negotiation stratagems and ploys</li>
<li>Methods for dealing with tough negotiators and overcoming obstacles</li>
<li>Ethical considerations in negotiation</li>
</ul>
<h3>Unit 4: Higher Level Negotiation Skills for Challenging Situations</h3>
<ul>
<li>Tuning into signals and interpreting informal information</li>
<li>Navigating through setbacks, missteps, and challenges</li>
<li>Cultivating a trust-based environment</li>
<li>Advanced conversational techniques</li>
<li>Focusing efforts on the needs of alliance partners</li>
</ul>
<h3>Unit 5: Maintaining Alliances - Critical Thinking for Decision Making</h3>
<ul>
<li>Gaining control and leveraging both formal and informal information</li>
<li>Identification, analysis, and verification of sources and assumptions</li>
<li>Problem framing and breakdown</li>
<li>Making decisions when under pressure</li>
<li>Reevaluating strategic alliances and crafting a personal action plan</li>
</ul>">

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Managing Priorities, Performance & Stress Training Course - (HR 1078)

Introduction:</h2>
In an ever-increasing pace of Life and Business, removing stress and operating with heightened sensory understanding becomes even more important.
Firstly, most people deny being stressed or affected by internal or external factors. Secondly, the most important thing you have is not money or other things; it is TIME; you can’t save it, you can’t stop it, and you will run out of it, so why not learn how to use it properly? As the cost of stress to the employer continues to grow, organizations must recognize stress in their employees and train management to manage stress productively.
A recent survey showed that 1 in 5 people report their work as very or extremely stressful, citing the nature of their work, relationships at work, or their employer as the cause.
<h2>Enhancing Time Management to Reduce Stress:</h2>
In the managing priorities, performance, and stress course, you will gain an understanding and implement effective time management strategies, which is a powerful way to reduce workplace stress.
This time management training course will provide methodologies that can aid in minimizing stress by emphasizing priorities, optimizing planning, and managing the relationship between time and stress.
As a result, participants in this managing priorities, performance, and stress course gain insights into how time management minimizes stress, improving well-being and productivity.
<h2>Targeted Groups:</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders</li>
<li>HR Professionals</li>
<li>Employees from all departments and managerial levels</li>
</ul>
<h2>Course Objectives:</h2>
At the end of this managing priorities, performance, and stress course, the participants will be able to:
<ul>
<li>Identify and reduce stress in themselves and others</li>
<li>Develop ways of Managing the most important element: TIME</li>
<li>Take charge of their state of Mind</li>
<li>Maximize performance and motivation at work</li>
<li>Improve health and happiness</li>
<li>Have a positive economic impact on individual and team performance</li>
<li>Use NLP to change the way they think</li>
<li>Identify and deal with the causes of stress and how time affects you and others</li>
<li>Resolve inner conflict and reduce negative internal dialogue</li>
<li>Release their full potential and achieve well-formed goals continuously</li>
<li>Learn to Reframe situations and always see the positive</li>
</ul>
<h2>Targeted Competencies:</h2>
<ul>
<li>Time management</li>
<li>Stress management</li>
<li>Prioritizing</li>
<li>Performance management</li>
<li>Communication skills</li>
<li>NLP and Emotional Intelligence</li>
</ul>
<h2>Course Content:</h2>
<h3>Unit 1: Managing Your Job:</h3>
<ul>
<li>Managing yourself and the resources at your disposal.</li>
<li>What are you and your team trying to achieve?</li>
<li>Defining your objectives and key result areas.</li>
<li>Establishing responsibilities and priorities.</li>
</ul>
<h3>Unit 2: Practical Time Management & Planning Activities:</h3>
<ul>
<li>Effective use of diaries, time planners, time logs, etc.</li>
<li>Criteria for prioritizing – urgent and important.</li>
<li>Planning and scheduling your activities.</li>
<li>Dealing with interruptions and distractions – staying focused.</li>
<li>Managing time under pressure.</li>
<li>Developing a proactive approach to short, medium, and long-term plans.</li>
</ul>
<h3>Unit 3: Managing Yourself:</h3>
<ul>
<li>Investing time and effort to achieve more in the future.</li>
<li>Your time management behavior – preferred working styles.</li>
<li>Personal effectiveness – a guide to self-discipline.</li>
<li>Highlighting personal ‘time-stealers’ and areas of weakness.</li>
</ul>
<h3>Unit 4: Managing Others & Meetings:</h3>
<ul>
<li>Managing people, managers, colleagues, team members, and customers.</li>
<li>Getting more things done through assertive behavior.</li>
<li>Making the most of meetings as a participant or chairperson.</li>
</ul>
<h3>Unit 5: Effective Delegation:</h3>
<ul>
<li>The rules of effective delegation - overcoming personal preferences and prejudices.</li>
<li>Using delegation as a means of coordinating the workload of your team/department.</li>
<li>Freeing up your time.</li>
<li>Developing staff.</li>
</ul>
<h3>Unit 6: Ongoing Self-Development:</h3>
<ul>
<li>Review your management of time at regular intervals.</li>
<li>Overcoming your old habits.</li>
<li>Maintaining your new standards.</li>
</ul>
<h3>Unit 7: Communicating with Excellence Getting Results:</h3>
<ul>
<li>The Rules of Communication.</li>
<li>Overcoming personal attitudes.</li>
<li>Stereotypes, Prejudices, and Beliefs.</li>
<li>Why do People Do What They Do and Influence for Results?</li>
</ul>
<h3>Unit 8: Managing Pressure in the Workplace:</h3>
<ul>
<li>Moving from reactive to proactive.</li>
<li>Working to prioritize when everything is urgent.</li>
<li>Taking control through planning and time management.</li>
<li>Managing conflicting demands from more than one person.</li>
</ul>
<h3>Unit 9: Understanding Stress and its Causes:</h3>
<ul>
<li>What is Stress? - Recognizing the physical and behavioral signs of stress in the Mind and Body.</li>
<li>What contributes to workplace pressures? – The top ten causes.</li>
<li>The impact of stress on personal performance – the positive and negative effects of stress.</li>
<li>Recognizing the signs of stress in ourselves.</li>
<li>Maintaining an effective balance between home and work.</li>
<li>How can gaining control of your Mind reduce or eliminate stress?</li>
<li>The symptoms of short-term and long-term stress.</li>
<li>Recognizing your stress response and that of others.</li>
<li>Learning to recognize your stress level and key stressors.</li>
<li>The major causes of stress are at work and home.</li>
<li>How do you develop self-belief to overcome stress?</li>
<li>When stress aids performance and when stress detracts from performance.</li>
</ul>
<h3>Unit 10: Different Stress and Behavioural Patterns:</h3>
<ul>
<li>Learning behavior types: passive, aggressive, passive-aggressive, and assertive.</li>
<li>How do conscious and sub-conscious thinking affect behavior?</li>
<li>Developing self-assertiveness to achieve greater control over stress.</li>
<li>Improving your communication skills to manage aggression, anxiety, and conflict with others.</li>
</ul>
<h3>Unit 11: Handling Stress Positively, A Positive Mindset:</h3>
<ul>
<li>Stress-handling strategies for you and your team.</li>
<li>Maintaining an effective balance between home and work.</li>
<li>Changing your mindset – seeing the positive side of change in the workplace.</li>
<li>Motivating yourself and others under pressure.</li>
<li>Developing a preventative rather than remedial approach to team problems.</li>
<li>How the mind-focus techniques can reverse negativity into positive action?</li>
</ul>">

Online

26 Jan - 06 Feb 2025

3200 Euro

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Effective People Skills & Interpersonal Skills Training for Managers - (HR 1079)

Introduction</h2>
All businesses in the current environment need a competitive edge. It can be gained through innovative and exciting products and services or effective and efficient world-class employees.
Top-performing organizations are passionate about their most valuable resource - their staff. Through effective people skills and interpersonal training, for managers to maintain their high standards, a large proportion of their time and energy is spent on continuous professional development, not only of their employees but also of their business.
This effective people and interpersonal skills training for managers course investigates the tried and trusted management processes, procedures, and methodology many blue-chip companies use. They use the tools to develop high levels of performance from their staff. It ensures their companies' future and reputation through innovative development, service, and evaluation.
Participants in this effective people skills and interpersonal skills training for managers course offer practical solutions to work-related issues.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders</li>
<li>HR Staff</li>
<li>Employees in all departments who want to improve their profile</li>
</ul>
<h2>Course Objectives</h2>
At the end of this effective people skills and interpersonal skills training for managers course, the participants will be able to:
<ul>
<li>Develop skills and abilities that can be used immediately in the workplace.</li>
<li>Recognize personal style and behavior preferences.</li>
<li>Build effective communication skills.</li>
<li>Develop strategies for creating a positive work environment.</li>
<li>Learn how to delegate and motivate.</li>
<li>Build and develop teams.</li>
<li>Recognize differing behavioral styles and learn to adapt to them to build lasting rapport.</li>
<li>Understand the key roles they have in encouraging and developing their staff.</li>
<li>Harness the power of personal motivation.</li>
<li>Give and receive feedback on performance and perception.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>NLP and Emotional Intelligence</li>
<li>Problem Solving and Decision Making</li>
<li>Communication and Interpersonal Skills</li>
<li>Motivating Staff</li>
<li>Assertiveness</li>
<li>Building and Leading Teams</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Mastering the Art of Interpersonal Communication</h3>
The art of interpersonal communication lies in building lasting rapport. It requires understanding how to identify others' behavioral traits and adapt your communication styles to enhance interpersonal effectiveness. Participants will learn the following:
<ul>
<li>The art of building lasting rapport.</li>
<li>How do we identify behavioral characteristics and react to them?</li>
<li>How do you modify your behavior to match others?</li>
<li>Sharpen your senses to the signals others are sending you.</li>
<li>Connect with colleagues and clients at a level that creates deeper trust and commitment.</li>
<li>Step into another person's shoes to better appreciate their experiences and motivations.</li>
<li>Read body language to understand how others are thinking and responding to you.</li>
</ul>
<h3>Unit 2: Self-Awareness and Personal Growth</h3>
Cultivating self-awareness is a foundation for effective interpersonal skills development training. Participants will be introduced to the fundamental concepts of NLP and discover how emotional intelligence plays a crucial role in interpersonal relations. Key takeaways from this unit include:
<ul>
<li>Key concepts of NLP.</li>
<li>The relationships between NLP and emotional intelligence.</li>
<li>Connecting your feelings for greater self-awareness.</li>
<li>Eliciting emotions.</li>
<li>Noticing your unconscious messages and following your intuitions.</li>
<li>Self-talk and what it means.</li>
<li>Maslow's hierarchy of needs.</li>
<li>Internal and external referencing.</li>
</ul>
<h3>Unit 3: Crystal Clear Communication for Managers</h3>
To be an effective communicator, one must employ powerful listening and questioning techniques. This course unit will cover various thinking patterns and introduce filters in communication that often distort messages. Participants will engage in exercises focusing on:
<ul>
<li>Powerful listening and questioning techniques.</li>
<li>Thinking patterns.</li>
<li>Filters to communication.</li>
<li>The use of metaphors.</li>
<li>Sub-modalities.</li>
<li>Perceptual positions.</li>
<li>Climates of trust.</li>
<li>Well-formed outcomes.</li>
<li>Communication exercises.</li>
</ul>
<h3>Unit 4: Empathy: The Core of Interpersonal Skills Training for Employees</h3>
Empathy is crucial for meaningful interactions and successful management. Throughout this unit, we will reexamine the significance of empathy, explore how to communicate effectively through nonverbal signals, and appreciate diverse communication styles. Subjects covered include:
<ul>
<li>Review how to sharpen your senses to the signals others are sending you.</li>
<li>Communicating first impressions.</li>
<li>The secrets of body language.</li>
<li>How do we communicate?</li>
<li>Filters to communication.</li>
<li>Understanding the science of lying.</li>
<li>Learning styles.</li>
<li>Modeling and how others do things?</li>
</ul>
<h3>Unit 5: Motivation and Leadership Through People Skills</h3>
This unit delves into motivation and how it is a powerful tool for inspiring teams and leading with influence. From understanding logical levels of change to aligning personal and organizational values, participants will master the art of setting and achieving motivating goals. Key learnings feature:
<ul>
<li>Logical levels of change.</li>
<li>The importance of values in motivation.</li>
<li>Eliciting values for yourself and your organization.</li>
<li>The secrets of motivation.</li>
<li>Setting goals that motivate.</li>
<li>Creating a positive future for your organization.</li>
<li>Testing your well-formed outcomes.</li>
<li>Stepping into the future.</li>
</ul>
By the end of this effective people skills and interpersonal skills training for managers course, managers and leaders will have an enriched understanding of interpersonal dynamics, enhanced communication skills, and practical tools for leadership through people skills. This comprehensive approach will contribute to the continued professional growth of participants, positioning them as valuable assets within their organizations.">

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Achieving Career Success: Breakthrough Strategies for Workplace Excellence - (HR 1081)

Introduction</h2>
Boost your career success by developing strong, soft skills, technical proficiency, and a mindset of excellence in the workplace.
Throughout this workplace excellence strategies for boosting your career success course, we will focus on actionable strategies you can apply to achieve workplace excellence, improve your communication skills, and increase your value within any professional setting.
Get ready to recharge yourself with new energy to propel your career, increase job satisfaction, and add excellent value to your organization.
The course on workplace excellence strategies for boosting your career success will show you how. You will learn the combination of attributes and skills you need to accelerate your career positively and successfully along your professional path, now and into the future. Become a positive force for your organization, customers, and colleagues.
<h2>Additional Skills for Excellence in the Workplace</h2>
Here, we will explore strategies for managing diversity in the workplace, enhancing social communication strategies for improving joy, and practical strategies for resolving workplace conflict.
You'll also gain insights into communication strategies for the global workplace and how to excel with technical communication. We will also investigate workplace stress management strategies and delve into techniques for improving workplace communication.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders.</li>
<li>Employees in all departments.</li>
<li>Employees who want to get excellent knowledge to enhance their profile.</li>
</ul>
<h2>Course Objectives</h2>
At the end of this workplace excellence strategies for boosting your career success course, the participants will be able to:
<ul>
<li>Take charge of your career and personal life for more significant growth and satisfaction.</li>
<li>Develop winning relationships by building strong trust.</li>
<li>Communicate honestly, directly, and professionally in all areas.</li>
<li>Develop and access the vast resources of their creativity.</li>
<li>Develop emotional hardiness to face daily challenges effectively.</li>
<li>Take full responsibility for their lives and their success.</li>
<li>Increase their productivity by working smarter, faster, and better.</li>
<li>Resolve conflict situations constructively by applying practical negotiation skills.</li>
<li>Understand the team concept, how to be a team player, and promote teamwork.</li>
<li>Demonstrate initiative and leadership skills from their current position.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Self-management.</li>
<li>Personal Effectiveness.</li>
<li>Interpersonal relationships.</li>
<li>Communication.</li>
<li>Creative thinking.</li>
<li>Negotiation skills.</li>
<li>Building trust.</li>
<li>Teamwork and collaboration.</li>
<li>Leading and accomplishing results through others.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Taking Charge of Your Career: The Journey Begins</h3>
<ul>
<li>Build your professional reputation and credibility.</li>
<li>Develop your unique value proposition and "brand."</li>
<li>Add value to your organization by providing the results all employers seek.</li>
<li>Learning to learn: strategies for lifelong learning and development.</li>
<li>Finding coaches and mentors and building your professional network.</li>
<li>Avoid the career killers – people, places, and things.</li>
<li>Uncover and tap all the resources available for your career development.</li>
<li>Commit to becoming a high performer and reap the rewards of excellence.</li>
</ul>
<h3>Unit 2: Building Winning Relationships: Trust and Collaboration</h3>
<ul>
<li>Experience the consequences of win-lose and win-win strategies.</li>
<li>Learn how to achieve win-win relationships.</li>
<li>Understand what is meant by "TRUST".</li>
<li>Know the difference between responsibility for and responsibility to another.</li>
<li>Learn a credo for your relationships.</li>
<li>Understand what you do that weakens others when you intend to help.</li>
<li>Learn the valuing process as a skill to strengthen others.</li>
<li>Employ RAM (Relationship Asset Management) strategies.</li>
</ul>
<h3>Unit 3: Communication Skills for Today's Professional: Your Message Power</h3>
<ul>
<li>Why becoming a great communicator will empower you and boost your career.</li>
<li>Learn about people's perceptions and viewpoints and how they differ.</li>
<li>Master the basics of face-to-face communication.</li>
<li>Learn to understand and improve your listening skills.</li>
<li>The four styles of communication and how to employ them.</li>
<li>Make skillful presentations to one or many.</li>
<li>Learn to exchange helpful feedback.</li>
<li>The principles of positive influence and persuasion.</li>
</ul>
<h3>Unit 4: Creative Thinking and You: Key to Working Smart</h3>
<ul>
<li>Opening your mind to clear and inspired thinking.</li>
<li>Developing a whole-picture perspective.</li>
<li>The II and T thinking steps.</li>
<li>Combining reasoning, emotion, and inspiration.</li>
<li>How do we generate alternative ideas?</li>
<li>Tapping into your inner wisdom.</li>
<li>Evaluating alternatives on their merits.</li>
<li>The Six Lens approach for whole-brain optimization.</li>
</ul>
<h3>Unit 5: Emotional Resilience: Handling Life's Challenges</h3>
<ul>
<li>Learn how you respond to challenging or upsetting events (key moments).</li>
<li>Explore and understand the patterns in your responses to critical moments.</li>
<li>Learn the process for exploring the consequences of your behavior.</li>
<li>Learn to choose positive behaviors and feelings during your key moments.</li>
<li>Identify and challenge the distortions in your interpretations.</li>
<li>Learn a method for changing weakening beliefs to empowering beliefs.</li>
<li>Learn and practice the principle of balance.</li>
<li>Meeting the challenge of change and stress.</li>
</ul>
<h3>Unit 6: Personal Accountability: Taking Full Responsibility</h3>
<ul>
<li>Learn the meaning and nature of personal responsibility.</li>
<li>Understand how you avoid taking responsibility for yourself.</li>
<li>Assess your willingness to accept personal responsibility.</li>
<li>Allow yourself to see the choices available in your life.</li>
<li>Claim "ownership" for the results of your life.</li>
<li>Understand the power and freedom that comes from accepting responsibility.</li>
<li>Understand the extent and limitation of your energy.</li>
</ul>
<h3>Unit 7: Personal Productivity: Demonstrating Value-Added</h3>
<ul>
<li>Manage your time and priorities for results.</li>
<li>Setting goals beyond S.M.A.R.T.</li>
<li>Project management skills for everyday task effectiveness.</li>
<li>Make meetings work better whether you lead or participate.</li>
<li>Understand the team concept and excel in teamwork.</li>
<li>Learn to make decisions and solve problems quickly.</li>
<li>Project management steps.</li>
<li>Tools.</li>
</ul>
<h3>Unit 8: Conflict Resolution: The Road to Win-Win</h3>
<ul>
<li>Define "unhealthy conflict" and how to keep from crossing into it.</li>
<li>Learn the five different conflict management styles.</li>
<li>Use a model to help you choose how to respond to potential conflict situations.</li>
<li>Assess which conflict styles you most often use.</li>
<li>Practice a three-step model for resolving conflict.</li>
<li>Decide to modify your conflict style and how to handle your current conflicts.</li>
<li>Learn the art of negotiation.</li>
</ul>
<h3>Unit 9: Teamwork: A Blueprint for High Performance</h3>
<ul>
<li>High-performance teams vs. traditional groups.</li>
<li>Define the three elements of High-Performance teams.</li>
<li>Learn about the four types of teams.</li>
<li>Learn the different stages of team development.</li>
<li>Understand group dynamics.</li>
<li>Discover and optimize team member styles.</li>
<li>Become excellent at teamwork skills.</li>
<li>Learn how to promote teamwork.</li>
</ul>
<h3>Unit 10: Taking the Initiative: Look for Leadership Opportunities</h3>
<ul>
<li>Why do organizations value employees who demonstrate initiative?</li>
<li>Lead from where you are in the organization.</li>
<li>Understand the principles of effective leadership.</li>
<li>Leadership behaviors that you can put to work immediately.</li>
<li>How and when to lead your colleagues and superiors.</li>
<li>Learn how to lead project teams.</li>
<li>Delegation skills for non-managers.</li>
</ul>">

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Understanding the Basics of Human Performance Course - (HR 1089)

Introduction</h2>
Understanding of the human performance improvement and measurement course delves into the intricacies of human behavior, motivation, and performance within various professional contexts. By exploring the psychological drivers of behavior, this human performance improvement and measurement course equips participants with the knowledge to effectively manage and improve human performance.
People are inherently complex and are impacted by many personal and workplace challenges. Issues such as work-related stress, interpersonal problems, and job insecurity can significantly affect an individual's health and performance, leading to a decline in overall workplace productivity.
The human performance improvement and measurement course addresses the rising concern of stress in the workplace, with research from the International Stress Management Association highlighting that a significant portion of the workforce experiences stress-related issues.
The amount of employees suffering from stress and stress-related illnesses is rapidly rising. More than half (53%) of people at work have suffered from stress in the past 12 months, while one in four people had taken time off sick through stress in the previous year, according to the latest research by the "International Stress Management Association."
<h2>Human Performance Measurement</h2>
This human performance improvement and measurement course will explore the tools and methods used to quantify and analyze human performance within professional settings. It will cover how metrics are determined, collected, and interpreted to guide improvements in performance.
A focused study on the strategies and criteria used to assess the effectiveness of human performance initiatives and interventions. This module would help human performance improvement and measurement course participants identify key performance indicators and use evaluation techniques to inform decision-making.
Insights on the latest approaches and methodologies for enhancing individual and team performance within organizations. It would include practical training strategies and interventions designed to elevate performance.
An in-depth study of the core principles guiding human performance, touching on theories, frameworks, and practices integral to the understanding and applying performance improvement strategies. It would address specific training programs geared toward elevating skills and competencies in performance management and improvement within various professional domains.
<h2>Human Performance Certification</h2>
Addressing options for formal certification and recognition in human performance may benefit professionals seeking to establish expertise and credibility in the field.
By integrating these concepts into the human performance improvement and measurement course, participants would have a comprehensive education to prepare them for managing and improving human performance challenges.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, Supervisors, and Team Leaders.</li>
<li>HR Staff.</li>
<li>Employees across all departments seeking to enhance their knowledge and skills to improve workplace performance.</li>
</ul>
<h2>Course Objectives</h2>
Upon completing this human performance improvement and measurement course, participants will have the ability to:
<ul>
<li>Understanding human behavior.</li>
<li>Appreciate how attitude affects behavior and motivation.</li>
<li>Manage employee performance.</li>
<li>Understand people's problems at work.</li>
<li>Identify and develop the critical skills needed for stress management.</li>
<li>Develop effective workplace interventions.</li>
<li>Understand how to motivate and counsel others.</li>
<li>Apply best practices in the management of employee problems.</li>
<li>Get the best out of their people.</li>
<li>Improve their skills in practical performance management – such as appraisal, discipline, and grievance.</li>
<li>Develop practical skills in people management.</li>
<li>Develop practical skills in trauma and crisis management.</li>
<li>Learn how stress affects individuals' mental health at work.</li>
<li>Identify and reduce stress in self and others.</li>
<li>Learn the skills and knowledge necessary to motivate others.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Communication skills – oral and body language.</li>
<li>Interpersonal relationship skills.</li>
<li>Performance management.</li>
<li>Self-development.</li>
<li>Understanding of stress management theory and practice.</li>
<li>Effective stress management.</li>
<li>Implementation of an effective Employee Assistance Program (EAP).</li>
<li>Understanding of PTSD and CISD.</li>
<li>Develop an effective motivation strategy.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Performance and the Individual</h3>
<ul>
<li>Psychological profiles - Jungian typology and understanding human behavior.</li>
<li>How do competency frameworks support performance management?</li>
<li>Human behavior questionnaire.</li>
<li>The Iceberg model for understanding behavior.</li>
<li>Models of performance management.</li>
<li>The Johari window.</li>
</ul>
<h3>Unit 2: Managing Employee Performance</h3>
<ul>
<li>Discipline, capability and grievance.</li>
<li>Recognizing the difference between capability and conduct issues.</li>
<li>The "rules of natural justice".</li>
<li>The purposes of discipline.</li>
<li>Inefficiency and box markings.</li>
<li>Models of motivation and behavior.</li>
</ul>
<h3>Unit 3: The Assertiveness Model of Behavior and Attitudes</h3>
<ul>
<li>Identifying and recognizing the types of behavior:</li>
<ul>
<li class="ql-indent-1">Aggressive.</li>
<li class="ql-indent-1">Indirectly aggressive.</li>
<li class="ql-indent-1">Passive (bold aggressive).</li>
<li class="ql-indent-1">Assertive.</li>
</ul>
<li>Communication skills.</li>
<li>Being proactive with people.</li>
</ul>
<h3>Unit 4: Exercises with Behavior and Attitudes</h3>
<ul>
<li>Managing performance - the performance appraisal interview.</li>
<li>Case studies – real stories explored and developed.</li>
</ul>
<h3>Unit 5: Attitudes and Attitudes to Self</h3>
<ul>
<li>The behavior mirrors the diagnostic tool.</li>
<li>Social styles – a behavior model.</li>
</ul>
<h3>Unit 6: People's Problems at Work</h3>
<ul>
<li>Introduction to human psychology.</li>
<li>Understanding people's problems.</li>
<li>Ways of helping people.</li>
<li>Impact of work – performance issues.</li>
<li>Employee Assistance Programs (EAPs).</li>
<li>Steps to establish an EAP.</li>
</ul>
<h3>Unit 7: Understanding Stress</h3>
<ul>
<li>What is Stress? - Recognizing the physical and behavioral signs and mental and physical stress.</li>
<li>What contributes to workplace pressures?</li>
<li>The impact of stress on personal performance – the positive and negative effects of stress.</li>
<li>The symptoms of short-term and long-term stress.</li>
<li>Stress management techniques.</li>
<li>Individual Testing: The significant causes of stress at work and home.</li>
</ul>
<h3>Unit 8: Basic Counseling Skills</h3>
<ul>
<li>What is communication?</li>
<li>Techniques for interviewing/basic counseling skills.</li>
<li>Developing active listening skills.</li>
<li>Understanding body language.</li>
<li>SOLER techniques for counseling.</li>
<li>Motivational coaching techniques.</li>
</ul>
<h3>Unit 9: Understanding Motivation</h3>
<ul>
<li>The psychology of motivation.</li>
<li>Motivation at work.</li>
<li>Team and group motivation.</li>
<li>Reward.</li>
<li>Case study: absenteeism.</li>
</ul>
<h3>Unit 10: Critical Incident Stress (CISD) and Trauma Counseling</h3>
<ul>
<li>What constitutes a traumatic event?</li>
<li>A Model for "workplace trauma management".</li>
<li>Policy, plans, and procedures.</li>
<li>Media management, preventive training, and information.</li>
<li>Debriefing and grief counseling.</li>
<li>Traumatic stress and posttraumatic stress disorder.</li>
</ul>">

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Skills for Women at Work Training Course - (HR 1098)

Introduction</h2>
Increasing recognition of equal opportunities for women has allowed women to take on more responsibility and contribute significantly to the success of organizations.
To maximize their potential, women must nurture the confidence and abilities essential for thriving. Our skills for women at work training course is meticulously tailored to empower women with the skills, knowledge, and assurance to excel in a historically male-dominated professional environment.
Engaging in this transformative journey, participants in this skills for women at work course will experience personal growth and acquire ten core competencies foundational for success in leadership and managerial roles.
<h2>Women in Leadership Training</h2>
To incorporate modules focused on women in leadership training, this skills for women at work course aims to dismantle the barriers that have historically hindered the ascension of women to leadership positions.
Participants in this skills for women at work course will explore the unique challenges and opportunities of being a woman in a leadership role and develop strategies to navigate and leverage their positions effectively.
<h2>Targeted Groups</h2>
<ul>
<li>Heads of departments.</li>
<li>Managers.</li>
<li>Human resources professionals.</li>
<li>Individuals seeking to enhance their knowledge and skills.</li>
</ul>
<h2>Course Objectives</h2>
By the conclusion of this course, participants in this skills for women at work course will be proficient in the following:
<ul>
<li>Enhancing self-awareness.</li>
<li>Augmenting personal effectiveness.</li>
<li>Expanding their ability to influence.</li>
<li>Bolstering assertiveness and self-confidence.</li>
<li>Enriching business acumen.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Leadership.</li>
<li>Impact and influence.</li>
<li>Thinking and problem-solving.</li>
<li>Customer awareness.</li>
<li>Interpersonal skills and assertive communication.</li>
<li>Initiative and pro-activity.</li>
<li>Emotional intelligence and self-management.</li>
<li>Results focus.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: The Changing Role of Women at Work</h3>
<ul>
<li>Introducing one another.</li>
<li>Discussing the evolving world of work for women.</li>
<li>Examining role models and successful women at work.</li>
<li>Overcoming stereotypes and glass ceilings.</li>
<li>Developing leadership skills tailored for women.</li>
<li>Exploring personal values, attitudes, and beliefs about women as leaders.</li>
<li>Embracing one's own leadership identity.</li>
<li>Facilitating change from any position within an organization.</li>
<li>Clarifying one's purpose, vision, and mission.</li>
<li>Enhancing both external and internal customer service.</li>
</ul>
<h3>Unit 2: Taking Control of Your Life</h3>
<ul>
<li>Discovering the secret to working efficiently.</li>
<li>Prioritizing tasks with a priority matrix.</li>
<li>Achieving results through delegation.</li>
<li>Formulating long-term plans for optimal office organization.</li>
<li>Regaining focus amidst distractions.</li>
<li>De-cluttering and organizing personal and work life.</li>
<li>Striking a life balance tailored for women.</li>
<li>Utilizing Mind Mapping for various applications.</li>
<li>Understanding right brain/left brain theory.</li>
<li>Finding harmony between logical and intuitive thinking processes.</li>
</ul>
<h3>Unit 3: Self-Esteem for Peak Performance</h3>
<ul>
<li>Where does self-esteem come from, and why do we lose it?</li>
<li>The relationship between self-esteem, self-respect, self-confidence, and self-motivation.</li>
<li>Determining your comfort zone - self-image/self-talk/goals.</li>
<li>Overcoming the ABC (anger/blame/complain) of self-esteem killers.</li>
<li>Building and sustaining high self-esteem.</li>
<li>The ABC of self-transformation (awareness/beliefs/commitment).</li>
<li>How to free yourself from fear.</li>
<li>The law of cause and effect - the principle of creating positive outcomes.</li>
<li>How do you make and keep commitments to yourself?</li>
<li>Finding more significant meaning and purpose in your work.</li>
<li>Ten steps to peak performance (linking self-esteem to effectiveness at work).</li>
<li>Image and Self-projection for today's professional woman.</li>
</ul>
<h3>Unit 4: Vital Communication Skills</h3>
<ul>
<li>Networking: how to make conversations and connections?</li>
<li>Representing your organization in the public arena.</li>
<li>Political Savvy – the unwritten power skills for professional women</li>
<li>Assertive Communication.</li>
<li>Understanding and using body language.</li>
<li>The most effective way to say no.</li>
<li>Communicating with confidence.</li>
<li>Understanding gender differences.</li>
<li>Overcome biases and discomfort associated with exercising power.</li>
<li>Understanding different personality types and how to deal with them.</li>
</ul>
<h3>Unit 5: Self-Empowerment and Self-Management</h3>
<ul>
<li>Recognizing stress factors specific to women.</li>
<li>Building resilience and response mechanisms for challenging scenarios.</li>
<li>Techniques for mental and physical rejuvenation.</li>
<li>Understanding stress indicators, causes, and triggers.</li>
<li>Deciphering the messages conveyed by stress.</li>
<li>Disrupting the cycle of stress-inducing thoughts.</li>
<li>Mastering essential emotional intelligence skills.</li>
<li>Applying emotional intelligence in professional settings.</li>
<li>Transforming fear, negativity, and reactivity into positivity.</li>
<li>Developing proactive, responsible, and self-aware dispositions.</li>
</ul>
Each training course module in the skills for women at work is imbued with components drawn from a breadth of topical areas such as leadership and management skills for women, vocational training, professional development, and many other facets geared towards advancing women's roles in the workforce.">

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Essential Skills for Working in Teams: Igniting Passion & Activating Potential - (HR 1130)

Introduction</h2>
The truth about life is our interdependence. Everything we accomplish within an organization is through the efforts of people working together. Despite our technological advances, our competitive advantage lies in our ability to work effectively with other people.
The premise of this essential skill for effective team management and passion ignition program is that organizations are much healthier and more productive when their relationships are strong and people work together.
Team members enjoy their work in a highly interactive environment while learning principles and skills to communicate, resolve conflicts, solve problems, make decisions, and maintain a positive work environment.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, supervisors, and team leaders.</li>
<li>Human resources staff.</li>
<li>Employees in all departments.</li>
</ul>
<h2>Essential Leadership Skills for Project Managers</h2>
In this essential skills for effective team management and passion ignition course, participants will delve into the essential leadership skills project managers must cultivate to lead high-performing teams effectively. We will focus on how project managers can foster a collaborative environment, inspire their teams, and successfully guide them through complex projects.
This is a pivotal part of our essential skills management course, designed to empower managers with the techniques and strategies needed for effective leadership in a dynamic work ecosystem.
<h3>Managing Virtual Team Training</h3>
As part of the essential skills for career development, this essential skills for effective team management and passion ignition course will address the increasing need for managing virtual teams, which is critical in today's globalized business landscape.
Participants in the essential skills team management and passion ignition course will gain insight into the nuances of virtual teamwork and learn strategies for maintaining high team performance, regardless of distance. This segment is tailored to reflect an increasingly remote work environment, delivering critical skills for successfully orchestrating virtual teams.
<h3>Teamwork Training Seminars</h3>
Attendees can engage in dynamic teamwork training seminars designed to ignite their passion for collaborative work and enhance their ability to contribute to a team's success.
These seminars are part of our passion course offerings and are constructed to provide hands-on experience, simulating real-world scenarios where teamwork is paramount.
<h3>Ignite Your Passion</h3>
This unique, essential skill for effective team management and passion ignition course segment is dedicated to helping individuals rekindle their intrinsic motivation and ignite their passion for their roles.
Through a series of reflective exercises and discussions, participants in the essential skills team management and passion ignition course will be able to reconnect with the elements of their work that inspire them, which is crucial for maintaining enthusiasm and dedication in their career paths.
<h2>Course Objectives</h2>
At the end of this essential skills for effective team management and passion ignition course, the participants will be able to:
<ul>
<li>Study effective team operations.</li>
<li>Analyze effective communication strategies.</li>
<li>Understand how to give and receive effective feedback.</li>
<li>Consider effective team dynamics and decision-making.</li>
<li>Explore team problem-solving and conflict-resolution mechanisms.</li>
<li>Examine time management and personal productivity.</li>
<li>Increase effectiveness in dealing with conflict.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Communication skills.</li>
<li>Time management.</li>
<li>Decision making.</li>
<li>Problem-solving.</li>
<li>Greater levels of personal productivity.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Fundamentals of High-Performance Teams</h3>
<ul>
<li>Analyzing the basics of team operations.</li>
<li>Obtaining the benefits of teams.</li>
<li>Considering the four types of teams.</li>
<li>Building team performance.</li>
<li>Understanding the role of the team leader.</li>
</ul>
<h3>Unit 2: Basic Communication</h3>
<ul>
<li>The basics of face-to-face communication.</li>
<li>Creating effective oral communication.</li>
<li>Making successful presentations.</li>
<li>Understanding the skill of active listening.</li>
<li>Overcoming barriers to communications.</li>
</ul>
<h3>Unit 3: Giving and Receiving Feedback</h3>
<ul>
<li>Learning to give effective feedback to others with scripts.</li>
<li>Receiving critical feedback effectively.</li>
<li>Understanding positive and negative attitudes.</li>
<li>Dealing with difficult employees.</li>
<li>Understanding why employees can be difficult.</li>
<li>Utilizing the Thomas-Kilmann conflict mode instrument.</li>
<li>Analyzing the various styles for influencing.</li>
<li>Feedback at Johnson and Johnson.</li>
</ul>
<h3>Unit 4: Group Dynamics</h3>
<ul>
<li>Building high-performance team dynamics.</li>
<li>Avoiding ineffective team dynamics.</li>
<li>Rating your team group process.</li>
<li>Understanding different team player styles.</li>
<li>Examining critical team member competencies.</li>
</ul>
<h3>Unit 5: Team Decision Making</h3>
<ul>
<li>Examining a team decision-making model.</li>
<li>Utilizing the Vroom-Yetton leadership model.</li>
<li>Considering methods of group decision-making.</li>
<li>Inspecting benefits and drawbacks of group decision methods.</li>
<li>Overcoming barriers to effective decision making.</li>
</ul>
<h3>Unit 6: Team Problem Solving</h3>
<ul>
<li>Defining creative problem-solving.</li>
<li>Appreciating the difference between left and right brain thinking.</li>
<li>Obtaining the benefits of brainstorming.</li>
<li>Making use of de Bono's six thinking hats.</li>
<li>Considering Von Oech's work on overcoming mental locks.</li>
<li>Applying the four roles of the creative process.</li>
</ul>
<h3>Unit 7: Conflict Resolution</h3>
<ul>
<li>Understanding constructive vs. destructive conflict.</li>
<li>Obtaining the benefits of positive conflict.</li>
<li>Digging down to the roots of conflict.</li>
<li>Employing an effective conflict management model.</li>
<li>Examining the 5 styles for dealing with conflict.</li>
</ul>
<h3>Unit 8: Time Management</h3>
<ul>
<li>Managing time daily.</li>
<li>Understanding why people procrastinate.</li>
<li>Setting personal goals in all key areas to guide the use of your time.</li>
<li>Employing a practical goal-setting formula.</li>
<li>Understanding the principles of achievement.</li>
<li>Using the key to your power.</li>
<li>Examining the impact of your belief system.</li>
<li>Changing your limiting beliefs.</li>
</ul>">

02 - 06 Feb 2025

4500 Euro

09 - 13 Feb 2025

4400 Euro

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Effective Performance Management Training Course - (HR 1139)

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Handling Information Overload Strategies in the Workplace - (HR 1146)

Introduction</h2>
This information overload in the workplace program can help anyone at any level to improve the speed and effectiveness of their reading (for work and study).
The information overload in the workplace course also explains the secrets of super memory systems. It shows how mind mapping can improve note-making, planning, and communication skills.
<h2>Targeted Groups</h2>
This information overload in the workplace course suits all people in all departments and managerial levels.
<h2>Course Objectives</h2>
At the end of this information overload in the workplace course, the participants will be able to:
<ul>
<li>Read faster and better (combine speed reading with techniques for better comprehension).</li>
<li>Learn how to use mind mapping for planning, note-making, clearer thinking, and better communication.</li>
<li>Learn the secrets of memory systems – and how to use them to remember facts, procedures, names, and other information.</li>
<li>Use mind maps to help you remember what you read.</li>
<li>Develop confident, practical approaches to handling information overload at work.</li>
<li>Learn the principles behind memory systems.</li>
<li>Develop your ability to memorize and recall information.</li>
<li>Develop note-making skills and learn how to read and use mind maps.</li>
<li>Use mind mapping to help them remember what they read.</li>
<li>Improve self-belief and self-confidence in the ability to handle information overload.</li>
<li>Be more confident when planning and problem-solving.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>NLP and emotional intelligence.</li>
<li>Brain skills.</li>
<li>Reading strategies.</li>
<li>Mind mapping.</li>
<li>Problem-solving.</li>
<li>Time management.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Brain Skills, Fast Reading and Mind Mapping</h3>
<ul>
<li>Thinking about reading - and challenging your existing assumptions.</li>
<li>Check current reading speed and understanding of the reading process.</li>
<li>How the brain works and its relevance for reading more effectively and remembering more.</li>
<li>The mechanics of how the eye works in tandem with the brain.</li>
<li>Breaking delusions: challenging beliefs and assumptions about reading.</li>
<li>Reading environment.</li>
<li>How to be a successful reader?</li>
<li>Different approaches to note-making.</li>
<li>How do mind map skills work?</li>
</ul>
<h3>Unit 2: Reading Strategies and Memory Systems</h3>
<ul>
<li>Reading strategies: the theory.</li>
<li>Successful reading: increasing reading speed and effectiveness.</li>
<li>Reading practice.</li>
<li>Thinking about remembering.</li>
<li>Memory systems introduced (Memory magic?).</li>
<li>Remembering numbers.</li>
<li>Using mind mapping to help you remember what you have read.</li>
</ul>
<h3>Unit 3: Reading at Work, Memory Rhythms, and Thinking in Groups</h3>
<ul>
<li>More memory magic.</li>
<li>Different approaches for reading documents, textbooks, emails, and the web.</li>
<li>Getting control (how to read a book in a hurry).</li>
<li>How we remember - and how we forget (and what to do about it!).</li>
<li>Using mind mapping and reading strategies together.</li>
<li>Thinking and working in groups.</li>
<li>Project: mind mapping in teams.</li>
</ul>
<h3>Unit 4: Time Management and Outcome Planning For Better Results</h3>
<ul>
<li>Team mind mapping presentations.</li>
<li>Outcome planning for better results.</li>
<li>Better time management as a tool for handling information overload.</li>
<li>Reading: understanding an article and extracting key points.</li>
<li>Mind mapping software (e.g., MindManager, MindMap, NovaMind).</li>
<li>Mind mapping: when to use the software, when to use paper.</li>
<li>Developing listening skills as part of the note-making process.</li>
<li>Revision in context.</li>
</ul>
<h3>Unit 5: Problem-Solving, Meetings, and Planning for Success</h3>
<ul>
<li>Putting it All Together: Your Toolkit for Handling Information Overload.</li>
<li>Reading, remembering.</li>
<li>Communicating in working life.</li>
<li>Preparing for and participating in meetings.</li>
<li>Reflective review (what have you learned, and how can you apply it in the real world?).</li>
<li>Planning for success and planning to practice.</li>
</ul>
<h2>Solutions to Information Overload in the Workplace</h2>
In today's business landscape, information overload in the workplace is a pressing challenge that can hinder productivity and increase stress. It introduces a range of solutions to information overload to combat the course.
Participants in the information overload in the workplace course will learn strategies for reducing information overload, such as effective time management, using mind maps for organizing thoughts, and approaches to avoid information overload in communication.
Empowered with information overload strategies, individuals can manage and handle the influx of information more efficiently, enhancing their decision-making processes and business communications.
This section of the information overload in business course is dedicated to understanding information overload in communication, identifying the solution to information overload, and implementing information overload solutions to improve workplace performance.">

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The Business Brain & Neuroplasticity Training Course - (HR 1147)

Introduction</h2>
When did you last stop to think about how your cognitive processing and daily work habits could be optimized for better performance within your business role? The business brain and neuroplasticity training course is a comprehensive program designed to enhance the cognitive capabilities of professionals through positive neuroplasticity training.
This business brain and neuroplasticity course not only delves into the specifics of mind training courses and pace brain training techniques but also integrates these methods with actionable strategies to augment effectiveness and success in the corporate arena.
Participants in this business brain and neuroplasticity course will discover valuable techniques such as mind mapping for visionary planning, speed reading for efficient information absorption, and memory systems to retain critical data.
This business brain and neuroplasticity course fosters a complete understanding of neuroplasticity brain training and brain retraining programs, providing participants with a robust business brain that can adeptly navigate the complexities and demands of the modern commercial environment.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, supervisors, and team leaders.</li>
<li>Human resources professionals.</li>
<li>Employees across all departments are seeking to harness the power of cognitive training for business success.</li>
</ul>
<h2>Course Objectives</h2>
At the end of this business brain and neuroplasticity course, participants will be able to:
<ul>
<li>Employ strategies gained from brain training courses to read faster and more efficiently.</li>
<li>Tackle reading tasks with increased confidence and capability.</li>
<li>Integrate fast reading, mind-mapping, and memory skills with time management techniques to manage information overload.</li>
<li>Develop effective management strategies for prioritizing tasks and mitigating pressure.</li>
<li>Explore and develop new ideas and approaches using what is learned in brain training certifications.</li>
<li>Increase confidence in group settings to contribute ideas and take the initiative responsibly.</li>
<li>Harness the business brain to cultivate a thriving culture within their enterprises.</li>
<li>Utilize mind mapping for meticulous planning, note-making, and enhanced clarity in thought processes.</li>
<li>Master memory systems to remember information effortlessly and accurately.</li>
<li>Implement problem-solving techniques to address complex business challenges efficiently.</li>
<li>Develop strategies for the business brain to manage time, priorities, and pressure.</li>
<li>Recognize the significance of a holistic brain approach to business effectiveness.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>NLP and emotional intelligence.</li>
<li>Brain skills for enhanced business operations.</li>
<li>Advanced reading strategies.</li>
<li>Mind mapping for strategic thinking.</li>
<li>Innovative problem-solving.</li>
<li>Time management for peak productivity.</li>
<li>Practical communication skills in a corporate setting.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Brain Skills, Fast Reading and Mind Mapping</h3>
<ul>
<li>Challenging existing assumptions about reading.</li>
<li>Evaluating current reading speed and comprehension.</li>
<li>Understanding the brain's role in compelling reading and memory retention.</li>
<li>Examining the eye-brain coordination for optimized reading.</li>
<li>Assessing and reframing beliefs about reading capabilities.</li>
<li>Tailoring the reading environment for success.</li>
<li>How to be a successful reader?</li>
<li>Investigating various note-making techniques.</li>
<li>Learning the art of mind mapping to structure information.</li>
</ul>
<h3>Unit 2: Reading Strategies and Memory Systems</h3>
<ul>
<li>Theoretical underpinnings of reading strategies.</li>
<li>Practicing to increase reading speed and effectiveness.</li>
<li>Reading practice for the business brain.</li>
<li>Thinking about remembering.</li>
<li>Exploring memory systems and their applications in business contexts.</li>
<li>Remembering numerical information and complex data.</li>
<li>Utilizing mind mapping for robust information recall.</li>
</ul>
<h3>Unit 3: Scaling Reading and Memory Skills in Professional Environments</h3>
<ul>
<li>Delving deeper into advanced memory techniques.</li>
<li>Tailoring reading strategies for different forms of communication.</li>
<li>Strategic approaches to rapid reading in demanding situations.</li>
<li>Understanding memory rhythms and how to leverage them in a business setting.</li>
<li>Using mind mapping and reading strategies together.</li>
<li>Collaborative thinking and effective group work dynamics.</li>
<li>Mind mapping team projects for collaborative problem-solving.</li>
</ul>
<h3>Unit 4: Time Management and Outcome Planning For Better Results</h3>
<ul>
<li>Presenting mind-mapping projects as a team.</li>
<li>Advanced planning techniques for notable outcomes.</li>
<li>Utilizing time management as a critical strategy to handle information overload.</li>
<li>Deep-diving into articles to extract pivotal insights.</li>
<li>Mind mapping software (e.g., MindManager, iMindMap, NovaMind).</li>
<li>Learning when to employ mind mapping software vs. traditional methods.</li>
<li>Developing listening skills to enhance note-taking.</li>
<li>Revision in context.</li>
</ul>
<h3>Unit 5: Problem-Solving, Meetings, and Planning for Success</h3>
<ul>
<li>Assembling a comprehensive toolkit for managing information overload.</li>
<li>Reading, remembering.</li>
<li>Strengthening communication skills for professional life.</li>
<li>Preparing and contributing effectively to business meetings.</li>
<li>Reflecting on personal learning and putting skills into practice.</li>
<li>Designing a strategic blueprint for continued success and development.</li>
</ul>
<h3>Unit 6: Optimizing Tools for Professional Effectiveness</h3>
<ul>
<li>Revisiting essential tools for combating information overload.</li>
<li>Implementing tools in everyday business scenarios.</li>
<li>Four steps to proficient time management.</li>
<li>Mastering the art of controlling an overflowing inbox.</li>
<li>Confronting and overcoming common time-wasting obstacles.</li>
<li>Proactive planning for achieving career and business goals.</li>
<li>Reading research project.</li>
<li>Communication barriers.</li>
</ul>
<h3>Unit 7: Creativity Unplugged</h3>
<ul>
<li>Exploring creativity in a business context and its teachable nature.</li>
<li>Studying inspirational thinking from renowned modern thinkers.</li>
<li>Approaches to unbridled problem-solving.</li>
<li>Tools to cultivate creative thinking and drive business results.</li>
<li>Balancing information and creativity to get results.</li>
<li>Grasping the power of perception as a critical business brain tool.</li>
<li>Leveraging memory systems for imaginative enterprise solutions.</li>
<li>Silo thinking versus other people's views.</li>
<li>How do you use memory systems for the business brain?</li>
</ul>
<h3>Unit 8: Understanding Groups and Organizations</h3>
<ul>
<li>Unpacking the functioning of diverse organizational structures.</li>
<li>Appreciating the importance of financial literacy within one's role.</li>
<li>Enhancing numerical comprehension for business improvement.</li>
<li>Improving general business acumen.</li>
<li>Techniques for memorizing speeches and strengthening public speaking.</li>
<li>Collaborative thinking and group dynamics in mind mapping projects.</li>
<li>Group mind mapping project: 'Dilemma.'</li>
<li>Results planning (the ORCA strategy).</li>
</ul>
<h3>Unit 9: Fostering a Culture of Success</h3>
<ul>
<li>Bolstering self-confidence and proactivity in a professional milieu.</li>
<li>Cultivating assertiveness and practical listening skills.</li>
<li>Communicating with clarity to achieve defined outcomes.</li>
<li>Deciphering non-verbal communication for comprehensive messaging.</li>
<li>Delivering impactful presentations.</li>
<li>Demonstrating leadership and management acumen through whole-brain thinking.</li>
<li>Collaborating with a diverse set of stakeholders for collective achievement.</li>
<li>Creating and sustaining a workplace culture primed for success.</li>
</ul>
<h3>Unit 10: Managing Personal Effectiveness for Tangible Results</h3>
<ul>
<li>Practical strategies for handling time and work pressure.</li>
<li>Adopting an open mindset for continuous learning.</li>
<li>Gaining an in-depth understanding of meeting dynamics.</li>
<li>Performing effectively as a team member within any organization.</li>
<li>Learning about perceptual positions to improve personal effectiveness.</li>
<li>Focused personal development for sustained excellence and performance.</li>
<li>Planning for success and planning to practice business brain.</li>
<li>Gathering feedback and presenting final projects to mark course completion.</li>
</ul>
By immersing in this business brain and neuroplasticity course, participants will embark on a transformative journey towards acquiring skills from top-tier brain training programs and achieve a heightened level of brain training tailored to their professional growth and organizational objectives.">

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Negotiation Skills, Influence, and Persuasion Course - (HR 1148)

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Implementing a Payroll Management Best Practices Course - (HR 2067)

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Payroll System Selection and Implementation Project Plan - (HR 2068)

Introduction</h2>
This comprehensive payroll system implementation project plan course is meticulously designed to navigate you through the intricate processes involved in selecting the most appropriate system or technology for organizational use.
Participants will gain insightful knowledge on effectively undertaking a payroll system implementation project plan. You will delve into critical steps, including developing the project plan from scratch, installing the essential technology to support your payroll infrastructure, conducting a thorough gap analysis between existing procedures and the system's advanced features, transitioning old system data to new system data elements seamlessly, rigorously testing the newly adopted system, crafting elaborate training materials and documentation, and facilitating ongoing support post system go-live.
Throughout the payroll system implementations course, we ensure a holistic learning experience that empowers participants to undertake payroll system implementations skillfully, equipped with a stringent checklist and the know-how to navigate a project plan seamlessly.
<h2>Targeted Groups</h2>
<ul>
<li>Payroll professionals are seeking expertise in payroll system implementation.</li>
<li>Human resources professionals aspiring to deepen their understanding of HR system implementation.</li>
<li>Accounting, benefits, and systems professionals who are at the crossroads of selecting, upgrading, replacing, or implementing a brand-new payroll system.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this intensive payroll system implementation project plan course, participants will have mastered the ability to:
<ul>
<li>Craft a detailed current situation analysis to pinpoint the prerequisites of a novel system.</li>
<li>Curate a Request for Proposal (RFP) precisely and diligently dissect the vendor's submissions.</li>
<li>Chart and steer the payroll implementation project plan confidently to ensure timely and budget-friendly implementation.</li>
<li>Map and accurately translate the data elements from the old to the new payroll system, facilitating a smooth data migration process.</li>
<li>Comprehend the multifaceted types of system testing necessary to fulfill the tailored needs of their organization.</li>
<li>Organize and deploy a holistic system implementation plan inclusive of comprehensive user training.</li>
<li>Manage the support and enhancements required when implementing a new system.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Mastery in preparing and producing a glitch-free payroll.</li>
<li>Proficiency in analyzing and reporting on payroll intricacies.</li>
<li>Dexterity in reconciling payroll discrepancies.</li>
<li>Demonstrated analytical thinking capabilities.</li>
<li>Advanced planning skills pivotal for HR system implementation project planning.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Technology Selection – Setting the Stage</h3>
We begin our journey with an exploration of the approach to system/technology selection:
<ul>
<li>Understanding the development or delivery models for the payroll system implementation.</li>
<li>Determine where/how the technology will be developed or delivered.</li>
<li>Deciding on a processing environment conducive to successful payroll system implementation.</li>
<li>Differentiating between selecting interfacing or pursuing integration.</li>
<li>Initial steps in preparing a high-level project plan for mercury payroll systems and beyond.</li>
<li>Delving into a current situation analysis to consolidate a comprehensive functional requirement document.</li>
<li>Weighing the benefits of integrated vs. interfaced systems—discussing interfacing and cooperation with other systems and departments.</li>
<li>Recognizing the importance of stakeholders: </li>
<ul>
<li class="ql-indent-1">Customers.</li>
<li class="ql-indent-1">The project team.</li>
<li class="ql-indent-1">The project plan structure.</li>
</ul>
</ul>
<h3>Unit 2: System Selection – Selecting the Vendor</h3>
In this unit, crucial aspects of the payroll software selection process are covered:
<ul>
<li>Request for Information (RFI) and Request for Proposal (RFP) are significant in selecting the right vendor.</li>
<li>In-depth system selection criteria, ensuring the best fit for the organization's needs.</li>
<li>Vendor evaluation is critical to identifying the right partner for the payroll implementation project plan.</li>
<li>Analysis of the report cards for potential vendors.</li>
<li>Common pitfalls to circumvent during the selection process.</li>
<li>Strategies to negotiate contract terms to the company's advantage.</li>
</ul>
<h3>Unit 3: System Implementation – Designing the System</h3>
Here, we tackle the elements of the payroll system implementation checklist as part of designing the system:
<ul>
<li>Redefining the project plan – ensuring it meets all requirements for the payroll system implementation.</li>
<li>Steps to install the required technology effectively.</li>
<li>Engaging in a gap analysis to address any discrepancies between existing and new systems.</li>
<li>Prototyping the system – a preview of the functioning of the final payroll system.</li>
</ul>
<h3>Unit 4: System Implementation – Developing the System</h3>
This unit brings to light the development phase of the payroll system:
<ul>
<li>Guidance on data mapping and creating robust data specifications.</li>
<li>Discuss the variety of testing.</li>
<li>Logical day testing and ensuring user buy-in to the new system.</li>
</ul>
<h3>Unit 5: System Implementation – Implementing the System</h3>
The implementation phase is critical, covering:
<ul>
<li>Producing comprehensive documentation necessary for any payroll system.</li>
<li>Conducting user training and post-training support.</li>
<li>The importance of parallel testing and the cutover strategy.</li>
<li>Business continuity planning to avoid disruptions.</li>
<li>Implementing controls and enhancing security as part of the payroll implementation project plan.</li>
</ul>
<h3>Unit 6: System Implementation – Supporting the Live System</h3>
Finally, we focus on methods to offer support once the system is operational:
<ul>
<li>Various techniques of supporting the system once live.</li>
<li>Organizing a wrap-up meeting to evaluate project success.</li>
<li>Establishing ongoing processes for seamless operations.</li>
<li>Continuous process review ensures ongoing improvements.</li>
<li>Setting in place escalation procedures to address issues effectively.</li>
<li>Developing a system lifecycle strategy to anticipate future change.</li>
</ul>">

09 - 13 Feb 2025

4400 Euro

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Advanced Payroll, Compensation & Benefits Management Course - (HR 2072)

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Relations, Motivation, Grievances & Discipline: Certified Employee Relationship Management - (HR 3005)

Introduction</h2>
The employee relationship and motivation management course is designed to develop increased productivity and motivation through the application of best practices in the way that the organization treats employees. The employee relations training for HR professionals course will create a working environment where all staff can contribute to their full potential.
This employee relationship and motivation management course will involve creating a supportive and trusting climate at work and ensuring that individual and collective ER issues are handled positively and sensitively.
Within this employee relationship and motivation management course, individuals will engage with an employee motivation training course to explore the dynamics of enhancing workforce productivity and drive. Participants will learn about employee motivation strategies to foster a highly motivated team and discover ways to influence employee relations positively.
In the grievance handling process, attendees will gain a comprehensive understanding of grievance handling and be equipped with skills for effective employee grievance handling.
Furthermore, the employee relations training for HR professionals course will address the crucial area of employee discipline, providing HR professionals with the necessary knowledge and techniques to handle disciplinary matters constructively.
HR professionals in this course will receive specialized employee relations training designed to deepen their understanding of complex ER matters. It is an opportunity to achieve an employee relations certification or complete an employee relations certificate program that is directly aligned with the practical needs of the modern workplace and prepares them to address ER challenges competently.
<h2>Targeted Groups</h2>
<ul>
<li>Managers, supervisors, and team leaders.</li>
<li>Human resources specialists.</li>
<li>Employees who want to gain new skills and knowledge to improve their careers.</li>
</ul>
<h2>Course Objectives</h2>
At the end of this employee relationship and motivation management course, the participants will be able to:
<ul>
<li>Create a close working relationship between the ER and the rest of the organization.</li>
<li>Establish the policies that create a practical ER function.</li>
<li>Match these policies to the practices that support them.</li>
<li>Get the best from people.</li>
<li>Address critical issues for ER and Supervisors/Team Leaders, such as handling absence, poor timekeeping, and unrealistic aspirations for promotion.</li>
<li>Relate the role of ER to the role of the Managers/Supervisor and Team Leader.</li>
<li>Manage the change.</li>
<li>Deal with performance problems and modify the behavior of employees.</li>
<li>Influence the behavior of managers and team leaders.</li>
<li>Operate disciplinary procedures and grievance procedures.</li>
<li>Know how to manage absence.</li>
<li>Understand the role of an employee assistance program.</li>
<li>Recognize the roles of HR and ER staff line managers, supervisors, and team leaders.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Leadership skills.</li>
<li>Communication skills.</li>
<li>Performance management.</li>
<li>Employee relations.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: The Core Role of Employee Relations</h3>
<ul>
<li>The context.</li>
<li>Change management.</li>
<li>ER and nationalisation.</li>
<li>Understanding the rationale of ER.</li>
<li>The core role of ER.</li>
<li>The distinction between the role of ER and the role of the manager.</li>
<li>The impact on policies and procedures.</li>
<li>Change agent and employee champion.</li>
<li>The psychological contract.</li>
</ul>
<h3>Unit 2: The ER Function in Practice</h3>
<ul>
<li>Communications.</li>
<li>Team briefing.</li>
<li>Consultation.</li>
<li>Discipline - Gross misconduct.</li>
<li>Discipline - poor performance.</li>
<li>Appeals.</li>
<li>Handling sickness absence.</li>
<li>Return to work interviews.</li>
<li>Notification rules.</li>
<li>Trigger mechanisms.</li>
</ul>
<h3>Unit 3: Supporting the Manager, Supervisor, or Team Leader</h3>
<ul>
<li>Grievances.</li>
<li>Conducting the grievance interview.</li>
<li>Management’s right to manage.</li>
<li>Equal opportunities.</li>
<li>Discrimination.</li>
<li>Equality and diversity.</li>
<li>Harassment and bullying.</li>
<li>Motivation.</li>
</ul>
<h3>Unit 4: Managing Performance, Counseling, Providing Employee Assistance</h3>
<ul>
<li>The performance management process.</li>
<li>Motivation and goal theory.</li>
<li>Giving feedback.</li>
<li>Coaching.</li>
<li>Counseling – managers and supervisors.</li>
<li>Counseling employees.</li>
<li>A Counseling style inventory.</li>
<li>Employee assistance programs.</li>
</ul>
<h3>Unit 5: Getting the Best from People</h3>
<ul>
<li>Getting the best from People.</li>
<li>Then, the characteristics of leaders.</li>
<li>Leading vs. managing.</li>
<li>Leadership competencies.</li>
<li>Leadership development.</li>
<li>360-degree feedback.</li>
<li>Personal development planning.</li>
</ul>">

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Advanced Selection, Interviewing & Recruitment Skills (Certified Recruitment Analyst) - (HR 3006)

Introduction</h2>
In today's competitive business environment, acquiring proficiency in interviewing is often recognized as a pivotal managerial competence. Historical data has established that traditional interviewing methods are significantly less effective, with a likelihood of success under 2%. This recruitment selection and interview course introduces the behavioral interviewing technique psychology professionals endorse.
Mastering this method will transform participants' ability to conduct productive interviews. The recruitment selection and interview program will also cover psychometric tests and personality questionnaires, offering a comprehensive skill set for appraisals and disciplinary interviews.
Whether you are an experienced HR recruiter seeking further advancement or new to the field exploring courses for HR recruiters, this course serves as an encompassing framework detailing what recruitment and selection are. It equips HR professionals with cutting-edge recruiting skills, enhancing the sphere of HR and recruitment courses in today's industry.
<h2>Targeted Groups</h2>
<ul>
<li>HR managers</li>
<li>HR supervisors</li>
<li>HR staff.</li>
<li>Recruitment staff.</li>
<li>This recruitment selection and interview course is for persons who want to gain knowledge to improve their profile.</li>
</ul>
<h2>Advanced Recruitment Techniques</h2>
The inclusion of advanced recruitment techniques is integral to the training provided in this course. Participants will discover the most essential skills for a recruiter through our interview training course. By understanding the thorough recruitment and selection process and embedding the HR recruiter skills into practice, the certification portion of this course stands out as a premier HR recruiter certification course.
Participants will receive in-depth insight into what a selection interview is. They will be uniquely positioned to fulfill roles such as policy analyst recruitment and development program coordinators and recruitment systems analysts and become adept recruiters for data analyst positions. For those seeking to sharpen their employee selection interview skills, this HR recruitment selection course encompasses a wealth of knowledge and practical expertise.
This certified recruitment analyst program is a premier example among recruitment training courses, providing comprehensive exposure and essential skills training in recruitment. Be it an interview course specifically or, more broadly, HR and recruitment courses, the quality and depth of this program will cater to all aspiring HR recruiters.
<h2>Course Objectives</h2>
At the end of this course, the recruitment selection and interview participants will be able to:
<ul>
<li>Acknowledge the complexities inherent in the contemporary process of recruitment and selection.</li>
<li>Learn to execute an updated recruitment and selection process.</li>
<li>Develop criteria for advertising positions, shortlist candidates, and formulate practical interview questions.</li>
<li>Relay to others the time-saving and efficiency benefits of the new interviewing process.</li>
<li>Determine the applicability of testing, personality profiling, and assessment centers.</li>
<li>Implement a two-step questioning method with numerical scoring.</li>
<li>Engage in the full spectrum of the new interview process.</li>
<li>Streamline recruitment to maximize time, cost-efficiency, and overall efficacy.</li>
<li>Transform existing data into high-caliber, scoreable interview questions.</li>
<li>Formulate personal action plans for improvement, focusing on balanced scoring methods and advanced behavioral questioning.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Decision-making.</li>
<li>Communication.</li>
<li>Negotiation.</li>
<li>Interpersonal skills.</li>
<li>Influencing.</li>
<li>Cultural awareness.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Where Are We Now - Current Skills and Knowledge VS New</h3>
<ul>
<li>Why are interviews often so ineffective?</li>
<li>Examining your current skill levels - Knowledge - exercise.</li>
<li>Examining your current - skills - exercise.</li>
<li>Interviewing first practice.</li>
<li>Interviewing - observing others.</li>
<li>Interviewing - What is it like being interviewed?</li>
<li>The myths about interviewing.</li>
<li>Completing your personality profile.</li>
</ul>
<h3>Unit 2: The New Process of Interviewing - New Approach, New Results</h3>
<ul>
<li>Explanation of the new recruitment/interview model.</li>
<li>The necessity for change in interview approaches.</li>
<li>Interactive review and discussion.</li>
<li>Role of job descriptions in the recruitment process.</li>
<li>Development of behavioral criteria mapping for roles.</li>
<li>Hands-on exercise on criteria information collation.</li>
<li>Simulating the creation of job adverts.</li>
<li>Time-efficient shortlisting techniques.</li>
</ul>
<h3>Unit 3: Testing, Personality Profiling, and Assessment Centres</h3>
<ul>
<li>Overview of testing categories and their importance.</li>
<li>Differentiating psychometric and occupational tests.</li>
<li>Creating and employing localized ability tests.</li>
<li>Additional testing considerations.</li>
<li>Advances in personality profiling techniques.</li>
<li>Expected outcomes from personality profiling use.</li>
</ul>
<h3>Unit 4: Questioning Techniques and Observing Body Language</h3>
<ul>
<li>Introduction to new interview questioning methods.</li>
<li>Benefits of signposting for both interviewers and interviewees.</li>
<li>Crafting and applying knowledge-based questions.</li>
<li>Effective use of probing questions.</li>
<li>Commencing interviews effectively.</li>
<li>Optimal interview panel size for meaningful inquiry.</li>
<li>Arranging the interview setting.</li>
<li>Practical interpretation of body language cues.</li>
</ul>
<h3>Unit 5: Putting Interviewing Skill into Practice</h3>
<ul>
<li>Review of learning to date.</li>
<li>Practicing introductions - group team exercise.</li>
<li>The actual cost of lousy interviewing.</li>
<li>Practical interview - Interview 1.</li>
<li>The practical interview - Interview 2.</li>
<li>Practical interview - Interview 3.</li>
<li>Making the final selections and necessary professional actions.</li>
<li>Updating skill and knowledge sheets.</li>
</ul>">

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Strategic Human Resource Management (SHRM) Training Course - (HR 3007)

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Human Resources Development & Personnel Management Course - (HR 3008)

Introduction</h2>
Most organizations prioritize their people's management and motivation as their foremost priority. This human resources development and personnel management course is designed to show how to get the best out of human resources.
The human resources development and personnel management course covers the main components of an effective HR process, including Recruitment, employee motivation, reward, training, and measuring the value of HR, integrating core concepts such as personnel management training courses, human resource development course outline, and training and development in human resource management to prepare participants for the critical role of HR professionals.
<h2>Targeted Groups</h2>
<ul>
<li>HR managers.</li>
<li>HR supervisors.</li>
<li>HR practitioners and line professionals with development or personnel responsibilities.</li>
<li>People in HR, personnel, or training and development roles.</li>
<li>Professionals with an interest in people management and development would also benefit.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this human resources development and personnel management course, participants will be able to:
<ul>
<li>Understand human resources development and personnel management practices.</li>
<li>Develop an awareness of the advantages of effective human resource management.</li>
<li>Develop awareness of crucial HR and HRD strategies for improving organizational success.</li>
<li>Understand the application of strategic human resources development and personnel management practices in the workplace.</li>
<li>Apply appropriate practices to specific workplace situations.</li>
<li>Critically evaluate current HR practices.</li>
<li>Introduce an effective recruitment process.</li>
<li>Understand how to get people to work more effectively.</li>
<li>Understand how to help individuals and teams learn.</li>
<li>Identify, plan, and evaluate training interventions.</li>
<li>Create an effective structure within HR.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Deciding and initiating action.</li>
<li>Relating and networking.</li>
<li>Analytical thinking.</li>
<li>Business acumen.</li>
<li>Planning and organizing.</li>
<li>Achieving goals and objectives.</li>
<li>Applying expertise and technology.</li>
</ul>
<h2>Why is Training and Development Important to Human Resource Management?</h2>
Training and development play a pivotal role in human resource management. It is essential to enhance employees' capabilities and align their goals and competencies with the organization's.
The participants will acquire insights into the human resource training and development process, how to implement an effective human resources development and personnel management training program, and how these initiatives contribute to the organization's overall strategic objectives.
<h2>Course Content</h2>
<h3>Unit 1: Introduction to HRM, HRD, and HRP</h3>
<ul>
<li>Seminar introduction and objectives.</li>
<li>The context for HR.</li>
<li>Change management.</li>
<li>Human resource management vs. personnel management.</li>
<li>Human Resource Development (HRD).</li>
<li>Human Resource Planning (HRP).</li>
<li>Strategic HRM – the new HR strategic model.</li>
<li>Outsourcing.</li>
</ul>
<h3>Unit 2: Resourcing and Recruitment</h3>
<ul>
<li>The employment psychological contract.</li>
<li>Why do good people leave?</li>
<li>The process approach to interviewing.</li>
<li>Induction, job descriptions, and references.</li>
<li>Personality questionnaires and forms of testing.</li>
<li>Methods of detecting when applicants don't tell the truth.</li>
<li>The new recruitment process to avoid litigation.</li>
<li>The value of using assessment centers.</li>
</ul>
<h3>Unit 3: Pay and Employee Reward.</h3>
<ul>
<li>Employee motivation.</li>
<li>Salary, bonuses, and benefits.</li>
<li>Understanding competencies.</li>
<li>Competency-based assessment.</li>
<li>Competency and performance-based pay.</li>
<li>Different structures – different pay and rewards.</li>
<li>Total pay concept.</li>
<li>Salary surveys.</li>
</ul>
<h3>Unit 4: Training Learning and Development</h3>
This unit delves into the significance of training human resource development, exploring various methodologies to ensure individuals' and organizations' continual growth and improvement. Participants will engage with different learning modalities, including:
<ul>
<li>Career management.</li>
<li>Personal development.</li>
<li>Coaching.</li>
<li>Mentoring.</li>
<li>E-learning.</li>
<li>The impact of flat organizational structures and empowered teams on training and development.</li>
<li>Self-development.</li>
<li>360-degree feedback as a development tool.</li>
</ul>
<h3>Unit 5: Value for Money From HR</h3>
<ul>
<li>The new HR structure.</li>
<li>New roles within HR.</li>
<li>HR business partners.</li>
<li>Value of trend analysis and HRP.</li>
<li>Internal and external frameworks.</li>
<li>Proving ROI on HR activities.</li>
</ul>">

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The Art of Human Resource Management (Certified HR Professional) - (HR 3009)

Introduction to Human Resource Management Training Course</h2>
The HR function must serve as the pivotal link between the organization and its workforce while also fulfilling the roles of the organization's observatory, its communicators, and, in some cases, its moral compass.
This integral certified HR professional seminar is designed to impart the knowledge necessary to construct that vital link and to craft an HR function that adeptly caters to the employees' requirements and the organization's objectives through exemplary human resource management practices.
Human resource management, often abbreviated as HRM, involves implementing good practices for effective workforce management. But what is human resource management exactly? It's a field encompassing principles and practices crucial for optimizing employee potential. Pursuing a human resource management course, individuals delve into the intricacies of HRM practices through a structured course outline.
Whether introductory or advanced, this course aims to mold certified HR professionals. A certificate course in human resource management offers a comprehensive training program, fostering expertise in the principles that define good HR management. Aspiring professionals seek to become certified professionals in human resources, completing an accredited HR professional course for career advancement.
By indulging in this advanced human resource management course, participants will become certified HR professionals, holding the insights and tools necessary to transform HR functions and achieve the status of a certified professional in human resources.
<h2>Targeted Groups</h2>
<ul>
<li>Managers or supervisors newly tasked with HR or personnel responsibilities.</li>
<li>HR or personnel generalists.</li>
<li>Specialists are transitioning to or returning to a generalist role.</li>
<li>Established HR professionals are seeking fresh insights.</li>
<li>Newly appointed HR professionals.</li>
<li>This certified HR professional course is for managers, supervisors, or team leaders aiming to broaden their HR knowledge.</li>
</ul>
<h2>Course Objectives</h2>
By the culmination of this certified HR professional course, attendees will possess the ability to:
<ul>
<li>Articulate the purpose of the HR function and its impact on achieving organizational goals, defining what good human resource management entails.</li>
<li>Recognize the trends altering HR's role and the evolving landscape of the workplace.</li>
<li>Discuss the purpose of HR and its role in boosting productivity and engagement through what is a human resource management system.</li>
<li>Explain the core principles and practices of effective human resource management, including:</li>
<ul>
<li class="ql-indent-1">HR strategy.</li>
<li class="ql-indent-1">Recruitment and selection.</li>
<li class="ql-indent-1">Induction.</li>
<li class="ql-indent-1">Retention.</li>
<li class="ql-indent-1">Employee relations.</li>
</ul>
<li>Implement a proficient performance management process utilizing the principles of human resource management.</li>
<li>Employ competencies for both recruitment enhancement and performance management optimization.</li>
<li>Effectively manage conflict and disagreement.</li>
<li>Apply essential personal skills necessary for HR success.</li>
<li>Comprehend the fundamental elements of an efficient HR function.</li>
<li>Explore strategies for advancing the scope and capabilities of the HR function.</li>
<li>Recognize the distinctions between the roles of line supervisors/managers and the HR function.</li>
<li>Masterfully navigate and manage organizational change.</li>
<li>Oversee the entire recruitment process with an advanced human resource management course approach.</li>
<li>Address performance issues with expertise.</li>
<li>Navigate the use of disciplinary procedures competently.</li>
<li>Handle disciplinary matters with tact and professionalism.</li>
</ul>
<h2>Targeted Competencies</h2>
At the end of this human resource management training course, the target audience will be able to evolve:
<ul>
<li>HR administration.</li>
<li>Recruitment and selection mastery.</li>
<li>Performance management skills.</li>
<li>Training and development strategies.</li>
<li>Compensation and benefits planning.</li>
<li>Competency modeling expertise.</li>
</ul>
<h2>Human Resource Management Training Course Content</h2>
<h3>Unit 1: Human Resource Management as Part of The Business</h3>
<ul>
<li>Understanding the context of human resource management.</li>
<li>Navigating socio-economic developments.</li>
<li>Recognizing pressures on HR professionals.</li>
<li>Embracing the need for change.</li>
<li>Strategies for nationalization.</li>
<li>Handling change.</li>
<li>Cementing HR's Strategic role within the organization.</li>
</ul>
<h3>Unit 2: The Component Parts of The Human Resource Management Function</h3>
<ul>
<li>Refining recruitment and selection techniques.</li>
<li>Conducting effective interviews.</li>
<li>Integration of competencies in recruitment.</li>
<li>Streamlining induction processes.</li>
<li>Nurturing employee relations.</li>
<li>Upholding corporate social responsibility.</li>
<li>Addressing disciplinary and grievance issues professionally.</li>
<li>Promoting equity and diversity in the workplace.</li>
</ul>
<h3>Unit 3: Refinements in Human Resource Management Practices</h3>
<ul>
<li>Enhancing performance management.</li>
<li>Distinguishing feedback from criticism.</li>
<li>Coaching for performance improvement.</li>
<li>Broadening the use of competencies.</li>
<li>Utilizing competencies in assessment centers.</li>
<li>Strategies for becoming an employer of choice.</li>
<li>Empowering through coaching.</li>
<li>Branding people processes.</li>
<li>Developing a robust employee value proposition.</li>
</ul>
<h3>Unit 4: The Psychological Contract in HR</h3>
<ul>
<li>Prioritizing satisfaction, retention, and value.</li>
<li>Pinpointing and nurturing key players.</li>
<li>Planning for management succession.</li>
<li>Foster motivation across all levels.</li>
<li>Establishing a continuous learning culture.</li>
<li>Satisfaction metrics for a committed workforce.</li>
<li>Critical messages for leadership.</li>
<li>Organizational work structures.</li>
<li>Implementing merit-based pay systems.</li>
</ul>
<h3>Unit 5: The Evolutionary Path of Human Resource Management</h3>
<ul>
<li>Transition of HR from tactical to strategic roles.</li>
<li>Effective employee relationship management</li>
<li>Identifying new HR roles for future challenges.</li>
<li>Cultivating the personal skills needed for the future.</li>
<li>Fine-tuning influencing skills.</li>
<li>Conflict management mastery.</li>
<li>Assertiveness in practice.</li>
<li>Focusing on personal development and growth.</li>
</ul>">

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The 5-Day Mini Master MBA in HR Management Course - (HR 3011)

Introduction</h2>
This intensive 5-day mini master MBA in HR management training course examines how to develop and master the critical areas of Human Resource Management (HRM).
HR is changing beyond recognition from the days of the old personnel departments. HR is now recognized as a strategic source of competitive advantage and a predictor of future business performance.
This exciting 5-day mini master MBA in HR management program will update you on the latest techniques and approaches appropriate for effective Human Resources management.
In this 5-day mini master MBA in HR management course, we will cover:
<ul>
<li>Strategic HRM in the modern organization.</li>
<li>Employee reward and how it influences employee behavior.</li>
<li>Learning and development in the 21st century.</li>
<li>Performance management in a multicultural environment.</li>
<li>The latest strategies for adequate resourcing and recruitment.</li>
</ul>
<h2>Understanding the HR Mini Master and Mini MBA Connection</h2>
In alignment with some of the best mini MBA programs, our 5-day Mini Master in HR Management is designed as a concentrated executive mini MBA to empower HR professionals with a robust understanding of business management practices.
Such HR mini-master courses, often termed mini MBA HR, blend the essential knowledge of an MBA in HR management with the practicality of a short MBA course—a mini MBA course structured for those wondering what an MBA HR course is or is a mini MBA worth it to leap leadership roles in human resources.
<h2>Targeted Groups</h2>
<ul>
<li>Human resources management professionals.</li>
<li>Human resource officers.</li>
<li>Human resource administrators.</li>
<li>Line managers.</li>
<li>Supervisors.</li>
<li>Human resource specialists.</li>
<li>This 5-day mini master MBA in HR management course is for persons who want to gain excellent knowledge and skills to enhance their profile.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this 5-day mini master MBA in HR management course, participants will be able to:
<ul>
<li>Understand Strategic HRM approaches (SHRM)</li>
<li>Describe the role and functions of the personnel/HR department.</li>
<li>Demonstrate a thorough understanding of employee resourcing, recruitment, and reward.</li>
<li>Describe best practices in working with employees with problems.</li>
<li>Understand performance management in a multicultural environment.</li>
<li>State of the HR ethics.</li>
<li>Understand current best practices in HRM.</li>
<li>Gain a more significant strategic overview of the HR function.</li>
<li>Develop their skills for the future and help transform the current activity into an added value activity.</li>
<li>Transform recruitment and appraisal processes with startling results.</li>
<li>Improve confidence and self-assurance.</li>
</ul>
<h2>Targeted Competencies</h2>
At the end of this 5-day mini master MBA in HR management course, the target audience will be able to develop:
<ul>
<li>HR administration and strategic planning.</li>
<li>Recruitment and selection expertise.</li>
<li>Performance management in diverse workplaces.</li>
<li>Training and development initiatives.</li>
<li>Compensation and benefits structuring.</li>
<li>Competency modeling for organizational alignment.</li>
<li>Interpersonal skills for working with various teams.</li>
<li>Presentation skills and effective communication.</li>
<li>Technical acumen in HR-related technologies.</li>
<li>Corporate planning and execution.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: An Overview of Human Resource Management</h3>
<ul>
<li>The changing world of business and its impact on the human resource function.</li>
<li>Introducing Human Resource Management (HRM).</li>
<li>The difference between HRM and personnel management.</li>
<li>Primary activities, responsibilities, and tasks of HRM.</li>
<li>Teaching Strategic HRM (SHRM).</li>
<li>Strategic business planning.</li>
<li>HR jobs and systems.</li>
<li>Typical department structure - HRM department case study.</li>
<li>Professional certifications and studies, such as CIPD and SHRM.</li>
</ul>
<h3>Unit 2: Performance Management in a Multicultural Organization</h3>
<ul>
<li>Establishing effective performance management systems.</li>
<li>Understanding the roles of HR and line management in performance evaluations.</li>
<li>Addressing the performance gap.</li>
<li>Invoking the disciplinary process.</li>
<li>Performance management in multicultural organizations.</li>
<li>The purpose and use of performance appraisal.</li>
<li>Characteristics of an effective performance appraisal meeting.</li>
<li>The advantages and disadvantages of 360-degree feedback.</li>
</ul>
<h3>Unit 3: Recruitment, Employee Resourcing and Reward</h3>
<ul>
<li>Exploring workforce flexibility and the ‘flexible firm’ model.</li>
<li>The importance of pay, reward, compensation, and benefits.</li>
<li>Total reward.</li>
<li>Psychological factors in employee motivation.</li>
<li>Introduction to reward.</li>
<li>Best practices in recruitment and selection</li>
<li>Assessment and development centers.</li>
<li>Managing employee exits with professionalism and care.</li>
</ul>
<h3>Unit 4: Workplace Conflict and Working with Troubled Employees</h3>
<ul>
<li>Managing employee problems.</li>
<li>Stress management.</li>
<li>Counseling services and Employee Assistance Programmes (EAP)</li>
<li>Equality of opportunity and employee diversity.</li>
<li>Bullying and harassment.</li>
<li>Workplace conflict.</li>
<li>Managing conflict at work.</li>
<li>Introducing workplace mediation.</li>
</ul>
<h3>Unit 5: Human Capital Management – HR Planning</h3>
<ul>
<li>What is learning?</li>
<li>Training and development.</li>
<li>Induction for new employees.</li>
<li>HRM ethics.</li>
<li>Corporate social responsibility.</li>
<li>Personal action planning.</li>
<li>Continuing Personal Development (CPD).</li>
</ul>">

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Job Evaluation & Analysis Training Course (Certified Job Analyst) - (HR 3013)

Introduction</h2>
This Job evaluation and analysis training seminar is designed to provide participants with a comprehensive understanding of the importance of job analysis and evaluation in creating adequate pay and grade structures.
Through this Job evaluation and analysis training course, individuals will understand how job analysis and evaluations are conducted, their significance in designing compensation systems, and their impact on employee motivation and organizational performance.
<h3>The Difference Between Job Analysis and Job Evaluation</h3>
Exploring the difference between job analysis and job evaluation is crucial for organizations to ensure they compensate their employees fairly. While job analysis involves identifying the duties, responsibilities, and qualifications necessary for a job, job evaluation assesses the relative value of a job to determine appropriate compensation.
This Job evaluation and analysis training course delves into these concepts, providing clarity and practical skills for HR professionals.
<h2>Targeted Groups</h2>
<ul>
<li>HR professionals are responsible for compensation policies and structures in their organization.</li>
<li>HR professionals seek more profound insights into pay and grading structures and their implementation.</li>
<li>Line managers are involved in compensation and bonus decisions.</li>
<li>HR advisors to senior management on compensation issues.</li>
<li>Senior management and HR professionals looking for strategic perspectives on employee compensation.</li>
<li>HR professionals aim to refine their skill sets in job evaluation.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this Job evaluation and analysis training, participants will be equipped to:
<ul>
<li>Develop a strategic view of pay, grading, and compensation systems.</li>
<li>Acquire competency in many job evaluation techniques. </li>
<li>Understand job analysis and evaluation techniques.</li>
<li>Understand the stages involved in a job analysis and job evaluation project.</li>
<li>Undertake and apply a variety of techniques to analyze and evaluate specific jobs.</li>
<li>Apply the job evaluation results to design and develop a pay and grading structure.</li>
<li>Develop and use different compensation systems to pay and grading structures to reflect organizational culture.</li>
<li>Examine different ways to implement the above processes.</li>
<li>Acquire knowledge and understanding of job analysis and job evaluation.</li>
<li>Understand a variety of other job evaluation techniques.</li>
<li>Understand how job evaluation contributes to developing, designing, and implementing a pay and grading structure.</li>
<li>Make a strategic contribution to the organization in pay and grading.</li>
<li>Understand how different approaches to employee compensation can impact employee motivation and organizational performance.</li>
</ul>
<h2>Targeted Competencies</h2>
At the end of this Job evaluation and analysis course, the target audience will be able to:
<ul>
<li>Working with people.</li>
<li>Relating and networking.</li>
<li>Presenting and communicating.</li>
<li>Applying expertise and technology.</li>
<li>Persuading and influencing.</li>
<li>Analytical thinking.</li>
<li>Following instructions and procedures.</li>
<li>Business writing.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: An Introduction to Job Analysis and Job Evaluation</h3>
<ul>
<li>The corporate environment.</li>
<li>The HR role and line management responsibilities.</li>
<li>An introduction to job analysis.</li>
<li>An introduction to job evaluation.</li>
<li>The use of behavioral competencies.</li>
<li>The need for job analysis and evaluation.</li>
<li>The relationship with broader reward management planning.</li>
<li>Change management.</li>
</ul>
<h3>Unit 2: Job Analysis Techniques</h3>
<ul>
<li>Definition of role and job analysis.</li>
<li>Compare various techniques to analyze specific jobs.</li>
<li>Examine different methodologies.</li>
<li>Designing appropriate job profile documentation.</li>
<li>Selecting benchmark jobs.</li>
<li>The role of the job analyst.</li>
<li>Collecting, recording, and analyzing information.</li>
<li>The job analysis interview.</li>
<li>Completing the job profile document.</li>
</ul>
<h3>Unit 3: Types of Job Evaluation Schemes</h3>
<ul>
<li>Definition of job evaluation.</li>
<li>Uses of job evaluation.</li>
<li>Examine different methodologies.</li>
<li>Analytical and non-analytical schemes.</li>
<li>Points rating.</li>
<li>Factor comparison.</li>
<li>Job ranking.</li>
<li>Internal benchmarking or job matching.</li>
<li>Job classification.</li>
<li>Assessing evaluation schemes.</li>
</ul>
<h3>Unit 4: Implementation and Operational Considerations</h3>
<ul>
<li>Explore the links between job analysis and job evaluation.</li>
<li>Design and operational guidelines</li>
<li>Grade structure guidelines.</li>
<li>Implementation framework.</li>
<li>Options for implementation - full or staged.</li>
<li>Communicating the results.</li>
<li>Managing appeals for re-grading.</li>
<li>Job analysis and evaluation.</li>
</ul>
<h3>Unit 5: Employee Motivation</h3>
<ul>
<li>Employee motivation.</li>
<li>Equity theory - Procedural and distributive justice.</li>
<li>Merit pay and incremental pay.</li>
<li>Pay progression.</li>
<li>Selecting and training analysts.</li>
<li>Putting in place arrangements for ongoing maintenance.</li>
<li>Review of success criteria.</li>
<li>Personal planning.</li>
</ul>">

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Oxford HRM Human Resource Management Training Program - (HR 3014)

Introduction</h2>
In today's challenging global market, it is vital that HR and training instigate the best practices and take advantage of recent innovations to add value to the organization.
During the Oxford HRM human resource management course, participants will discover what's new, how innovative practices can be implemented, and how they will benefit organizations, whether in the public or private sectors, as part of the comprehensive training offered by the Oxford HRM training program.
<h2>What is a Human Resource Management Course</h2>
The Oxford HRM human resource management course is designed to equip learners with human resource management knowledge, skills, and competencies.
Courses like the Oxford HRM program provide in-depth training on various HR functions, including recruitment, training and development, performance management, and compensation and benefits.
The Oxford HRM training program aims to prepare HR professionals to manage an organization's human resources effectively, align HR strategy with overarching business goals, and ensure the well-being and development of the workforce.
<h2>Targeted Groups</h2>
<ul>
<li>HR personnel.</li>
<li>Training managers and training personnel.</li>
<li>Training budget holders.</li>
<li>Succession planners and those responsible for people development.</li>
<li>HR practitioners and line professionals.</li>
<li>Professionals with an interest in people management and development.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this HRM training Oxford program, participants will be able to:
<ul>
<li>Summarize the main theories surrounding the development of effective HR.</li>
<li>Practice using new techniques to transform any training activity.</li>
<li>Develop an understanding of human resources development and personnel management practices.</li>
<li>Recognize the advantages of effective human resource management.</li>
<li>Become aware of key HR and HRD strategies for improving organizational success.</li>
<li>Demonstrate trends and conduct efficiency analysis</li>
<li>Set up and effectively measure any element of delivered training to demonstrate training efficiency.</li>
<li>Measure skills, knowledge, behavior, competency, style, self-belief, attitudes, and personality.</li>
<li>Learn how to analyze and evaluate - everything.</li>
<li>Produce complex data on training effectiveness and individual application.</li>
<li>Critically assess current HR practices.</li>
<li>Introduce an effective recruitment process.</li>
<li>Understand how to get people to work more effectively.</li>
<li>Learn from practices in top companies that surpass "Best Practice."</li>
</ul>
<h2>Benefits of HRM Course</h2>
Participating in the HRM training and development course can help professionals streamline HR processes, improve employee satisfaction and performance, and gain HRM certification as a testament to their acquired expertise.
<h2>Targeted Competencies</h2>
At the end of this HRM human resource management course, the target competencies will be able to develop:
<ul>
<li>HR administration.</li>
<li>Recruitment and selection.</li>
<li>Performance management.</li>
<li>Training and development.</li>
<li>Compensation and benefits.</li>
<li>Competency modeling.</li>
<li>Working with people.</li>
<li>Relating and networking.</li>
<li>Presenting and communicating.</li>
<li>Applying expertise and technology.</li>
<li>Persuading and influencing.</li>
<li>Analytical thinking.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Introduction to HRM, HRD, and HRP</h3>
<ul>
<li>The context for HR.</li>
<li>Change management.</li>
<li>Human resource management vs. personnel management.</li>
<li>Human Resource Development (HRD).</li>
<li>Human Resource Planning (HRP).</li>
<li>Strategic HRM is the new HR strategic model.</li>
<li>Outsourcing.</li>
</ul>
<h3>Unit 2: Resourcing and Recruitment in HRM</h3>
<ul>
<li>The employment psychological contract.</li>
<li>Why do good people leave?</li>
<li>The process approach to interviewing.</li>
<li>Induction, job descriptions, and references.</li>
<li>Personality questionnaires and forms of testing.</li>
<li>Methods of detecting when applicants don't tell the truth.</li>
<li>The new recruitment process to avoid litigation.</li>
<li>The value of using assessment centers.</li>
</ul>
<h3>Unit 3: Pay and Employee Reward</h3>
<ul>
<li>Employee motivation.</li>
<li>Salary, bonuses and benefits.</li>
<li>Understanding competencies.</li>
<li>Competency-based Assessment.</li>
<li>Competency and performance-based pay.</li>
<li>Different structures – different pay and rewards.</li>
<li>Total pay concept.</li>
<li>Salary surveys.</li>
</ul>
<h3>Unit 4: HRM Training Learning and Development</h3>
<ul>
<li>Career management.</li>
<li>Personal development.</li>
<li>Coaching.</li>
<li>Mentoring.</li>
<li>E-learning.</li>
<li>How do flat organizational structures and empowered teams affect HRM training and development?</li>
<li>Self-development.</li>
<li>360-degree feedback as a development tool.</li>
</ul>
<h3>Unit 5: Value For Money From HR</h3>
<ul>
<li>The new HR structure.</li>
<li>New roles within HR.</li>
<li>HR business partners.</li>
<li>Value of trend analysis and HRP.</li>
<li>Internal and external frameworks.</li>
<li>Proving ROI on HR activities.</li>
</ul>
<h3>Unit 6: The Added Value Role of Today's Training Analyst</h3>
<ul>
<li>Assessing the value training offers.</li>
<li>The necessity for training to produce measurable results.</li>
<li>Understanding the importance of identifying your customer.</li>
<li>Establishing a training process that is both effective and auditable – the new schema.</li>
<li>Mastering training costs and budgets.</li>
<li>Managing and being accountable for training expenditures.</li>
<li>Enhancing value through training activities.</li>
<li>The role of the training analyst.</li>
</ul>
<h3>Unit 7: How People Learn and Barriers To Learning</h3>
<ul>
<li>Learning styles and their impact on training courses.</li>
<li>Affordable methods to measure learning styles - demonstration.</li>
<li>Personality and its effects on training results - the Big Five explained.</li>
<li>Realistic expectations from training.</li>
<li>Tackling learning difficulties.</li>
<li>Optimal times to leverage training - more time in the classroom is not always the answer - demonstration.</li>
<li>Retention and its crucial role in recall.</li>
<li>Motivation factors in learning – innovative approaches.</li>
</ul>
<h3>Unit 8: Specifying and Constructing Training Properly</h3>
<ul>
<li>Defining learning outcome objectives and their necessity.</li>
<li>Writing learning outcome objectives.</li>
<li>The essential documentation for any training course - the three critical documents.</li>
<li>Utilizing visual aids and other tools effectively.</li>
<li>Calculating the appropriate room and screen sizes.</li>
<li>The role of sound in enhancing learning.</li>
<li>Harnessing the power of specific training videos.</li>
<li>Utilizing clipped video sequences.</li>
</ul>
<h3>Unit 9: Training Analysis - The Key Areas of Measurement</h3>
<ul>
<li>Monitoring of budget spent and costs.</li>
<li>Generating value from training - examples.</li>
<li>Deep understanding of how competency frameworks function.</li>
<li>Setting and measuring competency improvement standards.</li>
<li>Relationship between performance and competency.</li>
<li>Assessing improvements post-training - approaches and methods.</li>
<li>Equation of competence + performance = productivity.</li>
<li>Required software for measuring competence, performance, and automating TNA.</li>
</ul>
<h3>Unit 10: Measuring and Reporting Training Results</h3>
<ul>
<li>Necessary formulas (added value) and unit costs.</li>
<li>Balancing maximization and control of training activities.</li>
<li>The emerging leadership function of training.</li>
<li>Managing uncertainty during training sessions.</li>
<li>Case studies exemplifying training success.</li>
<li>Discussing whether training functions should be considered profit centers.</li>
<li>Evaluating the role of end-of-course questionnaires.</li>
</ul>">

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Strategic Workforce Planning Recruitment & Selection Course - (HR 3015)

Introduction</h2>
This unique strategic workforce planning recruitment and selection course provides participants with all they need to know about the new manpower planning cycle, Human Resource Planning (HRP).
This dynamic area has become integral in today's human resources departments and, in some cases, has become a specialized department. The new manpower planning iterations require modern skills, innovative tools, and advanced software.
This strategic workforce planning course will equip you with the knowledge and capabilities to achieve remarkable results.
Through the comprehensive exploration of these subjects, participants in the strategic workforce planning recruitment and selection course will thoroughly understand workforce planning and recruitment and how to apply strategic workforce planning principles in real-world HR scenarios.
<h2 dir="ltr">Targeted Groups</h2>
<ul>
<li dir="ltr" role="presentation">HR managers.</li>
<li dir="ltr" role="presentation">HR supervisors.</li>
<li dir="ltr" role="presentation">HR professionals.</li>
<li dir="ltr" role="presentation">HR business partners.</li>
</ul>
<h2 dir="ltr">Course Objectives</h2>
By the end of this strategic workforce planning course, participants will be able to:
<ul>
<li dir="ltr" role="presentation">Utilize the new linear strategic model for effective manpower planning.</li>
<li dir="ltr" role="presentation">Calculate and produce persuasive results from manpower data, including predictive trends.</li>
<li dir="ltr" role="presentation">Understand each component of the manpower model, from data collection and analysis to succession planning.</li>
<li dir="ltr" role="presentation">Design organizational charts and ratios with expertise.</li>
<li dir="ltr" role="presentation">Select appropriate software for predictive trend analysis and forecasting.</li>
<li dir="ltr" role="presentation">Construct a business process map and engage in business process re-engineering.</li>
<li dir="ltr" role="presentation">Grasp the fundamental principles of job analysis and evaluation.</li>
<li dir="ltr" role="presentation">Carry out comprehensive job analysis interviews.</li>
<li dir="ltr" role="presentation">Draft detailed job descriptions based on rigorous analysis.</li>
<li dir="ltr" role="presentation">Advocate for job evaluation as an essential tool for ensuring internal consistency and fairness.</li>
</ul>
<h2 dir="ltr">Targeted Competencies</h2>
At the end of this strategic workforce planning recruitment and selection course, the target audience will be able to improve:
<ul>
<li dir="ltr" role="presentation">Working with people.</li>
<li dir="ltr" role="presentation">Relating and networking.</li>
<li dir="ltr" role="presentation">Presenting and communicating.</li>
<li dir="ltr" role="presentation">Applying expertise and technology.</li>
<li dir="ltr" role="presentation">Persuading and influencing.</li>
<li dir="ltr" role="presentation">Analytical thinking.</li>
<li dir="ltr" role="presentation">Following instructions and procedures.</li>
<li dir="ltr" role="presentation">Business writing.</li>
</ul>
<h2 dir="ltr">Course Content</h2>
<h3 dir="ltr">Unit 1: Manpower Strategy and Organizational Analysis</h3>
<ul>
<li dir="ltr" role="presentation">The critical role of the new manpower planning activity in workforce management in HR.</li>
<li dir="ltr" role="presentation">Strategic timelines for effective workforce planning.</li>
<li dir="ltr" role="presentation">The new strategic model and the 10 crucial inputs.</li>
<li dir="ltr" role="presentation">Emergency planning and its importance in the strategic workforce planning process.</li>
<li dir="ltr" role="presentation">Predicting organizational change by using the land model.</li>
<li dir="ltr" role="presentation">The land model associated questionnaire.</li>
<li dir="ltr" role="presentation">Case study on what strategic workforce planning should achieve.</li>
</ul>
<h3 dir="ltr">Unit 2: Organizational Design, Downsizing, Right-Sizing, and Employee to Manager Ratios</h3>
<ul>
<li dir="ltr" role="presentation">Essentials of organizational design in the context of workforce solutions recruitment.</li>
<li dir="ltr" role="presentation">Common flaws in the 21st century's corporate design.</li>
<li dir="ltr" role="presentation">Rules for determining manpower levels, including workforce recruitment process considerations.</li>
<li dir="ltr" role="presentation">The impact of teamwork on management levels and productivity.</li>
<li dir="ltr" role="presentation">In-depth examination of downsizing.</li>
<li dir="ltr" role="presentation">Right-sizing with a case study.</li>
</ul>
<h3 dir="ltr">Unit 3: The Three Key Functions of Today Manpower Planners</h3>
<ul>
<li dir="ltr" role="presentation">Areas of strategic focus, manpower analysis, predictive forecasting, and situation fulfillment</li>
<li dir="ltr" role="presentation">Manpower analysis: the data, projections, and what is involved.</li>
<li dir="ltr" role="presentation">Critical data and software are needed to do the job.</li>
<li dir="ltr" role="presentation">Understanding the pillars of performance.</li>
<li dir="ltr" role="presentation">Understanding competencies.</li>
<li dir="ltr" role="presentation">Productivity in workforce planning recruitment</li>
<li dir="ltr" role="presentation">Essential applications of software supporting workforce recruitment solutions.</li>
</ul>
<h3 dir="ltr">Unit 4: Situational Fulfillment of Manpower</h3>
<ul>
<li dir="ltr" role="presentation">The correct principle in workforce planning.</li>
<li dir="ltr" role="presentation">The trend analysis, retrospective, and projective techniques.</li>
<li dir="ltr" role="presentation">Utilizing techniques like Monte Carlo simulation in workforce planning.</li>
<li dir="ltr" role="presentation">Examining the financial advantages through manpower data correlations.</li>
<li dir="ltr" role="presentation">Succession planning - the three-option approach.</li>
<li dir="ltr" role="presentation">Group development for succession planning.</li>
<li dir="ltr" role="presentation">Individual and deputy selection.</li>
<li dir="ltr" role="presentation">External selection through workforce recruitment programs.</li>
</ul>
<h3 dir="ltr">Unit 5: The Five Critical Processes That Support Manpower Planning</h3>
<ul>
<li dir="ltr" role="presentation">Exploring the psychological contract within the context of pay and rewards.</li>
<li dir="ltr" role="presentation">Innovations in recruitment: new techniques equaling new results.</li>
<li dir="ltr" role="presentation">Advances in interviewing strategies as part of workforce planning and recruitment.</li>
<li dir="ltr" role="presentation">Making training initiatives effective and measurable within workforce planning training courses.</li>
<li dir="ltr" role="presentation">The vital role of performance appraisal in supporting workforce planning, recruitment, and selection.</li>
<li dir="ltr" role="presentation">Emphasizing the importance of business process re-engineering in workforce solutions recruitment.</li>
</ul>">

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Competency-Based Management Training Course - (HR 3017)

Introduction</h2>
The role of competency-based management is to get the best from people, which is a complex and challenging task. Understanding behavior, ensuring the right people are in the right jobs, and motivating them are critical to running a successful team or department.
Competency-based management plays a substantial role in addressing these challenges. This course will introduce you to competency-based management and training concepts and demonstrate how to apply them to achieve remarkable productivity and job performance.
<h2>Targeted Groups</h2>
<ul>
<li>Head of departments, managers, supervisors, and team leaders.</li>
<li>HR managers.</li>
<li>HR professionals.</li>
<li>ER professionals.</li>
<li>Persons responsible for managing or supervising any person, group, or team, especially within a competency-based HR management framework.</li>
<li>This competency-based management training course is for people who want to learn how to improve relations, productivity, or behavior at work.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this competency-based management training course, participants will be able to:
<ul>
<li>Define what a competency is and understand the distinction between competencies, skills, and tasks.</li>
<li>Describe the application of competencies in public and private organizations, enhancing the competency-based HR management system.</li>
<li>Distinguish between leadership, technical, and behavioral competencies.</li>
<li>Connect competencies to organizational objectives and values, managing what staff do and how they do it based on a competency-based management system.</li>
<li>Utilize competencies for various HR functions, including recruitment, assessment, development, talent management, performance management, and succession planning.</li>
</ul>
<h2>Targeted Competencies</h2>
At the end of this competency-based management training course, the target audience will be able to improve the following:
<ul>
<li>The management of values – “walking the talk.”</li>
<li>Leadership development within a competency-based management framework.</li>
<li>Selection criteria and methods aligned with a competency-based program.</li>
<li>Talent management and career planning through competency-based HR management.</li>
<li>Succession planning employs a competency-based approach.</li>
<li>Performance management with a focus on competencies.</li>
<li>Assessment based on competency benchmarks.</li>
<li>Employee development within a competency-based training system.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: The Links Between HR and Competencies</h3>
<ul>
<li>An in-depth look at what competencies are and their significance in competency-based management.</li>
<li>What should The support managers, team leaders, and supervisors expect from HR?</li>
<li>What do support managers, team leaders, and supervisors should they take responsibility for themselves?</li>
<li>The confluence of values, strategy, and HR in a competency-based management training context.</li>
<li>Exploring different competency framework development methods, including behavioral event interviewing and focus groups.</li>
<li>Strategies for getting buy-in from all stakeholders.</li>
<li>Establishing an HR management framework centered on competencies.</li>
<li>Technical, behavioral, and leadership competencies.</li>
</ul>
<h3>Unit 2: Competencies and Recruitment</h3>
<ul>
<li>The intricate process of competency design – definitions, negative indicators, positive indicators.</li>
<li>Recruitment and selection strategies rooted in competency-based management.</li>
<li>Adapting a competency framework for use in recruitment processes.</li>
<li>The use of assessment centers in competency-based recruitment.</li>
<li>Case studies of assessment centers used in Further Education in the UK.</li>
<li>Induction, orientation, and personal development within a competency framework.</li>
</ul>
<h3>Unit 3: Competency-Based Performance Management</h3>
<ul>
<li>Implementing competencies into performance management.</li>
<li>The four stages of competency-based performance management – setting objectives, providing feedback, coaching, and appraisal.</li>
<li>Periodic performance reviews and their alignment with competencies.</li>
<li>Linking performance to remuneration within a competency-based performance management system.</li>
<li>Steps to introduce a performance management process that includes consultation, communication, training, and alignment.</li>
</ul>
<h3>Unit 4: Talent Management and Competencies</h3>
<ul>
<li>Identifying and attracting the right talent utilizing a competency-based approach.</li>
<li>Competency-based career planning and its impact on talent retention.</li>
<li>Techniques for effective management succession within a competency-based management framework.</li>
<li>Engaging in succession planning that relies on established competencies.</li>
<li>The role of competency-based training and development in talent management.</li>
</ul>
<h3>Unit 5: Shaping Behavior and Managing Culture through Competencies</h3>
<ul>
<li>Developing values and linking them to competencies to manage organizational culture.</li>
<li>Examining motivation in the light of competency-based reward systems.</li>
<li>Extrinsic and intrinsic reward.</li>
<li>Empowerment and accountability through a lens of competency-based management.</li>
<li>Strategies for organizational right-sizing that respect the competencies required.</li>
<li>Self-assessment as a tool for competency development.</li>
<li>360-degree feedback mechanisms as a tool for competency development.</li>
</ul>">

Online

1900 Euro

Singapore (Singapore)

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Driving Institutional Performance through Talent Management Course - (HR 3018)

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Strategic Change Management for HR Professionals Course - (HR 3020)

Introduction</h2>
This HR strategic change management program role is designed to highlight critical areas of strategic change essential for any world-class HR Department to succeed.
This strategic change management focuses on HR roles and activities. It will show you innovations and the latest approaches to maximize the efficiency and effectiveness of your HR function. Upgrade your skills, knowledge, and ability with this new international HR strategic change management program.
<h2>What is Strategic Change Management?</h2>
Strategic change management is a systematic approach to managing organizational change to ensure alignment with strategy and overall goals.
The role of the HR strategic change management course includes planning and implementing change to improve organizational performance and ensure future success.
<h2>The Role of HR in Strategic Change Management</h2>
HR professionals are crucial in strategic change management, acting as change agents who can facilitate and positively drive organizational transformation. Understanding the intersection of HR and strategic change management is vital for embracing the changing landscapes of modern business.
<h2>Targeted Groups</h2>
<ul>
<li>Top management.</li>
<li>HR management.</li>
<li>HR staff.</li>
<li>Managers and heads of departments.</li>
<li>This HR strategic change management is for persons who want to acquire new skills and knowledge to advance their careers.</li>
</ul>
<h2>Course Objectives</h2>
At the end of this HR strategic change management course, participants will be able to:
<ul>
<li>Prioritize HR activities and identify what produces value.</li>
<li>Take action to maximize manpower.</li>
<li>Compile an action plan that will have significant organizational savings.</li>
<li>Master the new HR strategic model.</li>
<li>Master how to do predictive forecasting.</li>
<li>Reduce the cost and significantly improve the efficiency of succession planning.</li>
<li>Controller business process reengineering and be able to apply the techniques both in HR and in other areas of the business.</li>
<li>Explain to others the 10 key areas where human resources can be significantly improved.</li>
<li>Implement change that will have a visible benefit to the organization.</li>
<li>Update their professional skills to be ahead in HR thinking and abilities.</li>
<li>Explain to others the new integrated HR concept and how it will add value to any public or private business.</li>
<li>Adopt a common and auditable approach throughout HR.</li>
<li>Provide the organization with a much more business approach to HR management.</li>
<li>Operate a standard strategic model and strategy using the HR two-stage model.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Strategic planning.</li>
<li>Matrix management</li>
<li>Business efficiency and effectiveness.</li>
<li>Manpower planning.</li>
<li>Predictive forecasting.</li>
<li>Creating business value.</li>
<li>Business process reengineering.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: HR as the Strategic Partner</h3>
<ul>
<li>The new strategic process for HR.</li>
<li>The 10 input checklists for strategic HR.</li>
<li>The role of creativity in HR strategy.</li>
<li>How do you translate strategy into action - the value of Strategic Action Plans?</li>
<li>HR's role in matrix management and measuring results.</li>
<li>Review: Can human resources be improved at no extra cost? Ten areas where a real difference can be made.</li>
</ul>
<h3>Unit 2: Making HR Effective - 10 Decisive Actions to Make a Difference</h3>
<ul>
<li>The new shape of HR.</li>
<li>The internal structure needed for tomorrow's successful HR departments.</li>
<li>Does added value apply to HR?</li>
<li>Manpower planning - use of manpower predictive techniques.</li>
<li>Maximizing organizational structures to enhance productivity – how do downsizing and right-sizing work?</li>
<li>Understanding the new ratios for supervisors and managers.</li>
</ul>
<h3>Unit 3: New Look at Advances in Recruitment, Training, and Techniques to Maximize Human Performance</h3>
<ul>
<li>Recruitment - The new approach to recruitment processes.</li>
<li>How can testing and profiling make a real efficiency difference?</li>
<li>Improving the questioning process using the latest in behavioral techniques.</li>
<li>Tips and techniques used by interviewing professionals.</li>
<li>Professional interviewing in practice.</li>
<li>Training - The new training efficiency model.</li>
<li>Methods to determine which training provides value to the organization.</li>
<li>How to evaluate training?</li>
<li>Valuing and costing training and using a prioritizing system to get outstanding value from the training budget (specialist handout).</li>
<li>Maximizing efficiency through pay and rewards.</li>
<li>Concepts of value using the new talent model.</li>
<li>Two significant improvements in efficiency - the use of differentiation and bonus schemes.</li>
</ul>
<h3>Unit 4: New Performance and Value Approaches to Performance, Competence, Appraisal, and Succession Planning</h3>
<ul>
<li>Understanding performance - setting organizational performance standards.</li>
<li>The need for predictive forecasting.</li>
<li>Paying for performance.</li>
<li>Understanding how competencies are structured and how to measure them realistically.</li>
<li>Performance appraisal - understanding the cost of the assessment and how to improve it.</li>
<li>Techniques to enhance appraisal techniques and to maximize the value of training.</li>
<li>The new approach - new results.</li>
<li>Software needed.</li>
<li>5 Succession plans - What is the organization's value of PDPs?</li>
<li>The three approaches to targeted succession planning.</li>
</ul>
<h3>Unit 5: Business Process Reengineering and How to Measure the Return On Investment in HR Activities</h3>
<ul>
<li>Understand the immense value Business Process Reengineering (BPR) offers.</li>
<li>What is BPR?</li>
<li>IBM and "Levi's" case study.</li>
<li>How to do BPR?</li>
<li>Creating and measuring value from HR.</li>
<li>Practical examples.</li>
<li>The HR ROI formula.</li>
</ul>">

Cairo (Egypt)

3500 Euro

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HR Administrator Roles & Responsibilities Training Course - (HR 3024)

Introduction</h2>
This new and much-needed HR administrator roles and responsibilities program is offered for the first time this year. The HR administrator's critical role is rapidly evolving. The newfound importance of HR, its transforming nature, and its responsibilities necessitate exceptional administrative support and leadership.
Two of the world's highest-paid HR professionals began their careers as HR administrators, proving it's a career with limitless possibilities, provided you have the right approach for the new challenges ahead in HR.
<h2>Understanding the Role of an HR Administrator</h2>
In this HR administrator roles and responsibilities course, we delve into what the role of an HR administrator entails. Participants in the HR administrator roles and responsibilities course will explore how HR administrators act as the backbone of the HR function, providing essential support in areas such as recruitment, performance management, and employee relations. Well, it also addresses the question: what are the responsibilities of an HR administrator?
<h2>Targeted Groups</h2>
<ul>
<li>HR managers.</li>
<li>HR professionals.</li>
<li>HR administrators.</li>
<li>Officers who wish to expand their knowledge and enhance their HR administration skills.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this HR administrator roles and responsibilities course, participants will be able to:
<ul>
<li>Know and demonstrate how an integrated, world-class HR function operates.</li>
<li>Show the real value HR can deliver to any organization.</li>
<li>Understand that people are the essential ingredient in any organization – master personality, competence, and performance – the three key people ingredients.</li>
<li>Utilize new techniques and software to get the best from your existing HR data.</li>
<li>Comprehend the complete role of HR and the new organizational structure.</li>
<li>Manage HR data effectively and understand predictive forecasting.</li>
<li>Master the role of tomorrow's world-class HR functions.</li>
<li>Learn what exceptional HR contributes to world-class companies.</li>
<li>Return to work with the confidence and knowledge to become more efficient.</li>
</ul>
<h2>Targeted Competencies</h2>
At the end of this HR administrator roles and responsibilities training course, the target competencies will be able to develop the following:
<ul>
<li>Planning and generating business results.</li>
<li>Time management effectively and efficiently.</li>
<li>Mastery of new HR skills.</li>
<li>Creating business value.</li>
<li>Business data management.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: Does HR Provide a Good Service?</h3>
<ul>
<li>There needs to be more clarity between what HR does vs. what it should do.</li>
<li>Measuring HR success.</li>
<li>Aligning HR with organizational needs.</li>
<li>Debrief review.</li>
<li>Identifying our customers.</li>
</ul>
<h3>Unit 2: HR in Alignment: From Structure to Strategy</h3>
<ul>
<li>Transitioning to greater effectiveness - the new shape of HR functions.</li>
<li>The critical areas of HR – the new HR map of activities.</li>
<li>The integration of HR with organizational strategy.</li>
<li>Enhancing cooperation between HR and other departments.</li>
<li>Tools for improved inter-departmental collaboration.</li>
</ul>
<h3>Unit 3: From Recruitment to Performance Appraisal – Critical Processes</h3>
<ul>
<li>Critical activity two: Recruitment and selection - your involvement in the process.</li>
<li>Recruitment is the gateway into the organization.</li>
<li>Recruitment in action.</li>
<li>Recent improvements in the recruitment process and how to streamline the process.</li>
<li>Critical activity three is performance appraisal, and how much does this cost?</li>
<li>Is performance appraisal good value? What is it designed to do?</li>
<li>There is a need to measure and collect two critical pieces of data - Competencies and performance ratings. How to improve this process?</li>
</ul>
<h3>Unit 4: Training and HR Processes</h3>
<ul>
<li>Critical activity four: How to code, prioritize, and get a streamlined system for training.</li>
<li>The new training schema.</li>
<li>Activities involved in training – getting it right.</li>
<li>Critical activity five – Pay bonus and rewards - new ideas and methods to improve motivation.</li>
<li>Essential activity six – Grievance – disciplinary and rules and regulations – the most challenging area; disciplinary issues.</li>
<li>What do other companies do?</li>
</ul>
<h3>Unit 5: Making Things Happen Correctly</h3>
<ul>
<li>HR's leadership role.</li>
<li>Innovative approaches to succession planning.</li>
<li>The right people are the most valuable asset – measuring human capital.</li>
<li>HR as the new powerhouse – manpower planning.</li>
<li>Leveraging HR data to boost business performance.</li>
<li>The role of HR in process management.</li>
</ul>">

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Leading Strategic HR Transformation Course - (HR 3025)

Introduction</h2>
The role of HR in business is evolving, with a significant emphasis on strategic involvement. The "Chartered Institute of Personnel" has highlighted this shift, emphasizing HR's need to transition from a support function to a strategic partner in transformation and growth.
This leading strategic HR transformation course is a comprehensive training course designed to equip HR professionals with the skills to navigate this shift and position themselves as key players in their organization's strategic planning and execution.
As strategic HR leadership becomes vital for organizational success, this strategic HR transformation and leadership course prepares participants to step into the role of a strategic HR leader, providing them with the knowledge to make an impactful transition.
Upon completing this strategic HR transformation and leadership course, participants may be awarded a certificate acknowledging their competence in strategic human resources leadership. This strategic HR transformation and leadership certification recognizes the individual's readiness to harness HR strategy in transforming organizations and to advocate for HR as a strategic partner.
Participants will understand strategic HR and delve into the role of strategic HR leaders who are agents of change, steering HR transformation strategy and driving HR digital transformation certification processes.
The strategic HR transformation and leadership course involves mastering the balance between traditional HR practices and innovative approaches that align with the company's overall strategy.
The strategic HR, transformation, and leadership program is recognized as one of the leading HR transformation courses, incorporating insights from the HR transformation conferences and a curriculum that reflects the latest strategic HR certification.
<h2>Targeted Groups</h2>
<ul>
<li>All HR staff and HR practitioners.</li>
<li>HR managers and directors.</li>
<li>HR Business Partners.</li>
<li>Anyone who needs to understand HR strategy.</li>
<li>People are moving into HR from other roles.</li>
</ul>
<h2>Course Objectives</h2>
By the end of this strategic HR training course, participants will:
<ul>
<li>Master the new HR strategic process.</li>
<li>Transform strategic requirements into HR objectives using the 6 S model.</li>
<li>Create HR strategic action plans to achieve business objectives.</li>
<li>Provide innovative predictive information.</li>
<li>Practice business information interviews and presenting results.</li>
<li>Understand the future of employment and performance through people.</li>
<li>Build their professional confidence.</li>
<li>Write business action plans to delegate strategic tasks.</li>
<li>Translate current trends to maximize human capital investment.</li>
<li>Demonstrate fiscal control and create ROI.</li>
<li>Identify HR trends to report on and master emergency planning.</li>
<li>Manage an HR team to produce strategic results.</li>
</ul>
<h2>Targeted Competencies</h2>
<ul>
<li>Strategic thinking using the 4-step model.</li>
<li>Planning.</li>
<li>Analytical thinking.</li>
<li>Creativity and step innovation.</li>
<li>Writing outlines for the 6 S process.</li>
<li>Mastery of the construction of Business action plans.</li>
<li>Mastery of HR statistical packages.</li>
<li>Personal presentation skills.</li>
<li>International HR law.</li>
<li>Manpower planning.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: The Formulation of Strategy</h3>
<ul>
<li>Why taking HR to the executive level is such a good idea – more significant opportunities, bigger jobs – extended long-term security, and it's what world-class businesses want.</li>
<li>Where does strategy fit with the Vision, mission, and operating plans?</li>
<li>Traditional approach to strategic planning.</li>
<li>The new HR model - 10 steps needed to form an HR strategy.</li>
<li>The strategic model of how it works.</li>
</ul>
<h3>Unit 2: Translating Strategic Requirements into Business Action Plans</h3>
<ul>
<li>Include the formation of HR budgets.</li>
<li>The formation of strategic objectives and how to translate them into the HR 6 S model.</li>
<li>Building business action plans.</li>
<li>Making Strategic action plans - getting others committed. No SAP - what can happen?</li>
<li>Producing executive financial information - unit costs and spending analysis.</li>
</ul>
<h3>Unit 3: Mastering Predictive Trends & Management Information</h3>
<ul>
<li>Getting the big picture.</li>
<li>Why do executives need predictive information?</li>
<li>The executive must be good at predictive information-trend analysis.</li>
<li>Software for predictive planning and trend analysis.</li>
<li>Other predictive factors to review are succession planning and emergency planning.</li>
</ul>
<h3>Unit 4: Key Performance Factors – Maximizing Human Capital</h3>
<ul>
<li>Measurement tools, organizational maturity, and corporate culture.</li>
<li>Relationship between performance and competence.</li>
<li>Valuing human capital – how to do it.</li>
<li>Critical performance indicators.</li>
<li>Presenting at the executive level.</li>
</ul>
<h3>Unit 5: Understanding and Acting on High-Level HR Trends</h3>
<ul>
<li>Analyzing global employment and inclusion trends.</li>
<li>Keeping abreast of business trends affecting leadership and staffing.</li>
<li>Adapting to changing HR trends and their implications.</li>
</ul>">

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Human Resources Management: HR Professional Certification Course - (HR 3026)

26 Jan - 06 Feb 2025

7500 Euro

27 Jan - 07 Feb 2025

9000 Euro

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The Business Development & Management of HR Course - (HR 3027)

Introduction</h2>
Rapid and radical change is affecting the whole of the world. Everywhere in the world, we are facing significant challenges in terms of growth and competition.
In other places, the key to organizational success and efficiency is creating real value, controlling costs, and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage, mainly through maximizing every advantage of their human capital.
This practical HR in business development course shows you how the HR function can be a competitive advantage and the policies that should be developed.
<h2>Understanding the Role of HR in Business</h2>
In today's competitive landscape, understanding the role of HR in a business is vital for organizations aiming to achieve sustainable growth.
This HR in business development course segment specifically delves into business HR courses and the importance of HR in business planning.
Participants in the HR in business development course will explore how HR strategies are integrated into broader business objectives and how the role of HR in business can drive company-wide innovation and performance.
<h2>Targeted Groups</h2>
<ul>
<li>Human resource professionals are team leaders, supervisors, and middle management-level individuals wishing to advance their careers.</li>
<li>Managers at all levels who want to consolidate, refresh, and reinforce their knowledge and skills.</li>
<li>It is ideal for delegates who intend to move into human resource management after experience in line management.</li>
<li>Line Managers wish to understand better the fundamental Human Resource practices to manage their teams more effectively.</li>
</ul>
<h2>Course Objectives</h2>
At the end of this HR in business development course, the participants will be able to:
<ul>
<li>Understand empowerment, what it means, and how to achieve measurable results.</li>
<li>Learning about recruitment and retention – finding and keeping successful people is becoming increasingly difficult.</li>
<li>Appreciating the new techniques for recruitment will significantly improve their chances of getting the best people.</li>
<li>Master how to do performance management and, more importantly, get the tools to measure the results accurately.</li>
<li>Learn about behavioral competencies; you can use a new process to measure and manage competencies and see the new formula for valuing competency improvement.</li>
<li>Master motivation and see how a new focus in performance appraisal can transform results and improve productivity.</li>
<li>Cut edge of innovation and latest processes specifically for world-class HR functions.</li>
<li>Implement ROI within their organizations.</li>
</ul>
<h2>Targeted Competencies</h2>
At the end of this HR in business development course, the target competencies will be able to improve:
<ul>
<li>Business productivity improvement.</li>
<li>Mastery of competencies.</li>
<li>HR process innovation.</li>
<li>Self-development.</li>
<li>Leadership development (for self and others).</li>
<li>HR measurement and effectiveness techniques.</li>
<li>Innovation and creativity.</li>
</ul>
<h2>Course Content</h2>
<h3>Unit 1: The Context for Change</h3>
<ul>
<li>The big picture – What is changing, and how does that affect everyone in HR? Discussion.</li>
<li>The strategic requirement – new demands - new HR tools.</li>
<li>Leadership and management style, what it is, and how to measure it.</li>
<li>The new way to create leaders – the process.</li>
<li>Recruitment - The new competency and behavioral approach.</li>
<li>The process needed to get results.</li>
<li>Key success areas to aid retention.</li>
</ul>
<h3>Unit 2: Managing Performance, Behaviour, and Culture</h3>
<ul>
<li>Performance Management – setting standards.</li>
<li>Methods of setting targets and measuring performance.</li>
<li>Improving managerial performance.</li>
<li>The psychological contract v is what happens in the workplace.</li>
<li>Corporate culture – what it is and how to measure it.</li>
<li>Coaching, mentoring, and counseling. How to get results?</li>
</ul>
<h3>Unit 3: Implications for Employment Practice</h3>
<ul>
<li>Work organization – How do you calculate the right size for any organization?</li>
<li>The use of competencies – Setting measurement standards, how to value the improvement in competency standards.</li>
<li>Human capital management – techniques for measuring the value of human capital.</li>
</ul>
<h3>Unit 4: Employee Relations</h3>
<ul>
<li>Rights vs. responsibilities, employment contracts, and what they mean.</li>
<li>Poor performance procedure – the principle of differentiation.</li>
<li>Disciplinary procedure – This is the line manager's role! Discussion.</li>
<li>Other issues, but whose responsibility are they? Grievances and equal opportunities.</li>
</ul>
<h3>Unit 5: The Future Of Employment Practices</h3>
<ul>
<li>Industrial Democracy – Google example – but will it work anywhere else?</li>
<li>The role of employee representatives is for communications, consultation, and involvement.</li>
<li>The new shape of HR business process management.</li>
<li>Keeping good people.</li>
</ul>">