Certification Program

List of Online Training Program

List of Online Training offered by WARD

Features

• You can start anytime from anywhere
• Fully Self Paced Learning Materials with exercises
• Certificate will be issued

Registration Process:

• Step-1: Send mail to training.ward@wardbd.net with the training title/ Register via online
• Step-2: You will receive an invoice
• Step-3: Pay via Credit Card/ Debit Card/ Netbanking/ Mobile Banking
• Step-4: Send mail with the proof of payment
• Step-5: You will get access to the learning portal
• Step-6: Complete self paced learning
• Step-7: Once complete attend Quiz test
• Step-8: After attending quiz you will get online certificate

• Meaning of Job Analysis
• Importance of Job Analysis
• Application of Job Analysis information
• Component of Job Analysis
• Template for Job Analysis
• Methods for Job Analysis
• Competency Framework development from Job Description
• Job Analysis Report preparation

Brief Contents:

• M-1: HR Business Partner: Concept & Competencies
• M-2: HR Planning & Budgeting
• M-3: Competency Mapping for HR: Entry Level, Mid Level & Senior Level
• M-4: Integrated Talent Management
• M-5: Learning & Development: Need Assessment, Methods & impact in Business
• M-6: Advanced Performance Management System: KPI Focused
• M-7: Navigating Organizational Performance through Balanced Scorecard
• M-8: Total Reward Management
• M-9: Ethics, Compliance, Labor Law - Rules, Disciplinary Procedure
• M-10: HR Analytics and HR Accounting

1. Clarity about Concept: Clear understanding about different functional area of HR
2. Understanding Method/ Process: Clear understanding about different process and procedure of different functions of HR
3. Capability to implement the learning: Capacity to apply learning in different practical areas organization
4. Capability to transfer the learning: To make other people understand about different functions of HR
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing different HR functions smoothly in the organization

Pre-requisite: At least 1 year experience in HR

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

Course Activity:

Duration: 30 hours

Method: Online [Self paced]

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

Assessment Method:                                                                                          

• Post Course Examination
• Post Course Assignment & Presentation

Post Graduate Certificate in HRM [GCHRM]

Introduction: Years ago, HR professionals were often satisfied to just do their jobs. They knew all the many facets of their positions and were not that interested in being a strategic partner with other management in the organization. This is no longer the case. HR professionals are becoming increasingly aware that they must be more visible, viable members of the team. They also want to enhance their reputations as competent, well-rounded, knowledgeable employees and members of management.

When HR professionals can speak the language of business, their peers and superiors within the organization will include them in the organizational decision-making process.

This workshop will explain contemporary notion and competencies for HR professionals to become the integral part of the Organization. These learning will let the HR professionals know about the recent trends of HR globally as well as make HR people competent enough to align HR strategy with Organization Strategy.

Objective: After successful completion of the program, participants will be able to:

1. Acquire essential knowledge and skills about HR Functions
2. Contribute in Strategic HR through analytical decision making
3. Contribute in designing and Implementing Effective Performance Management System
4. Analyze and manage Law related issues
5. Understand the concept and practice about Talent Management

Brief Contents:

• M-1: HR Business Partner: Concept & Competencies
• M-2: HR Planning & Budgeting
• M-3: Competency Mapping for HR: Entry Level, Mid Level & Senior Level
• M-4: Integrated Talent Management
• M-5: Learning & Development: Need Assessment, Methods & impact in Business
• M-6: Advanced Performance Management System: KPI Focused
• M-7: Navigating Organizational Performance through Balanced Scorecard
• M-8: Total Reward Management
• M-9: Ethics, Compliance & Labor Law - Rules and Disciplinary Procedure
• M-10: HR Analytics and HR Accounting

Target Person:

1. HR Professionals
2. Department Head
3. Senior management
4. Small business owner
5. Consultant

Program Administration:

Total Hours: 100

Contact Hours: 30

Assessment Areas:

1. Clarity about Concept: Clear understanding about different functional area of HR
2. Understanding Method/ Process: Clear understanding about different process and procedure of different functions of HR
3. Capability to implement the learning: Capacity to apply learning in different practical areas organization
4. Capability to transfer the learning: To make other people understand about different functions of HR
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing different HR functions smoothly in the organization

Pre-requisite: At least 1 year experience in HR

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

Course Activity:

Duration: 30 hours

Method: Online [Self paced]

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

Assessment Method:                                                                                          

• Post Course Examination
• Post Course Assignment & Presentation

Introduction: Years ago, HR professionals were often satisfied to just do their jobs. They knew all the many facets of their positions and were not that interested in being a strategic partner with other management in the organization. This is no longer the case. HR professionals are becoming increasingly aware that they must be more visible, viable members of the team. They also want to enhance their reputations as competent, well-rounded, knowledgeable employees and members of management.

When HR professionals can speak the language of business, their peers and superiors within the organization will include them in the organizational decision-making process.

This workshop will explain contemporary notion and competencies for HR professionals to become the integral part of the Organization. These learning will let the HR professionals know about the recent trends of HR globally as well as make HR people competent enough to align HR strategy with Organization Strategy.

• Fully Online Program
• 4 Months duration
• Online Assessment System
• Globally accredited Program
• valid for 30 PDCs for the SHRM-CP® or SHRM-SCP® & 30 Point for HRCI recertification

Module-1: Anatomy of Performance Management System

Module-2: KPI Chemistry

Module-3: KPI Culture

Module-4: KPI Designing

Module-5: Business Performance through KPI analysis

Introduction:

Business is challenging, especially during difficult economic times. It is also extremely competitive and our customers are becoming increasingly discerning. As a result business leaders and senior executives are all looking to improve performance, minimize errors and seek out new and novel ways to gain the edge over their competition. KPIs – when properly understood and used effectively provide a powerful tool in achieving just that.

KPIs are a ubiquitous in modern business. They are everywhere – common almost. And yet businesses that are using KPIs correctly and effectively are not common. Knowing about KPIs and understanding their relevance is of course important and we’ll explore these essential topics in this workshop. But, when push comes to shove KPIs are only really useful if you identify the right ones to measure for your business and only measure those ones. They will only deliver mission critical data if you then use the KPIs and analyze what they tell you on a regular basis to inform and illuminate your decision making.

This workshop is therefore specifically designed to ensure that you design, implement and use KPIs correctly for the maximum impact with the minimum fuss. When used properly KPIs can become the compass that can guide you through even the choppiest of corporate waters leading your business to even greater success and prosperity.

Objective/ Benefit: After completion of this course participants will be able to:

1. Understand the concept and practices of KPI
2. Design and Measure KPI
3. Align KPI in every level
4. Drive Business Performance through KPI based PMS

• Post Covid Business Challenges
• Employee's Role to face the challenges
• Area of Empoyee's Contribution in BCP

None even predict the Post Covid Business Situation. At that moment continuity of Business may be a great challenge for the investors/ stakeholders. In this session we shall discuss how employees/ professinals can contribute in the Business Continuety Plan after Covid. This will be a great opportnity to share among each other to face the uncertain challenge

Steps of Disciplinary Process

Letters used in Disciplinary Process

Errors in Disciplinary Process

Relavent Clauses of Labor Law

Refernce Cases

What Is Emotional Intelligence?

Benefits of Emotional Intelligence

High IQ vs. High EQ

Characteristics of High EI

Characteristics of Low EI

Five Domain of EI

Strengthening Your EI

Principles of Building Your EQ

Module-1: Human Resource Planning: Concept & Practice

Module-2: HR Demand Calculation

Module-3: HR Supply Calculation

• HR Audit: Concept
• Objectives & Purpose of HR Audit
• Principles of Effective HR Auditing
• Knowledge, Skills & Attitude of an HR Auditor
• Tasks of an HR Auditor
• Types of HR Audit
• HR Audit Tools
• Steps/ Stages of HR Audit
• Techniques of Auditing
• Method of HR Audit
• Documents for HR Audit
• HR Audit Check List
• Specific Task during HR Audit
• HR Audit Report Preparation

Session-1: Assess your present Training Function

Session-2: Planning & Procedure for need identification

Session-3: Implementing Specific Methods to Gather Information

Session-4: Finalizing Need analysis

Session-1: Alignment of L&D strategy with Business Strategy

Session-2: Strategic Role of L&D & its framework

Session-3: L&D Life Cycle

Session-4: L&D for Business excellence

1. Make a great first impression
2. Effective communication
3. Becoming a personal brand
4. The Art of Influencing
5. Emotional Intelligence
6. Time Management
7. Mindfulness
8. Interpersonal skills
9.  Team building & Bonding
10. Goal Setting & Success

Modules:

Module-1: Introduction of Bangladesh Labor Rules

Module-2: Worker, Working hour and its management

Module-3: Separation and Disciplinary Procedure

Module-4: Health, Safety and Welfare

Module-5: Leave, Maternity Leave and Maternity Benefit Management

Module-6: Administration of Wage, PF, Gratuity, Profit Participation

Module-7: Trade Union, CBA, Participation Committee

Module-8: Forms, Formats and control of Government

Resource Person:

Adv. Jafrul Hasan Sharif, Labor & Employment Law Expert, & Managing Partner-Attorneys

Starting from 21 August

Fee: BDT 10,000

Special Offer: BDT 7500 [3 Installment]

Friday 7.30 to 9.30 pm

Module-1: Concept of C&B

Module-2: Concept, Tools & Models of Reward Management

Module-3: Design of Pay Structure

Module-4: Compensation Administration

Module-1: HR Accounting: History, Concept & Practice

Module-2: Calculation of Cost & Benefit of HR initiative

Module-3: HR Budgeting

Module-4: Valuation of Human Asset

Module-5: HR Accounting for Decisions Making

Introduction:

The demand for accountability among all business functions has never been greater. Recent events show how vital decisions are about human resources in an increasingly uncertain and interconnected world. A key responsibility of organization leaders, human resource (HR) leaders, and consultants is to articulate the logical connections between progressive HR practices and firm performance, and they need to demonstrate those connections with data. This book provides logic and technology to look inside the “black box” between HR practices and financial/business performance.

Investing in people should be as systematic as investing in any other vital resource, based on logical frameworks and focused on optimization, not simply on reducing costs or mimicking best practices. This argues against the common “peanut-butter” approach to talent investments that spreads the same investments (for example, in training or staffing programs) over the entire organization, in an effort to be fair by being equal. Such approaches engender justifiable skepticism from leaders and employees who are asked to invest in programs or activities because HR—or even the CEO—says that everyone must do it.” That approach is in stark contrast to other resources, such as customers and technology, where investments are targeted where they have the greatest effect. Why not make greater talent investments where they matter most? This “decision science” approach provides the foundation for the techniques we present here.

We emphasize that, ultimately, measurement is valuable when it improves important decisions about talent. That requires not simply more or better measures, but an integrated approach that combines those measures with logic, analytics, and knowledge processes. This Master Class Program on HR Accounting will guide the HR Professionals as well as CEO to identify, measure and analyse the 

Module-1: Concept of Analytics

Module-2: Metrics & Analytics in HR Functional Area:

Module-3: HR Analytics for Business Performance

Module-4: HR Analytics for Human Capital Management Concept

Introduction: Individuals who chose to become HR professionals frequently made that decision to help people attain their career goals. The HR professional is often seen as the liaison between the organization’s management and the employees. Most HR professionals would rather work with people instead of numbers.

As organizations have become increasingly more complex via global expansion and mergers and acquisitions, and as the sophistication level and knowledge base of employees has exploded, the HR community has often not kept pace.

Years ago, HR professionals were often satisfied to just do their jobs. They knew all the many facets of their positions and were not that interested in being a strategic partner with other management in the organization. This is no longer the case. HR professionals are becoming increasingly aware that they must be more visible, viable members of the team. They also want to enhance their reputations as competent, well-rounded, knowledgeable employees and members of management.

When HR professionals can speak the language of business, their peers and superiors within the organization will include them in the organizational decision-making process.

This workshop will explain some metrics and Analytics that an HR professional can use for the functional excellence of HR area as well as in business. These tools of Numeric HR will help every HR professional to be logical, rational in different analysis, measurement, reporting and selling ideas.

Objective of the Program: After successful completion of the program participants will be able to:

• Understand the concept and application of Numeric HR
• Able to apply Analytics in different areas of HR
• Able to take or guide to take any business decision
• Able to measure and prescribe future strategy for People performance and business performance
• Able to align HR strategy with Business Strategy through analytics

• Module-1: Concept of Coaching
• Module-2: Skills and Competencies of Coaching
• Module-3: Coaching Chemistry
• Module-4: Role & Approaches of Coaching
• Module-5: Learning outcomes & Its Application

Overview of the Program:

Coaching & Mentoring are very vital tool for todays Manager. These helps manager to develop, to stimulate and to retain employees in the organization. These are very important and widely used methods for getting best output from team members.

In this course you will find essential contents of Coaching. Also will find some practical Exercise and Self Assessment part which will assure application of learning. After successfully completing this course any Manager will be confident in coaching for their team members.

Objective of the session: After successful completion of this course, participants will be able to:

• Learn about Coaching concept, Skills and Competencies
• Learn the Methods & Model of Coaching
• Transform Bosses, Managers & Leaders  to Coaches

Major Discussion Areas

Module-1: Concept of Coaching

• Introduction to the course
• Concept of Coaching
• Benefits of Coaching
• Difference between Coaching & Mentoring
• When to use what

Module-2: Skills and Competencies of Coaching

• Skills for Coaching
• Self Assessment of Skill-Do I Build Rapport Well?
• Self Assessment of Skill-Am I a Good Listener?
• Self Assessment of Skill-Do I Ask Effective Questions?
• Self Assessment of Skill-Do I Provide Constructive Feedback?
• Competencies of a Coach

Module-3: Coaching Chemistry

• Attributes of Coach
• Coaching Process
• Coaching Mindset
• Coaching Model
• Worksheet for GROW Model

Module-4: Role & Approaches of Coaching

• Role of a Coach
• How to use GROW
• High Performance Coaching
• Coaching Agreement
• Creating Coaching Culture

Module-5: Learning outcomes & Its Application

• Recap the Learning Outcome
• Application for Coaching for Professionals
• Case regarding Application of Coaching
• Guide for Further Development of Coaching Skills

• Types of Training evaluation
• Kirkpatrick’s model of Training evaluation
• Concept & Practice of ROI of Training
• Model of ROI of Training
• Five Steps of ROI calculation
• Checklist for Cost – Benefit identification 
• Method for conversion of qualitative improvement to monetary value

Module-1: Insight Thought of Talent Acquisition

• The Hiring Process
• Tasks in Recruitment & Selection

Modue-2: Recruitment: Concept & Methods

• Main functions of Recruitment
• Recruitment Goals
• Sources of Recruitment
• Methods of Recruitment
• Factors for Selecting Recruitment Methods

Modue-3: Selection: Concept & Methods

• Selection: What & Why
• Basic Selection Criteria
• Validity & Reliability of Selection Tests
• Selection Methods
• Choice of Selection Methods

Basic Information:

Introduction: Recruitment & Selection are very vital activity for HR Professional. This is an important issue for any organization for business growth and continuity. Hiring the RIGHT FIT is extremely important as well as challengeable for any HR Professionals.

For hiring the RIGHT FIT every HR professionals MUST use the RIGHT Method as well as Perfect Method for Talent Acquisition Purpose. Some times we are using RIGHT Method without any validation of that method/ tools. This program will assist R Professional to learn about the RIGHT and Perfect Methods for Recruitment and Selection for ensuring RIGHT FIT for the organization.

Objective of the Program: After successful completion of the program, the participants will

• Be able to identify the RIGHT method for Recruitment Purpose
• Be able to identify the RIGHT method for Selection Purpose
• Be able to ensure RIGHT FIT for the company
• Be able to validate the methods

Module-1: Basic about Interviewing

• Course Introduction
• What is Interviewing
• Why do we interview
• Types of Interview
• Why is Interviewing Important

Module-2: Insight Thought of Behavioral Interview

• What is Behavioral Interview?
• Why use Behavioral Interview
• Benefits of Behavioral Interview
• What usually we assess through Behavioral Interview
• Benefits of using Competency based approach in Behavioral Interview

Module-3: Question Designing for Behavioral Interview

• Basic pattern of Behavioral Question
• STAR model for deigning Behavioral Question
• Behavioral Interview: 4 Steps process
• Sample Behavioral Questions

Introduction: Hiring the Right person is very important for any company. One of the most important method for election is Interviewing. There are different types of Interview. Out of all types, Behavioral Interview is one of the best. Many corporates are using this type of Interview in wide range.

The question of Behavioral Interview is highly connecting with the specific competencies required for the position. So, testing through behavioral interview is highly effective for selecting right candidate.

Objective of the Program: After successful completion of the program, the participants will

• Be able to develop Behavioral Question for different competencies
• Be able to hire the right fit by using behavioral Interview technique
• Be able to use STAR technique for Behavioral Questioning
• Be able to get expertise on Probing Question

Mode of Program: Fully Online

Learning Method: Self-Paced Learning Material, Exercises

Contact:  training.ward@wardbd.net,  training.ward@gmail.com , www.wardbd.com

Module-1: Basic about Performance Management

1.1   What is Performance Management

1.2   Principles of Performance Management

1.3   Objective of Performance Management

1.4   What is Job Performance?

1.5   Factors That Influence Performance

Modue-2: Basic about KPI

2.1   What is Key Performance Indicator

2.2   Principles for KPI designing/ Writing

2.3   KPI Insights

2.4   KPI Project Life Cycle: ADIIMAR

Modue-3: Methods for KPI designing

3.1   Introduction to KPI Designing

3.2   Balanced Scorecard

3.3   Key Result Area

3.4   Impact Formula

3.5   Result Chain

3.6   ACER

Introduction: Performance Management is one of the vital area for organization. The major objective for Performance Management is to ensure Business Performance through Employee performance. There are different methods/ approaches for Performance Management. Key Performance Indicator based Performance Management is one of the best approach for Performance Management now a days.

Majority organization across the globe are doing KPI based PMS. For setting KPI there are different methods. To set the right method and also to set KPI by using the method perfectly can assure the impact of PMS on business. This course will ensure the learning of Methods for KPI designing which can lead perfect setting of KPI for organization.

Objective of the Program: After successful completion of the program, the participants will

• Be able to understand very basic about Performance Management
• Be able to understand basic about KPI
• Be able to understand methods of KPI
• Be able to design KPI based on different methods

Mode of Program: Fully Online

Learning Method: Self-Paced Learning Material, Exercises

Contact:  training.ward@wardbd.net,  training.ward@gmail.com , www.wardbd.com

Module-1: Human Resource Planning: Concept & Practice

1.1   HRP & Strategic HRP: Concept & Practice

1.2   Objective of HR Planning

1.3   Importance of HR Planning

1.4   Factors Affecting HR Plan

1.5   HR Planning Steps

1.6   HR Planning Model

Module-2: HR Demand Calculation

2.1   HR Demand Analysis Steps

2.2   Special Consideration in Demand Analysis

2.3   Trend analysis or index analysis

2.4   Productivity measurement method

2.5   Delphi technique

Module-3: HR Supply Calculation

3.1   Replacement chart

3.2   Marcov analysis

Overview of the Program:

Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is an important process aiming to link business strategy and its operation. Human resource planning ensures that people are available to provide the continued smooth operation of an organization. It means, human resource planning is regarded as a tool to assure the future availability of manpower to carry on the organizational activities. It determines the future needs of manpower in terms of number and kind.

Human resource planning is important to cope with the change associated with the external environmental factors. It helps assess the current human resources through HR inventory and adapts it to changing technological, political, socio-cultural, and economic forces. The main objective of having human resource planning is to have an accurate number of employ­ees required, with matching skill requirements to accomplish organizational goals.

Objective of the program: After successful completion of the program, participants will be able to determine proper Human Resource Planning which may lead to:

• Ensure adequate supply of manpower as and when required.
• Forecast future requirements of human resources with different levels of skills.
• Assess surplus or shortage, if any, of human resources available over a specified period of time.

Mode of Program: Fully Online

Learning Method: Self-Paced Learning Material, Exercises

Contact:  training.ward@wardbd.net,  training.ward@gmail.com , www.wardbd.com

Major areas to be covered:

Module-1: Insight Thought of Competency

• Concepts of Competence & Competency
• 5 types of competency characteristics
• Iceberg Model of Competency
• Central & Surface Competency
• Benefits of using Competency model

Modue-2: Competency Mapping: Model, Tools & Technique

• Competency Pyramid Model
• Sources of Competency Information
• Competency Mapping: Steps & Tools

Modue-3: Competency Models for HR

• SHRM Competency Model for HR Professional
• Competency Model for Senior Level HR Professionals
• Competency Model for Mid Level HR Professionals
• Competency Model for Junior Level HR Professionals

Exercise & Assignment:

Activity-1: Types of Competency Character

Activity-2: Data Source for Competency Mapping for Sales Manager

Activity-3: Competency Mapping for Head of Sales

Actvity-4: Ranking of Behavioral Competency of SHRM

Activity-5: Develop Competency for HR Professional [Senior, Mid & Junior Level]

Introduction: Competencies are the skills, behaviors and performance standards that turn the “what” of an expectation into the “how.” Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes.

The objectives of competency mapping are to help an employee become more efficient, effective and competitive. It starts with a set of high-level core competency standards such as innovation, creativity, technical expertise, quality and a customer-oriented focus, all of which reflect the achievement of strategic business goals. Through the process of competency mapping these goals become employee performance benchmarks. Managers use these benchmarks to increase the productivity and performance of employees and the efficiency, effectiveness and competitive nature of the business as a whole.

Outcome of the Program: After successful completion of the program, the participants will

• Be able to understand Competence, Competency and Competency Framework
• be able to identify Competencies required for a position
• be able to develop competency for any position

Major areas to be covered:

Module-1: Concept of PMS

• Performance Management Terminologies
• Performance Management Vs Performance Measurement
• Objective of PMS
• Methods of PMS
• Different tools for PMS

Module-2: Traditional vs KPI based Performance Management

• Features of Traditional Performance Management System
• Characteristics of KPI based PMS
• What aspects of performance management drive high performance?
• Importance & Benefit of KPI based PMS

Modue-3: Concept of KPI

• Insight Thought of KPI
• KPI Writing Principles
• Types of KPI
• Features of Perfect KPI
• Benefits of KPI in Business

Modue-4: KPI Designing

• KPI Selection/ development technique
• Step for developing KPI
• Format for KPI design
• Techniques for giving weightage of KPI
• Examples of KPI for different functions

Modue-5: KPI Selection & Balancing

• KPI selection criteria
• KRA based Selection
• Impact Formula for KPI selection
• Balanced Score Card for KPI selection
• KPI Balancing: Concept & Technique

Modue-6: KPI Achievement Analysis & Reward Management

• Data Gathering for KPI Achievement
• Analysis of KPI Achievement
• Data Visualization for KPI Achievement
• Reward Management for KPI Achievement

Introduction:

Business is challenging, especially during difficult economic times. It is also extremely competitive and our customers are becoming increasingly discerning. As a result business leaders and senior executives are all looking to improve performance, minimize errors and seek out new and novel ways to gain the edge over their competition. KPIs – when properly understood and used effectively provide a powerful tool in achieving just that.

KPIs are a ubiquitous in modern business. They are everywhere – common almost. And yet businesses that are using KPIs correctly and effectively are not common. Knowing about KPIs and understanding their relevance is ofcourse important and we’ll explore these essential topics in this workshop. But, when push comes to shove KPIs are only really useful if you identify the right ones to measure for your business and only measure those ones. They will only deliver mission critical data if you then use the KPIs and analyze what they tell you on a regular basis to inform and illuminate your decision making.

This workshop is therefore specifically designed to ensure that you design, implement and use KPIs correctly for the maximum impact with the minimum fuss. When used properly KPIs can become the compass that can guide you through even the choppiest of corporate waters leading your business to even greater success and prosperity.

Objective/ Benefit: After completion of this course participants will be able to:

1. Understand the concept of Performance Management System
2. Understand the concept and practices of KPI
3. Design and Measure KPI
4. Align KPI in every level
5. Drive Business Performance through KPI based PMS

Practice Exercise: There are 5 Practice Exercise in the material. Delegate needs to practice by self.

Assignment: There will be an assignment to be submitted via portal

Examination: There will be MCQ based Examination. Anytime anyone can attend exam

Module-1: Employee Turnover: the Essentials

• What is Employee Turnover?
• Types of Employee Turnover
• Avoidable versus unavoidable turnover
• Dysfunctional versus functional turnover

Module-2: Employee Turnover: Measures and Causes

• Turnover Measures
• Possible Positive Consequences of Turnover
• Monitoring Turnover and Retention data
• Causes of turnover
• External drivers of the retention crisis
• Internal drivers

Module-3: Employee Turnover Cost: Concept, Types, Approach

• What is the cost of turnover?
• Turnover Cost Benchmarking
• Iceberg Model of Turnover
• Types of Cost
• Approach of Calculation
• Factors that affect Costs
• Impact of Tenure on cost calculation

Module-4: Employee Turnover Cost: Calculation

• Calculation of Costs
  • Costs Due to a Person Leaving / Departure
  • Recruitment Costs/ Replacement
  • Training Costs/ Orientation
  • Lost Productivity Costs/ Consequence of Turnover
  • Lost Sales Costs [for sales people]
• Predictors of Voluntary Turnover
• Strategy for Reduction of Turnover Cost
• Reference of Turnover Cost Benchmark
• DO’s & Don’ts for Managing Turnover

Practice Exercise: There are 5 Practice Exercise in the material. Delegate needs to practice by self.

Assignment: There will be an assignment to be submitted via portal

Examination: There will be MCQ based Examination. Anytime anyone can attend exam

Introduction:

Turnover Cost is one of the major hidden HR cost. Lacking of Employee retention is one of the Key elements for turnover. During the last decade, employee retention has become a serious and perplexing problem for all types of organization. Managing retention and keeping the turnover rate below target and industry norms is one of the most challenging issues facing businesses. From all indications, the issue will compound in the future, even as economic conditions change.

Employee turnover continues to be one of the most unappreciated and undervalued issues facing business leaders. This stems from several important assumptions and conclusions about turnover:

All stakeholders involved in the issue, including Functional Head, Human Resource managers, underestimate the true cost of employee turnover.

The causes of turnover are not adequately identified in most organizations.

The solutions to reduce turnover are sometimes mismatched with the cause of turnover and do not generate the desired results.

Many of the preventive measures for turnover are either overkill or they often miss the mark altogether.

This workshop will help the participants to address the above issues and to introduce some probable solutions for the betterment of the organization.

Objective/ Benefit: After successful completion of the program participants will be able to:

1. Have clear concept about Employee Turnover & its impact
2. Calculate fully loaded cost for Turnover
3. Take necessary steps to reduce cost
4. Reduce turnover rate
5. Increase retention rate

• Session-1: Alignment of L&D strategy with Business Strategy
• Session-2: Strategic Role of L&D & its framework
• Session-3: L&D Life Cycle
• Session-4: L&D for Business excellence

Introduction:

Business Partner is the concept used for different professions in the organization. The role of Business Partner is to enhance the business growth and to ensure Business Sustainability. Learning & Development is also playing very vital role for Business Sustainability and growth. So L&D is also treated as Business partner.

As strategic business partners, we should ensure that our learning and development (L&D) strategy is aligned with the mission of the businesses we support. Training and performance solutions should enable organizational goals, rather than detract from them by wasting time while not adding value. 

Objective/ Benefit: After completion of this course participants will be able to:

1. Understand the concept of Business Partner
2. Align the Learning & Development strategy with Business Strategy
3. Design business focused  L&D framework
4. Connect L&D initiative in the cycle from Business Objective to Business Outcome
5. Drive Business Performance through L&D initiative

Session-1: Concept of Learning, Development & Training

Session-2: Steps in Training Process

Session-3: Role Training Coordinator

Session-5: Return on Investment of Training

Introduction:

The Learning & Development function is becoming an increasingly important element of organizational and individual employee success. As jobs have become more technical and organization specific, there are fewer candidates whose qualifications meet such requirements.

New jobs are continually being created, and new equipment and systems introduced to existing jobs. Some jobs are vanishing, and many whose jobs are eliminated do not have the needed skills for the positions that are now available. In addition, many organizations have found it difficult to locate people who possess what were previously considered the necessary basic English, communication, and mathematical skills. All of these conditions require the type of expertise training can provide, so training is called on to make available the types of employees required.

A change in the economy may also create different types of training needs. When the economy is strong and employment is increasing, a high level of new employee training is required.

So, identification of right training need, organizing training, conducting training evaluation, calculating ROI all are very essential for any corporate.  This training will give hands on experience to the participants for becoming capable to do these activities.

Outcome of the Program: After completion of the program, the participants will be able to

• Understand the basic of L&D
• Design & Conduct TNA program for the organization
• Organize any Training Program efficiently
• Evaluate Training Program
• Measure the Return on Investment for every program

Major areas to be covered:

• Mode of Employee Separation
• Employee Separation Process
• Employee Separation: Documents required
• Principles for Calculating in case of Employee Separation
• Issues to be considered while calculating Final Settlement Amount
• Tool for Final Settlement Calculation: Important Information
• Sample Format for Final Settlement
• Consideration of Bangladesh labor Law for Final Settlement

Basic Information: Employee Separation & Final Settlement: Process & Calculation

Introduction: Employee Separation is one of the important process for HR. In this process HR should be very much careful about the procedure, calculation and documentation. As sometimes employee may challenge against any decision. So that, Separation is being treated as one of the most critical function for HR.

Considering this aspect, we tried to make it more concise, concrete and to the point. In this workshop the full process and calculation with example has been discussed. So, any people after the session can apply the skills.

Objective of the Program: After successful completion of the program, the participants will

• Be able to Maintain the full process for Final Settlement
• Be able to Calculate the Amount after Final Settlement
• Be able to maintain proper documentation
• Be able to design Final Settlement Format/ Tool as per organization’s requirement