Certification Program

Major Discussion Areas

Module-1: Introduction of Organization Development

• Organization Development: Concept, Practice
• Models of OD
• OD in the history & theory: Concept of Different theories of OD

Module-2: OD Practitioner’s Role & Competencies

• Role of OD Practitioner in the organization
• Competency Framework for OD Practitioner
• Understanding Strategy & Its Formulating

Module-3: OD Process

• Phase-1: OD Need Assessment
• Phase-2: Diagnosis & Root Cause identification
• Phase-3: Solution Identification & Designing
• Phase-4: Implementation of Solution
• Phase-5: Monitoring of OD initiatives
• Phase-6: Impact evaluation & redesign (if required)

Module-4: Organizational Diagnosis: Concept, Tools & Methods

• Components of Organization
• Different tools for diagnosing different issues:

• Tools for diagnosis of Organizational Leadership Competencies?
• Tools to identify change required in Client's Organization?
• Tools to measure Organizational Performance
• Tools to Identify Performance Problems in an Organization
• Strategic Planning and Organizational Change
• Does Your Client's Business Strategy Make Sense?
• Does Your Client's Strategic Plan Give Them the Competitive Edge?

Module-5: OD Solution Designing

• Organizational Leadership & Culture Development-models & techniques
• Business Process Reengineering: Concept, Methods and Tools
• Organizational Effectiveness Improvement: Concept, Tools and Techniques
• Organizational Change Management: Models, Tools and Techniques
• Innovation, Automation & Digitalization: Scope and Competencies
• Tools for implementing different OD initiatives:

• Developing Strategic Plans Based on Strategic Vision
• Balancing Change and Stability
• Increasing the Value of Performance Improvement Interventions
• Probing Team Issues Before They Become Problems
• Interpreting Personality Differences

Module-6: Impact of OD

• Areas of Impact of OD in organization
• Indicator for Impact Assessment of OD initiatives
• KPI for OD practitioner/ Consultant
• Tools for Impact Assessment
• Calculation of ROI of OD Initiative
• OD Analytics

Overview of the Program:

Todays Business World is very much competitive. This VUCA world expect change and improvement round the clock. Every organization need development initiative from every corner. This course is designed to develop some professional who can take the lead to ensure different development inititve from different corner of the organization.

‘Organization Development’ tool for increasing organization excellence. In recent times the importance of OD has been recognized significantly. Considering the importance level now a day Institutes, Business School have developed different courses, Training Institutes offer different training programs for OD practitioners/ OD Professionals. OD is going to be emerged as a full fledged profession world-wide.

Considering this aspect, this course has been designed to develop OD Professional to take the organization forward with change & process improvement. This course is focused on different dimension of Organization Development like Process Development, Culture Development, Structure Development, People development etc.

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

1. Understand the concept of OD
2. Identify the Need for OD in any organization
3. Design OD solution for the organization
4. Implement Development initiative in Organization
5. Ensure Transformational Change for Organization Development
6. Redesign Process for improving productivity
7. Play role as Internal Consultant
8. Ensure and improve Organizational Effectiveness

Competency Framework: This curse has been designed based on the below competency framework

• Diagnostic Competency
• Business Competency
• Culture, Leadership & Management Development
• Process Development
• Change Management
• Innovation, Automation & Digitalization

Assessment Areas:

1. Clarity about Concept: Clear understanding about OD
2. Understanding Method/ Process: Different method and process of OD
3. Capability to implement the learning: Capacity to apply OD Intervention Program in the organization
4. Capability to transfer the learning: To make other people understand about OD
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing OD interventions in the organization

Pre course Activity:

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

Course Activity:

Duration                                              : 4 Months

Total Qualification Time [TQT]  : 120 hours

Method                                               : Fully Online

Learning Tools                                  : Self-Paced Online Material, Exercise, Case Analysis, Assignment etc

Post Course Activity: Exam, Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Brief Outline:

Module-1: Concept of Emotion

Module-2: Understanding of Emotional Intelligence

Module-3: EQ Competency Framework

Module-4: Application & Outcome of EQ at Personal Level

Module-5: Application & Outcome of EQ at Work level

Module-6: Challenges to apply EQ at workplace & its remedy

Emotional Intelligence: The New Science of Success

Introduction:

Emotional intelligence can make a huge difference in both our personal lives and our work satisfaction and performance. Emotional intelligence is the distinguishing factor that determines if we make lemonade when life hands us lemons or spend our life stuck in bitterness.

It is the distinguishing factor that enables us to have wholesome, warm relationships rather than cold and distant contacts. EQ is the distinguishing factor between finding and living our life’s passions or just putting in time. EQ is the distinguishing factor that draws others to us or repels them. EQ is the distinguishing factor that enables us to work in concert and collaboration with others or to withdraw in dispute.

Emotional intelligence increases our capacity to discover and express our greatness. Why? Because emotional intelligence demands a complete disclosure of our strengths. As a result, we can begin to fully understand our ideal selves and compare this ideal to how we behave each day. Our ideal self is the self that emerges when we are unencumbered by the burden of irrational thoughts and emotional upsets that can sometimes distract us from our intentions. It’s that glimpse of self that does and says the right thing at the right time in the right manner. It’s that self that is centered and assured. It’s that self that doesn’t feel a need for other people’s approval or a need to compete at the expense of others. It doesn’t fear making mistakes. It doesn’t lash out in anger or spend time fretting or fearing things that it cannot control. It’s that self that takes confident, assured steps in both our personal and work lives that produce satisfaction and success. It’s that self that inspires others. It’s that self that we’re proud of. I’m not talking about ego pride. I’m talking about satisfaction deep down when we know we’ve lived our best today.

By the end of the half-day workshop, participants will be able to

• Learn about the anatomy of an emotion and how emotions and thoughts work together to influence behaviors

• Understand the link between emotional intelligence and success in life

• Discern the difference between automatic limbic decisions and intentional, conscious decisions
• Discover when their automatic processes serve them well, and when these processes need to be better managed

• Practice agile thinking, increasing self-awareness and intentional thinking
• Leverage due diligence and intuition to make effective decisions
• Develop cognitive and behavioral strategies to manage emotions intelligently.

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 12 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ® 

criteria for recertification credit pre-approval.”  

Discussion Modules and contents:

Module-1: Concept of Staffing

Module-2: Introduction about Interviewing

Module-3: Interviewing Biases

Module-4: Screening Potential Candidates

Module-5: Preparation stage of Interview

Module-6: Conduction stage of Effective Interview

Module-7: Behavioral Interview/ Competency Based Interview

Module-8: People psychology at Interview Board

Module-9: Selection of Right Candidate

Module-10: Group Interviewing

Module-11: Assessing Skills and Competencies

Module-12: Interviewing Trends and Future

Introduction:

Hiring is one of the very important tasks for HR professionals. Interviewing is not the job of HR professionals only. Any professional who conducts Interview must know the pros and cons of people and interview technique. The cost of wrong hire is very high and hidden cost for the company.

To ensure the Right Fit for the company, the team responsible for hiring must know and practice the right method for hiring, proper interviewing candidate, right selection. This Specialist program will ensure these essential requirements of perfect hiring for organizational effectiveness and profitability through people utilization.

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

• Screen the candidate based on required competency
• Expert in Behavioral Interview
• Design and develop right question to assess the competency
• Understand the people psychology
• Minimize the cost of wrong hire
• Conduct interview for selecting the right person
• Hire the RIGHT fit for the company

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 12 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ® 

criteria for recertification credit pre-approval.”  

Contents:

Module-1: Essence of TEAM and Corporate TEAM

Module-2: TEAM Performance Components & its Management

Module-3: Interlink between Proficiency & Productivity

Module-4: Bordering People Potentiality

Module-5: People Management Matrix

Module-6: Competency Framework for People Manager

Module-7: KNOW your People through Personality Profiling

Module-8: Mastery of TEAM Leader

Module-9: Performance Through TEAM Management

All Resource – Human Resource = 0

What People can do for you?

• People make the difference
• People drive business
• People achieves competitive advantage
• People gives you thought
• People innovate
• People Control
• People take decisions

All People can do everything? Of course NOT.  So WHO can do what? Why some people CAN do and some other CANT? NEED the answer? Please attend the workshop and be competent to ensure Performance through People.

Assuring you that you will be able to learn:

• People Management Matrix
• To LEAD successful TEAM
• Success factor for Peoples’ achievement
• Hindering factor for Peoples’ failure
• MANTRA for managing People for better productivity
• Techniques for enhancing productivity
• Techniques to ensure Performance through TEAM members

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 12 PDCs for the SHRM-CP® or SHRM-SCP®.”

Brief Outline:

Certified HR Generalist [CHRG]

Introduction: Certified Human Resource Generalist – CHRG is an Intermediate level globally recognized Certification program of Highly Keen that links the theory of HR with the practical HR practices of different sectors. This certification is helpful and suitable for young HR Professionals/ fresher’s to uplift or to get their job as HR Generalist / HR Business Partner / HR Operations. After successful completion of evaluation and examination, you will be getting Internationally Accredited and Globally Recognized Certification.

These HR Certifications are developed according to defined international standards and based on the country specific requirement. This certification will cover from very entry level HR function to mid level HR function/ role in different sectors/ industries.

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

1. Acquire essential knowledge and skills about HR Functions
2. Accomplish core HR function confidently
3. Maintain good interpersonal relationship for organizational excellence
4. Execute proper documentation and compliance issues
5. Manage all the functions for employee life cycle management

Competency Framework

Behavioral Competency

• Self Management
• Relationship Management
• People Management

Functional Competency

• Talent Management
• Reward Management
• Record Management
• Law & Ethics

Business Competency

• Process Management
• Business Management
• Competitor Management

Brief Contents:

• Personality & Personal Credibility of HR Professionals
• Human Psychology
• Attitude, Behavior & Mindset of HR Professional
• Scope of HR in organization
• Job Analysis
• HR Planning & Budgeting
• HR Business Partnering
• Organizational Structure/ Organogram
• Policy, SOP, Procedure
• Recruitment, Selection & Placement
• Effective Onboarding
• Human Resource Information System
• HR Analytics & Metrics
• Reporting Modalities
• Compensation & Benefit Management
• Employee Separation & Final Settlement
• Performance Management System
• Labor Law & Rules
• Learning & Development
• Internal Customer Service
• Employee Motivation & Retention
• Attendance & Leave Management
• Cross Functional Relationship & Cooperation
• Employee Tax Management
• PF, Gratuity Management

Target Person:

1. HR Professionals [junior to mid]
2. Potential HR Professional [want to shift career]
3. Fresher’s who are intended to build HR career [Having PGDHRM by WARD]
4. Non HR People [having 3 years professional experience]

Program Administration:

Total Duration: 3 Months

Contact Hours: 24 hours

Method: Online/ Class Room session with group work, activity, case etc [For foreign Nationals: Fully Online]

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 in 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: Graduate

Pre course Activity:

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

Post Course Activity: Assignment, Awareness Presentation, Application Action Plan

Fees:  Regular: USD 340  [Special rate: USD 280]

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Contact for Registrtion:

www.wardbd.com  or training.ward@wardbd.net  or training.ward@gmail.com

Cell: +8801753881177 [GSM/Viber/Whatsapp]

Partner in Liberia:

Get it Right Liberia [Email: kelvinfallahj@gmail.com  Phone: +231886767139

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. This program is valid for 30 PDCs for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

“The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.” This program is valid for 30 Re-certification Credit Point [both General & Business] for HRCI’s different Certification like aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™

Outline of the Program

Module-1: Concept & Practice of BPR

Module-2: Business Process Management

Module-3: Overview of BPR

Module-4: Phase-1: Organize for BPR

Module-5: Phase-2: Process Diagnosis

Module-6: Phase-3: Process Redesign

Module-7: Phase-4: Process Deployment

Module-8: BPR & Organizational Performance

Introduction: Business Process Reengineering (BPR) is the fundamental rethinking and radical redesign of business processes enabled by information technology to achieve dramatic improvements in business performance.  BPR may be the answer to organizations who are expecting results over and beyond what continuous improvement techniques can offer.  Companies that have successfully reengineered are Ford, Bell Atlantic, Mutual Benefit Insurance and Xerox among others. 

Learning Objectives: After successful completion of the workshop, participants will

1. Be equipped with the principles and concepts of Business Process Reengineering
2. Be familiarize with the characteristics of Reengineered processes
3. Learn a structured approach to Reengineer Processes for maximum productivity
4. Gain knowledge on the impacts of BPR and guidelines for change management
5. Be able to implement BPR in organization

Module-1: PEOPLE: The Most Powerful creation

Module-2: SELF Mastery: The Source of SUCCESS POWER

Module-3: READ the People and LEAD the People

Module-4: Communication: Root of All SUCCESS

Module-5: NLP : the new science for Success

Module-6: INFLUENCE for creating Self Motivation

Module-7: NEGOTIATE for logical winning

Module-8: Coaching & Mentoring for People Development

Module-9: Emotional Intelligence for self and others

Module-10: Situational Leadership

The Capacity and credibility of PEOPLE is unlimited. What People can do for you?

• People make the difference: Positive vs Negative
• People drive business: Forward vs Backward
• People achieves competitive advantage: For YOU or for Others
• People gives you thought : for Winning or for Loosing
• People innovate: for GOOD or for BAD
• People take decisions: RIGHT vs WRONG

This is PEOPLE CHAMPION who can assure all good outcomes from the PEOPLE. People CAN do but they need guidance, mentoring, leading from somewhere. All in one BUSCATE is called People Management. Managing People is the requirement for every department, every function, every TEAM, every family, every gathering.

One of the toughest issues is Managing People. People do not behave same:

• in different situation
• with different people
• for different tasks/action
• at different place
• on different days.

So Managing People by considering these differences is one of the biggest challenges for SUCCESS for Managers or Leaders. This comprehensive Program will give you the best learning to become People Champion

Assuring you that you will be able to learn:

• People Psychology to LEARN People
• Influential Skills to LEAD people
• People Management Matrix to Manage them perfectly
• NLP for driving PEOPLE
• MANTRA for managing People for better productivity
• Coaching & Mentoring Skills for ensuring Better Performance

Introduction: Human Resource Management is a recognized profession now a day and is also treated as Business Partner. For assuring the success in HR Role, the professionals should maintain a standard level of Competencies. Considering this, WARD in accreditation from IPAC-Singapore launched this Professional Certificate in Strategic HR Management (PcSHRM) Program.

This course will enable mid to senior level HR Professionals for having the competencies to contribute in Strategic Areas of HR & Business.

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

1. Understand the scope of HR Leadership in organization
2. Design and align HR Strategy with business Strategy
3. Create and implement Strategic Talent management Culture
4. Implement HR Analytics for Business Decision
5. Play role as Internal Consultant

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 20 hours

Activity/ Assignment based Learning Time:   10 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 20 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

Introduction: Human Resource Management is a recognized profession now a day and is also treated as Business Partner. For assuring the success in HR Role, the professionals should maintain a standard level of Competencies. Considering this, WARD in accreditation from IPAC-Singapore launched this Professional Certificate in Strategic HR Management (PcSHRM) Program.

This course will enable mid to senior level HR Professionals for having the competencies to contribute in Strategic Areas of HR & Business.

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

1. Understand the scope of HR Leadership in organization
2. Design and align HR Strategy with business Strategy
3. Create and implement Strategic Talent management Culture
4. Implement HR Analytics for Business Decision
5. Play role as Internal Consultant

Duration: Total Duration is 1.5 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 20 hours

Activity/ Assignment based Learning Time:   10 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 20 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

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 designing and Implementing Effective Performance Management System
3. Design and manage Reward system
4. Maintain Employee Life Cycle in a professional way
5. Acquire essential knowledge about Labor Law related issues
6. Implement & maintain proper reporting system in HR department

Duration: Total Duration is 3 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 20 hours

Activity/ Assignment based Learning Time:   10 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is Endorsed by International Professional Accreditation Council - SIngapore, recognized by HRCI-USA & SHRM-USA for recertification credit for their Certification Program

Brief Outline:

Certified HR Generalist [CHRG]

Introduction: Certified Human Resource Generalist – CHRG is an Intermediate level globally recognized Certification program of Highly Keen that links the theory of HR with the practical HR practices of different sectors. This certification is helpful and suitable for young HR Professionals/ fresher’s to uplift or to get their job as HR Generalist / HR Business Partner / HR Operations. After successful completion of evaluation and examination, you will be getting Internationally Accredited and Globally Recognized Certification.

These HR Certifications are developed according to defined international standards and based on the country specific requirement. This certification will cover from very entry level HR function to mid level HR function/ role in different sectors/ industries.

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

1. Acquire essential knowledge and skills about HR Functions
2. Accomplish core HR function confidently
3. Maintain good interpersonal relationship for organizational excellence
4. Execute proper documentation and compliance issues
5. Manage all the functions for employee life cycle management

Competency Framework

Behavioral Competency

• Self Management
• Relationship Management
• People Management

Functional Competency

• Talent Management
• Reward Management
• Record Management
• Law & Ethics

Business Competency

• Process Management
• Business Management
• Competitor Management

Target Person:

1. HR Professionals [junior to mid]
2. Potential HR Professional [want to shift career]
3. Fresher’s who are intended to build HR career [Having PGDHRM by WARD]
4. Non HR People [having 3 years professional experience]

Program Administration:

Total Duration: 4 Months

Method: Fully Online

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 in 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: Graduate

Pre course Activity:

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

Post Course Activity: Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Contact for Registrtion:

www.wardbd.com  or training.ward@wardbd.net  or training.ward@gmail.com

Cell: +8801753881177 [GSM/Viber/Whatsapp]

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. This program is valid for 30 PDCs for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

“The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.” This program is valid for 30 Re-certification Credit Point [both General & Business] for HRCI’s different Certification like aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™

Module-1: Business Literacy for Managers

Module 2: Managerial Competencies [MC] for 21^st Century

Module - 3: Lead the Workforce to peak the performance

Module-4: Business Growth & Manager’s Role

‘Profit Centre’ is one of the successful concept for each and every business. Now a day some capable organizations are concentrating on Profit Person instead of Profit Centre. Whatever the concept is, the unit manager or the supervisor must have the clear understanding and concept regarding Profit as well as Business.

People are working in different departments. They must have the competencies for the particular function. But the focus area of any department or person should be the business goal achievement of the organization. To ensure this focus each and every person should have minimum idea about Business. The first target for ensuring business intelligence is Managers.

It is assumed that if Managers of any organization have clear understanding about Business and they focus on it, the Top & Bottom Line of that particular organization will be healthy. Tis workshop will give a very basic idea about Business Intelligence and will create thirst for learning more about business.

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

• Learn the basic concept of Business Intelligence
• Realize the Role of Manager in Business Growth
• Ensure Cross Functional Cooperation
• Learn Financial Intelligence
• Be able to Lead Business
• Be able to apply different concept for Business Growth

M-1: Introduction to Project Management

M-2: Project Management Approach

M-3: Project Planning Phase

M-4: Project Scheduling Phase

M-5: Project Implementation Phase

M-6: Project Quality Management

M-7: Project Economics and Finance

M-8: Reporting &Documentation in Project Management

M-9: Ethics in Project Management

M-10: International Project Management

Introduction:

Every Professional deal with project in their professional or even personal life. Project management Skill is a MUST learning competency for every professionals. Project management is the essential skill that modern day managers, middle and senior managers, executives and students should have to excel in their careers and also demonstrate their project management skills.

This certification program covers current topics as needed in industry regarding Project Management. Wide range of content, modern and tool based materials will ensure best learning for delegates t apply those learning in Project management.

Why should I take this certification?

There are exciting career opportunities for project managers across several industry domains. You will learn all fundamentals, concepts, processes & procedures which are essential to become an effective project manager. It is an essential skill-set for anyone which can be applied in many careers and in several contexts of our lives.

By the end of this certification the delegate will be able to:

• Prepare Project Proposal
• Identify the key activities in the project life cycle
• Manage Project like Professional
• Keep projects on track by managing project risks
• Capture valuable project lessons and use them to define and improve project management practices
• Practice Project management Analytics for better decision making

Discussion Modules and contents:

Introduction: ‘Organization Development’ tool for increasing organization excellence. In recent times the importance of OD has been recognized significantly. Considering the importance level now a day Institutes, Business School have developed different courses, Training Institutes offer different training programs for OD practitioners/ OD Professionals. OD is going to be emerged as a full fledged profession world-wide.

But still the borderline for HR & OD is not so clear. Organization is feeling that all HR Professionals are doing the task of OD. Though it is true in some areas but in maximum cases it is not exactly true. HR & OD is having two different scope of work. YES, it is true that HR & OD needs to work very close to support each other. But still some demarcations are there to define the functional and competency level borderline.

This Master Class will make the participants conversant regarding the Concept, Scope, and Importance of OD in organizational success. This will also clear the borderline for OD & HR. This course will help professionals as practical tool box to implement OD interventions in the organization.

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

1. Understand the concept of Organization development
2. Acquire knowledge and skill on OD Models
3. Conduct OD Need analysis
4. Apply OD initiative in organization
5. Contribute in Crisis Management through OD initiative

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 12 hours

Activity/ Assignment based Learning Time:   12 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Society for Human Resource Professionals – USA for recertification credit for their Certification Program

“This program is valid for 18 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

• Module-1: HR Business Partnering: Concept & Practice
• Module-2: Business Acumen: Concept and Application
• Module-3: Business Centric Talent Management Framework
• Module-4: Dimensions for HRBP 2.0
• Module-5: Business Strategy & HR’s Role
• Module-6: HRBP’s Role in Change for Sustainability & Growth
• Module-7: HR Analytics for Business Decisions
• Module-8: HRBP as Internal Consultant

Introduction about Program:

As practice informs theory, the concept of Business Partnering has continued to evolve and become a dominant way of thinking about how HR can provide value-adding solutions to meet real business needs. The concept of Business Partnering has been one of the most problematic in terms of its implementation since Dave Ulrich first introduced and popularized the approach in the 1990s. The ‘Ulrich model’ has been widely adopted as an approach for structuring the HR function, especially in large organizations.

According to this, Business Partners, a small corporate Centre, centers of excellence or expertise and shared services, in-house or outsourced, are the principal delivery channels for functional excellence. Business Partnering as an approach underpins the original Ulrich functional roles model.

Business Partnering is both a mindset and a skill set – especially the ability to build and maintain effective value-adding business relationships. In a very real sense they are helping to move the field of Business Partnering forward by describing not just the ‘what’ and the ‘why’ of Business Partnering but also the ‘how’.

This certification program will be an invaluable source of guidance to HR and other professionals who are seeking to become truly effective Business Partners. This will help the participants to grasp intensely practical slant on how to carry out this multi-faceted role effectively

Objective: After successful completion of the program, participants will be have the below mentioned learning module wise:

OVERALL OBJECTIVES:

At the completion of the programme participants will:

• Have identified the criteria on which people choose and re-choose their employers and identified improvement areas for their own organisation to become and remain an “employer of choice”.
• Have practiced and developed their capability and confidence to manage individual and business performance in line with strategic intent.
• Have practiced and developed their capability and confidence to provide differentiated rewards based on performance and potential.

More specifically they will have:

• Practised writing and delivering KPIs for a variety of roles within the context of AOP demands.
• Gained greater understanding of the key aspects in conducting impactive performance and development reviews.
• Identified best practice approaches to providing differentiated cash and benefit rewards based on business/individual performance.
• Importantly, gained confidence to implement their learning back into their workplace.

Introduction:

The strategic alignment and engagement of a workforce has become a key competitive challenge for most organisations. This programme highlights what we have learned in terms of best practices and approaches that ensure strategic intentions are delivered (performance management) and at least one part of engagement is satisfied and appropriate behaviour encouraged (rewards management).

With people increasingly choosing and re-choosing their employers an impactive approach in this key success area ensures managers at all levels add considerable value to an organisation’s long term success.

Performance Management is a learnable set of knowledge and skills (for Managers and the HR designers alike) and there are better and worse ways to reward employees – particularly best employees. This programme helps all who attend develop these vital best practices.

The expectations on organisations to “get this right” continue to rise and the ability of the line manager and HR to work together successfully is a significant contributor in delivering  this increasing stakeholder demand

METHODOLOGY:

• The programme is conducted live online using a variety oflearning methods so that participants have a varied and interesting learning experience.

• It is conducted from a very hands on perspective and all aspects of the progrmme content are delivered with a view to their practical use on return to work.

• Inputs, exercises, discussions, case studies and known best practices form the back bone of the participants daily experiences.

• Substantial focus is placed on learning transfer post the event to impact business progress and success. 

Features of the Program:

• Duration: 6 hours
• Date: 15, 16, 17 September
• Time: 7.30 pm to 9.30 pm BST [each day]/ 1.30-3.30 pm GMT
• Mode of Delivery: Online LIVE via zoom
• Interaction: Yes, interactive session
• Exercise: Yes there will be exercise to do
• Certificate: Yes, Electronic Certificate will be issued
• Material: Delegate will receive electronic workbook for the program

Resource Person

Joel Farnworth  MAML, Chartered Fellow CIPD.  EGTF.

Managing Partner, Kasemsri Farnworth & Associates.

Based in Bangkok, KF&A deliver a range of Strategy, Leadership and Advanced HR Services to clients in the Asia Pacific and MENA regions.

Currently the Managing Partner, Joel previously enjoyed a 22 year international HR career with HSBC, predominantly in Asia and including roles such as:

• Global Head of Talent, Learning and ODD
• Head of HR for Thailand, India and MENA
• Asia Pacific Training Adviser
• He has worked in 38 countries with 50+ nationalities.

In both his permanent and consulting roles he has significant time in, and experience of, working with CEOs and Top Teams developing regional and local HR resources to deliver impactive services to international standards. Predominant focus on improving services that impact sustaining competitive advantage and business success – Strategic Advice, Performance, Rewards, Talent and ODD management. Emphasis also on the creation of appropriate key metrics to track progress and identify/action further improvement steps required.

Essentially an agent and facilitator of change with an eye always on the output and impact of proposed and implemented improvements. Aided by his significant international and multi-cultural exposure, this has made him a sought after consultant and adviser across the Asia region and beyond.

On the Leadership and Strategy front his multi industry and geographic experience, combined with constantly updated research, has given him a proven approach to the development of today’s and next generation leaders. Whether as a guest speaker or coaching 1:1 his incisive views of effective leadership and his counsel as to how this can be achieved continue to be requested from new and repeat clients alike.

In addition to his MA in Management Learning, he holds Chartered Fellow status with CIPD and has had the benefit of significant personal development at such institutions as Michigan Business School and Roffey Park. He is accredited in the use of a number of assessment and development tools including De Bono’s Six Thinking Hats, OPQ, PAPI and Myers-Briggs.

OVERALL OBJECTIVES:

On completion of the programme, participants will:

• Have defined what HR metrics are and be able to identify key metrics to track for their business.
• Be capable of analyzing base HR metric data for trends and potential impact on strategic business intentions.
• Be comfortable to produce a suitable HR metric and trend dashboard with suitable recommendations form their analysis.
• Influence business leaders as to the value of HR metric collection and analysis and promote it as a mainstream business strategy tool.

Introduction:

The rise in attention and effort being placed on HR Metrics and the analysis and use of the data this produces has increased rapidly in recent years.

As companies vie for competitive advantage the collection of human capital data, the analysis and interpretation of that data and the advice that can follow from the analysis is increasingly seen to play a part in achieving that advantage.

A relatively new approach and service to the business from HR, more and more best practices are emerging that, when implemented effectively  progress HR’s contribution to business success and its place at “the table”

This programme aims to provide a base understanding of Human Capital metrics, key analysis to undertake and, most impactively, how to offer insights that will shape business strategic intentions and success.

Features of the Program:

• Duration: 6 hours
• Date: 18 & 19 September
• Time: 6 pm to 9 pm BST [each day]/ 3-6 pm GMT
• Mode of Delivery: Online LIVE via zoom
• Interaction: Yes, interactive session
• Exercise: Yes there will be exercise to do
• Certificate: Yes, Electronic Certificate will be issued
• Material: Delegate will receive electronic workbook for the program

Resource:

Joel Farnworth  MAML, Chartered Fellow CIPD.  EGTF.

Managing Partner, Kasemsri Farnworth & Associates.

Based in Bangkok, KF&A deliver a range of Strategy, Leadership and Advanced HR Services to clients in the Asia Pacific and MENA regions.

Currently the Managing Partner, Joel previously enjoyed a 22 year international HR career with HSBC, predominantly in Asia and including roles such as:

• Global Head of Talent, Learning and ODD
• Head of HR for Thailand, India and MENA
• Asia Pacific Training Adviser
• He has worked in 38 countries with 50+ nationalities.

In both his permanent and consulting roles he has significant time in, and experience of, working with CEOs and Top Teams developing regional and local HR resources to deliver impactive services to international standards. Predominant focus on improving services that impact sustaining competitive advantage and business success – Strategic Advice, Performance, Rewards, Talent and ODD management. Emphasis also on the creation of appropriate key metrics to track progress and identify/action further improvement steps required.

Essentially an agent and facilitator of change with an eye always on the output and impact of proposed and implemented improvements. Aided by his significant international and multi-cultural exposure, this has made him a sought after consultant and adviser across the Asia region and beyond.

On the Leadership and Strategy front his multi industry and geographic experience, combined with constantly updated research, has given him a proven approach to the development of today’s and next generation leaders. Whether as a guest speaker or coaching 1:1 his incisive views of effective leadership and his counsel as to how this can be achieved continue to be requested from new and repeat clients alike.

In addition to his MA in Management Learning, he holds Chartered Fellow status with CIPD and has had the benefit of significant personal development at such institutions as Michigan Business School and Roffey Park. He is accredited in the use of a number of assessment and development tools including De Bono’s Six Thinking Hats, OPQ, PAPI and Myers-Briggs.

The programme is based on real experiences and highlights best practices that have emerged through the growth and implementation of this now key collection of services.

M-1: Insight Thought of Corporate Leadership

M-2: Self Leadership

M-3: Leading People to Peak Performance

M-4: Employing the power of engaging leadership

M-5: Situational Leadership

M-6: Leadership in VUCA world

Introduction: Effective leadership is an important skill in the professional arena. A skilled leader is a strong communicator, motivator and problem solver. Building teams, motivating employees, assessing client needs and managing conflicts are some of the critical tasks of a leader. Here are some strategies for being a successful leader in the workplace.

Our common and traditional approach to leadership hasn’t significantly evolved since the dawn of the industrial age.  When it comes to managing people in a work environment, we’ve always treated workers like any other input: squeeze as much as much out of them as possible and pay them as little as possible.

This idea was introduced nearly a century ago when the expansion of the US economy largely was based on industrial machinery.  Workers were required to perform relatively unchallenging tasks and were easily replaceable.  Companies motivated workers primarily with money, paying by the piece to reward those who produced the most widgets.

Extensive research confirms that people want to grow and develop in the roles.  They want to feel valued and appreciated by their leaders, and to know their work has significance.  And, just as Abraham Maslow predicted 70 years ago, they seek to feel fulfilled and even maximized by the work they do.

Workplace leadership is failing today largely because it has yet to acknowledge the importance of “emotional currency™” – a form of reward that makes people feel important, supported, valued, developed and appreciated.  In fact, science now has proved that it’s our feelings and emotions that determine our level of engagement in life, what motivates us, and what we care most about. 

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

• Conduct Self assessment
• Realize the Role Profile of Leader and Manager
• Lead People towards Team synergy
• Lead Performance to achieve Organizational Goal
• Lead Crisis Management for Business Sustainability & Growth
• Understand and Contribute in Business Strategy Development and Implementation
• To understand and conceptualize traits of Leadership
• To understand different challenges of Leadership
• Apply different tools for self assessment, diagnosis of situation

Discussion Modules and contents:

M-1: Insight Thought of Corporate Leadership

M-2: Self Leadership

M-3: Leading People to Peak Performance

M-4: Employing the power of engaging leadership

M-5: Situational Leadership

M-6: Leadership in VUCA world

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 16 hours

Activity/ Assignment based Learning Time:   12 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 18 PDCs for the SHRM-CP® or SHRM-SCP®.”

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

Essentas of Proect Finance

Project Cycle in relation with Finance

Role of Project in Econmic Growth

Cash Flow Analysis of Project

Financial Budgeting

Tools and Techniques for Project Analysis

Project Fiannce Risk and mitigation

Essentials of Inventory Management

Inventory Management Models

Inventory Costing

Facilities Layout and Materials Handling

Forecasting Demand

Just In Time

Warehouse Process

Wearehouse Operations

Storage and Handling Equipment

Warehouse Costing

This Course is intended for professionals and graduates wanting to excel in their chosen areas. It is also well suited for those who are already working and would like to take certification for further career progression.

Module 1: Exploring Competencies & Competency Modeling

Module 2: Benefits of using Competency Modeling

Module 3: Understanding Workplace Competencies

Module 4: Developing a Competency Model

Module 5: Identifying Competencies

Module 6: Creating Job/ Position Competency Profiles

Module-7: Methods of competency mapping

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.

Developing a competency framework is a long-term commitment and a real challenge that needs to be endorsed from the top down and driven forward by the HR function. In order to do this, HR and Learning and Development professionals need to champion new initiatives.

Objective: After successful completion of the course, delegates will be:

• Able to generate a Competency Model & Mapping process
• Able to integrate the Competency Model with the Core values of the organization.
• Able to develop an effective Hard and Soft Competency set for different Functional Competency level.
• Able to use the Job Description to map out Job specific competencies for a particular Job
• Generate behavioral indicators for each Competency Profile.

Learning Outcomes: Delegates will understand:-

• How to map Competencies using the different models within their departments
• Identify key talents within the department for further development
• Aligning the Competency models to the Functional model.
• To develop a Performance Management tool using the specific model

Assessment Method:

• Post Course Examination
• Post Course Assignment

 “This program is valid for 18 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

Focused Areas:

• Unleash your super power & live a purposeful life.
• Develop powerful habits & beliefs that leads to Success.
• Learn the art of Influencing people effortlessly.
• Accelerate your career.

Benefits: After successful completion of the program, participants will be benefited in the following ways:

• Develop flexibility with your inner world to be action taker & decision maker.
• Learn to elicit strategies to increase your ideation and creative problem solving in such a highly competitive era.
• How to influence and inspire people to be a part of your vision.
• Discover your true hidden potential by using proven framework & methodologies.
• Improve your Confidence and enhance Credibility.
• Develop powerful habits unconsciously for professional & personal mastery.
• Identify & learn how to play with your strengths.
• Learn the art of hypnotic language for Sales & Relationship Mastery.
• Turn your limiting beliefs & blockages into empowering actions.
• Conquer your fears and anxieties, overcome low self-esteem, and learn to live to limitless life.
• Make comfortable and meaningful connections.

Introduction: We are living in a tested time where many of us are immersed in preparing for uncertain & ambiguous future ahead. Isn’t it?

So, what really accounts to effective preparation? How can we manage through crises and learn to come out stronger for longer!! How would it be, if we are able to create good stories for ourselves for our future? What if, we create opportunities amidst chaos and confusion? NLP [Neuro-linguistic  Programming], one of the best self development tool can help in all areas of life

NLP is a form of therapy that changes thoughts and behaviors to help people achieve the results they desire. It works by identifying the thought patterns and behavior of successful people and applying them to the client’s circumstances. NLP uncovers and reprograms limiting beliefs to bring about a change in behavior. It has proven to be an effective treatment for phobias, anxiety, depression, low self-esteem, career progression, and PTSD.

Duration: Total Duration is 3 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 16 hours

One to one Coaching Session @ 1 hour  with the Master Trainer

Resource Person: Sheetal Jotwani, NLP Trainer & Business Coach

Triggered by the inkling of transmuting the Corporate World from being dramatic to very natural world, Sheetal parted with an MNC to be on a mission of making a corporate world a better place to live longer and stronger, She focuses not only on the outward skills & techniques, professionals need, but also on the “inner-game” where values, beliefs & emotions wield their powerful influences. With MBA in Human Resource Management and experience in diverse industries She has over 15+ years of experience in Behavioural Trainings, executive Coaching, Talent Acquisition & Performance Management. She has transformed over 10000 + Professionals. She is certified Trainer for Master Practitioner in NLP, Leaf - Facilitation Skills and ICHARS- Hypnotherapy.

She is an adventurer, vivid traveller and prudent learner who brings her live experiences in workplace training, curriculum design, and experiential learning to facilitate Training Programs. As a facilitator, Sheetal has been recognized for creating stimulating and interactive learning environments, encouraging participation and individual creativity. A storyteller by heart, she is highly enthusiastic & a go-getter and is known for her high energy levels and contagious positive attitude

Module 1: Concept of Job Evaluation

Module-2: Job Evaluation Process

Module-3: Different Methods of Job Evaluation

Module-4: Tools to be used in different Job Evaluation methods

Module-5: Engagement Vendors and Providers and Their Coverages in Job Evaluation

Module-6: Limitations & Errors in different methods and way out to overcome it

Module 7: Concept of job Designing

Module 8: Techniques for designing jobs

Module-9: Action Plan for Implementation of Job Evaluation in your organization

Schedule of virtual classes:

Saturday 8-10 pm BST/ 2-4 pm GMT

Total 8 sessions

Start from 23 January

Introduction:

A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned.

Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs and different roles.

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

• Understand the concept of Job Evaluation
• Apply different methods of Job Evaluation
• Design and apply different tools for Job Evaluation
• Analyze the Job Evaluation report
• Design Pay grade based on Job Evaluation report

Program Administration:

Total Duration: 2 Months

Contact Hours: 16 hours

Method: Virtual Class

Post Course Activity: Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

M-1: Insight thought of Communication & Business Communication

M-2: Communication Model, Techniques & Strategies

M-3: Business writing for day to day corporate Communication

M-4: Essentials of Writing Tools: Email, Memo, Letter, Report, Minutes

M-5: Avoid common errors in writing

M-6: Phonetics & Pronunciation

M-7: Speaking in Corporate World & Real Life

M-8: Communication Barrier in Corporate  

Objective:

• To understand essentials for Corporate Communication
• To develop competencies for Corporate Communication
• To learn the basic English for Corporate Communication
• To apply English skills in verbal & written communication at corporate transaction
• To ensure productivity through proper and timely communication
• To avoid misunderstanding due to communication barrier

Resource Person:

Tiash Mahjabin  is a Trainer of Business communication & Eng. Language, having more than 9 years’ experience in English Language Teaching and Training. She has her expertise in CLT [Communicative Language Teaching] method of Teaching and Learning & different EFL (English as a Foreign Language) training methodology.

She designed and conducted different English Language Courses & workshops concentration on  ESP [English for Specific Purpose] based outline what leads to fulfill the customized demand of different group of professionals . She facilitated many sessions  as Public Program as well as customized corporate programs for different corporate.  She takes session at BUTex.

She has experience and expertise in designing and facilitating workshops, trainings and short courses on ‘English at Work Place’, ‘Business English for Professionals’ , ‘Corporate English’ ,‘English in Day to Day Use’, ‘English Grammar for Corporates’, ‘Business English Writing’, ‘English in Regular Conversation in Corporate’,‘Pronunciation in British Accent’, ‘Pronunciation in American Accent’, ‘Easy way of learning Phonetics’ & ‘Common Mistakes in Business English’ etc. She facilitates both public & corporate programs personally & under the banner of WARD, bdjobs, BJTI .

Academically she holds an M.A. in Applied Linguistics & English Language Teaching
(ELT). Prior to this she has an M.A & B.A. in English Language and Literature. She has
also completed Post Graduate Diploma in HRM (PGDHRM) and Graduate Diploma in
HRM (GDHRM). She is pursuing her MBA in HRM. She is pursuing TEASOL in Business English.

She has some research based works on “Theories of Adult Learning,  Inductive method of grammar enhances learning, “Learning Strategies In SLA (English as a second language)” “ Impact of CLT method in EFL classes”. She served as an English Language Teacher for Maple Leaf International School for 4 years. She is competent in Pronunciation both in British and American accent;

• Turnover
• Training & Development
• Workforce Planning
• Recruiting
• Pay Plan
• Career Plan
• HR Policies vs Profit

​Practice: Capstone Project

Class Schedule:

Contents:

Here are the session topics and some comments about the broad objectives:

Basics of Finance and Statistics and Data-analytic Thinking (90 minutes).

In this session, we will review concepts with which you should be familiar, but we will cast them in an HR light. These include potential variables of interest such as measures of profit (EBIT, EBITDA, Net Profit), measures of financial return (ROI, ROE, ROA) and measures of efficiency (cost, labour productivity). We will also review concepts related to descriptive/predictive statistics (regressions, correlations, z-scores). Finally, we will cover the principles of data-analytic thinking (lecture).

Data Collection, Clean-Up and Storage (90 minutes)

This session is about understanding data and how to use it. We will discuss structured (internal) data, big data (external), and how to ensure the validity, reliability and generalizability of data for consistency and clarity. We will also talk about storing of data so it can be consolidated and accessed (lecture).

HR Analytics Modeling (90 minutes)

• We will cover three main ideas in this session:
• Developing and testing hypotheses and models (interactive exercise)
• Graphs tell stories (including exercises)

Applications (each of the below is a 90-minute session with lecture and a hands-on excel exercise):

• Turnover: This is where most HR Analytics programs are focused in practice. We will look at a simple, yet powerful, way to address this issue.
• Training and Development: This session will consider the important, but elusive, concept of the ROI of training.
• Workforce Planning: Accurately predicting how many employees are needed, with which characteristics and by when is a source competitive advantage. We explore how this is done in a retail setting.
• Recruiting: Attracting staff is an essential task of HR. The objective of this session is to examine what it takes to ‘hire’ successful employees, in terms of quality, longevity and fit.
• Pay Plans: Pay is the traditional “data-driven” area of HR. We will address the ROI of pay programs.
• Career Planning: To illustrate the importance of setting career tracks and how analytics can be used to support this important HR process.
• HR Policies Vs. Profit: To wrap up the course, this session will bring to light the links between HR policies and company profitability.

Capstone Project

In this Certification Program you will be taking on the role of an HR Analytics person at ABC Company.

In this action plan, you want to successfully convert the raw data in this database into a story that grabs the attention of the company’s Senior Management and convince them of your validated insights and proposed actions.

Resource Person:

Fermin Diez, PhD, CCP, SPHR

Dr. Fermin Diez has more than 35 years of experience in human resources, which includes consulting, corporate and academic roles in 40 countries in all continents. 

As a consultant he has advised major multinationals, large local companies and public sector organisations at the Board and C-Suite levels. He has also managed the P&L in several geographical locations and businesses.  As an HR leader, he has been Regional Head of HR for two large MNCs in AsiaPac and in Latin America.

He is currently Deputy CEO and Group Head of Human Resources for Singapore’s National Council for Social Service. He is also an Adjunct Professor at Singapore Management University and at Nanyang Technological University and is co-author of three books: ‘Human Capital and Global Business Strategy, The Remuneration Handbook: International Edition and Fundamentals of HR Analytics. Fermin has also previously taught Business Policy and Strategic Planning. He has been teaching WorldatWork course for over 20 years in the US, Puerto Rico, Australia, the UK, Malaysia, India, Singapore, Indonesia and Hong Kong.

He has served on the Board of the Jurong Health Systems, where he also was a member of the HR Committee. He was also a member of the HR Committee at the National University Health System Group. He has also served in the Singapore Management University Business School Advisory Board, Taylor’s Education Group Advisory Board, the Children's Cancer Foundation Board and the Board of Directors of World@Work, where he is currently on the Global Advisory Council. Fermin is also a member of the Board of Directors of the Institute of HR Professionals, where he Chairs the Assessments and Insights Committee and is the Dean of HR Education. He is also a Fellow of the Singapore Institute of Directors.

Fermin obtained his PhD from Singapore Management University, his MBA from the Wharton School, University of Pennsylvania and his undergraduate degree in Psychology from the University of Michigan.

Fermin is a frequent speaker at regional and global forums on topics related to Compensation (particularly incentives and executive compensation), strategic HR, talent management and development, career planning, mergers and acquisitions from an HR perspective, building teams, global HR, education and public sector HR practices and HR Analytics.

 “WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. This program is valid for 30 PDCs for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

Areas will be covered:

Module-1: Employee Engagement: Inside Thought

Module-2: Employee Engagement & Organizational Efficiency

Module-3: Manager’s Role in Employee Engagement

Module-4: Cultural Impact on Employee Engagement

Module-5: Engaged Leadership: Approach for High Productive Management

Module-6: Employee Engagement Process

Module-7: Tools and Strategies for Employee Engagement

Employee Engagement: Tools for increasing Organizational Efficiency and Productivity

Management by Objectives (MBO), Matrix Management, Total Quality Management, Theory Z, Six Sigma: these programs were designed to find some sort of efficiency, either by fixing the things that didn’t work well or maximizing the things that did. And each of these programs was designed to strengthen a company’s bottom line. Some are still used heavily today, while others have been almost forgotten.

What about the concept of employee engagement—which has become increasingly popular over the last several years? Is employee engagement just another corporate buzzword about which in 20 years we’ll laugh and say, “I can’t believe that I ever believed that stuff!?”

The growing body of research suggests that employee engagement isn’t a fad, nor are its strategies based on unproven theories. Rather, employee engagement research is growing rapidly. It has begun to pinpoint what drives employees to do more than show up for work to receive a paycheck. In fact, much of the employee engagement findings carry encouraging news for companies and managers: Engagement strategies can be learned, applied, and maximized to unleash the discretionary effort that employees have within their personal reservoirs.

Leader, wouldn’t you love to see your employees do more than show up for work to give you a day’s work for a day’s pay? How would you like your employees to:

• Give you their hearts and minds when they come to work?
• Stick with you and your company even when they have other employment options?
• Drive through a blizzard to get to work instead of leaving you short and in a bind?
• Get excited about you, your customers, and the goals and mission of your organization?
• Give you personal and professional loyalty?
• Share their most brilliant, creative business ideas and suggestions with you?
• Treat the business like they’re co-owners?
• Contribute to making your workplace culture one that flourishes?

Ensuring the above issues require to ensure highest engagement of employees. But it requires learning what engages employees and apply it by creating an environment that unleashes the power of a passionate, engaged workforce.

Outcome of the Program: After Successful completion of the Program, Participants will

1. be able to ensure Highest productivity
2. be able to ensure employee engagement both physically and mentally
3. be able to measure organizational commitment & job satisfaction
4. be able to ensure organizational commitment at highest level
5. be able to identify and use different approaches of employee engagement
6. be able to create right tools to measure and ensure employee engagement

Module 1:  Introduction: What is Employee Engagement?

Module 2:  Positive Impact of Engagement on Your Business

Module 3:  Measuring Engagement

Module 4: Methods & Techniques for Engagement

Module 5: A Look at Engagement Surveys

Introduction: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values.[1] In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation.

An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement.

Employee engagement today has become synonymous with terms like 'employee experience' and 'employee satisfaction'. The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work. A recent survey by StaffConnect suggests that an overwhelming number of enterprise organizations today (74.24%) were planning to improve employee experience in 2018.

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

• Reinforce the concept and importance of engagement
• Provide an environment that will encourage you-supervisors, managers, and executives-to be open to learning and practicing methods designed to increase the level of engagement among your employees
• Provide you with techniques to improve engagement within the organization
• Enhance your knowledge of engagement via classroom activities
• Identify job-related factors that influence levels of engagement for different individuals
• Recognize your roles as leaders in fostering employee engagement

Module 1: Excel Formulas & Functions - Conditional Statements

Module 2: Excel Statistical Functions for Data Consolidation

Module 3: Lookup & References Working with Named Arrays VLOOKUP

Module 4: Date & Time Functions with PQ

Module 5: PivotTable

Module 6: Data Visualization

Microsoft Excel is regarded as one of the most effective data analysis and presentation tools now a days. HR has also shifted its gear towards a Data-driven approach to make the functions more efficient and business oriented. Therefore, combining the power of MS Excel with HR would yield a more Successful HR. This webinar would practically demonstrate the use of Excel in three most vital fields of HR as stipulated below:

• Most effective Functions for developing your Recruitment Report
• Integrate Talent Management with Performance Management using some cool Data Viz and Tools of Excel
• Most efficient Excel Functions for Compensation & Benefits

Pre-requisite:

• HR Professionals of All Levels
• Basic Knowledge of MS Excel
• MS Excel 2013 or higher is recommended.

Duration: Total Duration is 7.5 hours

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

M-1: Business Centric Recruitment & Selection Framework

M-2: Strategic Workforce Planning

M-3: Employer Branding: Power of Recruitment

M-4: Positional Competency for Recruitment & Selection

M-5: Sourcing the RIGHT Talent: Pillar of Recruitment

M-6: Methods & Tools for RIGHT Selection

M-7: Behavioral & Competency Based Interviewing

M-8: Psychometric Test in Recruitment & Selection

M-9: Assessment Centre for Selection

M-10: Effective Onboarding to ensure Performance & retention

M-11: Wrong Hire: Cause, Impact & Strategy to overcome

M-12: Analytics in Recruitment & Selection

Overview of the Program:

‘‘Our people are our most important asset’’ This is the management mantra we have heard for long. Today, this phrase is uttered in hushed and fearful tones by executives and managers acknowledging and contemplating the challenges of delivering value within their organization through people. In short, the rhetoric has been taken over by the reality.

‘Man behind the Gun’ is very important. People are the best source for most gracious Competitive Advantage in any organization. Is every people are same? Not at all! The People who is RIGHT FIT for the Role or Company will be the best source of Competitive Advantage for Business Sustainability and Growth. HOW we can find the RIGHT Fit? This is million dollar question now days. Want to answer this question correctly? Join one of the most credible certification programs in Recruitment and Selection area “Certified Recruitment & Selection Specialist (CRSS)” by IPAC-Singapore .

This certification program has been designed based on 5 competencies:

1. Recruitment & Selection Strategy
2. Talent Sourcing
3. Talent Selection [RIGHT FIT Approach]
4. Proper & Effective On-boarding
5. Recruitment & Selection Analytics

Objective: After being Certified Recruitment & Selection Specialist every individual is capable to

• Design proper and effective Recruitment & Selection Policy & strategy
• Design and implement proper Sourcing strategy
• Design assessment framework to explore potential candidate
• Use different method of selection for identifying RIGHT Fit
• Design and implement an effective On-boarding program to increase Employee Life Time Value
• Use Analytics in recruitment and Selection for better Talent Management Strategy
• To differentiate different candidate personality

Target participants:

• People working in HR Department
• People working in Talent Management or Talent Acquisition Role
• Function Head
• Team Leader
• HR Consultant
• People working in Head Hunting Firms
• HR Teacher
• Trainer

This program is accredited by IPAC-Singapore and rcognized by HRCI & SHRM

Major Discussion Areas

Module-1: Introduction of Organization Development

• Organization Development: Concept, Practice
• Models of OD
• OD in the history & theory: Concept of Different theories of OD

Module-2: OD Practitioner’s Role & Competencies

• Role of OD Practitioner in the organization
• Competency Framework for OD Practitioner
• Understanding Strategy & Its Formulating

Module-3: OD Process

• Phase-1: OD Need Assessment
• Phase-2: Diagnosis & Root Cause identification
• Phase-3: Solution Identification & Designing
• Phase-4: Implementation of Solution
• Phase-5: Monitoring of OD initiatives
• Phase-6: Impact evaluation & redesign (if required)

Module-4: Organizational Diagnosis: Concept, Tools & Methods

• Components of Organization
• Different tools for diagnosing different issues:

• Tools for diagnosis of Organizational Leadership Competencies?
• Tools to identify change required in Client's Organization?
• Tools to measure Organizational Performance
• Tools to Identify Performance Problems in an Organization
• Strategic Planning and Organizational Change
• Does Your Client's Business Strategy Make Sense?
• Does Your Client's Strategic Plan Give Them the Competitive Edge?

Module-5: OD Solution Designing

• Organizational Leadership & Culture Development-models & techniques
• Business Process Reengineering: Concept, Methods and Tools
• Organizational Effectiveness Improvement: Concept, Tools and Techniques
• Organizational Change Management: Models, Tools and Techniques
• Innovation, Automation & Digitalization: Scope and Competencies
• Tools for implementing different OD initiatives:

• Developing Strategic Plans Based on Strategic Vision
• Balancing Change and Stability
• Increasing the Value of Performance Improvement Interventions
• Probing Team Issues Before They Become Problems
• Interpreting Personality Differences

Module-6: Impact of OD

• Areas of Impact of OD in organization
• Indicator for Impact Assessment of OD initiatives
• KPI for OD practitioner/ Consultant
• Tools for Impact Assessment
• Calculation of ROI of OD Initiative
• OD Analytics

Overview of the Program:

Todays Business World is very much competitive. This VUCA world expect change and improvement round the clock. Every organization need development initiative from every corner. This course is designed to develop some professional who can take the lead to ensure different development inititve from different corner of the organization.

‘Organization Development’ tool for increasing organization excellence. In recent times the importance of OD has been recognized significantly. Considering the importance level now a day Institutes, Business School have developed different courses, Training Institutes offer different training programs for OD practitioners/ OD Professionals. OD is going to be emerged as a full fledged profession world-wide.

Considering this aspect, this course has been designed to develop OD Professional to take the organization forward with change & process improvement. This course is focused on different dimension of Organization Development like Process Development, Culture Development, Structure Development, People development etc.

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

1. Understand the concept of OD
2. Identify the Need for OD in any organization
3. Design OD solution for the organization
4. Implement Development initiative in Organization
5. Ensure Transformational Change for Organization Development
6. Redesign Process for improving productivity
7. Play role as Internal Consultant
8. Ensure and improve Organizational Effectiveness

Competency Framework: This curse has been designed based on the below competency framework

• Diagnostic Competency
• Business Competency
• Culture, Leadership & Management Development
• Process Development
• Change Management
• Innovation, Automation & Digitalization

Assessment Areas:

1. Clarity about Concept: Clear understanding about OD
2. Understanding Method/ Process: Different method and process of OD
3. Capability to implement the learning: Capacity to apply OD Intervention Program in the organization
4. Capability to transfer the learning: To make other people understand about OD
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing OD interventions in the organization

Pre course Activity:

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

Course Activity:

Duration                                              : 4 Months

Total Qualification Time [TQT]  : 120 hours

Method                                               : Fully Online/ Class Room Workshop + Online Activity-Assessment

Learning Tools                                  : Workshop, Self-Paced Material, Exercise, Case Analysis, Assignment etc

Post Course Activity: Exam, Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Resource for Workshop: ICBC – USA accredited Resource Person

• Concept & Core Principles of Succession Planning
• Succession Planning Steps: Assessment of Individuals 
• Competency mapping and inventory 
• 9 box model:  Tools & Technique
• Developing a Succession Plan for Critical Positions 
• Managing High Potential Candidates 

Succession planning is an important strategic management tool that helps organisations to identify and develop potential candidates for leadership and management positions within an organisation. Tut (2006) reports on Hay Group Consulting findings that only 5 to 10 percent of companies practice succession planning while the rest only scramble to find a replacement when the position becomes vacant. 

Resource Person: AZIZAN AMIR 

Azizan has worked with government and private corporations including Fortune 500 companies on critical initiatives including succession planning and management, performance management, competency development, change management efforts and integrated talent management transformation programmes. He was previously the Country HR Leader for General Electric Plastics Malaysia, Group GM (HR) for a Khazanah co., Senior Manager OD & Succession at MIMOS, Senior HRM at Philips Semiconductors Malaysia and at Emerson Process Management, and Principal Consultant with Human Performance Consulting. He has an extensive background in talent management, learning and development, performance management, leadership development, succession planning and compensation management. He was recipient of the 2003 Human Resource Minister’s Award, 2005 National HR Development Award, 2010 HR Achievement Award, and 2017 UK International Quality Crown Award. Azizan attended Harvard Business School (Agribusiness), Northern Kentucky University (Ind. & Prof. Chem.), MIT (Dip App. Sc.), MIHRM (CIPM).

• The GS Approach: Employee progression Model
• ABA TLE Tool [Trait Leadership Evaluation]
• Competency dimensions and Associated Personality Scales
• Individual Assessment and Result interpretation

Participants will be :

Resource Person: Hanafiah Mohd Isa

Introduction about Program:

If you’ve ever had an awkward moment where:

• You aren’t sure which fork to use,
• You don’t know which side plate is yours,
• You’ve ever had to make small talk with a Very Important Person and been lost for words…

Then you know just how agonizing such moments can be. Even worse (and what can be even more damaging to your career) are the social gaffes you aren’t even aware you make.

This one-day workshop will help you handle most of those socially difficult moments. You’ll have an extra edge in areas that you may not have given a lot of thought of until now.

This one-day workshop will help you teach participants how to:

• Network effectively, including making introductions, shaking hands, and using business cards appropriately
• Dress appropriately for every business occasion
• Feel comfortable when dining in business and formal situations
• Feel more confident about your business communication in every situation
• Develop that extra edge to establishes trust and credibility

Brief about the documents included in the Package:

• Instructor’s Guide: Contains all textbook information plus this preface, icebreakers, activities, delivery tips, and more!
• Participant’s Workbook: Contains material explanations covered in the workshop along with exercise and activity details
• Self-study Guide: Contains details of topics covered in the workshop for self understanding.
• Pre-Assignment: Task for participants to complete before the workshop to get them thinking about the learning that will take place.
• PowerPoint Slides: PowerPoint presentation highlighting talking points in the course.
• Quick Reference Guide: Two-page cheat sheet of tips and facts covered in the course.
• Outline: Word document that outlines the overview and objectives of the course and summarizes each session to be covered.
• Exercise & Activities: Contain different exercises and activities to ensure learning as well as energizing the delegates.
• Guideline to run exercises: In the Instructor’s guide you will find all detail guideline to run exercises and activities.
• Session Plan: Contains time wise session plan.
• Course Evaluation: Contains some standard and course related question to evaluate the course.
• Personal Action Plan: Contain a format where Participants can prepare Personal Action Plan for applying learning from the program.

Brief about Contents:

Course Overview: You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Business Etiquette Basics : To begin, participants will explore what etiquette is all about and what role manners play.

Test Your Business Etiquette: As a pre-assignment, participants were asked come up with at least five examples of etiquette that they see at work or at home. During this session, we will review their examples; be prepared for some debate!

The Handshake: During the important first few minutes of a new relationship, a handshake is usually the only physical contact between two people. In this session, we will discuss and demonstrate the five factors of a good handshake.

Business Card Etiquette: The exchange of business cards is a common ritual when meeting a new person. We will discuss some things to keep in mind when giving and receiving business cards.

The Skill of Making Small Talk: Being able to small-talk successfully is one of the most crucial skills a businessperson can develop, but it’s also one of the hardest. We’ll discuss some basic do’s and don’t’s of small talk.

Do You Remember Names?: There are four keys to remembering names. In this session, we will discuss and practice each of them.

Making that Great First Impression: During this session, we will discuss some ways that participants can make sure their first impression is perfect.

Dress for Success: It’s always difficult to know just how to dress, particularly if you’re meeting new people. We will cover some basic guidelines and the details of particular dress codes.

Business Dining: This session will focus on the do’s and don’t’s of business lunches. If possible, we recommend that you have participants practice an actual business lunch.

E-mail and Telephone Etiquette: How a businessperson presents themselves over the phone and via e-mail is just as important as their in-person impression. We’ll discuss some key points of telephone and e-mail manners in both a small group and a large group setting. We’ll also talk about thank-you notes.

Workshop Wrap-Up: At the end of the day, students will have an opportunity to ask questions and fill out an action plan.

Certification:

Certificate of achievement: Delegates need to qualify [70% marks] in the exam to get Certificate of Achievement. As this course is endorsed by International Professional Accreditation Council [IPAC], the certificate will also contain the endorsed logo of IPAC. No additional fee is required for exam or certification.

Copyright

All rights reserved world-wide under International Bangladesh copyright agreements. No part of this document can be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of World Academy for Research & Development [WARD]. Only the delegate who purchased this licensed version [one license] can use for his or her self-development purpose or can use in training programs to be facilitated by the respective license holder.

Courseware Version: 3.0

Brief about the Program:

‘Bad bosses’. Almost everyone has had at least one in their working career. You do not want to be the bad boss in your work environment, the one who causes good employees to cringe when you enter the room. Or worse yet, you do not want to be the one who causes good people to leave the company. You want to be the type of manager that employees are willing to go the extra mile for. You want to nurture and inspire your team, giving them the confidence to do their jobs well. You want to provide guidance and motivation, while showing integrity and modeling the behaviors you want to see in your team. You want to be more than a boss, you want to be a leader. This one-day course will arm you with the tips and general information you need to enhance your skills and transform from a boss to a great leader. 

What Will Participants Learn?

• Know the differences between good and bad bosses
• Understand how those who hold management positions can develop into good leaders
• Recognize characteristics of good leaders
• Know the elements of leading by example
• Comprehend how to use common sense in workplace dealings
• Know why it is important to use clear communication techniques
• Understand the importance of providing effective feedback
• Understand how to apply emotional intelligence to your dealings with others

Brief about the documents included in the Package:

• Instructor’s Guide: Contains all textbook information plus this preface, icebreakers, activities, delivery tips, and more!
• Participant’s Workbook: Contains material explanations covered in the workshop along with exercise and activity details
• Self-study Guide: Contains details of topics covered in the workshop for self understanding.
• Pre-Assignment: Task for participants to complete before the workshop to get them thinking about the learning that will take place.
• PowerPoint Slides: PowerPoint presentation highlighting talking points in the course.
• Quick Reference Guide: Two-page cheat sheet of tips and facts covered in the course.
• Outline: Word document that outlines the overview and objectives of the course and summarizes each session to be covered.
• Exercise & Activities: Contain different exercises and activities to ensure learning as well as energizing the delegates.
• Guideline to run exercises: In the Instructor’s guide you will find all detail guideline to run exercises and activities.
• Session Plan: Contains time wise session plan.
• Course Evaluation: Contains some standard and course related question to evaluate the course.
• Personal Action Plan: Contain a format where Participants can prepare Personal Action Plan for applying learning from the program.

Course Content Brief:

Course Overview: You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Good Boss versus Bad Boss: In this session, common mistakes made by bad managers are discussed, along with qualities of good bosses.

The Boss as a Leader: Next, the differences between being a boss and being a leader are explored.

Communication is Key: Then, students will learn about the importance of communication between staff members and supervisors and discuss how to provide effective feedback.

Common Sense: Next, ideas regarding being a great leader will be explored, using one tool: common sense.

The Science Behind Good Leadership: In this session, students will learn how to make employees feel valued, appreciated and important, as well as different ways to reward them for their dedication.

Emotional Intelligence: Next, students will learn what it means to be emotionally intelligent and how to develop this.

Elements of Success : The last session of the workshop provides additional tips for becoming a successful leader.

Workshop Wrap-Up: At the end of the course, students will have an opportunity to ask questions and fill out an action plan.

Certification:

Certificate of achievement: Delegates need to qualify [70% marks] in the exam to get Certificate of Achievement. As this course is endorsed by International Professional Accreditation Council [IPAC], the certificate will also contain the endorsed logo of IPAC. No additional fee is required for exam or certification.

Copyright

All rights reserved world-wide under International Bangladesh copyright agreements. No part of this document can be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of World Academy for Research & Development [WARD]. Only the delegate who purchased this licensed version [one license] can use for his or her self-development purpose or can use in training programs to be facilitated by the respective license holder.

Courseware Version: 3.0

Introduction about Program:

Success as a manager is heavily influenced by how well your team operates and what kind of results they achieve. Is your team able to solve problems? Can they resolve conflict? Are they enthusiastic and motivated to do their best? Do they work well together? This workshop is designed for participants who want to develop their team leadership skills and unleash the talent of their individual team members.

This three-day workshop will help you teach participants how to:

• Identify different types of teams.
• Build teamwork by recognizing and tapping into the twelve characteristics of an effective team.
• Promote trust and rapport by exploring your team player style and how it impacts group dynamics.
• Recognize the key elements that move a team from involvement to empowerment and how to give these elements to your team.
• Develop strategies for dealing with team conflict and common problems.
• Understand how action planning and analysis tools can help your team perform better.

Brief about the documents included in the Package:

• Instructor’s Guide: Contains all textbook information plus this preface, icebreakers, activities, delivery tips, and more!
• Participant’s Workbook: Contains material explanations covered in the workshop along with exercise and activity details
• Self-study Guide: Contains details of topics covered in the workshop for self understanding.
• Pre-Assignment: Task for participants to complete before the workshop to get them thinking about the learning that will take place.
• PowerPoint Slides: PowerPoint presentation highlighting talking points in the course.
• Quick Reference Guide: Two-page cheat sheet of tips and facts covered in the course.
• Outline: Word document that outlines the overview and objectives of the course and summarizes each session to be covered.
• Exercise & Activities: Contain different exercises and activities to ensure learning as well as energizing the delegates.
• Guideline to run exercises: In the Instructor’s guide you will find all detail guideline to run exercises and activities.
• Session Plan: Contains time wise session plan.
• Course Evaluation: Contains some standard and course related question to evaluate the course.
• Personal Action Plan: Contain a format where Participants can prepare Personal Action Plan for applying learning from the program.

Brief about Contents:

Course Overview: You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Organizations Today: To begin the day, we will look at how changes in organizations have affected teams.

Types of Teams: During this session, we will define the word “team.” We will also look at some different team models, including traditional teams, task forces, and virtual teams.

Team Norms: In this session, participants will establish some team norms: ground rules that a team can use to help them work together.

The TORI Team Building Model: One way of looking at team development is the TORI model. Participants will experience this model through a fun exercise.

Beckhart’s Activities: In 1972, Richard Beckhart said that there are four activities a group should perform on a regular basis if they desire to grow into a team. Since researchers today still agree on these four activities, we will spend some time exploring each activity.

The Four Stages of Team Development: Every group of people, whether they are a team or just a group working together, grows and evolves. We will spend this session looking at Bruce Tuckman’s five stages of team development: forming, storming, norming, performing, and adjourning.

Characteristics of Great Teams: The 12 characteristics of effective teams were developed by Glenn Parker, who has devoted his whole life’s work to studying teams. We will discuss the first four characteristics in this session.

Civilized Disagreements and Consensus: This session will focus on the next two characteristics: civilized disagreements and consensus decisions.

Open Communication: Next, participants will learn tips for open team communication, Parker’s seventh characteristic of effective teams.

Clear Roles and Assignments: This session is all about Parker’s eighth characteristic.

Shared Leadership: This session is all about Parker’s ninth characteristic. Participants will also explore shared leadership through a fun activity.

Team Player Types: During this session, participants will score their pre-assignment. Participants will then work in small groups to discuss the strengths and weaknesses of their team player style. This will address the final three characteristics of effective teams.

The Trust/Relationship Model: In this session, participants will look at how trust impacts relationships through a lecture and small group work.

Lateral and Vertical Thinking: This session will examine two types of thinking: lateral and vertical. We will also look at how these thinking models affect creativity.

Creative Team Thinking : During this session, participants will discuss various creative thinking methods, including brainstorming and brainwriting. They will also discuss Edward De Bono’s six thinking hats.

Team Shaping Factors: First, participants will discuss the four factors that shape a team during a lecture. Then, participants will apply the knowledge to a case study.

Solving Problems: Team problem solving needs a three-phase approach: problem identification, decision making, and planning and organizing. We will look at this model through a combination of lectures and group work.

Interventions for Team Leaders: This session will look at some common problems that teams face and some recommended solutions.

Resolving Conflict: Solving conflict in a positive way is key for building a strong team. This session will look at tips for resolving conflict. Participants will also take part in a role play to demonstrate the concepts learned.

SWOT Analysis: Performing an analysis of the team’s strengths, weaknesses, opportunities, and threats can be a great tool for development. We will discuss how to perform such an analysis, and then participants will work in small groups to complete a case study.

Developing Team Action Plans: To wrap up the course, we will look at some planning tools that teams can use to help them grow and improve, including improvement plans and action plans.

Workshop Wrap-Up: At the end of the course, students will have an opportunity to ask questions and fill out an action plan.

Certification:

Certificate of achievement: Delegates need to qualify [70% marks] in the exam to get Certificate of Achievement. As this course is endorsed by International Professional Accreditation Council [IPAC], the certificate will also contain the endorsed logo of IPAC. No additional fee is required for exam or certification.

Copyright

All rights reserved world-wide under International Bangladesh copyright agreements. No part of this document can be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of World Academy for Research & Development [WARD]. Only the delegate who purchased this licensed version [one license] can use for his or her self-development purpose or can use in training programs to be facilitated by the respective license holder.

Courseware Version: 3.0

Introduction about Program:

Virtual workers and virtual teams are an essential part of today’s workforce. More than ever, people are using technology to work anywhere, anytime.

There are big benefits to today’s virtual workplace, but there can be big challenges, too. This one-day course will teach managers and supervisors how to prepare employees for the virtual workplace, create telework programs, build virtual teams, leverage technology, and overcome cultural barriers.

This one-day workshop will help you teach participants how to:

• Create a virtual workplace strategy
• Develop, implement, and maintain telecommuting programs
• Build a virtual team and lead them to success
• Plan and lead virtual meetings
• Use technology to support a virtual workplace
• Overcome cultural barriers when leading virtual teams
• Develop their virtual leadership skills

Brief about the documents included in the Package:

• Instructor’s Guide: Contains all textbook information plus this preface, icebreakers, activities, delivery tips, and more!
• Participant’s Workbook: Contains material explanations covered in the workshop along with exercise and activity details
• Self-study Guide: Contains details of topics covered in the workshop for self understanding.
• Pre-Assignment: Task for participants to complete before the workshop to get them thinking about the learning that will take place.
• PowerPoint Slides: PowerPoint presentation highlighting talking points in the course.
• Quick Reference Guide: Two-page cheat sheet of tips and facts covered in the course.
• Outline: Word document that outlines the overview and objectives of the course and summarizes each session to be covered.
• Exercise & Activities: Contain different exercises and activities to ensure learning as well as energizing the delegates.
• Guideline to run exercises: In the Instructor’s guide you will find all detail guideline to run exercises and activities.
• Session Plan: Contains time wise session plan.
• Course Evaluation: Contains some standard and course related question to evaluate the course.
• Personal Action Plan: Contain a format where Participants can prepare Personal Action Plan for applying learning from the program.

Brief about Contents:

Course Overview: You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Defining the Virtual Workplace: To begin the course, participants will learn some terms related to the virtual workplace. Participants will also explore some advantages and disadvantages that the virtual workplace can have.

Creating Virtual Workplace Programs: This session will provide a list of elements to include in a virtual workplace strategy. Setting employees up for telework and tips for managing performance will also be covered.

Technology Tips and Tricks: Next, participants will consider what tools they can incorporate into their virtual workplace program.

Building Virtual Teams: In this session, participants will learn about Tuckman and Jensen’s five stages of team development and how they apply to virtual teams. They will also learn how to choose a virtual team and ways to ensure its success.

Leading Virtual Team Meetings: This session will give participants some guidelines for scheduling and conducting team meetings. They will also have an opportunity to practice a virtual team meeting.

Working with Cross-Cultural Teams: Next, participants will learn how to overcome cultural barriers in virtual teams.

Virtual Leadership Strategies: To wrap up the course, participants will share their favorite virtual leadership techniques. We will also share some ideas of our own.

Workshop Wrap-Up: At the end of the course, students will have an opportunity to ask questions and fill out an action plan.

Certification:

Certificate of achievement: Delegates need to qualify [70% marks] in the exam to get Certificate of Achievement. As this course is endorsed by International Professional Accreditation Council [IPAC], the certificate will also contain the endorsed logo of IPAC. No additional fee is required for exam or certification.

Copyright

All rights reserved world-wide under International Bangladesh copyright agreements. No part of this document can be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of World Academy for Research & Development [WARD]. Only the delegate who purchased this licensed version [one license] can use for his or her self-development purpose or can use in training programs to be facilitated by the respective license holder.

Courseware Version: 3.0

Introduction about Program:

Abigail Van Buren, the writer of Dear Abby, once said, “There are two kinds of people: those who come into a room with the attitude, ‘Here I am!’ and those who have the attitude, ‘There you are!’”

This course is a two-day exploration about the type of impact we want to have in life and work. Participants will consider and define the influence that they can have on their life and work. They will also learn skills for success and how to create those circumstances.

Specific learning objectives for participants include:

• Speak in terms of the impact and influence that they want to have in life and work
• Understand their personal style in terms of their personal brand
• Develop skill in areas like focus, concentration, and communication to support their brand
• Build credibility and trust by living their brand
• Take ownership of their image, both online and in person

Brief about the documents included in the Package:

• Instructor’s Guide: Contains all textbook information plus this preface, icebreakers, activities, delivery tips, and more!
• Participant’s Workbook: Contains material explanations covered in the workshop along with exercise and activity details
• Self-study Guide: Contains details of topics covered in the workshop for self understanding.
• Pre-Assignment: Task for participants to complete before the workshop to get them thinking about the learning that will take place.
• PowerPoint Slides: PowerPoint presentation highlighting talking points in the course.
• Quick Reference Guide: Two-page cheat sheet of tips and facts covered in the course.
• Outline: Word document that outlines the overview and objectives of the course and summarizes each session to be covered.
• Exercise & Activities: Contain different exercises and activities to ensure learning as well as energizing the delegates.
• Guideline to run exercises: In the Instructor’s guide you will find all detail guideline to run exercises and activities.
• Session Plan: Contains time wise session plan.
• Course Evaluation: Contains some standard and course related question to evaluate the course.
• Personal Action Plan: Contain a format where Participants can prepare Personal Action Plan for applying learning from the program.

Brief about Contents:

Course Overview: You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Importance of a Personal Brand : First, we will define what a brand is and what its elements are. We will also explore how to define the wow factor and what success means.

Your Brand Approach To Others: Next, participants will complete an assessment to help them define their brand style.

Looking at the Outside: First impressions can have a big impact on a brand. In this session, participants will learn how to dress for success, show proper etiquette, and monitor their voice.

Looking at the Inside: This session will help participants develop skill at concentrating, getting work done, and building their confidence.

Setting Goals: If participants really don’t know what they want, it’s hard to represent their brand and have the desired impact. In this session, participants will use the SPIRIT framework to set some brand-related goals. Techniques for developing flexibility and resiliency will also be discussed.

Networking for Success: This session will give participants some ways to use networking to build their brand.

Communication Strategies: Good communication skills are another important part of personal impact. This session will explore speaker and listener biases, active listening skills, and difficult communication situations.

Building Your Credibility: Credibility can make or break a brand. This session will give participants five ways to develop trusting relationships.

Brand You: In this session, participants will learn about the different elements of a personal brand. They will also start designing and outlining their brand standards.

Living Your Brand: Next, participants will discover ways to demonstrate their brand.

Managing Your Social Media Presence: In this session, participants will learn how to find out what people are saying about them online and why it matters.

Having Influence: This session will share persuasion, negotiation, and negation techniques to help participants have real impact.

Dealing with Challenging People: In order to have a real impact, we must be able to work with all types of people. This session will give participants a framework to get to the heart of any problem. They will also learn some strategies for handling common types of difficult people.

Presentations and Meetings: In this session, participants will learn how to make the most of public speaking and meetings.

Workshop Wrap-Up: At the end of the course, students will have an opportunity to ask questions and fill out an action plan.

Certification:

Certificate of achievement: Delegates need to qualify [70% marks] in the exam to get Certificate of Achievement. As this course is endorsed by International Professional Accreditation Council [IPAC], the certificate will also contain the endorsed logo of IPAC. No additional fee is required for exam or certification.

 Copyright

All rights reserved world-wide under International Bangladesh copyright agreements. No part of this document can be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of World Academy for Research & Development [WARD]. Only the delegate who purchased this licensed version [one license] can use for his or her self-development purpose or can use in training programs to be facilitated by the respective license holder.

Courseware Version: 3.0

M-1: Introduction to Analytics

M-2: Basic about Marketing

M-3: Basic about Selling

M-4: Using Spreadsheet for Analytics

M-5: Statistical tools for Analytics

M-6: Advance Marketing Analytics

M-7: Advance Sales Analytics

M-8: Analytics for Strategic Decision making

Introduction:

Analytics, a business process includes data collection, processing, analysis and interpretation for better decision making and gaining insights. Analytics helps any Management to take right strategic decision for business growth and sustainability.

Globalization and increased competition across the world, has made optimizing business processes and informed business decisions making, more relevant. Analytics is the tool to effectively compete as it provides, insights and informed decision making.

Marketing analytics is differentiating factor for the effectiveness of marketing processes and factors affecting it. Sales analytics helps in understanding the effectiveness of sales processes and factors affecting its performance.

By the end of this certification the delegate will be able to:

• Use different data analytics tools
• Use data for Analytics
• Understand basic about Analytics
• Understand functions of Marketing & Sales
• Ensure effectiveness of Sales & marketing by using Analytics
• Assist Management to take Strategic Decision based on Analytics
• Design strategies for winning over competitors

• M-1: Managing Change & Innovation
• M-2: Characteristics of Creative People
• M-3: Change agents & Roles played in Organizational Change
• M-4: Open Innovation, Resistance to Change
• M-5: Types of Organizational Change
• M-6: Change Management & Organization Development 

Introduction:

Change & Innovation Management Training has the potential to explore the concepts of creativity, innovation and change within and learn to employ leadership skills to facilitate the process of leading innovation and change. The course will include theory and practice in relation to theories and processes of innovation and change as well as the leadership of innovation and change within organizations.

Many successful innovative organisations from start-ups to large established firms often have one thing in common - they are good at managing change to achieve sustainable competitive advantages in the form of new products and services or the way the organisation operates.

Innovation thus plays a key part in the formation, development and growth of firms and innovation can involve combing knowledge from different parts of the world.

The theories covered in this module can be applied globally. This module equips the participants with the knowledge and skills to manage innovation in today’s rapidly evolving global marketplace.

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

• In the world today organizations need to continuously adapt to new situations if they are to survive and prosper
• One of the mot dramatic elements is the shift to a technology – driven workplace
• Ideas, information, and relationships are becoming critically important so it becomes a necessity to accept and adapt to change with an innovative mindset

Module-1: Anatomy of Performance Management System

Module-2: KPI Chemistry

Module-3: KPI Designing

Module-4: KPI Selection

Module-5: Goal Setting against KPI

Module-6: KPI for Business Performance Analysis

Module-7: KPI Project Implementation

Target Audience:

• Personnel of HR Department
• Functional Head
• Top Management
• Consultants

Features of the Program:

• Duration: 8 hours
• Mode of Delivery: Online LIVE via zoom
• Interaction: Yes, interactive session
• Exercise: Yes there will be exercise to do
• Certificate: Yes, Electronic Certificate will be issued
• Material: Delegate will receive electronic workbook for the program

Endorsement/ Recognition by International Body:

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

Trainer’s Profile:

Rupak M Nasrullah Zaidi, President, International Association for People & Performance Development (IAPPD), South Asia

Mr. Zaidi is Training, Organization Development and HR specialist having more than 20 years’ experience in different industry. He is specialized in numeric HR operations. He has exposer and expertise as Business and Management Consultant. Hhas exposure as KPI consultant at home and abroad. He has completed Masters in HRM under the University of Dhaka.

• Introduction to Performance Management
• Elements of Performance Management
• Phases of Performance Management: PEAR
• Performance Review Discussion – OGPC method
• Know your employee: Ability vs behaviour
• Managing underperforming and difficult employee

Detail Contents:

1. Introduction to Performance Management
   1. Definition – Analogy: Driving a car
   2. The Principles of PM
2. Elements of a Performance Management System
   1. Formal Compensation Philosophy Statement
   2. Salary Administration Program
   3. Formal Audit/Success Rating
3. 10 Key Objectives of Performance Management
4. The Performance Management Process
5. Phases of Performance Management P.E.A.R.
   1. Planning
   2. Execution
   3. Assessment
   4. Review
6. The Performance Review Discussions – Telling it as it is – O.G.P.C.
7. Knowing Your Employees – Ability versus Behavior
8. 4 Key Reasons Why Employees Don’t Perform
9. Managing Underperforming and Difficult Employees
   1. Defensive Reactions – Fight and Flight
10. Summary

Features of the Program:

• Duration: 4 hours
• Date: 22 January 2021
• Time: 3 pm to 7 pm BST / 9 am to 1 pm GMT
• Mode of Delivery: Online LIVE via zoom
• Interaction: Yes, interactive session
• Exercise: Yes there will be exercise to do
• Certificate: Yes, Electronic Certificate will be issued
• Material: Delegate will receive electronic workbook for the program

Endorsement/ Recognition by International Body:

This Program is recognized by Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 6 PDCs for the SHRM-CP® or SHRM-SCP®.”

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

Trainer’s Profile: Mr. Azizan Amir, Malaysia

Azizan has worked with government and private corporations including Fortune 500 companies on critical initiatives including succession planning and management, performance management, competency development, change management efforts and integrated talent management transformation programmes. He was previously the Country HR Leader for General Electric Plastics Malaysia, Group GM (HR) for a Khazanah co., Senior Manager OD & Succession at MIMOS, Senior HRM at Philips Semiconductors Malaysia and at Emerson Process Management, and Principal Consultant with Human Performance Consulting. He has an extensive background in talent management, learning and development, performance management, leadership development, succession planning and compensation management. He was recipient of the 2003 Human Resource Minister’s Award, 2005 National HR Development Award, 2010 HR Achievement Award, and 2017 UK International Quality Crown Award. Azizan attended Harvard Business School (Agribusiness), Northern Kentucky University (Ind. & Prof. Chem.), MIT (Dip App. Sc.), MIHRM (CIPM).

Brief Contents:

• Behavioural Interview: What, when, Why
• Behavioural Interview Process: Road Map
• Traditional vs Behavioural Interview
• STAR Model for Behavioural Interview

Introduction:

‘RIGHT people at RIGHT Place’ – selection of RIGHT people is one of the most tough job in any organization. There are different methods for Recruitment and Selection. One of the widely used method for Interview is ‘Behavioural Interview’

This workshop will focus on ‘HOW’ part of Behavioural Interview. i.e. How to conduct Behavioural Interview, How to prepare Behavioural Interview questions and How to interpret the answer of Behavioural Interview questions.

Key Learning Objectives: Delegates will be able to:

• Learn the importance and impact of Behavioural Interview
• Apply the skill in Behavioural Interview
• Frame Behavioural Interview Question
• Select RIGHT people through Behavioural Interview

Brief Contents:

• Behavioural Interview: What, when, Why
• Behavioural Interview Process: Road Map
• Traditional vs Behavioural Interview
• STAR Model for Behavioural Interview

Features of the Program:

• Duration: 2.5 hours
• Date: 23 January 2021
• Time: 7.30 pm to 10 pm BST / 1.30 am to 4 pm GMT
• Mode of Delivery: Online LIVE via zoom
• Interaction: Yes, interactive session
• Exercise: Yes there will be exercise to do
• Certificate: Yes, Electronic Certificate will be issued
• Material: Delegate will receive electronic workbook for the program

Resource: Ms. Sheryl Barretto, Malaysia

Endorsement/ Recognition by International Body:

This Program is recognized by Society for Human Resource Professionals – USA for recertification credit for their Certification Program

“This program is valid for 3 PDCs for the SHRM-CP® or SHRM-SCP®.”

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

Session-1: Insight Thought of Corporate Leadership

Session-2: Approaches of Corporate Leadership & its Competencies

Session-3: Employing the power of engaging leadership

Session-4: Leading People to Peak Performance

Effective leadership is an important skill in the professional arena. A skilled leader is a strong communicator, motivator and problem solver. Building teams, motivating employees, assessing client needs and managing conflicts are some of the critical tasks of a leader. Here are some strategies for being a successful leader in the workplace.

Our common and traditional approach to leadership hasn’t significantly evolved since the dawn of the industrial age.  When it comes to managing people in a work environment, we’ve always treated workers like any other input: squeeze as much as much out of them as possible and pay them as little as possible.

This idea was introduced nearly a century ago when the expansion of the US economy largely was based on industrial machinery.  Workers were required to perform relatively unchallenging tasks and were easily replaceable.  Companies motivated workers primarily with money, paying by the piece to reward those who produced the most widgets.

Extensive research confirms that people want to grow and develop in the roles.  They want to feel valued and appreciated by their leaders, and to know their work has significance.  And, just as Abraham Maslow predicted 70 years ago, they seek to feel fulfilled and even maximized by the work they do.

Workplace leadership is failing today largely because it has yet to acknowledge the importance of “emotional currency™” – a form of reward that makes people feel important, supported, valued, developed and appreciated.  In fact, science now has proved that it’s our feelings and emotions that determine our level of engagement in life, what motivates us, and what we care most about. 

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

• To make self-awareness through Self-assessment
• To understand and conceptualize traits of Leadership
• To apply different approaches of Corporate Leadership
• To enhance productivity and profitability through Performance Leadership
• To ensure employee engagement through engagement leadership

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 designing and Implementing Effective Performance Management System
3. Design and manage Reward system
4. Maintain Employee Life Cycle in a professional way
5. Acquire essential knowledge about Labor Law related issues
6. Implement & maintain proper reporting system in HR department

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 20 hours

Activity/ Assignment based Learning Time:   10 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is Endorsed by International Professional Accreditation Council - SIngapore, recognized by HRCI-USA & SHRM-USA for recertification credit for their Certification Program

Importance of Competency

How to design Competency

Tools to be used in Competency development

• Introduction to Assessment Instrument
• Uses of Psychomteric Test
• Personality Profiling through Different Test
• Open Source Test vs Property version test
• Origin, Application and Challneges of different test:
  • MBTI
  • Big Five
  • the SDI
  • The Interest Personality Test
  • 360 degree assessment
  • Belvin Assessment Instrument

Date: 9, 16, 23, 30 April [9 am to 1 pm each day]

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

1. Understand the competencies of a Sales Professional
2. Apply the sill set to acquire and retain customer
3. Close the sales deal
4. Conduct sales call professionally
5. Ensure Territory Management
6. Ensure Sales Monitoring
7. Apply the skills for sales leadership

Areas of Discussion and Assessment

• Objective and Scope of Personal Selling
• Buyer Seller Dyad and Personal Selling Situations
• Theories of Selling
• Personal Selling Process
• Prospecting, Objection Handling and Closing
• Sales Forecasting-I
• Sales Forecasting-II
• Functions of Salesperson
• Purpose of Sales Organization
• Types of Sales Organisation Structure
• Recruitment Process
• Selection Process
• Training Objective Training Methods
• Theories of Motivation
• Devising Compensation
• Types of Compensation Plans, Fringe Benefits
• Standards of Performance Qualitative, Quantitative
• Recording of Actual Performance
• Evaluation and Control Through Action and Supervision
• Purpose of Sales Budget
• Objective in Using Quotas
• Procedure of Setting Quota, Limitations of Quota System
• Concept of Sales Territory
• Need for Establishment and Revision of Sales Territory
• Territory Management
• Key Account Management
• Corporate Sales essentials
• Retail Sales essentials
• Show Room Sales Management

Program Administration:

Total Duration: 4 Months

Method: Fully Online

Pre-requisite: Graduate

Pre course Activity:

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

Post Course Activity: Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Brief Outline:

M-1: Project Management Basics

M-2: Project Management Approach

M-3: Project Planning

M-4: Project Scheduling

M-5: Project Economics and Finance

M-6: Strategic Project Management

M-7: Project Quality Management

M-8: Project Implementation

M-9: Monitoring & Evaluation

M-10: Project Closing, Reporting & Auditing

Mode of Program:           Fully Online

Learning Method:           Self-Paced Learning Material, Exercises, Assignment

Assessment Method:    Fully Online MCQ based Exam

Duration:                       4 months  

Accreditation Body:        International Professional Accreditation Council

Validity of Registration: 1 year                                                 

Certification Validity: Life Long