Certification Program

   Read more   
Major areas to be covered:
Details:

   Read more   
Major areas to be covered:

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

 

Details:

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

   Read more   
Major areas to be covered:

Module-1: Learning, Training, Development & Education

Module-2: Learning & Development as Business Partner

Module-3: Learning Theory & Learning Style

Module-4: Adult Learning: Principe’s & techniques

Module-5: Learning Organization: Concept, Development and Benefit

Module-6: Training Need Assessment

Module-7: Curriculum Development

Module-8: Designing Training Manual, Material, Content & Tools

Module-9: Training & Facilitation Methodology

Module-10: Facilitation Skill

Module-11: Training Evaluation

Module-12: Impact Assessment & Calculation of ROI of Training

Module-13: Managing Learning & Development in Organization

Module-14: Contribution of L&D Professionals in Human Development

Module-15: Competency Framework for L&D Professional

                 15.1 Foundational Competencies

                 15.2 Functional Competencies

                  15.3 Resulting Competencies

 

Details:

Overview of the program:

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

 

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

 

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

 

So, identification of right training need is very much essential for the success of the training. At the same time evaluation or impact assessment are also very vital for furthering the training sessions for the organization. So in the total training cycle TNA, ROI plays very vital role for the continuation of training decision for any organization. Also the success of Training depend on selection of Title, Content, Method, Resource and organizing the event successfully. Also it needs the Impact Assessment.

 

This training will give hands on experience to the participants for conducting perfect TNA, selecting right Resources for facilitation, Facilitate the Program, making the economic and efficient budget and conducting the impact assessment or Return on investment for every training to ensure the Monterey return of training. So that the Management will be encouraged to allow more training for the development of the individual as well as organization.

 

 

 

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

• Clarify the Role & Responsibility of L&D Manager/ Officer in any organization
• Play Role as Business Partner
• Design & Conduct TNA program for the organization
• Relate TNA with Business Gap
• Organize any Training Program efficiently
• Prepare effective and efficient training Budget
• Design Training Manual & Module
• Design Training Materials
• Design Training Cases/ exercises/ games/ business cases
• Conduct Impact Assessment of Training Programs
• Measure the Return on Investment for every program
• Convert qualitative result into monetary value for calculation

 

Contents:

 

Module-1: Learning, Training, Development & Education

• Concept of Learning
• Learning Curves: Concept & Practice
• Principle of Learning
• Benefits of Learning & Development
• Role of L&D in HR
• Difference between Learning & Training

 

Module-2: Learning & Development as Business Partner

• Concept of Business Partnering
  L&D life Cycle: Starts with Business Gap and ends up with Business Result
• Role of L&D in Business Management
• Role of L&D in Skill Development
• Role of L&D in Performance Management
• Role of L&D in Organizational Excellence

 

Module-3: Learning Theory & Learning Style

• Learning Theories
• Learning Styles
• Self, Met cognition, Cognition, Knowledge (SMCK)
• The Three Representational Modes (TRiM)
• Other Supporting Theories
• Learner Types

 

Module-4: Adult Learning: Principe’s & techniques

• Pedagogy
• Andragogy
• Adult Learning Principles & Theories
• Adult Learning Techniques and Tips

Module-5: Learning Organization: Concept, Development and Benefit

• Concept of Learning Organization
• Developing Learning Organization
• Managing Learning operations in Organization
• Impact of Learning Culture in Organizational Success

 

Module-6: Training Need Assessment

• Distinguish between Organizational and Employee Training Needs
• Identifying Possible Areas in Which People Need Training
• Training Need Assessment Process
• TNA Form designing
• Data Collection Method for TNA
• Data Analysis and interpretation
• Finalizing TNA Report
• Transferring Training Need to Training Objective

 

Module-7: Curriculum Development

• Curriculum development – an introduction
• Course design and planning – the broad context
• Curriculum development – strategies and models
• The elements of the curriculum
• Implementing the curriculum
• Monitoring and evaluating the curriculum

 

Module-8: Designing Training Manual, Material, Content & Tools

• Preparing Training Contents
• Designing Module
• Prepare Training Manual
• Preparation of Training Module
• Design Training Material
• Design tools/ aids for Training facilitation

 

Module-9: Training & Facilitation Methodology

• Types of Methodology for Training & Facilitation
• Factors to be considered for methodology selection
• Tools/ Aids to be used in different methodology
• Designing Tools to support different methods

 

Module-10: Facilitation Skill

• Presentation Skill
• Public Speaking Skill
• Body Language Skill
• Audience Management Skill
• Skill for dealing with difficult participants
• Participants engagement skill
• Example setting skill

Module-11: Training Evaluation

• Types of Training/ Learning evaluation
• APS Model for Evaluating L&D
• L &D Evaluation Maturity Self-Assessment
• Kirkpatrick’s model of Training evaluation
• CIRO Model
• Kaufman's Five Levels of Evaluation
• Anderson's Model for Learning Evaluation
• Brinkerhoff’s Success Case Method

 

Module-12: Impact Assessment & Calculation of ROI of Training

• Impact Assessment in connection with Result Chain
• Concept & Practice of ROI of Training
• Concept & Practice of Return on Expectation of Training
• Model of ROI of Training
• Steps of ROI calculation
• Checklist for Cost – Benefit identification
• Method for conversion of qualitative improvement to monetary value

 

Module-13: Managing Learning & Development in Organization

• Preparation of L&D Calendar
• Preparation of L&D budget
• Role of L&D professionals for In-house L&D initiatives
• Responsibilities & Tasks of in-house L&D professionals
• Logistics arrangement for Training
• Documentation in in-house L&D activities
• Reporting in in-house L&D activities

 

Module-14: Contribution of L&D Professionals in Human Development

• New Employee Orientation Techniques & Toolkits
• Management Development Program: Tools and Techniques
• Successor Development Program
• On the Job L&D
• Coaching & Mentoring for L&D

 

Module-15: Competency Framework for L&D Professional

 

15.1 Foundational Competencies:

• Personal Credibility
• People Psychology Competency
• Communication Competency

 

15.2 Functional Competencies

• Coaching Competencies
• Facilitation Competencies
• Content Development Competencies
• Analytical & Reporting Competencies

15.3 Resulting Competencies

• Business Competencies
• Impact Assessment Competencies
• Leadership Competencies

 

Target participants:

• Officer/ Manager in L&D Department
• Trainer
• HR Personnel
• Consultant
• Functional Head

 

Assessment Areas:

1. Clarity about Concept: Clear understanding about Learning & Development
2. Understanding Method/ Process: Different method and process of TNA, Facilitation, Evaluation
3. Capability to implement the learning: Capacity to apply L&D Program in the organization
4. Capability to transfer the learning: To make other people understand about Learning & Development
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Learning & Development initiatives in the organization

 

Pre course Activity: Online Activity

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

 

Course Activity: Assignment, Case analysis, presentation [all Online]

 

Post course Activity: Online

Assignment, Awareness Presentation, Application Action Plan, Case Analysis,

 

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

 

Linked Qualification: After completion of this course, any candidate may attend the Assessment [Exam & Assignment] and can become Certified L&D Professional (CLDP) by STADA

 

   Read more   
Major areas to be covered:
Details:

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

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

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

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

   Read more   
Major areas to be covered:

PGDU-1: Contemporary Human Resource Management 

PGDU-2: HR Operation Management

PGDU-3: Reward, Compensation & Benefit Management 

PGDU-4: Financial Intelligence for HR

PGDU-5: Business & Employee Performance Management

PGDU-6: Digitalization in HR

GDU-7: Ethics, Compliance & Legal perspective of HR

PGDU-8: Organization Development & Design

Details:

Introduction:

 

To build a strong HR community, WARD is highly interested to launch this course for the professional development of HR community in the country. In this regard WARD has developed a market demanded, highly applicable course curriculum to meet the recent requirement of the industry. This course is highly focusing on the practical issues of HR professional to contribute in the business of the organization.

 

Objective:

• To gather knowledge on basic HRM
• To be acquainted with HR Skills
• To have all tools and formats to be used in HR
• To have confident to compete with experienced person
• To have practical exposures in different HR function
• To gain adequate business knowledge to become HR Business partner

 

Target Participants:

1. Present HR professionals
2. Potential HR professional
3. Students of HR major
4. Other professionals

 

Curse overview:

 

Curriculum:

 

Unit Name	Code	Module Name
PGDU-1: Contemporary Human Resource Management	PU1M-1	HR Business Partner: Concept & Competency
	PU1M-2	Modern Concepts & Practices of HRM
	PU1M-3	Talent Development & Retention: Concept, Practice & Competencies
	PU1M-4	HR Analytics
	PU1M-5	Competency Mapping
PGDU-2: HR Operation Management	PU2M-6	Talent Acquisition: Recruitment, Selection & Placement
	PU2M-7	HR Communication
	PU2M-8	Job Analysis
	PU2M-9	Employee Separation & Final Settlement
	PU2M-10	HR Planning
PGDU-3: Reward, Compensation & Benefit Management	PU3M-11	Strategic Compensation & Benefit Management
	PU3M-12	Designing Competitive Pay & Benefit Structure
	PU3M-13	Job Evaluation
	PU3M-14	Compensation & Pay Survey
	PU3M-15	Designing Performance Centric Incentive Structure
PGDU-4: Financial Intelligence for HR	PU4M-16	ROI of HR
	PU4M-17	Financial Analysis and Application in HR
	PU4M-18	HR Budget Preparation
	PU4M-19	Employee Tax Management
	PU3M-20	HR Accounting
PGDU-5: Business & Employee Performance Management	PU5M-21	Competency based Performance Management System
	PU5M-22	Performance Benchmark & Goal Setting
	PU5M-23	Business Performance & HR Role
	PU3M-24	KPI based Performance management System
	PU3M-25	Business Management
PGDU-6: Digitalization in HR	PU6M-26	HRIS
	PU6M-27	HR Automation Structure
	PU6M-28	HR Reporting
	PU3M-29	HR Data Flow Management
	PU3M-30	Application of Digital HR
GDU-7: Ethics, Compliance & Legal perspective of HR	PU7M-31	Essentials areas of Employment Law
	PU7M-32	Essentials Clauses of International Law regarding employment
	PU7M-33	Essentials of HR Compliance issues
	PU7M-34	Ethics in HR
	PU3M-35	HR Audit
PGDU-8: Organization Development & Design	PU8M-36	Organizational Behavior & Conflict Resolution
	PU8M-37	Policy, Procedure & SOP development
	PU9M-38	Organization Design & Development
	PU3M-39	Human & Industrial Psychology
	PU3M-40	Business Process Reengineering

 

 

Course Administration:

 

Any Time Any where. Fully ONLINE Program, No specific time for registration/class

Video Tutorials are available with written module/material

 

Assessment:

 

Type of Assessment	Unit	Syllabus	Marks/ unit	Pattern of Assessment	Total Marks
Examination	8	1 exam per unit	25	Short Answer type/ MCQ	200
Exercise/ Case	8	1 exercise or activity/ Unit	50	Case/ Assignment type/ Activity/ Exercise	400
Final Exam	1	Full Syllabus [Unit 1 to 8]	200	Written	200
Final Assignment	1	Full Syllabus [Unit 1 to 8]	200	Thesis type	200
Total Marks					1000

 

Frequently Asked Questions

 

Q:           What is the eligibility?

A:            Graduate in any discipline. Experience in HR will get preference.

 

Q:           How long the course is?

A:            General Duration is 8 to 12 months. Minimum time required is 6 months. Maximum time is 2 years

 

Q:           When can I take admission?

A:            Anytime, Anywhere

 

Q:           How can I take admission:

A:            Register through online & send your profile/CV. Once you get reply from WARD, You may pay through online /local partner. Once payment is done, you will get access to the portal in due time

 

Q:           How we can continue the study and assessment:

 

A:            This is completely online based program. Once you have access to the portal, you will find study material and activity guideline in the portal. There will be different types of activity:

Self Assessment, Assignment, Preparation of action plan, solving case, MCQ, Written Test, Situation based question answer etc.

 

Q:           Is there any online class?

No, full course is based on self paced learning. However there will be option to interact through online if you have any problem.

 

Q:           How can I pay:

A:            Pay through online via credit card or can transfer via western union

 

Q:           Is there Installment facility:

A:            Yes, there is installment facility: In case of Installment you need to pay USD 750. At the time of Admission: USD 300, Before starting exam for first semester: USD 225, Before starting exam of second semester: USD 225

 

Q:           Who is the assessment body?

A:            EduQual is the assessment body. This is UK based assessment body. [https://eduqual.org.uk/]

 

Q:           How will I get certificate

A:            Once you complete all requirements and pass the exam, you will get printed certificate

 

Q:           Value of Certificate as it is online course

A:            There is no difference in value between offline and online course. The same certificate is being issued for both category : online and class room based. We have class room based program for this course for local participants.

 

Q:           Is there any other fee for exam/ certificate

A:            Fee includes examination fee and certification fee. No other fee is required

 

Q:           If I cannot pass in first attempt, what will be the option?

A:            You may get additional 2 chances within 2 years from the date of admission. If need more chance, then you need to pay extra.

 

Q:           How the course will be running

A:            Self paced online learning: Self paced learning through online learning portal by using course material, workbook, case, exercise, assignment etc

 

Online activity: During the whole period delegate will be required to use different activities through online which will be evaluated by the Assessment Board.

 

Q: How the assessment will be done:

A:            Assessment Tools: There will be short type exam, essay type exam, assignment, case analysis, activity through online portal, thesis paper.

                Assessment style: All the assessment will be done through online.

 

Q:           Who is assessment body? Who will issue Certificate?

Awarding Certificate:  Once delegate successfully complete all requirements (exam, assignment, etc) they will be awarded the certificate for Post Graduate Diploma in HRM by EduQual – UK. Printed certificate will be issued from EduQual – UK. [https://eduqual.org.uk/]

 

Q:           Is it required Recertification?

A:            No.

 

Q:           Further query,

A:            please feel free to local partner or send to  info@wardbd.com   or training.ward@wardbd.net

   Read more   
Major areas to be covered:

Brief Outline:

Module Name	Discussion Areas
M-1: HR & Organization	Scope of HR in organization Organizational Structure/ Organogram: Concept Types of Organization Structure How to design Organogram Strategic Role of HR in todays business
M-3: Job Analysis	Concept Method of Job Analysis Tools Writing JD, JS Practical Steps for conducting Job Analysis
M-4: HR Budget	Areas for HR Budget Budget Preparation
M-5: Talent Acquisition	Sources of Recruitment Types of Interview Steps for Recruitment & Selection Effective Onboarding
M-8: Learning & Development	TNA Training Cycle Training Management Skills and Qualities for Trainer Audience Management Presentation Skill Impact Assessment ROI Calculation
M-11: Employee Retention	Causes of Turnover Retention Model and initiatives
M-16: Labor Law & Rules	Essential clauses of Labor Law Essential Clauses of Labor Rules
M-17: HR Compliance	Compliance Audit areas and its preparation HR Compliance
M-2: HR Plan	Method of HR Plan Practical exercise on HR Plan
M-12: Separation & Final Settlement	Mode of Separation Calculation of Final Settlement Documentation
M-13: HRIS & Report Management	Attendance & Leave Management Reporting Modalities Component of HRIS Designing HRIS
M-20: HR Accounting	Calculation of Human Asset Cost based methods for Business performance
M-10: Total Reward & Employee Tax Management	Compensation & Benefit Management Design C&B structure Job Evaluation Method PF, Gratuity Management Design Incentive Scheme Calculation of Tax
M-21: HR Audit	Concept Methods of HR Audit Scope of HR Audit How to conduct HR Audit [Steps & Action Plan] Tools to be used
M-24: Business Management	HBR Model of Strategic HRM Component of Business Management Concept of Business Model Business Strategy development
M-25: Competitor Analysis	Concept of Competitor Areas of analysis Tools to be used
M-23: Lean HR	Concept of Lean & its application in HR Waste Management in HR Process
M-22: Business Process Reengineering	Process Mapping, Process redesigning Phases of BPR Waste Management
M-27: Business Performance	McKinsey 7-S framework for Operational excellence & its impact in Business Performance Business Success Factor BCG & Ansof’s Matrix
M-26: Financial Intelligence	Basic of Finance, Application of Finance in HR Financial Intelligence for Decision Making Scope of Financial Analysis for Managers
M-7: Competency Mapping	Concept of Competency Designing Competency
M-9: Performance Management System	Concepts Methods of PMS KPI based PMS Concept of Balanced Score Card Tools for PMS
M-19: HR Analytics	Application area of HR Analytics Methods and Process of HR Analytics HR Analytics Model People Analytics Framework
M-18: HR Business Partnering	Ulrich Model Application area of HR Business Partnering Business Partnering Models Competencies for HR Business Partner
M-14: Succession Management	Concept of Succession Management 9 Box model and its application
M-15: Policy & SOP Management	How to design Policy & SOP Importance & Impact of Policy-SOP
M-29: Relationship Management	Attitude, Behavior & Mindset of HR Professional Internal Customer Service Cross Functional Relationship & Cooperation
M-28: Human Psychology  & Personality Profiling	People difference based on psychology Personality Profiling Personality Test practice and its application in interview/placement
M-6: Interviewing	Competency Based Interview Assessment Centre Behavioral Interview
M-30: HR Leadership	HR Leadership Teamwork

Details:

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™

   Read more   
Major areas to be covered:

Contents:

Module-1: Self Mastery: Source of SUCCESS POWER

• Behavior and RESULT: The relation
• The IMPACT Model
• Managing Behavior: Know your ABC
• NLP for Self Management and Self Control
• Emotional Intelligence: Key to SUCCESS
• Personality & People Behavior

 

Module-2: Interpersonal Skill for Organizational Excellence

• Better Human Relation through personal chemistry
• DIARR Model for interpersonal Relation
• Communication Challenges at Workplace
• Feedback and its Chemistry
• Persuasion, Influence & Negotiation: Tools for Relationship Mastery

 

Module-3: Manager: A Powerful Force for Executing Results

• Introduction: Middle Management—Magic or Mayhem?
• The MARS formula
• Result Chain
• RACI Matrix for Role Clarification
• Types of Middle Manager: TMM & HIMM
• The High-Impact Middle Management System
• Stayer’s Leadership Mantra
• Belief-action-Result Cycle

 

Module 4: Managerial Competencies [MC] for 21^st Century

• Harvard Business Review for Managerial Mindset
• Area of Contribution for Managers
• Developing MC Matrix
• Multi-dimensional holistic Model for MC
• Holistic Domain Model for MC
• The Lancaster Model for MC
• ATD’s model for Managerial Skill
• Self-Assessment: Managerial Competencies

 

Module-5: Managerial Role in Day-to-Day Execution

• Organizational Alignment: Ensuring That the Department Delivers Results
• High-Impact Leaders Are Unstoppable! Wiping Out Limitations to Results
• Problems that reduce throughput
• Solutions to solve throughput problem
• Using High-Impact Middle Management to Make the Most of Your Busy Day

 

Module-6: Performance Leadership: Ensuring That Team Members Excel in Execution

• Performance Management Myths: What Not to Do
• 5 Performance Principle
• Competencies for Performance Leadership
• Manager as Performance Catalyst

 

Module-7: Communication that Matters for Manager:

• How to Read Like a Manager
• How to Write Like a Manager
• How to Speak Like a Manager
• How to Think Like a Manager
• How to Listen Like a Manager

 

Module-8:   7 Power Strategy for effective Managers

• Power Strategy 1: Your Management A-B Boxes
• Power Strategy 2: Mind Your Metrics!
• Power Strategy 3: The Art of Planning
• Power Strategy 4: Results-Oriented Responses
• Power Strategy 5: Mastering Your Time
• Power Strategy 6: Right Decision Making for business excellence
• Power Strategy 7: Aligning Your Department for Success

 

Module-9: Delegation & its Recipe

• 4W of Delegation
• Steps/ Stages of Delegation Process
• Design Delegation Matrix
• Competencies for proper delegation
• Impact of improper delegation

 

Module-10: Organization Development: Concept, Competencies & Practice

• Core theoretical bases that shape OD practices
• Model & Theories of OD:
  • Action research Model
  • Seven Stage Model of planned change of Ronald Lippitt and Associates
  • Porras and Robertson Model of organizational change
  • The Six-Box Model
  • Grid Organization Development Model by Blake & Mouton]

• OD Consultancy Cycle: Six Key Component
• OD Consulting Competencies:

 

Module-11: Corporate Leadership & Its Application

• Insight Thought of Corporate Leadership
• Approaches of Corporate Leadership
• Employing the POWER of engaging leadership
• Creating a HIGH performing TEAM through Leadership
• Coaching: One of the Best approaches to ensure Employee Performance

 

Module-12: Business Planning & Strategy

• Business Planning: Concept, Steps and Tools
• Business Strategy Development tools and techniques
• Cost Benefit analysis for Business Strategy Fixation
• Organizational SWOT Analysis for Business Planning and Strategy Development

 

Module-13: Business Management

• 5 Steps Model to ensure Business Growth
• The pillars for organizational success
• 6 (Six) Fundamentals of Business Management
• Financial Intelligence for Managers & its scope to apply
• Tools for Sustainability & Business Growth
• Role of Manager in Proficiency, Productivity, Profitability
• Business Process Reengineering [BPR]: Concept & Impact
• Waste Management and Profitability
• Competency Framework for a Business Leader

Module-14: Financial Intelligence

• Financial Terminology
• Financial ratio
• Profit Chain Analysis
• Financial Performance & Managers’ Role
• Financial Analysis for Managers
• Cost Leadership Strategy and Manager’s Role

 

Module-15: Operational Excellence & Manager’s Role

• Concept of Operational Excellence
• Operational Excellence Models
• Component of Operation Management
• Productivity, Profitability through Operational Excellence
• Managers’ Contribution in Operational Excellence

Details:

Overview of the Program:

Nothing is more heartbreaking than seeing smart, hardworking, and well-meaning managers fail. But in today’s ever-changing and competitive work environment, it happens all too often. Success is most difficult for middle managers, because their role is more complicated and challenging than the roles of either frontline supervisors or senior executives. Even so, middle managers can experience peak performance with the right guidance, development, and support. To do so, they need to learn the craft of middle management and overcome several challenges that can wreck their capacity to perform.

The High-Impact Middle Management System is a very important contribution to the study of organizational effectiveness because it focuses on the people who are the key to any organization’s performance— the people in the middle. These are the people whose efforts determine the success of any endeavor. Leaders can design wonderful strategies, but the success of the organization resides in the understanding & execution of those strategies. The people in the middle are the ones who make it work. This is the group who run the business, ensure the performance of the People & the Organization.

 

Objective: After being qualified as Certified Professional Manager every individual is capable to

• Understand the Role of Middle Manager
• Contribute in Business Strategy Fixation
• Design Functional Strategy aligning with Business Strategy
• Execute Business & Talent Strategy in line with Organizational Goal
• Draw Result Oriented Goals
• To plan, monitor & guide team members for Functional & Business Operations
• Ensure Business Performance for the Company
• Make perfect bridge between execution and senior level management for smooth operations of Business

Target participants:

• Function Head
• Entrepreneur of SMEs
• Branch Manager/ Unit Manager/ Departmental Manager
• Anyone who has responsible for leading people
• Those who are responsible for strategic planning and execution
• Anyone interested in or responsible for succession planning and leadership Development
• Anyone who is involved in Consultancy for HR, Organization Development
• Anyone who is leading other functional department

 

Competency Framework:

This certification program has been designed based on Middle Management Competency Framework. The 7 Pillars of this Framework are:

• Personal & Inter-personal Competency
• Functional Competency
• Managerial Competency
• Financial Competency
• Organization Development Competency
• Corporate Leadership Competency
• Business Management Competency

Assessment Areas:

1. Clarity about Concept: Clear understanding about Middle Management Role & Its Competencies
2. Understanding Method/ Process: Different method and process of activity for every Middle Manager
3. Capability to implement the learning: Capacity to apply the learning regarding Middle Management’s Role in the organization
4. Capability to transfer the learning: To make other people understand about Middle management capacity and Role
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Middle Management Role in the organization

Program Administration:

 

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 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

   Read more   
Major areas to be covered:

Module-1: Anatomy of Performance Management System

Module-2: KPI Chemistry

Module-3: KPI Culture

Module-4: Competency Framework for KPI Specialist

Module-5: KPI Designing

Module-6: KPI Selection

Module-7: Goal Setting against KPI

Module-8: KPI Measurement & Analysis

Module-9: KPI for Business Performance Analysis

Module-10: KPI Project Implementation

Details:

Certified KPI Specialist [CKPIS]

[After passing the exam, printed Certificate will be issued from Institute of Certified Business Consultants-USA]

Mode of Program: Fully Online Resource Person: Industry Expert KPI Consultants Contact: 01753881177,   training.ward@wardbd.net ,  training.ward@gmail.com    www.wardbd.com

Introduction:

 

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

 

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

 

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

 

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

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

 

Competency Framework: There are Seven Areas of Excellence (AoE) for KPI Specialist. This course has been designed based on these seven Areas of Excellence:

 

• AoE-1: Business Competency
• AoE-2: Process Competency
• AoE-3: Result Chain Analysis Competency
• AoE-4: KPI Technical Competency
• AoE-5: Role Profiling Competency
• AoE-6: Goal Setting Competency
• AoE-7: Project Management Competency

 

Course Descriptions:

 

AoE	Discussion Points	Case, Practice & Exercises
AoE-1: Business Competency	Financial Intelligence Business Value Driver Business Strategy Competitor Analysis Organizational Comprehension Management Skills	Business Model Business Analysis Case
AoE-2: Process Competency	Process Mapping Process Dependency Process reengineering Process Measurement Process Monitoring Process Controlling	Process Reengineering case, exercise, Process designing Method
AoE-3: Result Chain Analysis Competency	Clarification of Result Dissection of Result Alignment of Competency-Effort-Result Alignment of Action with Result Component Designing KPI based on Result Chain	Result Analysis Case Result Dissection Exercise
AoE-4: KPI Technical Competency	Module-1: Anatomy of Performance Management System Performance Measurement Vs Performance Management Objective of PMS Methods of PMS ACER Model for PMS Tools for PMS Organizational Performance Vs Team Performance Vs Individual Performance Challenges of PMS	Analysis of Performance PMS tool development
	Module-2: KPI Chemistry KPI Life Cycle KPI Terminology like: RA, KRA, PI, KPI, RI, Goal KPI Concept Types of KPI Characteristics of KPI based PMS Benefits of KPI in Business	Types identification KPI Story telling
	Module-3: KPI Culture Everything is Quantifiable Awareness of KPI based PMS KPI for Personal, Social and Professional life Buy In for KPI Project KPI for individual, Team and Organization	Example of KPI in different area Tools and techniques for KPI culture
	Module-4: KPI Designing Concept of RIGHT KPI FSP4 model for Organizational KPI Design SIdO Model for Departmental KPI Design ACER / TRICA model for Individual KPI Design Tools/ Formats for KPI design KPI Selection/ development technique Step for developing KPI KPI selection criteria Techniques for giving weightage of KPI	Design KPI for Organization Design KPI for different Function Design KPI for different Individual
	Module-5: KPI Selection KPI selection for organizational scorecard; KPI selection sources; KPI Grouping KPI selection criteria Balanced Score Card for KPI selection CEEPP for KPI Selection	Selection of KPI based on BSC, CEEPP & IFO Model
	Module-6: KPI Measurement & Analysis Data Gathering for KPI Measurement Analysis of KPI Achievement Data Visualization for KPI Achievement Reward Management for KPI Achievement	KPI Analysis
	Module-7: KPI for Business Performance Analysis Design Business Focused KPI Validation of Business KPI achievement with Business Strategy Navigation of Organization through KPI analysis for Business Performance	Development of Business Focused KPI Analytical tool for Business Centric KPI
AoE-5: Role Profiling Competency	Role Clarification Role Deliverables Role Competencies Role analysis through RACI	Role Analysis Exercise
AoE-6: Goal Setting Competency	Define Goal borderline Organization SWOT Individual SWOT Industry Knowledge Goal alignment in different level Benchmark Setting Steps for Goal Setting Goal Setting formats and tools	Goal setting for different level KPI
AoE-7: Project Management Competency	Project Analysis Project Proposal Project Selling Project Planning Communication Project Implementation Project Monitoring Progress Evaluation Project Closing Project Follow-up Role and Responsibility of KPI Project Owner Role and Responsibility of KPI Team Competency Framework for KPI Team Leader and members Role of Management in KPI Implementation Action Plan for KPI Implementation Project KPI Implementation: Challenges and way forward	Role of Management in KPI Project Role of KPI Team Challenges and Way forward

 

Assessment Areas:

1. Clarity about Concept: Clear understanding about PMS & KPI
2. Understanding Method/ Process: Different method and process of KPI designing, implementation, monitoring, measurement & analysis
3. Capability to implement the learning: Capacity to launch KPI project in the organization independently
4. Capability to transfer the learning: To make other people understand about KPI and its impact and implementation
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing KPI 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

Resource Person:     Industry Expert KPI Consultants

Method:       Self Paced online based activity, case, practice etc 

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

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

   Read more   
Major areas to be covered:

• The Business of Talent Management
• Creating a Talent Management Program for Organization Excellence
• Designing and Assembling the Building Blocks for Organization Excellence: The Talent Management Model
• Formulating Coaching, Training, and Development Approaches that Drive Talent Management Processes
• Making Compensation an Integral Part of Your Talent Management Program
• Using Talent Management Processes to Drive Cultures of Excellence
• Using Talent Analysis and Planning Techniques to Enhance  Talent Management Program
• Integrated Talent Management Scorecard
• Talent Life Cycle Management
• Succession Planning

Details:

Certification: Printed Certificate from STADA - Singapore will be issued

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.

As business and organizational leaders have confronted this new reality, they have looked for new ways to better understand, measure, and manage this important asset. While they may understand intuitively the importance of their talent strategies to organizational success, they yearn for a model that allows them to conceptualize, measure their progress, and leverage this asset to add greater value.

Based on research, consulting assignments, and the input from preeminent contributors, we conclude that the core talent management framework required for creating a culture for success consists of three elements. These are:

• A talent management creed composed of a widely publicized set of core principles, values, and mutual expectations that guides the behavior of an organization and its people.
• A talent strategy makes explicit the types of people in whom the organization will invest.
• A talent management system consists of a set of procedures, systems, and processes that translate an organization’s talent creed and strategy into a diagnostic and implementation program for investing in the people who exemplify the culture that will achieve organization excellence.

 

Objective: After being Certified Talent Management Professional every individual is capable to

• Establish Talent Management Framework
• Align Talent Management, Culture and business excellence
• Measure Human Capital and the value it contributes
• Design effective People Management framework
• Designing people strategy and integrating them into the overall Business Strategy
• Get insight into why high potential leaders falter, and methods for assessing and improving leadership effectiveness.
• Understand about People Equity Framework for new thought of Talent Management

 

Target participants:

• Anyone who has responsible for leading people
• Anyone who is working in HR, Talent Acquisition, Talent Management
• Those who are responsible for strategic planning and execution
• Anyone interested in or responsible for succession planning and leadership Development
• Anyone who is teaching human resources or related disciplines
• Anyone who is involved in Consultancy for HR, Organization Development
• Anyone who is leading other functional department

Assessment Areas:

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

Pre-requisite: At least 2 years experience in HR

Pre course Activity:

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

Course Activity:

Duration: 4 Months

Method: Fully Online 

 

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

   Read more   
Major areas to be covered:

Learning Outcome:

Details:

Please find the brochure for details

   Read more   
Major areas to be covered:

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

Details:

   Read more   
Major areas to be covered:

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

 

Details:

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.

   Read more   
Major areas to be covered:

This is a demo account to have test

Details:

test

   Read more   
Major areas to be covered:

• Module-1: HR as Profession and Career in HR
• Module-2: Interview for HR career and its preparation
• Module-3: First 90 days in office
• Module- 4: HR Planning
• Module- 5: Job Analysis
• Module- 6: Recruitment, Selection & Placement 
• Module- 7: Performance Management System
• Module- 8: Training & Development
• Module- 9: Compensation & Benefit Management  
• Module-10: Basic about Labor Law, HRIS & Disciplinary Procedure
• Module-11: Leave Management
• Module-12: Attendance Management
• Module-13: Personal File Management
• Module-14: HR Communication
• Module-15: Customer Support:
• Module-16: Information Management
• ​Module-17: Documentation & Reporting

Details:

Introduction:

 

The field of Human Resources are getting more and more importance in the Corporate world. Now a days all organizations are interested to have independent HR department. Even the HR professionals are also being invited and incorporated in different business issues and decisions. So the opportunity of HR professionals are increasing day by day.

 

Considering this issue Singapore Training And Development Association - Singapore & WARD-Bangladesh are introducing market demanded complete course for being competent in HR function. This course will give the participants adequate knowledge in different section of HR, updated Tools and Techniques for performing HR functions, readily available formats [soft copy] for using day to day operation, scope for sharing with Industry experts.

 

This course has been designed on 5 Competencies for making young HR professionals competent and standard practitioner.

 

 

 

 

After attending the session, participants will:

1. Internationally recognized Professional Certification
2. Feel confident to face Interview Board
3. Feel competent in performing their jobs
4. Be updated about the Modern Practices of HR
5. Be skilled in using updated tools and formats in HR Operations
6. Be resourceful by having some reference material and formats
7. Be able to connect through network
8. Have a valued Certificate which can be mentioned in the CV

 

Competency Framework:

• Personal Mastery
• Interpersonal Relationship
• Functional Expertise
• Documentation & Reporting Excellence
• Fast Learning & Future Potentiality

Brief Contents

 

Module-1: HR as Profession and Career in HR

• Functions of HR
• Organizational structure
• Role of HR Department
• HR Networking
• HR Terminology  
• Career in HR: Past-Present-Future
• Personal Mastery as HR Professional
• Interpersonal Credibility

 

 

Module-2: Interview for HR career and its preparation

• Preparation for Interview
• Sector-wise difference in Interview preparation
• Resume for HR Career
• Facing Interview: Tips and Tricks
• Negotiation for Terms and condition in the interview board

 

Module-3: First 90 days in office

• Challenges for first 90 days at office for fresher
• Challenges for first 90 days for experienced people
• Action plan for first 90 days
• Building Relationship with colleague
• Building relationship with Management/ Reporting Boss

 

Module- 4: HR Planning

• Concept of HR Planning
• Importance of HR Planning
• Mostly used Methods of HR Planning
• Tools & Techniques of HR Planning  

 

Module- 5: Job Analysis

• Basic about Job Analysis
• Components of Job Analysis
• Procedures and Tools for Job Analysis
• Job Analysis information collection methods
• Writing Job Description and Job Specification

 

Module- 6: Recruitment, Selection & Placement

• Standard Recruitment Process
• Sources of Recruitment
• Selection Methods: Interviewing and Testing
• Documentation regarding Recruitment & Selection
• Tools & Formats used in Recruitment & Selection
• Joining Formalities
• After joining communication
• Preparation of Personal File
• Employee Socialization
• Importance of Induction and Placement

 

Module- 7: Performance Management System

• Importance of Performance Management
• Methods of Performance Appraisal
• Tools & format used in Performance Appraisal
• Steps in Performance Appraisal
• Summary of Performance Appraisal
• Documentation for Performance Appraisal

 

Module- 8: Training & Development

• Modern Approaches of Training and Development
• Training Need Assessment
• Role & Function of Training Coordinator
• Pre-during-post training activities  
• Documentation of Training
• Training Reporting

 

Modue-9: Compensation & Benefit Management                                                         

• Types of compensation benefits
• Payroll format & its design
• Different incentive plan
• Salary Certificate
• Bank Account Opening & other Banking communication
• Documentation regarding Compensation

 

Module-10: Basic about Labor Law, HRIS & Disciplinary Procedure

• Basic Clauses about Labor Law
• Concept of HRIS
• Importance in HRIS
• HRIS Practice in Bangladesh
• Disciplinary procedure as per law

 

Module-11: Leave Management

• Types of Leave
• Clause related with Leave
• Leave approval process
• Leave form
• Leave Register/ data
• Maternity leave calculation
• Earn Leave Calculation
• Medical Leave documentation
• Leave Reporting

 

Module-12: Attendance Management

• Daily attendance record
• Attendance Register
• Working hour
• Attendance System
• Attendance Record keeping
• Attendance Monitoring
• Attendance Reporting
• Over Time Management

 

Module-13: Personal File Management

• Personal File preparation and update
• Documents for Personal File
• Maintenance of Personal File
• Employee information update in software or employee database

 

Module-14: HR Communication

• Initiate Note/Memo/Circular
• Write letter
• Prepare different Bill/ Voucher/ Document etc
• Checking of different documents

 

Module-15: Customer Support:

• Customer Centric Mentality
• Customer Focused Behavior
• Customer Friendly Process
• ID Card/Visiting Card management
• Sim card/ Mobile set management
• Employee Group Insurance Management
• Stationary, IT Accessory, Email, Internet facility management

 

Module-16: Information Management

• Receiving Information
• Filtering Information
• Molding Information
• Absorbing Information
• Sharing Information
• Documenting Information

 

Module-17: Documentation & Reporting

• Types of reporting
• Reporting Formats
• Report Analysis
• Software Data entry

 

Target Participants:

1. Fresh Graduate looking for HR Job
2. Working in HR [0-2 years]
3. Midlevel cross functional people

 

 

Assessment:

 

Type	Test Detail	Marks
MCQ/ Short	5 MCQ @ 2 lectures	150
Assignment/Activity	5 @ 50 Marks	250
Final Exam	2 hours	100
	Total	500

 

 

Certification:

After successful completion of the course and examination, the participants will be awarded Certified Human Resource Associate [CHRA] jointly by STADA-Singapore & WARD.

Duration: 4 months

   Read more   
Major areas to be covered:

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

Details:

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

   Read more   
Major areas to be covered:

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

Details:

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