Certification Program

Module-1: Anatomy of Performance Management System

Module-2: KPI Chemistry

Module-3: KPI Culture

Module-4: KPI Designing

Module-5: Business Performance through KPI analysis

Introduction:

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

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

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

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

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

Steps of Disciplinary Process

Letters used in Disciplinary Process

Errors in Disciplinary Process

Relavent Clauses of Labor Law

Refernce Cases

What Is Emotional Intelligence?

Benefits of Emotional Intelligence

High IQ vs. High EQ

Characteristics of High EI

Characteristics of Low EI

Five Domain of EI

Strengthening Your EI

Principles of Building Your EQ

Module-1: Human Resource Planning: Concept & Practice

Module-2: HR Demand Calculation

Module-3: HR Supply Calculation

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

Session-1: Assess your present Training Function

Session-2: Planning & Procedure for need identification

Session-3: Implementing Specific Methods to Gather Information

Session-4: Finalizing Need analysis

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

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

Session-3: L&D Life Cycle

Session-4: L&D for Business excellence

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

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.

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

Module-1: Concept of C&B

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

Module-3: Design of Pay Structure

Module-4: Compensation Administration

• 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

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

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

Module-3: HR Budgeting

Module-4: Valuation of Human Asset

Module-5: HR Accounting for Decisions Making

Introduction:

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

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

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

Module-1: 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

Module-1: Concept of Analytics

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

Module-3: HR Analytics for Business Performance

Module-4: HR Analytics for Human Capital Management Concept

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

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

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

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

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

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

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

Importance of Competency

How to design Competency

Tools to be used in Competency development