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February 2019

PROFICIENCY IN ENGLISH GRAMMAR & COMMUNICATION (PEG&C) – FEBUARY

Course Objectives You would be rid of the Indignity engendered by poor oral English and acquire relevant skills to function efficiently in an English-only work environment. Performance-Based Objectives Upon successful completion of this course, you will be able to: •Read a variety of general and semi-specialised texts, without major difficulties. •Follow different types of oral communication, such as discussions, presentations, conferences and lectures. •Self-correct grammatical mistakes in spoken English. Target Audience The programme is specially designed for individuals who need English in their professional life as well as those who hope to use English as an important tool or catalyst for their career. Duration: 12 weeks, Saturdays only

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March 2019

PRONUNCIATION AND ACCENT REDUCTION CLASS – MARCH

Course Objective • This course would aid you to understand the importance and the role of rhythm, stress and intonation for the purpose of rhetorics. • Equip non-native English speakers with speech power that can be understood anywhere. Performance-Based Objectives Upon successful completion of this course, you will be able to: • Speak using the universally acclaimed received pronunciation • Know how to pronounce words/letters correctly to ease communication and understanding. • Get rid of all traces of mother tongue interferences. Target Audience If you desire to earn respect and recognition through the ability to produce impeccable diction, then this course is for you.

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April 2019

INTERNATIONAL HUMAN RESOURCES METRICS AND ANALYTICS PROGRAMME – APRIL

We all know the old saying ‘You can’t manage what you don’t measure’ and ‘What gets measured gets done’. Maybe it is worth coming up with a new one: Pointless Measurement Leads to Pointless Data. Objective: Qualify HR professionals in identifying and quantifying the human drivers of Business outcomes. Create familiarity for HRs and equip them with all related HR data Analysis techniques. Create familiarity with the necessary HR analytic knowledge and skills. Establish full understanding of the HR business strategic and operational functions. This course is essential for the transition process from conventional HR activities to becoming a real HR Business Partner Outline The amazing course of measuring more than HR 120 metrics, covering the main HR functions: Recruitment Metrics, Promotion Metrics, Performance Metrics, TLD Metrics (Training, Learning, and Development), Productivity Metrics, Turnover Metrics for Line and Support Staff, The Ratio of Line and Staff Metrics, Employee Satisfaction Metrics and Its Effects on The Productivity, HR Legal Issues Metrics, Productivity Metrics Linkage with Bonus and Incentives And A Lot More What to expect:         HR Metrics and Analytics HR Metrics and Cost Justification HR Metrics and Analytics Strategy Functional Area- Business & HR Strategy Elaboration of the Human Resources Functional Metrics & Analytics Fundamental metrics General Workforce Metrics Key HR Metrics Key HR Metrics Examples Functional metrics Recruitment Metrics Employee performance metrics HR Training metrics

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CERTIFIED INTERNATIONAL TOTAL REWARD MANAGEMENT PROGRAMME – APRIL

The main objective for this programme is to upgrade the knowledge and skills of the potential Total Reward Management Professional, as in any professional career we are all seeking the best-fit employment strategies associated with the highest performance, for a better business. Total Rewarding Management (TRM) the evolution of Compensation and Benefits System (CBS), plays a big role in the Internal and External Equity, Retaining and Attaining the best fit for the company, Training Schemes, Recruitment Policies, the Performance Management Policies and Organisation Development Practices. If you are someone who is involved in any of the above-mentioned HR Function and contribute at least a bit of designing to the Total Rewarding System or Scheme in your organisation, as a part of your job, you’ll want to be prepared for the Total Rewarding Process, or what’s called TRM Structure, System and Strategies that you do on a regular basis for both short and long-term organisational objectives. You will begin the process of Job Analysis, Job Evaluation, Designing a Pay Scale and Benefits Scheme, mastering the Total Rewarding Management (TRM) with the full understanding that TRM is a process where high skills and knowledge, are applied in the most critical arena of the HR functions.   What the programme has to offer: CITRP will give you all types of practitioner, managerial tools and equip you with all the mandatory skills and knowledge which will help you manage, lead and implement the TRM; this is a compelling course that will encourage HR Supervisors/Managers to explore more of HR Strategic Management Skills such as Recruitment as a strategic scope, identifying Performance Gap Analyses hence applying Pay per Performance and Productivity (PPP), and managing a reliable Total Reward Strategy based on the Company’s vision. You will know the difference between the Leading, Matching and Lagging Pay Strategies and what are the positive effects using each, even in a…

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CERTIFIED INTERNATIONAL COMPETENCY MANAGEMENT PROGRAMME – APRIL

The main objective for this programme is to upgrade the knowledge and skills to help the HR and senior staff (C Level) to fully understand the latest trend in boosting the corporate performance through application of the competency model, which has become a key factor in determining how HR along with senior staff (C Level) can add value in the competitive business world of today. A growing number of organisations see the competency model as the only key to enhancing performance, as competency model can be translated into measurable and observable behaviors or actions that employees must display.   This workshop will walk you through the integrated process of implementing Competency-Based Management in your organisation by applying Competency Framework to basic functions of HR and Business Portfolio; this workshop will enable the graduate to have all the key benefits: Examine which competency profiling techniques might suit your organisation best. Plan Your Competency Initiative and Develop Profiles Fine tune the Competency Profiles and Implement Competencies Manage Your Competency Initiative for Long-Term Success Establish a complete Competency Profile for his company Apply Competencies in TRS (Total Rewarding System), recruitment and selection, Training and performance management systems.   What to expect: CBM an introduction and BBA (Benefits Based Analysis) Competency-Based Job Analysis & Descriptions A different application of CBM Practical Workshop of designing and validating a Competency Profile Role play will include: Implementing the Competency-Based Management (CBM) using the definitions and levels. Review and reach a common consensus of the strategic components which include but not limited to Vision, Mission, and Core Values. Review and reach a common consensus of the developed XXX company set of competencies ( core, functional and managerial competencies) Brainstorm and feedback on functional competences Implementing Competencies in general And much more   Who Should Attend? This program is…

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CERTIFIED INTERNATIONAL SUPPLY CHAIN MANAGEMENT PROGRAMME – APRIL

Course Introduction: In the past, knowledge of a limited area—production and inventory control for example—was sufficient to ensure career success in manufacturing. That’s not true anymore. Today, the successful manufacturing manager has to understand the overall picture—manufacturing systems, master planning, purchasing, TQM, and much more. This program provides you with the ability to understand and evaluate production and inventory activities within a company’s global operations. This program complies with the Supply Chain Council principles. Course objective: This program enables the participant to: Understand basic business-wide concepts, including understanding various supply chain environments Manage demand, including markets and customer expectations Design products, processes, and information systems Understand supply issues including inventory costs, functions, and metrics   What to expect: Importance of Strategic Planning Demand Management Master Planning Material Requirements Planning Capacity Management and Production Activity Control Aggregate Inventory Management Item Inventory Management Purchasing and Physical Distribution Lean and Quality Systems Who Should Attend? You should take this course if you want to advance in production planning, purchasing, or operations management positions or if you are new to the field of manufacturing or materials management. This program is targeting Supply Chain Associate attendees with 0 to 3 years of experience in this field.

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INTERNATIONAL PROCUREMENT & BEST TENDERING PRACTICES – APRIL

Course Objectives Understand the different levels of procurement decision making Understand the different procurement procedures and processes How to plan & Manage suppliers to get them to perform on price and delivery Understanding the different assessment tools for selecting suppliers, contract types, agreement terms, and performance management. Reduce costs whilst enhancing service Understanding the internal and external networks using e-Business Apply E-Procurement Techniques Course Outline Procurement and Purchasing Strategies Sourcing principle Principles of Purchasing execution Price and Cost Analysis Supplier Relationship Management Who Should Attend? This course is important for managers, supervisors, executives and team leaders in all vocational operation areas within the organisation, such as the financial sector, production sector, and supply chain, purchasing, importation planning sectors. Marketing sector can make a profit out of this course when dealing with marketing service providers, packaging, catalogues, gifts, and premium products.

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INTERNATIONAL CERTIFIED PROCUREMENT & CONTRACTS – APRIL

Course Objectives This course enables the participant to: Develop and implement a highly effective plan for work placed under contract to reduce the overall cost of procurement Manage to contract and tendering to deliver maximum value at minimum cost Adopt innovative ways to select contractors and prepare tender documents Choose the type of contract and compensation terms that best achieve the contract’s objectives Prepare tender evaluation criteria and evaluate a tender submission Manage contract risk Develop and implement a best practice process for the management of contracts and the supply chain Who Should Attend? This course is designed for all staff who are involved with the procurement business including Contract administrators, Procurement staff, Tender or Project Support Staff, Construction Supervisors, and Coordinators and IT Tender and Project Supervisors and Coordinators. Course Outline Contracting Strategy Tendering – Pre Contract Award Tender Evaluation Important Elements of the Contract Negotiation and Conflict Management Introduction

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INTERNATIONAL CERTIFIED HUMAN RESOURCES BUSINESS PARTNER PROGRAMME – APRIL

Modern globalization concepts are concerned with transforming human capital and talent management. It is very clear that the role of HR becomes more strategic and deeply involved in the dynamics of the business. The successful HR professionals need to position themselves as a main pillar of the business by being business partners with full responsibilities, through building relationships with people across the organisation, developing a deep understanding of the company’s business model, presenting business solutions, suggesting alternative resolution to chronic concerns, influencing leadership decisions and taking ownership of business process and results. Outline Summarize the changing role of HR in organisations Recognize the value HR can bring to organisations Identify value added activities HR can perform Familiarize with different business strategies and link them to the corporate, departmental and individual performance Pinpoint key core competencies for success as a modern HR professional being a business partner involved in all business directions and activities. Highlight actions HR may take to build trust and credibility with the internal clients. Align and integrate the HR activities to the needs of the business Knowing some strategies for overcoming some of the major obstacles in becoming a trusted HR partner Knowing coaching skills to help your clients through effective listening and questioning sessions Knowing the styles you most often use to effectively influence others Utilize a process to enhance human capabilities and get better performance criterion Identify tactics you can use to gain clients commitment to HR initiatives Discussing individual success measures to measure your success as a HR partner Who Should Attend? HR professionals with 0-4 years’ experience in HR or admin field, who would like to learn how the HR function can become a business partner and drive business results.

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FRONT DESK AND PROFESSIONAL IMAGE BUILDING

COURSE OBJECTIVE: To address the need of front line officers and equip them with tested skill and techniques proven to lower customer turnover, dissatisfaction, frustration and reduced stress on your team members. To know how to efficiently manage situations when several telephone lines keep ringing. To know how to handle several situations with poise, ease and professionalism. Be able to represent your organisation through your appearance, attitude, business manners and communication skills. PERFORMANCE-BASED OBJECTIVE: Upon completion of this programme, you Will be equipped with excellent skills to manage various types of customers. Will learn to maintain your workspace to make it a reflection of your professional image. Will be able to interpret customers’ different body language messages.   TARGET AUDIENCE: Front office managers, front officers, receptionists, all customer-facing executives.

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