PROGRAMS

Back to Home
         

--MEDICAL SYSTEMS
---1- DIGITAL IMAGING & COMMUNICATIONS IN MEDICINE (DICOM)
---2- HEALTH LEVEL SEVEN (HL7)
---3- HOSPITAL INFORMATION SYSTEM (HIS)
- - ---- TRAININGS MODULES FOR HOSPITAL INFORMATION SYSTEM (HIS)
- TRAIN THE TRAINER
- - - TRAINING MODULES OF TRAIN-THE-TRAINER
- BUILDING AND SUSTAINING EFFECTIVE TEAMS
- LEADERSHIP CHALLENGE-MANAGEMENT CHALLENGES IN THE 21ST CENTURY
- EFFECTIVE TIME MANAGEMENT
- MANAGING AND APPRAISING EMPLOYEE PERFORMANCE
- PROBLEM SOLVING AND DECISION MAKING
- CUSTOMER SERVICE EXCELLENCE
- STRESS MANAGEMENT AT THE WORKPLACE-(MANAGING STRESS)
- DEVELOPING PERSONAL SKILLS
- SELF MANAGEMENT-INCREASING INDIVIDUAL PRODUCTIVITY
- EMOTIONAL INTELLIGENCE-DEVELOPING RELATIONSHIPS AT WORKPLACE
- ANGER MANAGEMENT
- INNOVATIVE MARKETING PROGRAM
- COMPUTER KNOWLEDGE
- ENGLISH AS A BUSINESS AND COMMUNICATIONS LANGUAGE
- INTERPERSONAL & PERSONAL DEALING WITH CUSTOMERS.
- THINKING OUT OF THE BOX (Creative & Innovative Thinking)
- DEVELOPING AND WRITING KEY PERFORMANCE INDICATORS.
- COACHING SKILLS TO IMPROVE EMPLOYEE PERFORMANCE.
- PEOPLE MANAGEMENT SKILLS FOR LEADERS & MANAGERS
- SUPERVISOR IN ACTION (MODULAR)
- MOTIVATING FOR HIGHER PRODUCTIVITY
- MANAGEMENT DEVELOPMENT PROGRAM (MODULAR)
- CREATING & SUSTAINING A POSITIVE, HIGH-MORALE WORKPLACE
- EFFECTIVE RECRUITMENT/INTERVIEW/SELECTION TECHNIQUES
- STRATEGIC THINKING – THINKING AHEAD
- SUCCESSFUL NEGOTIATING SKILLS
- MANAGING MEETINGS THAT GET RESULTS
- WORKPLACE FACILITATION SKILLS
- SCQA - TOP DOWN THINKING
- SEXUAL HARRASMENT AT THE WORKPLACE
- SUCCESSION PLANNING
- TRANSFORMATIONAL CHANGE MANAGEMENT
- TAKING CHARGE- TEAMING FOR EXCELLENCE
- INTERPERSONAL COMMUNICATION SKILLS
- MANAGING OTHERS
- ENGAGING “GENERATION Y” WORKFORCE
- TALENT AND RETENTION MANAGEMENT
- HANDLING DIFFICULT EMPLOYEES
     
     

 
 
 

HOSPITAL INFORMATION SYSTEM (HIS)

(3 Day Comprehensive Development Program)

OBJECTIVES :

  • Access to patients information and medical history
  • Improved quality of documentation
  • Improved quality of patient care
  • Increased nursing productivity
  • Improved communications
  • Reduced errors of omission
  • Reduced medication errors
  • Enhanced ability to track patient's record

DESCRIPTION :

A Hospital Information System (HIS) is a computerized system designed to meet the information needs of all (or most) of a hospital. This includes many diverse

  • types of data, such as:
  • Patient information
  • Clinical laboratory, radiology, and patient monitoring
  • Patient census and billing
  • Staffing and scheduling
  • Outcomes assessment and quality control
  • Pharmacy ordering, prescription handling, and pharmacopoeia information
  • Finance and accounting
  • Supplies, inventory, maintenance, and orders management

TRAININGS MODULES FOR HOSPITAL INFORMATION SYSTEM (HIS)

WORKSHOP OUTLINE

Module 1: Hospital Information System (HIS) Overview

  • Definition and Purpose of Hospital Information System
  • Advantages of Hospital Information System
  • Working with Hospital Information System

Module 2: Patient Relationship Management (PRM)

  • Appointment Scheduling
  • Patient Registration
  • Patient Bed Enquiry

Module 3: Electronic Medical Record (EMR)

  • Nursing Queues
  • Clinical Management Notes
  • Online Drugs Management
  • Clinical Charts
  • Operation Theater Management
  • Discharge Management
  • Patient Assessment
  • Doctor Favorites Management

Module 4: Inventory Management

  • Stock Management
  • Consignment Management
  • Purchasing Management

Module 5: Cashier & Billing

  • Order Entry & Billing
  • Collection & Refund
  • Cashier Management

Module 6: Laboratory Information System (LIS)

  • Definition and Purpose of Laboratory Information System
  • Advantages of Laboratory Information System
  • Working with Laboratory Information System

Module 7: Radiology Information System (RIS)

  • Definition and Purpose of Radiology Information System
  • Advantages of Radiology Information System
  • Working with Radiology Information System

 

Module 8: Picture Archival and Communication System (PACS)

    • Definition and Purpose of Picture Archival and Communication System
    • Advantages of Picture Archival and Communication System
    • Working with Picture Archival and Communication System

DIGITAL IMAGING AND COMMUNICATIONS IN MEDICINE (DICOM)

OBJECTIVES:

DICOM enables the integration of scanners, servers, workstations, printers, and network hardware from multiple manufacturers into a picture archiving and communication system (PACS). The different devices come with DICOM conformance statements which clearly state the DICOM classes they support. DICOM has been widely adopted by hospitals and is making inroads in smaller applications like dentists' and doctors' offices.

DESCRIPTION:

DICOM is a standard for handling, storing, printing, and transmitting information in medical imaging. It includes a file format definition and a network communications protocol. The communication protocol is an application protocol that uses TCP/IP to communicate between systems. DICOM files can be exchanged between two entities that are capable of receiving image and patient data in DICOM format.

DICOM enables the integration of scanners, servers, workstations, printers, and network hardware from multiple manufacturers into a picture archiving and communication system (PACS). The different devices come with DICOM conformance statements which clearly state the DICOM classes they support. DICOM has been widely adopted by hospitals and is making inroads in smaller applications like dentists' and doctors' offices.

CONTENT OF PROGRAMS

1. Parts of the DICOM Standard

2. History

3. DICOM Data Format

4. DICOM Value Representations

5. DICOM Services

6. Application areas

 


HEALTH LEVEL SEVEN (HL7)


HL7 has the goal of developing an international set of open standards for data format and content that allows different health information systems to easily and effectively communicate with one another.


OBJECTIVES:

Hospitals, doctors, and other healthcare centers around the world require the ability to send and receive healthcare data, including patient information and various lab reports, the result of which, vast amounts of healthcare information are exchanged on a daily basis. However, medical data can be extremely complicated due to the abundance of clinical terminology, as well as the structural complexity in the formation of the presented information. HL7 enables that this information is presented in a standardized format in order to ensure that the data is universally understood and organized.


DESCRIPTION:

The language that has been developed to overcome these obstacles is HL7. The HL7 protocol was developed by the Health Level 7 Organization, which consists of grammar and vocabulary that is standardized so that clinical data can be shared amongst all healthcare systems, and easily understood by all.
Health Level Seven (HL7) is the most successful messaging standard in the healthcare industry around the world.  By using the HL7 messaging protocol as a standard, all systems following the HL7 specifications are able to communicate easily with one another, without the need for information conversion.

iNTERFACEWARE Chameleon - The industry leading HL7 messaging toolkit.  

HL7 Products

Chameleon - HL7 Messaging Toolkit

Chameleon is the industry leading HL7 messaging toolkit for enabling applications to communicate using the HL7 standard. This messaging engine also comes with built-in HL7 XML conversion functionality.
The Chameleon™ HL7 Messaging Toolkit (MTK) is an easy-to-use toolkit that enables your application to 'speak' HL7.  It allows vendors and developers to rapidly add industry-standard HL7 messaging capabilities to their new or existing healthcare applications.
Intuitiveness is one of the main reasons for the Chameleon™ MTK's success.  The HL7 Messaging tool allows users to graphically map data between HL7 messages and application data objects written in any of the major programming languages

iNTERFACEWARE Iguana - An effective solution for bi-directional HL7 to database communication.  
Iguana - HL7 Integration Engine

Iguana enables message routing and transformation between information systems.  Iguana also allows for bi-directional HL7 to database communication, with no programming required.

Iguana™ 4.0 enables medical applications and databases to easily exchange information using HL7.  As a powerful, yet easy-to-use HL7 integration engine, Iguana makes configuring, accessing and managing HL7 interfaces simple.

 

 


TRAIN THE TRAINER

OBJECTIVES :

Training will never become obsolete because people will continually need help in mastering new skills and applying new knowledge in their job area. Participants will undergo the program to master the skills of becoming effective trainers. Knowing “where to start”, “how to encourage learning”, “how to use training tools” and much more.

  • Prepare and state training objectives.
  • Identify how and why people learn
  • Select appropriate training methods and aids to satisfy particular training objectives.
  • Use a systematic approach to planning and preparation and presentation

 

DESCRIPTION :

This intensive 5 day training program is dedicated to addressing your 'work-in-progress' outlines which you will have brought with you and will have been developing throughout the event. A specific session with the program leader – which will be held in a secure and supportive environment – will hone your presentation and feedback skills, enhance your listening skills and give you the opportunity to reflect on your own particular training style.
This is an integral part of the training program and is designed to ensure maximum benefit on your return to your workplace. It will be totally interactive and practical – and highlight the primary issues which are vital to achieving excellence as a trainer in your organization.

 


TRAINING MODULES OF TRAIN-THE-TRAINER

(5 Day Comprehensive Development Program)

 

MODULE 1

INTRODUCTION SESSION

  • Introduction of participants to each other
  • Summary of total course content
  • Statement of individuals expectation of the course

ICEBREAKERS/ENERGIZERS

  • Useful icebreakers to encourage delegate participation
  • Interaction and energizers to help the group find extra impetus when concentration  may be deteriorating

MODULE 2

WHAT IS TRAINING

  • Education Vs Training
  • Accent of Training
  • The Need for Training
  • Training As An Organization Input
  • The Benefits Of Training
  • Questions Trainers Should Ask Before Looking At Training As A Solution
  • Benefits Trainers Can Expect From A Structured Training Process
  • Objectives Of Training
  • Form Of Training
  • Analysis Of Information Needs

MODULE 3

TRAINING NEEDS ANALYSIS

  • Concepts & Principles of Training Needs Analysis
    • Needs versus wants.
  • Planning the Needs Analysis in the Organization
    • Key questions to ask in every needs analysis
    • Faster methods you can use
    • Avoiding common errors in needs analysis
  • Aligning needs with key strategies:
    • Business Analysis
    • Performance Analysis
  • Data Collection Methods
    • Templates and worksheets to streamline your work
    • Interviews – Types of Interviews
      • Importance of Planning
      • Rapport Building Techniques
    • Surveys/Questionnaires
      • Steps in designing a questionnaire.
    • Assessments/Evaluation Feedback
    • Performance Management feedback
    • Observations
    • Focus Groups
  • Trainable vs. Non- Trainable

MODULE 4

DEVELOPING & WRITING TRAINING OBJECTIVES

  • What are training objectives?
  • Why we need training objectives?
  • Preparing lesson plan
  • Performance Standards
  • Analyzing Skills and Knowledge
  • Writing training objectives

              -Conditioning
              -Standards
              -Performance

  • Developing & Writing your personal Training objectives (practical; workshop)

MODULE 5

HOW AND WHY PEOPLE LEARN - Adult Learning and Approach

  • How And Why People Learn
  • Individual Differences, Motivation and Need And Application Of Learning In The Work Environment
  • Learning Theories
  • The use of Reinforcement
  • Individual Differences, Motivation and Need
  • How to handle Questions and Difficult Participants
  • Timing
  • Balancing the “listening” and “doing”
  • Learning Style Inventory/What is your learning style?
  • Andragogy vs Pedagogy

MODULE 6

PREPARING AN INSTRUCTIONAL PLAN

  • Producing A Task Analysis And Instructional Plan
  • Preparing A Training Session
  • Choosing A Training Session
  • Developing a training schedule
  • Workshop

MODULE 7

EFFECTIVE FACILITATION SKILLS FOR TRAINERS

  • Using Questions For Maximum Impact
  • Handling Problem Classroom Behaviour
  • Maintain or Enhance Self Esteem
  • Listen and Respond with Empathy
  • Ask For Help And Encourage Involvement
  • Check For Understanding
  • Make Procedural Suggestions
  • Cover Purpose and Importance/Key content
  • Use Example/Analogies
  • Provide/ensure Effective Feedback
  • Demonstrate Effective Presentation Skills
  •  Manage Time
  • Trainer Style Inventory – What is your trainer style?
  • Anticipating and dealing with issues
  • Dealing with difficult trainees
  • Dealing with technical issues
  • Guidelines when creating an presentation
  • The use of the Flip Chart
  • Audio Visual Effect and Usage
  • Training Material and Presentation
  • Games Trainers Play

              -Role play
              -Exercises
              -Group task

MODULE 8

EVALUATION OF TRAINING

  • Summarize the process of evaluation
  • Select training and evaluation methods
  • Assess impact of training event
  • Effective Evaluation
  • Why Evaluate
  • When To Evaluate
  • What Is Evaluated
  • Report evaluation results
  • Review and Self Audit
  • The 3As – Acceptance, Appropriateness and Assessment

MODULE 9

PRACTICAL PRESENTATION

  • Develop, Demonstrate, Practice and Test
  • Presentation Sessions
  • Feedback
  • Training assessment
  • Program planning
  • Objectives and course evaluation

 

MODULE 10

EVALUATION OVERVIEW
  • Demonstrating the worth of the training function to the organization

BUILDING AND SUSTAINING EFFECTIVE TEAMS

(2 Day Comprehensive Development Program)

OBJECTIVES :

  • Facilitate consensus decision making
  • Process information gathered from team members to work toward common goals
  • Evaluate and improve effectiveness of teams

DESCRIPTION :

Planning, goal setting, problem resolution and performance improvement are the hallmarks of consistently successful organizations. Transforming conventional work groups into productive teams requires an effective team. To create such a winning team it is important to maintain an environment which encourages open communication, trust, commitment, patience and honesty. Participants will learn how to facilitate consensus decision making and process information gathered from team members to work toward common goals.


LEADERSHIP CHALLENGE-MANAGEMENT CHALLENGES IN THE 21ST CENTURY

(2 Day Comprehensive Development Program)

OBJECTIVES :

  1. Learn and apply the principles of high-performance leadership, as well as the characteristics of effective leaders
  2. Learn leadership styles and determine which is appropriate
  3. Learn what it means to be a dynamic, effective leader and acquire the skills necessary to lead continuous improvement efforts
  4. Understand how employee perception reflects a leader’s effectiveness

DESCRIPTION :

Strong leadership is what drives organizations toward future success. A culture that fosters the development of an effective leadership mindset begins at the executive level and permeates through the entire organization, reinforcing frequent and consistent communication and feedback. Participants will develop a personal leadership style that fits them and their work environment by learning the various leadership styles and techniques, and determining the effectiveness of each style in achieving organizational goals.


EFFECTIVE TIME MANAGEMENT

OBJECTIVES :

  •  Recognize key components of effective goal setting through time management
  •  Discover time management strengths and self-management opportunities
  •  Manage multiple priorities based on validity and urgency
  •  Identify ways to deal with distractions and eliminate interruptions
  •  Set appropriate goals and priorities
  •  Learn strategies to improve concentration and increase efficiency

DESCRIPTION :

If you are doing more and enjoying it less, it is time to get out of the trap and back to productive management. Everyone has an equal supply of time, but how that time is used, is the vital factor in increasing productivity. Participants will learn practical techniques for controlling time and making it a manageable resource, as well as how to analyze how their time is spent, how to prioritize activities and how to increase productivity by delegating tasks.


MANAGING AND APPRAISING EMPLOYEE PERFORMANCE

OBJECTIVES :

  •  Provide a foundation for the appraisal and ongoing management process
  •  Learn key skills, myths and facts for effective performance appraisals
  •  Understand what employees want from performance appraisals and how to
  •  make it a positive experience
  •  Work with effective performance appraisal tools
  •  Understand the full performance appraisal process – from planning to follow-up
  •  Learn how to give positive and constructive feedback
  •  Create a future performance plan

DESCRIPTION :

If conducted properly, ongoing performance appraisals can boost productivity and morale, decrease turnover and absenteeism and improve work quality and job satisfaction. In this session, participants will learn the best ways to give feedback, how to analyze and document individual performance, how to involve employees in the appraisal process and how to handle difficult appraisals.


PROBLEM SOLVING AND DECISION MAKING

OBJECTIVES :

  • Discuss the components of the problem-solving process
  • Introduce the decision making process and principles
  • Review the principles of team problem solving and group decision making techniques
  • Determine the steps to effective brainstorming and discussion techniques
  • Assess problem solving and decision making approaches
  • Practice the decision making process and techniques
  • Develop commitment for new ways to approach problems

 

DESCRIPTION :

Repetitive problems consume large amounts of financial and human resources. How an organization addresses problems can mean the difference between finding permanent solutions and suffering future headaches. A systemic approach to problem solving building upon consensus decision-making techniques will be presented, and participants will actively work to solve problems in this session.


CUSTOMER SERVICE EXCELLENCE

OBJECTIVES :

  • Identify your customers
  • Discuss customer focus and customer satisfaction
  • Learn how to manage customer expectations
  • Discuss different types of service environments
  • Discuss how to obtain customer feedback
  • Develop a personal commitment to meet or exceed customer expectations

DESCRIPTION :

Excellence is a perception of the customer. Quality service will give you the competitive advantage, and providing better, faster service is what keeps customers coming back.

In this session, participants will learn to manage customer service, develop service oriented employees and create a customer-friendly system to meet and exceed expectations of internal and external customers.


STRESS MANAGEMENT AT THE WORKPLACE-(MANAGING STRESS)

OBJECTIVES :

  • Learn practical tips and strategies to reduce and relieve stress
  • Understand the correlation between performance and stress
  • Develop new ways of dealing with stressful situations, people and attitudes
  • Learn how to live more balanced and productive lives

 

DESCRIPTION :

Individuals faced with highly complex or changing work environments usually suffer from stress. Moreover, effective performance is often hindered by stress and this
affects people on both a personal and professional level. Participants identify the sources of stress and develop techniques to begin to feel better and increase peak
performance. This course provides practical, effective tools to avoid, reduce and manage stress.


DEVELOPING PERSONALSKILLS

OBJECTIVES :

  1. Knowing yourself
  2. Being Technically proficient
  3. Seeking and taking responsibility for your actions
  4. Making Sound and Timely decisions
  5. Being a good role model

     Working on your own

  1. Self Development
  2. Self Analysis

     Working in Teams

  1. Appreciating Others
  2. Realizing and Sharing Thoughts and Ideas
  3. Knowing your people and looking after their well being
  4. Responsibility in leadership
  5. Ensuring tasks are understood, well supervised and accomplished

    Working for Organizations

  1. As individuals, Teams and Projects
  2. Helping Employees understand the Company’s overall Business Strategies
  3. Helping Employees understand  how Company is doing, and contributing in achieving key Business OBJECTIVES
  4. Sharing Information with Employees

DESCRIPTION :

A Program for Team Leaders with the use of Supervisory competency


SELF MANAGEMENT-INCREASING INDIVIDUAL PRODUCTIVITY

OBJECTIVES :

  • Understand the different personality types
  • Assess your own personality type
  • Identify with whom you are most effective
  • Learn to improve effectiveness with others
  • Become more effective in interpersonal relationships by understanding yourself

     and others in a more meaningful way

  • Identify personality strengths and weakness, and learn techniques for adopting

     their style to deal more effectively with others in any setting

 

DESCRIPTION :

To be most effective in the work environment, employees must understand themselves and others better. Participants complete behavioral instruments that identify personality strengths and weaknesses. Techniques for adapting a behavioral style to deal with superiors, peers, subordinates and clients are explored.


EMOTIONAL INTELLIGENCE-DEVELOPING RELATIONSHIPS AT WORKPLACE

OBJECTIVES :

  1. Know how they and others feel and what to do about it
  2. Know what feels good, what feels bad, and how to get from bad to good
  3. Be self-aware. Being aware of their own emotions and communicate clearly and directly
  4. Empathize with, feel compassion for, validate, motivate, inspire, encourage and soothe others.
  5. Make intelligent decisions using a healthy balance of emotion and reason

Manage and take responsibility for one’s own emotions, especially the responsibility for self-motivation.


ANGER MANAGEMENT

OBJECTIVES :

  1. Be better able to recognize how anger affects our bodies, our minds and our behavior.
  2. Be better able to use the six-step method to break old patterns and replace them with a model for assertive anger.
  3. Be better able to control your own emotions when faced with other peoples’ anger.
  4. Be better able to identify ways to help other people safely manage some of their repressed or expressed anger
  5. Learn about the role of ‘shame’ in their anger

DESCRIPTION :

Too much anger can be costly both physically and emotionally. Most individuals can use their anger in appropriate ways in some situations and yet be ineffective in others. This program can reduce levels of anger especially in provocative situations.
                                   
This program is to help course participants to understand where their angers are coming from. Understanding the inner psyche will help them to learn to manage their anger and other negative emotions effectively.

INNOVATIVE MARKETING PROGRAM

OBJECTIVES :

  1. Identify more clearly their major accountabilities as business generators in executing XXXX strategic business plans
  2. To emphasize the importance of systematic analysis, proper planning and control in order that XXXX have an edge over it’s competitors and be able to increase its current market share
  3. Develop marketing skills, identifying opportunities and setting the means to best serve these opportunities
  4. Discover the Key drivers to competitive value creation

DESCRIPTION :

The highly interactive program is designed for executives and managers who need to broaden their understanding and sharpen their marketing skills to combat competition or exploit market opportunities to become stronger and better at what they do to take XXXX business to a higher level.


COMPUTER KNOWLEDGE

OBJECTIVES :

Learning Microsoft Office:
  1. Word
  2. Excel
  3. PowerPoint
  4. Internet, and
  5. Email use

DESCRIPTION :

A course designed for an all round use and knowledge of Microsoft Office Packages include the advantage/disadvantage of Internet and email use.


ENGLISH AS A BUSINESS AND COMMUNICATIONS LANGUAGE

OBJECTIVES :

To train executives with the ability to use English as a Business Tool to Communicate with.  The executive will be able to:

  1. Speak and Understand English
  2. Pronounce words correctly
  3. Structure sentences better
  4. Write effective Memos and  Business Letters
  5. Do Oral Presentations key to Organizational Skills and Marketing
  6. Write effective emails
  7. Handle generally good English in the overall

 

DESCRIPTION :

The workshop consists of modules that will walk through basic knowledge of English, its grammar and verbs and pronunciations.  Communicative skills are stressed upon while reading and writing analyzed.  The participants will than be programmed on the fundamentals of Business English in the reading, writing and speech forms.


INTERPERSONAL & PERSONAL DEALING WITH CUSTOMERS

OBJECTIVES :

  1. Be Assertive – Developing a commanding posture in achieving good working relationships with others.
  2. Be Confident in communicating with internal and external clients.
  3. Be A Better Manager. Motivate and influence direct reports and others in the organization.
  4. Manage Conflict. Get your points across without intimidation-and turn potential adversaries into allies.
  5. Achieve Results. Create a climate for action - reduce frustration, anger and destructive game playing.
  6. To identify what causes customers to be demanding or difficult and the consequences. The benefits to you and your company of turning around a difficult customer situation.
  7. To recognize and manage your own responses. To develop strategies for handling different types of difficult customers. 
  8. To handle verbal aggression and put downs. To know when and how to deal with unacceptable behaviour

 

DESCRIPTION :

Most employees underestimate the Interpersonal Communication. More careers have been damaged through faulty Interpersonal Skills then through a lack of technical ability. Many people are technically smart but human relations dumb.

This program will enable participants to understand the key components of the Interpersonal Communication Skills. They will develop effective communication tools to improve Interpersonal Skills.


THINKING OUT OF THE BOX (Creative & Innovative Thinking)

OBJECTIVES :

  1. Enhance creative thinking skills
  2. Understanding thinking patterns
  3. Understanding the relationship of thinking creativity and innovation
  4. Acquire skills and techniques to produce creative and innovative ideas and solve problems
  5. Creative a conducive climate to be more creative
  6. Step our of the normal set patterns of thinking

 

DESCRIPTION :

Daily we are faced with numerous opportunities and problems in a fast changing environment at the workplace. We have to make decisions to sustain the organization and ourselves. The quality of decision-making depends largely on our ability to produce creative and innovative solutions. This program introduces participants to different creative thinking techniques; it also provides participants with the opportunity to practice these techniques.


DEVELOPING AND WRITING KEY PERFORMANCE INDICATORS

OBJECTIVES :

  1. To inculcate in the staff a sense of commitment to the organization’s Key
  2. Performance Indicators
  3. To make staff members have pride in quality work
  4. To be able to distinguish between activities and Key Performance Indicators
  5. To instill the staff the sense and ability to discern what is correct and right for the Company and themselves
  6. To be able to understand and write Key Performance Indicators in a professional manner.

 

DESCRIPTION :

This workshop is designed to enable participants to develop KPI’s in a systematic manner and aligning them with the companies’ mission, OBJECTIVES and goals to achieve business objectives . The following year’s KPI’s will also be developed and agreed upon and action items developed to supplement the process,


COACHING SKILLS TO IMPROVE EMPLOYEE PERFORMANCE

OBJECTIVE
 

  1. Gain awareness of the importance and benefits of coaching as a management responsibility.
  2. Structure the coaching process to achieve individual, department and business objectives.
  3. Develop and understand of the coaching process and how to use it to “grow” the people and organization.
  4. Develop critical success factors/competencies for effective coaching.
  5. Identify their own coaching styles and learn how to apply and adapt that style in different coaching techniques.

 

DESCRIPTION :

Strong coaching skills are invaluable to any business. Through effective coaching, managers can encourage and motivate staff, change attitudes, bring in new ideas and increase job satisfaction.

Coaching is not a “Top-Down” process in which a boss tells a subordinate what is wrong in coaching for success. Using the coaching for success process builds trusting relationships with the people they head and supervise. The Managers/Leaders use dialogue and listening skills to determine, jointly with their subordinates, the next step to take. As part of the new paradigm, a “feedback-rich” culture is established.


PEOPLE MANAGEMENT SKILLS FOR LEADERS & MANAGERS

OBJECTIVE

  1. Discovered how to move successfully from a technical expert to a manager
  2. Mastered the necessary skills for effective people management
  3. Improved your negotiation skills in relation to people management
  4. Learned how to manage conflict for positive outcomes
  5. Explored the most successful techniques for motivating your staff/team
  6. Deal with people problems quickly, confidently and p[professionally and encourage concentration on positive thinking
  7. Recognize and work with the diversity in the team. Delegate tasks to the benefit of individuals.

 

DESCRIPTION :

This intensive course has been specially developed for technical managers who want to learn the finer skills of motivating, communicating and managing their staff for peak performance. Technical people can be so engrossed with the technical details of their role that their people management skills can suffer. So, what happens when a technical person is expected to lead or manage a team?

People management is about being able to deal effectively with the range of complex emotions, aspirations and fears that motivate people. To be able to get the best out of your people, you need to discover the key to their motivational drivers.


SUPERVISOR IN ACTION (MODULAR)

OBJECTIVES :

The Program is designed to sharpen the ability of supervisors to manage themselves and their subordinates more effectively by developing their skills in self-assessment, decision making, communication, creative thinking, problem solving, motivation and performance management.


DESCRIPTION :


MOTIVATING FOR HIGHER PRODUCTIVITY

OBJECTIVES :

 

  1. To inculcate in your associates a sense of commitment to the organization
  2. To instill pride in quality work
  3. To be able to imbue in them the highest sense of integrity
  4. To ensure that they be able to discern what is correct and right for the organization and themselves
  5. That they be able to “rise above” the pettiness and trivialities and see the “bigger picture” for the common good of all and thus achieve the organizations mission OBJECTIVES : and goals.

 

DESCRIPTION :

Development of high impact workforce is based upon developing employees to their full potential through collaborative action and accepting responsibility or accountability. This will build their commitment and motivation to overcome the challenges and achieve together the business goals.


MANAGEMENT DEVELOPMENT PROGRAM (MODULAR)

OBJECTIVES :

  1. Introduce participants to the concept of “Leadership differs from Management”
  2. Explore the various approaches to understanding Leadership
  3. Identify their roles and responsibilities of successful leaders
  4. Identify and encourage ideas and facilitate and innovation/creative process
  5. Improve the quality of the interaction
  6. Apply proven and tested human relations principles that build trust with others.
  7. Solve problems effectively, handling conflicts for problem resolutions and improvements.
  8. Identify more clearly their major accountabilities as managers
  9. Sharpen their capabilities for understanding and resolving organizational and human relation problems
  10. Develop skills in planning, directing and controlling a team of people and have positive attitude towards achieving organizational goals.

 

DESCRIPTION :

Management Development Program is the process of encouraging and helping others to work enthusiastically towards OBJECTIVES :. It is the human factor that helps a group identify where it is going and then motivates it towards its goals. Without leadership and management development in an organization consists only of a group of uncoordinated people and machines. It is likened to an orchestra without a conductor to lead it. An organization requires leadership and the management to develop and stretch its resources to the maximum. Leadership transforms potential into reality.


CREATING & SUSTAINING A POSITIVE, HIGH-MORALE WORKPLACE

OBJECTIVES :

  1. You'll boost morale, leading to happier employees, happier customers, and increased sales growth
  2. Productivity will go up and stress will go down
  3. Change will NOT be frowned on, but rather be viewed as something ultimately beneficial to everyone
  4. Negative attitudes, behaviors and policies will be replaced by a positive practices that yield measure results
  5. Employees will produce better results and achieve their performance goals more often!

DESCRIPTION :

Creating and Sustaining a Positive, High-Morale Workplace is a classic on-site training program created to make your organization a great place to work. Positivity PLUS Productivity EQUALS Profitability!

EFFECTIVE RECRUITMENT/INTERVIEW/SELECTION TECHNIQUES

OBJECTIVES :

  1. This workshop will focus on the skills required for an Effective Recruitment/Interview/Selection.
  2. To enhance the interviewers ability to follow proper guidelines in the selection process.
  3. It enables participants to prepare and use a variety of techniques to successfully elicit information from the applicant and to evaluate the collected information to make a fair and objective decision.
  4. Save time and cost of finding the right candidate.

 

DESCRIPTION :

The ability to attract and retain quality employees is essential to any organization.  The high cost of hiring, training and developing new recruits is avoidable.  A proper selection and interviewing technique is one way of ensuring that we find the right person at the right time for the right position.  Interviewing is a skill that can be developed and cultivated.


STRATEGIC THINKING – THINKING AHEAD

OBJECTIVES :

  1. Enhance strategic thinking/innovative/creative thinking skills
  2. Understanding thinking patterns
  3. Understanding the relationship of strategic and creative thinking
  4. Acquire strategic thinking skills and techniques to produce creative ideas and solve problems
  5. Creative a conducive climate to be more creative
  6. Step out of the normal set patterns of thinking – Think out of the box
  7. Ways to tap your creative side to challenge existing "thinking boundaries" and come up with fresh ideas when you need them
  8. To overcome the major blocks to creative thinking and open your eyes to possibilities and opportunities.
  9. Be a catalyst for creativity in your organization

 

DESCRIPTION :

In the rapidly changing world and a fiercely competitive environment, organizations have no choice but to think strategically and continuously nurture their employees’ creative potential. Research has proved that everyone is inherently creative and is capable of generating good and useful ideas. Environment constraints can facilitate rather than hinder Creativity and Innovation. Only by using imagination and resourcefulness, we can find workable solutions to our complex problems. Innovation and Creativity is a very useful skill in both personal and professional life and it can be acquired by conscious, systematic practice.


SUCCESSFUL NEGOTIATING SKILLS

OBJECTIVES :

This Practical Negotiating Skills workshop will cover Team Negotiating strategies and tactics that really work and you will learn practical methods to:

  1. Formulate strategies that yield favorable results
  2. Assess your opponent's power in relation to your own
  3. Handle conflict and stay in control
  4. Develop options for mutual gain and on the spot alternatives
  5. Find the right negotiating style for each situation

 

DESCRIPTION :

The importance of conducting successful negotiations with customers, suppliers and employees cannot be overstressed.  Utilizing effective negotiation skills is the only realistic approach to successfully meeting the challenges of today's rapidly changing environment.


MANAGING MEETINGS THAT GET RESULTS

OBJECTIVE

  1. List three criteria that define a successful meeting
  2. Plan for productive meetings, including meeting type, agenda, room setup, and preparation
  3. Define the roles of people in meetings and fulfil each of these roles in a meeting
  4. Facilitate meetings that encourage participants to stay on track with a productive focus
  5. Describe four decision making styles used in meetings
  6. Deal with meeting obstacles including various participant, content, and process
  7. Evaluate meetings for effectiveness and efficiency

 

DESCRIPTION :

As a manager, one quarter or more of your career will be spent in meetings. Meetings are an essential part of the life of every organization. Meetings are a major opportunity to display managerial competence (or lack therefore), to communicate and to advance the goals of the team. Effective managers are those who know how to run meetings well and to perform effectively in a meeting environment. It is essential that you learn how to get the very most out of meetings and how to assure that the meetings, which you run get the results, desired.


WORKPLACE FACILITATION SKILLS

OBJECTIVES :

  1. How to facilitate organized teams as they solve complex and challenging problems
  2. Use a variety of tools to accurately identify group facilitation issues
  3. Designing and implementing effective interventions
  4. Developing observation skills for facilitation processes
  5. Providing teams with constructive feedback
  6. Managing conflicts

 

DESCRIPTION :

Proactive facilitation is the new science of empowering people to participate in groups, guided by your help, not dominated by an individual. Come to decisions faster and to better decisions trough the use of these exciting facilitation skills.


SCQA - TOP DOWN THINKING

OBJECTIVES :

  1. Enhance top-down and SCQA thinking skills
  2. Understanding thinking patterns
  3. Acquire skills and techniques to produce creative and innovative ideas to solve problems and make decisions
  4. Creating a culture and climate to be more pro-active in meeting global challenges
  5. Solve people and process related problems
  6. Step out of our normal set pattern of thinking

 

DESCRIPTION :

Top down problem solving (SCQA) is a methodical approach to obtaining real solutions for open ended problems. The technique provides means for logically understanding a problem prior to attempting a solution. 


SEXUAL HARRASMENT AT THE WORKPLACE

OBJECTIVES :

  1. Acquire an understanding of what constitutes sexual harassment and its prevention
  2. Develop a policy statement on the company’s stand on sexual harassment
  3. Understand the implications and potential consequences of not addressing sexual harassment
  4. Acquire knowledge and skills on handling cases related to sexual harassment

 

DESCRIPTION :

Sexual Harassment (SH) at the workplace has been on the rise but due to embarrassment, helplessness, and the fear of being ridiculed or ostracized, or worse still, of losing their jobs and benefits at the workplace, most victims of sexual harassment are prevented from raising the problem and consequently suffer in silence


SUCCESSION PLANNING

OBJECTIVES :

  1. Focus on strong training and development opportunities to maximize results in succession planning.
  2. Cultivate a “Transparent” organization to encourage shared responsibilities in succession of management and leadership.
  3. Design and provide career management assistance and plans to produce key talent.
  4. Integrate management improvements and leadership developments to unlock the potential of tomorrow’s leaders.
  5. Assess succession planning process that are well tailored to the organization needs and objectives.
  6. Conduct a valuable, productive and efficient performance measurement systems that develops desire for progress

 

DESCRIPTION :

Succession Planning is an on going process of systematically identifying, assessing and developing leadership talent for the future. It is an integral part of an organization's overall Human Resource Development plan whereby managers are prepared for assuming higher positions in case of an opportunity resulting from their promotions or retirement/exit of their seniors.

The focus of succession planning should be to create a leadership team in order to fulfill the long-term strategic requirements.


TRANSFORMATIONAL CHANGE MANAGEMENT

OBJECTIVES :

  1. To determine the nature of change and the change individual needs to achieve the objective
  2. To effectively communicate change objectives
  3. To understand the nature of change
  4. To build an organization that embraces change
  5. To be able to imbue in them the highest sense of integrity
  6. To ensure that they be able to discern what is correct and right for the organization and themselves
  7. That they be able to “rise above” the pettiness and trivialities and see the “bigger picture” for the common good of all and thus achieve the organizations mission OBJECTIVES and goals.

 

DESCRIPTION :

Today’s organizations are in a constant state of change. The change could be responsive to internal demands or a reflection to external factors. And, while some changes are by chance others are imposed. Then there are those that just happen by some evolutionary process. Whatever the source of the change confronting your organization, its successful will depends on how well transformational change is managed.

It’s not that the business environment is changing. Change is the business environment. And it’s not that every company is undergoing change. Change has overtaken every company. Creating change, managing it, mastering it, and surviving it is the agenda for anyone who aims to make a difference.

The Transformational Change progress highlights the importance of a systematic approach to change. It will provide answers to common questions about gaining the commitment of staff to change.


TAKING CHARGE- TEAMING FOR EXCELLENCE

OBJECTIVES :

The Program combines experiential learning with relevant management principles. Along with self-discovery and team-diagnosis, it brings about an enjoyable, exciting and rewarding way of learning how to build high performing teams.

  1. For participants to discover themselves, including how their personalities help or hinder team excellence.  Participants are then challenged and helped to effect positive changes for their own and the team's betterment
  2. Entrusting participants with the principles and practices of building and working within teams
  3. Enhancing human relations abilities in building more cohesive teams
  4. Building greater levels of team openness
  5. Learning and practicing intra and inter team cooperation

 

DESCRIPTION :

This is  experiential learning that leads participants to explore the elements of  respect for individuals, personal commitment, teamwork, professional excellence  trust, interpersonal issues, intradependence, interdependence, conflicts, problem solving and decision makings etc that contributes to effective work teams.


INTERPERSONAL COMMUNICATION SKILLS - BUILDING EFFECTIVE RELATIONSHIPS

OBJECTIVES :

  1. Be Assertive – Developing a commanding posture in achieving good working relationships with others.
  2. Be Confident in communicating with internal and external clients.
  3. Implement Change. Communicate and assist others in adapting and growing.
  4. Foster Teamwork. Develop communication skills that encourage feedback and avoid misunderstandings.
  5. Be A Better Manager. Motivate and influence direct reports and others in the organization.
  6. Manage Conflict. Get your points across without intimidation-and turn potential adversaries into allies.
  7. Achieve Results. Create a climate for action - reduce frustration, anger and destructive game playing.

 

DESCRIPTION :

Most employees underestimate the Interpersonal Communication. More careers have been damaged through faulty Interpersonal Skills then through a lack of technical ability. Many people are technically smart but human relations dumb. This program will enable participants to understand the key components of the Interpersonal Communication Skills. They will develop effective communication tools to improve Interpersonal Skills.


MANAGING OTHERS

OBJECTIVES :

  1. To move successfully from a technical expert to leading others
  2. To apply the necessary skills for effective people management
  3. To improve your intra/interpersonal skills in relation to people management
  4. To manage conflict for positive outcomes
  5. To successfully use techniques for motivating and leading your staff/team effectively
  6. To handle people problems quickly, confidently, professionally and encourage concentration on positive thinking
  7. To effectively lead/manage diversity in a team. Delegate tasks to the benefit of individuals.

 

DESCRIPTION :

Managing Others is about being able to deal effectively with the range of complex emotions, aspirations and fears that motivate people. To be able to get the best out of your people, you need to discover the key to their motivational drivers.

Individuals can be so engrossed with the technical details of their role that their people management skills can suffer. So, what happens when a technical person is expected to lead, and manage others in a team?

This program has been specially developed for individuals who want to learn the finer skills of leading, motivating, communicating and managing for peak performance.


ENGAGING “GENERATION Y” WORKFORCE

OBJECTIVES :

  1. To develop strategies to be more inclusive of “Generation Y” workforce
  2. To develop ways to engage “Generation Y” workforce
  3. To understand the barriers and opportunities in managing “Generation Y”  workforce
  4. To learn more about the potential for cultural clash between different generation
  5. To engage , communicate and assist retention of “Generation Y” workforce

 

DESCRIPTION :

“Generation Y” have joined the workforce and brought with them a whole new set of expectations and needs. Having grown up in a strong economy where jobs are plentiful, they are confident in the own ability to take control of their career direction.

The attitude of this generation has brought a new set of challenges to employers in terms of communication and engagement. The objective of this two day workshop is to help employers understand in mindset of today’s workforce, and tomorrow’s leaders.


TALENT AND RETENTION MANAGEMENT

OBJECTIVES :

  1. Develop strategies for improving employee engagement
  2. Become a talent leader
  3. Learn to assess your company culture and core competency model
  4. Align talent management with business strategy

 

DESCRIPTION :

Talent Management is a systematic process of identifying, assessing and developing Human Resource Talent in the organization for future strategic tasks. Talent Management is an integral part of an organization overall Human Resource Development Plan.

A Successful Talent Management program must be supported by the Senior Management team for making it effective and practical.


HANDLING DIFFICULT EMPLOYEES

OBJECTIVES :

  1. To ensure Line Managers understand and accept their role as “implementers” of performance management in handling problem employees as part and parcel of their primary function.
  2. Reinforce the emphasis in respecting the individual, maintaining long term relationships, leadership by example and taking initiative to develop “The Problem Employees”.
  3. To be able to analyze and offer reasonable explanation for case examples of individual behaviour at work.
  4. exposed to new approaches in handling problem employees and generally get the best out of themselves and their subordinates to improve efficiency and increase productivity in their work environment.
  5. Learn how to gain control in situations of intimidation, harassment and power play.
  6. To prepare thoroughly for face to face encounters and tailor styles to achieve a “win-win” approach.

 

DESCRIPTION :

In today’s rapidly changing and volatile workplace, managers need to constantly upgrade their skills. When facing managerial responsibilities, to be successful, managers, need to be both a specialist and a generalist. In building an efficient organization, they must understand all the facets of the management functions. Managers will need to be “multi disciplined” in handling problem employees.