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New In-Company Courses

Posted by: alex    Tags:      Posted date:  December 5, 2011
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We are pleased to announce the development of 3 new in-company courses.

Theses courses have been designed as a direct result of our client wishing to have “bite-sized” training directly linked to their leadership & management capabilities framework.

The courses are 4 hours in duration. We’ll publish details of them over the next few days. The third and latest to be outlined is:

“Working with Culture & Diversity”

At the end of this workshop you will
be able to:

  • Understand what culture is and the importance of cultural awareness
  • Understand the implications of the 2006 Equality Act
  • Identify with the 3 types of workforce diversity
  • Learn how the manage inclusivity, not diversity
  • Define and promote diversity in their own teams

Content

-       What is culture

-       The Gods of Management

-       Our cultural symbols

-       Understanding diversity and equality

-       Diversity in the workplace

-       Managing Inclusivity

-       Reflecting the communities we serve

-       Action planning

For furtherinformation please e-mail info@profilehrd.com

Is your strategy set to succeed?

Posted by: alex    Tags:      Posted date:  November 29, 2011
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We have been involved in working with many top teams in organisation’s where they need to decide upon which business models, strategies and “best practice” frameworks are the best for them.

This new service, specifically designed as a facilitated session with the top team, enables them to align their values, vision and plans in order produce an effective implementation plan

This service is provided as an internal planning & implementation workshop for an organisation’s top management team and covers:

  • A 10 point strategic review
  • An action plan following the 10 point review
  • Managing change and the “softer” perspective
  • Key business planning tools explained
  • The work of Kotter, Senge, Mintzberg & Collins
  • The Balanced Scorecard & Dashboards
  • Managing “Emergence”

For further information, e-mail info@profilehrd.com

New In-Company Courses

Posted by: alex    Tags:      Posted date:  November 29, 2011
No comment


We are pleased to announce the development of 3 new in-company courses.

Theses courses have been designed as a direct result of our client wishing to have “bite-sized” training directly linked to their leadership & management capabilities framework.

The courses are 4 hours in duration. We’ll publish details of them over the next few days. The second to be outlined is:

“Managing Change”

At the end of this workshop you will be able to:

  • able to understand the nature of change
  • able to understand how change impacts on teams and individuals
  • able to understand and apply different approaches to achieving change
  • better able to plan for change
  • able to understand how to help move people through the stages of change

Content

-       ManagingChange capabilities

-      What is change

-     The depth of change

-      What drives change

-       How do I drive change in my team?

-       Conditions for successful implementation

-       People’s reactions to change

-       Communication is the key

-       Action planning

For futher inromation please e-mail: info@profilehrd.com

New In-Company Courses

Posted by: alex    Tags:      Posted date:  November 28, 2011
No comment


We are pleased to announce the development of 3 new in-company courses.

Theses courses have been designed as a direct result of our client wishing to have “bite-sized” training directly linked to their leadership & management capabilities framework.

The courses are 4 hours in duration. We’ll publish details of them over the next few days. The first to be outlined is:

“Employee Engagement”

At the end of this workshop you will be able to

  • Define employee engagement
  • Understand the 15 factors that
    affect employee engagement
  • Understand how their leadership
    impacts on employee empowerment
  • Review their own employee
    engagement priorities
  • Develop an action plan to
    improve their own team’s engagement

Content

- Employee engagement capabilities

- Employee engagement defined

- What helps employee engagement

-  What hinders employee engagemen

-  Peparing to engage

- Leadership competencies vital to success

- How do I empower my team?

- Employee engagement action plan

For more details, contact us at info@profilehrd.com

Training & Development Metrics – “the ROI Dashboard”

Posted by: alex    Tags:      Posted date:  October 21, 2011
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This article presents some views and some background for those internal Learning & Development specialists seraching for the “holy grail” in terms of their own functions ROI on learning & development.

Who are the “experts” in learning & development metrics? Who are the valuable contributors in the search for “ultimate evaluation” in learning & development functions?

I offer on my list:

Donald Kirkpatrick – Four level model of training evlauation
Dr Jac Fitzenz – The ROI of Human Capital
Dr Jack Phillips – The ROI Institute
Dr Laurie McBassi – Human Capital Analytics
Robert O Brinkerhoff – The success case evaluation method
Jay Cross – The power of informal learning/e-learning
R.A. Guzzo & B.A. Gannett – Inhibitors to effective task performance

What really matters to the organisation though? I would offer:

1. The efficiency of learning function itself
2. The organisation’s key performance indicators, its benchmarking & its capacity
3. Return on investment
4. Psychological capital

I’d like to look at each of these in turn and in doing so begin to offer some thoughts on what the L & D’s Return on Investment “Dashboard” might contain. Continue Reading…

Current work on a Team Leader development strategy – Part 3

Posted by: alex    Tags:      Posted date:  September 5, 2011
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Following on fom my last post on the 3rd August 2011, I’m now completing the last two components of the Team Leader Development Strategy.

In my last article you will know we had developed the strategic components of Positioning & Accreditaton, Business needs analysis and Concern for Individuality. We have now considered the final two strategic issues: Sponsorship & Design.

Strategic Issue – Sponsorship

Components:

1. The Sponsors and what is the process for sponsorship

2. Nominations and how to we stream/arrange nominations

3. Integration with other management development activities

4. Sponsorship validation & evaluation of impact of programme

Strategic Issue – Design

Components:

1. Matching impact with business success factors – especially impact on local budgets/costs

2. Determine units, hours and outcomes

3. Integrate units, hours and outcomes with other development activities – create building block approach

4. Possible accreditation of own programme

The strategy is now in place, so we start with evaluation criteria across the business!