Business Training Travel And Tourism Courses in Dubai

Course Details

This Anderson training course provides an effective way of understanding how strategy is created and executed. It is an opportunity for all professionals and leaders to learn how to convert strategy into an efficient operational performance.  Strategy Focused Organisation (SFO) require a comprehensive execution model that supports long and short-term planning cycles; both strategically and financially.  The execution model will support the entire set of management processes in order to continually review and evaluate performance and to track and assess the effectiveness of strategic initiatives. This training course will provide the basis that links strategy, planning, operations, and risk on a single platform.

Course Details

Welcome to this risk taking, mind set stretching, and dynamic strategies leadership course!  Mark Elliot Zuckerberg the American computer programmer, internet entrepreneur, and philanthropist, and the chairman, chief executive officer, and co-founder of social networking website Facebook, said, “The biggest risk is not taking any risk.  In a world that is changing really quickly, the only strategy that is guaranteed to fail is not taking risks.”  Tom Peters, the American writer on business management practices, best known for his book on “In Search of Excellence,” stated "Test fast, fail fast, adjust fast!”  These challenging statements and principles, are worked through in this empowering Strategies, Risks, Negotiation and Leadership course.  This Anderson training course is designed to maximizing your performance in the midst of an uncertain world and turbulent business environment.  This calls for cutting edge professional leadership and management.  Come and be part of this elitely trained personnel!

Course Details

Leaders are constantly faced with decision making. Leaders who can understand the dynamics of what constitutes an effective decision-making process will be capable of making good decisions. This interactive training course will help to impart delegates with the knowledge and skill in making effective leadership decisions. It is also imperative that leaders understand the personality of their employees and how to empathize and relate with them effectively. Delegates will learn how to develop greater self-awareness into their decision making blind spots and how to manage these deficiencies.

Course Details

What levels of Leadership are needed in an organisation? How are these defined? Why is it so important to get this right?

Leadership is required at all levels in an organisation, and these levels can be defined as Strategic, Operational and Tactical Leadership. Successful organizations understand the Leadership system and the power this understanding brings. It can avoid duplication of effort and confusion and provides the Vision, Understanding, Clarity, and Adaptability (VUCA) to lead in the modern world.

This highly interactive and engaging Anderson training course will demonstrate your leadership preference level, as well as provide a complete, holistic view of Organizational Leadership, and how the three levels interact and complement each other. The skills and knowledge gained on the course are essential for leading, as well as achieving, organizational success and sustainability in the modern world.

Course Details

People are like electricity… they are no use unless switched on. No company can succeed in the long run without energised employees. However, research indicates that getting people “switched on” is an ever-increasing challenge. Many leaders currently witness low morale through the rise of part-time and flexible work schedules, organisational downsizing, changing markets and the delayering of traditional structures. Against such a backdrop the role of front line leaders becomes critical. This Anderson training course offers practical insights and strategies that generate the positive organisational landscape which can build and sustain employee commitment through intellectual, affective and social engagement. This Anderson training course examines the strategies that build meaningfulness in the workplace and create competitive advantage in the market.

Course Details

Excellent communication is the key to successful team working, work efficiency and seamless innovative leadership. Working effectively with others enables organizations to grow and prosper in this highly competitive marketplace. Poor communication is also the primary cause of conflict within the modern day work space. This highly interactive Anderson training course investigates the psychology of crystal clear communication, high performance teams and principled leadership. Through the use of discussion, group exercises, and video techniques this fun, and demanding training course examines in detail what is happening in the workplace, investigates potential solutions, offering delegates solutions to their own workplace challenges.

Course Details

Overview

Power Query is a somewhat new feature, it first made its entrance in Excel 2010, and now is a standard part of Excel 2016 and 2019.

Power Query is a tool designed for Excel to handle repetitious steps specifically tied to data prep. We all know the drudgery of removing columns, shifting rows, correcting data formats all before we can actually do the work with the data!

The old alternative was to use macros for this redundant work; but even those were hard to edit and not everyone is comfortable with VBA code.

In this crash course, you will learn how to find Power Query in Excel, load data into it, begin the process of transforming your redundant tasks (one last time!), and then how to Save and Load the Query to Excel to finish your reports.

Take this course and benefit from Andy Lanning's 20+ years of experience. At the finish, you will realize how hard you have worked without Power Query helping you through your data prep, and soon rejoice at your new-found time savings!

Why you should Attend

When the daunting task of 'cleaning up data' comes across your desk, are you using the amazing features of Excel's Power Query?

It is surprisingly common to find oneself repeating a process daily or weekly simply because we didn't know there was a better way. This is true with prepping data for Excel.

Attend this webinar for a crash course in Power Query and you'll be amazed at the time you save by no longer redundantly cleaning data.

Areas Covered in the Session

• How to begin a Power Query
• How to Extract data from your Source files into the Power Query
• How to Transform the data (clean it up)
• View a few examples of the Transform process
• Learn the power of the Query Settings and the Advanced Editor
• How to Load the data and Save the Excel file
• And finally, how to re-open and edit the Power Query Settings

Who Will Benefit

• Accountants
• Accounts
• Audit
• Aviation
• Banking
• CFOs
• Controllers
• CPAs
• Education
• Energy
• FDA
• Finance
• Financial consultants
• Human Resource
• Insurance
• Investments
• IT
• Logistics & Supply Chain
• Marketing
• Medical Devices
• Pharmaceutical
• Retail
• Sales
• Telecom

Course Details

Overview

Managers and Supervisors are taken to task everyday in managing their Non represented employees. It is important for them to learn the Initial warning signs of Union Organizing long before a Union gets the appropriate number of signed Authorization Cards and the NLRB Conducts a secret Election. Learn here the best Election is the one that is never held .

This course will delve into the 20 +  Initial Warning Signs of Union Organizing, What you Can Do and What you Cannot Do, Guidelines of Good Management,  Dangers of Signing The Authorization Card, The NLRB Election, Unfair Labor Practices committed by Managers.

The information presented in this workshop will save costs, and time for your organization as Managers will  be more informed and be prepared to react to their employees concerns and questions, as they  strive to remain Union Free.

Why you should Attend

You will understand the Initial Warning Signs of Union Organizing and be prepared to respond appropriately to employee concerns and questions.

You will understand the 'whys and where for" of the Union Organizer, their logic as to why they do and believe in what they do.

You will be able to communicate effectively to your employees solid reasoning as to How the Union Organizer is the only one who gains if this workforce is unionized. Your employees will understand that "nothing" happens at a bargaining table unless Management Agrees to it.

You will understand 'What you can do " for example they are your employees you can freely discuss FACTS, OPINIONS and EXAMPLES regarding Unions with your employees!

You will understand What you Cannot do so your Management team will not initiate errors and  have the NLRB rule that you must bargain with this Union even though there has not been an election!

You will be exposed to the Dangers of Signing an Authorization Card.

You will gather an understanding of Unfair Labor Practices that potentially your Managers may commit.

You will be able to know the intricacies of an NLRB Election.

You will Understand Guidelines of Good Management outlining the Tips, tactics and techniques so that a Union Organizing Campaign is NOT an Annual Event ! Yes an NLRB election CAN be held every 12 months!

The Webinar closes with a satirical presentation and discussion of  "How to Ensure A Union in Your Workplace" ( "What you do not ever  want to do in the Workplace").

Areas Covered in the Session

• Initial Warning signs of Union Organizing
• What You Can Do and What You Cannot Do
• The dangers of your employees signing an Authorization Card
• Unfair Labor Practices your managers May Commit
• The NLRB Election and its intricacies
• Tips, Tactics and Techniques of Union Organizing
• Guidelines Of Good Management

Who Will Benefit

• Manager
• Supervisor
• Director
• Vice President
• Any member of the management team with responsibility of managing or interacting with non represented employees will benefit from this webinar

Course Details

Overview

This webinar will cover the latest updates for Form 1099-MISC, specific reporting requirements for various types of payments and payees, filing requirements, withholding requirements and reporting guidelines.

It will cover filing due dates including the accelerated due dates for 1099-MISC Forms with an entry in box 7, and the safe harbor requirements for de minimis dollar amount errors. It will cover penalty provisions due diligence procedures, and exceptions to penalties including reasonable cause, common errors, and correction of errors.

Why you should Attend

The IRS is actively targeting enforcement measures on accounts payable operations. Penalties for non-compliance are now indexed and increase each year. It is more important than ever that 1099 Forms be prepared correctly, filed and furnished timely, and that filers perform due diligence procedures to avoid or mitigate penalties.

In order to stay compliant, practitioners must know which form to use to report specific transactions, when forms must be filed or furnished to recipients in order to be on-time, which information to include and how to make sure it is accurate, how and when to make corrections, how to avoid or mitigate errors, whether a particular payee is subject to backup withholding,  or transaction reporting, and the due diligence procedures that shield an issuer from penalties even when the forms contain incorrect information

Areas Covered in the Session

• Reminders & What's New
  • Changes to filing deadlines and affected returns
  • New de minimis exception for money errors
  • Increases in penalties for non-compliance
• Information Returns
  • Overview of information returns
  • Resources for compliance
• A walk through Form 1099-MISC
  • Identification of reportable payments and payees
• Correcting Errors
  • Common 1099 errors - how to prevent them and how to correct them
• SSN, TIN, EIN
  • Taxpayer identification number basics: Which number to use
  • Documentation that established reportable and non-reportable payees
• TIN Solicitation & "B" Notices 
  • Due diligence procedures avoid or mitigate penalties for missing or incorrect payee tax ID numbers
  • "B" notice procedures: When to issue and how to follow-up
• TIN Verification
  • Using the IRS TIN verification system
• Backup Withholding 
  • What it is
  • When to start and when to stop
  • How to deposit and report
• Penalties and problems 
  • Procedures and policies that establish "reasonable cause" and avoid penalties

Who Will Benefit

• CFOs and Controllers
• Accounts Payable and Accounting Managers
• Accounts Payable Processing Professionals
• Employers and Business Owners
• Purchasing Managers
• Public Accountants, CPAs, and Enrolled Agents

Course Details

Overview

With the Institute of Internal Auditors and many industry watch groups expressing a desire that auditors become trusted advisors this webinar is designed to address that very concern. 

Focused on modifying the audit approach so that the auditor or audit team can exhibit the knowledge, insight and contribution to the organization, participants will learn about skills necessary to be an advisor and the use of a new audit tool that allows one to demonstrate those skills in a tangible manner.

Why you should Attend

Anyone who is interested in contributing to an organization in a lasting and positive way should attend this webinar.

The cutting edge approach to audit that will be discussed and explained to a degree that will allow anyone to convert today's practices into tomorrow's audit approach.

The tool we use as an example simple reflects the skills that should be evident in any trusted advisor.

Areas Covered in the Session

• Designing a process of information gathering
• Redesigning communication approaches to allow for advice giving
• Develop a new way to share comparative analysis
• Define "trusted” and "Advisor"
• Communicating in an executive manner
• Risk Managers
• Auditors
• Directors of Internal Audit
• Enterprise Risk Managers and Staff
• Quality control staff
• Compliance Officers
• Operations Leaders
• Operational Risk Leaders
• Business Executives

Who Will Benefit

• Auditors
• Audit Directors
• Chief Audit Executives
• Risk Managers
• Compliance Officers
• Senior Management
• Boards of Directors
• Consultants
• Operational Risk Specialists

Course Details

Overview

Work remotely is becoming more of a norm in the tech industry. Various studies have shown that it is more difficult to get virtual teams to bond, harder for informal leaders to emerge, tougher to create genuine dialogue, and easier for misunderstandings to escalate.

Leaders must deal with an array of cultural issues that can include differences in business protocol, decision-making, dealing with authority, the concept of time, negotiation styles, and the emotional reactions allowed – or expected – in a business environment. In this webinar you will learn how to communicate, establish trust and build strong working relationships

Why you should Attend

There are a couple key techniques that are specific to remote management. Trust needs to be established quickly when working with remote team members, as well as communicating expectations to collaborate towards successful outcomes.

You need tools that will help you  to influence others address differences and establish credibility while learning how to supervise across time zones and even cultures.

Areas Covered in the Session

• Dealing with real challenges from the virtual workplace
  • Unique challenges of leading a virtual, remote or dispersed team
  • Success factors for virtual teams
  • The unique role of a virtual team leader
  • Defining leadership in the virtual workplace
  • Trust and Trust Busters
• Culture and the role it plays on a Virtual Team
  • Diversity
  • Language and Expressions
  • Cultural Differences
  • Working with Time Zones
• Communication  Challenges
  • How to overcome them
  • Providing clear direction, clear concise
  • Setting expectation
  • Recognize Your Own Communication Style
• Managing performance from a distance
  • Proactively managing for enhanced performance

Who Will Benefit

• Anyone who is part of a remote team
• Interacts Virtually with Team Members or Managers who have remote employees

Course Details

Overview

It is Important for Managers and Supervisors to understand the Importance of Documentation regarded their represented employees. It is critical for them to understand the Impact and depth that Documentation has on multiple areas of the workplace and operation of the business.

One Key area of impact is the Just Cause Standard and how the failure to properly Document will result in the costly loss of Grievances and Arbitration cases.

How Documentation impacts an Employees's Right of Due Process in the day to day operation of your business.

Failure to properly Document impacts the Disciplinary process clearly in the area of consistent treatment of employees. (Example: Billy, our best Employee punched his boss normally that's Termination but we want to issue a Written warning!)

Documentation is impacted by your Supervisors and Managers Past Practice in the Workplace.(Example: Smoking used to be a Verbal Discussion to File, yesterday we Suspended two employees for Smoking in non designated areas!)

This Workshop will address those main areas and much more to ensure that all members of the management team understand the proper methods, the reasoning for Documentation and the results that can be achieved in the Workplace as well as the costly errors that can be avoided.

Why you should Attend

We will discuss the" Five W's of Documentation. WHO WE DOCUMENT, WHAT WE DOCUMENT, WHEN WE DOCUMENT WHERE WE DOCUMENT AND TWHY WE DOCUMENT. The overriding goal is DOCUMENT for the continued success of your business NOT to make costly payments to Arbitrators, back pay to Employees, fees or fines to state or federal agencies, as well as Discriminatory agencies and private lawsuits.

A discussion will held covering the Impact of Documentation on Just Cause Standard and how to ensure proper treatment. There are numerous styles of Documentation: Verbatim or "word for word", Narrative or "create the story", Outline format as an overview, or a fact listing, absent emotions/opinions. The styles of Documentation are listed in order of preference from top to bottom.

We will discuss the formats of Documentation, to include the usage of key language to support the Documentation, what form does Documentation take? Where is it filed? What can the Union have access to during their Grievance investigation or their Attorney in a Discovery process?

We will discuss the Disciplinary process which may consist of Verbal discussion(s), written letters and Suspension(s) and Final warnings leading to termination. The appropriate language need be utilized to effectively create any "verbal discussion"  or discipline.

Solely mentioning that an employee is "going down the wrong road" doesn't meet the intent of a documented verbal discussion. Verbal discussions need notify the Employee of his/her violation, what will happen in the immediate future should they fail to maintain satisfactory performance. A verbal discussion absent these above factors is not a Verbal discussion.

We will outline the proper content of Documentation, mention of only relevant facts all too often Supervisors and managers want to indicate the color of an employee's shirt, pants or sunglasses! NOT RELEVANT! Or they want to indicate their Knowledge WHY the employee did it! Again Not relevant, exclude Emotions and opinions!

Two key areas of discussion will be what does Documentation from a grievance look like? The Union is NOT entitled to any documentation before, during or after an Investigatory Interview, only leading up to or at the Grievance meeting. Can we ever "combine " Discipline together? What is a Past Practice? How do I change a Past Practice?

Areas Covered in the Session

A Manager, Supervisor, or Director, or any member of the Management team with responsibility of managing or interacting with union represented employees will benefit from this workshop. The workshop covers the following areas:

• History Of Documentation
• Formats of Documentation
• How Documentation impacts the Just Cause Standard
• Alternative methods and legal challenges  to Documentation
• Documentation and the Employee’s Right to Due Process
• The Importance of Consistent treatment and Documentation
• Past Practices impact Documentation

Who Will Benefit

• Supervisors
• Managers
• Directors
• Senior Business Leaders

Course Details

Management Training Course with All Specialization.

Course Details

• endorsed by Qualifi UK
• Full membership of MIIRSM UK
• Fast result of exam (15 working days)
• Exam is twice in a month
• Limited seats available Register Today!

Course Details

Overview

Policies on dress codes and employee appearance have generally been left to secretion of employers and management. There are advantages for organizations to have a dress code so a certain image is projected. Organizational culture may play a role in developing a dress code that is appealing to employees, customers and clients.

More and more though, the workplace has become more diverse and as a result other factors must be taken into consideration such as an employee's gender, race, ethnicity, religion and disability.  In addition, safety in the workplace must be considered in setting dress code policies. Other issues such as tattoos, body piercings and hair styles must be addressed when dealing with the contemporary employee.

Why you should Attend

Dress codes and appearance present sensitive issues for management when dealing with employees. By attending this training, attendees will learn how to develop policies that enhance the organization's reputation while complying with equal opportunity laws and safety requirements of the workplace. Due to the increasing diversity in the workplace, gender, race, ethnicity, religion and disability have to be factored into dress code policy decisions.

In addition, there are also positive reasons for dress code policies. These include professionalism, reputation as an organization and the creation of a team spirit. The employer also wants to create a work environment that fosters productivity for its employees.

This webinar will train those having responsibility for dress and appearance codes how to develop policies that comply with legal requirements, consider employee preferences, develop enforcement standards and reasonably accommodate protected classes of employees.

Areas Covered in the Session

• Attendees will learn the benefits of developing dress code policies that enhance its reputation with its employees, customers and clients
• Participants will learn how to create dress code and appearance policies that are consistent with its organizational culture
• Participants will be able to identify appropriate dress and appearance that honors a diverse workforce
• How gender, race, ethnicity, religion and disability affect the development of dress code and appearance policies
• How safety issues may impact the creation of dress code policies
• Participants will learn principles in developing policies dealing with tattoos, body piercings and hair styles

Who Will Benefit

• Human Resource Managers
• Office Managers
• General Managers
• Sales Managers
• Customer Service Managers

Course Details

Overview

In this practical webinar, you will learn a handful of the most useful and often used formulas in Excel. These will include: VLookup, HLookup, Text to Columns, Concatenate, and remove Duplicates and more!

Why you should Attend

Leery of those cryptic Excel Functions and syntax? The ultimate goal is to empower the attendees by demonstrating the most common formulas so they understand formula syntax to build and fix their own calculations as needed.

Attend this webinar and you’ll learn time saving formulas the will improve your efficiency on projects.

Areas Covered in the Session

• Text To Columns and then Reverse w/ Concatonate
• Use two types of IF Functions (Logical and Error)
• Understand the syntax of the VLookup and HLookup formulas
• Transpose Data that may be organized incorrectly
• Remove Duplicates while staying in charge of the process with Conditional Formatting
• Name Box - Advanced level
• Absolute Ref vs Named Range in Formulas
• How to Audit Formulas

Who Will Benefit

• Anyone who is mostly self-taught in Excel, from beginner to advanced, you will learn amazing tips in this webinar

Course Details

Overview

Being able to manage and motivate employees that have more experience than you means being able to put aside your ego and focus on understanding different views of those generations you manage. It is up to you to take the lead and create the climate in which older workers will remain engaged and productive.

This webinar focuses on providing you the topics that you need to learn in order to understand how to manage different generations, especially millennial employees.

Why you should Attend

In today's five-generation American workforce, the younger generations are finding themselves in management positions, managing workers that may be significantly older and possess more work experience. Managing someone older than you can be a challenge, but so is any power dynamic between two individuals with distinct personalities and backgrounds. This topic will provide you with the tools required to build relationships and manage generational differences in the workplace.

Areas Covered in the Session

• Portray confidence through alleviating your fears
• Communication essentials-speak  write communicate-clearly and tactfully to all generations
• How to deal quickly and professionally with every performance problem
• How to give criticism in a way that creates positive behavior- not resentment
• Build respect and earn trust
• How to be the calm in the storm when there is chaos
• Build solid team productivity through demonstrating respect
• How to how to manage different generations and keep employee of all generations engaged and motivated

Who Will Benefit

• Managers and Supervisors who have recently been Promoted
• Those taking on New Management Responsibilities
• Those with little or no Formal Training - will benefit from the ideas
• Techniques and Tools offered in this Program

Course Details

Overview

Employers have always avoided the termination either because it is not easy to terminate someone or because it can be difficult to defend any allegations of wrongful termination. Cases of wrongful termination have emerged and increased since the late 2000 year. Research has identified the following factors in this increase:

• Employees more aware and knowledgeable of the workplace rights
• Employees taking chances of making "a killing" by charging discrimination
• Equal Employment Opportunity Commission (EEOC) establishing increased awareness on how employees can make these charges
• New whistleblower protections for employees who turn in Employers
• More resources on websites by Department of Labor (DOL) providing employees with ways to confirm if Employers are violating current regulations

Because of these and other factors, Employers are now more than ever, at risk of litigation against termination decisions. The EEOC has established definitions and guidelines of what constitutes discrimination and what employees are part of "protected classes" and discrimination claims. Now that there have been additional protections under EEOC, Employers should consider these regulations and prepare for those potential Risks.

Why you should Attend

Employers need to be aware of the cost of these actions via litigation, fines & penalties and even criminal sanctions. Employers need to ask if they have the protections they need when they make decisions on termination, reduction in force, demotion, suspensions and disciplinary actions.

Areas Covered in the Session

• Termination regulations in different states
• Retaliation Regulations and the impact in terminations
• Identification of Regulatory Agencies and the enforcement focus on Trending Workplace Regulations for 2017-2018
• Critical Reasons Why Managers Should be Trained on the Termination Best Practices to Ensure Safety from Potential Violence
• How Weapons Can Impact Termination Decisions
• How Managers Can be Vicariously liable for actions or non-actions in the workplace and be fined instead of the Employer in some Termination Decisions
• Which Regulations are More Than Likely to Target Employers on Termination Decisions
• Learn how employees should be terminated with dignity respect and within regulations
• Learn how to mitigate wrongful termination allegations before they happen
• Create a termination checklist that will reduce your risk when making a decision to terminate
• Gain knowledge of the EEOC regulations and guidelines to prevent allegations of discrimination or wrongful termination
• Create a policy that will assist managers in terminating employees without fear of retribution from the regulatory agencies and employees
• Use training of your managers to reduce your risk since you can be held liable for Managers/Supervisors with bad management and poor judgment in handling employees
• Teach Managers how to document performance issues in preparation for
• Develop a termination process that will ensure consistency, fairness, objectivity and reduce risks
• Learn what factors can be an obstacle in ensuring a worry-free termination process
• Learn how to handle volatile terminations including employees who own weapons, have a history of aggressive behavior, domestic violence, sexual assault or stalking, harassment, and other behavior issues

Who Will Benefit

• HR Personnel
• Managers
• Supervisors
• Team Leads
• Federal Contractors
• Department Heads
• Directors
• VIPs

Course Details

Overview

Now that you have begun using basic project management skills and tools, you should be getting better results. However, these basics are not enough for continued success. You must continually improve your existing skills in project management, communication, understanding human nature, and working across organizational lines.

You will have new challenges as you lead successful projects. Take a deeper dive into current project management standards and use more sophisticated tools. All of this can be overwhelming on top of your many responsibilities and priorities. You will develop a plan to integrate new skills and tools systematically and use references for your own continuous improvement.

Why you should Attend

• Build on your fundamental project management knowledge
• Hone organizational skills as administrative professionals
• Communicate even more effectively
• Avoid major project pitfalls
• Meet project objectives
• Bring in projects on time, on budget, & on target

Areas Covered in the Session

• Build on Your Fundamental Knowledge
  • What are your strengths and challenges of managing projects as an administrative professional now?
  • What is a project?
  • Where do PM standards come from?
  • How does something become a best practice?
  • Project life cycle
• Hone Organizational Skills
  • Learn advanced skills and principles in project management
  • Managing time proactively
• Communicate Even More Effectively
  • What is your most effective communication zone?
  • Using active assertive communication as administrative professionals
  • Mastering active listening
  • Managing project communication through RACI
  • Meeting challenges with stakeholders, dispersed teams, and virtual teams
• Avoid Major Project Pitfalls
  • Recognizing and avoiding common pitfalls
  • Analyzing risk
  • Establishing an early warning system
  • Escalating risk proactively
  • Expecting the unexpected
  • Management skills for administrative professionals
• Meet Project Objectives
  • Establishing and clarifying concrete objectives
  • Developing more detailed plans to reach objectives
• Bring in Projects on Time, on Budget, and on Target
  • Executing detailed project plans
  • Managing exceptions and deviations from plans
  • What management wants to hear in your reports
• Continuous Improvement as a Way of Life
  • Implementing lessons learned throughout project
  • Going beyond lessons learned
  • Keeping project data; key measurements

Who Will Benefit

• Administrative Professionals and Executive Assistants who have taken a basic project management course
• Experienced Administrative Professionals and Executive Assistant Project Managers
• Managers of Administrative Professionals or Executive Assistants
• Administrative Professionals And Executive Assistants charged with improving project management

Course Details

Overview

How do you figure out which laws apply for properly administering leave, and minimize leave abuse? Perhaps most importantly, how does an employer craft effective leave policy for employees and procedures for managing employee leave so that staff can easily follow and your company stays ahead of the curve? Every employer, manager, executive, be they in life sciences, banking, pharmaceutical, medical device, manufacturing or any other industry is susceptible to leave interference claims by employees, state and federal agencies and also to employee leave abuse.

Why you should Attend

Employers regularly face challenges as to how to ensure high morale and productivity from their workers, which can be compromised by employee leave abuse. Solid, proactive employment practices can enable you to stay ahead of the curve and either side-step the challenge or meet it head on. Employers looking to get a handle on ensuring proper use of employee leave - before the employee goes out on leave will want to make sure they attend this webinar.

Areas Covered in the Session

• Creating and retaining records to maximize employee leave policy effectiveness
• Using call-in, attendance and vacation/sick leave policies to augment employee leave policies
• Practices to include in your policies to minimize leave abuse before and during leave
• Monitoring and investigating leave
• Return to work issues
• Termination/Discipline
• Best Practices and more!

Learning Objectives

• Learn about crafting sound policies and procedures for managing employee leave. The webinar explains how to prevent employee leave abuse and remain compliant with the laws and regulations regarding employee leaves

Who Will Benefit

• Human Resource VP's, HR Directors, Managers
• Leave Administrators, Benefits Administrators
• All Officers and all levels of management, Business Owners, CEO's

Course Details

Overview

This comprehensive course is designed to provide all employees (including part-time, contractors and others) how to understand and prevent inappropriate behaviors, The laws have recently changed, requiring much more responsibility of people in positions of power. We discuss the most recent federal government regulations, as well as providing a brief history of the development of these workplace protections. We also discuss in detail California's requirements in preventing harassment, abusive behavior, bullying and discrimination.

California is usually among the states providing the most stringent protections - and other states usually follow these examples. Although we cannot cover the requirements in each and every state in a few hours course, we believe that by following the combination of federal and California State Law, plus our recommendations to be even more prudent, you will be in compliance.   Many examples of behaviors that could be construed as either appropriate or inappropriate - depending on the point of view of those involved will be offered as well as examples of clear inappropriate behaviors.

Laws against Abusive behavior -bullying - are new. We discuss these in detail.

In addition, there is a section on general prevention training - how to conduct it.

We cover the laws and examples of discrimination, harassment (sexual and otherwise) and the rights of the victim. Finally, we offer information about handling complaints and refer those we are instructing to other courses about investigating and dealing with conflict provided by Dr. Diamond

This author strongly suggests that this training be given to employees at least annually no matter how large or small the head count. It only takes two people to have a behavior reported as either harassment, bullying, or discrimination. This is a valuable course that will help everyone in the workplace learn to be more understanding and courteous to others.

Why you should Attend

Not only is this mandatory for many of you, but the information contained in this course will enable you to recognize and prevent even the most subtle forms of harassment. As an employer or responsible person you want your staff (volunteers or paid) to behave in the most socially-workplace appropriate.

Areas Covered in the Session

• Discover the laws governing workplace protections from harassment, bullying and discrimination
• Explore the many examples of behaviors that need to be analyzed and make your own decisions regarding them
• Identify things such as adverse treatment and adverse impact
• Discover types of harassment, bullying and discrimination and what you can and cannot allow in the workplace
• Recognize the more subtle forms of harassment, bullying and discrimination ( such as hostile work environment and third party harassment) and learn how to respond to them
• Identify ways to investigate, sanction and offer remedies stopping all inappropriate behaviors
  • Background of why this course is mandatory
  • History of the laws pertaining to the topic
  • Examples of harassment
  • Examples of discrimination
  • Examples of bullying
  • Quid Pro Quo
  • Hostile Work Environment
  • Reporting
  • Investigating
  • Appropriate responses

Who Will Benefit

• Everyone who has to interact with others in associations, religious organizations and/or the workplace
• All managers and others responsible for the safety of others in their location(s)

Course Details

Overview

Solve problems and make effective decisions using critical thinking and simple, practical tools. Increase decision accuracy even when information is limited. Minimize poor decisions; neutralize the effects of stress, emotions, and distractions on decisions.

Use simple tools to enhance decision making and problem solving. Use critical thinking to challenge all assumptions and seek alternative information.

Why you should Attend

In today's face-paced work environment, decisions and requests for action are bombarding you constantly. If you make these decisions in "firefighting" reactionary mode, you are more likely to make mistakes. Being proactive and thinking critical dramatically increase the chance you will make an excellent decision and take the action to get the best results.

Areas Covered in the Session

• What are Critical Thinking and Creative Problem Solving?
  • Strengths and Challenges when analyzing and solving problems
  • Relationships among planning, critical thinking, and creative problem solving
  • Role of critical thinking in meeting business challenges
  • Prioritize issues for greatest decision-making effectiveness and efficiency
• Integrate art and science of critical thinking and creative problem solving
  • Role of values and facts in decision making
  • Challenge "knowledge," beliefs, "facts," assumptions, and conventional wisdom
  • Methods to explore alternatives, ask probing questions, and stimulate thinking
  • Convert negativity into curiosity
• Creative problem solving; use whole-brain, critical-thinking Clarity to solve a real issue
  • Define the goal and constraints to achieve objectives
  • Discover "blind spots" and hidden assumptions
  • Define measurement of success
  • Develop solution options and plan
  • Make the decision with confidence and test decisions

Who Will Benefit

• CEO'S
• Company Presidents
• Vice Presidents
• Directors
• Supervisors
• Anyone in a supervisory position
• Payroll Administrators / Managers
• All Employees
• Departmental Managers
• Executives
• Supervisors
• Project managers
• Leaders in any capacity

Course Details

100+ Experts | 20,000+ Registered Professionals | 50+Areas of Learning | Hundreds of Webinars

Course Details

Today, the business environment is more competitive and there is greater need for HR Business Partners to support the business in their decisions. HR Business Partner (HRBP) is an integral link between the Business Unit (BU) and HR and is generally the focal point for execution of HR processes to support BU’s operations. One of the pivotal roles in the Next Generation of HR service delivery model is the HR Business Partner. It refers to changing nature of the requirement for business leaders who support functions such as HR, Finance and IT.

The strategic role in Human Resource management requires broader understanding and long-term vision for HR professionals. Professionals ensure the day-to-day operations are working though they don’t personally deliver that service. But, leading the strategic initiatives, strategic development and its implementation while ensuring the daily operation runs rhythmically is the challenge.

This program will help the participants to consult and practice to change the mindset and behaviour from managing daily HR administration tasks to more strategic roles of the HR business partner of the organization. The changeover to this role is required for HR professionals to develop their skills on key areas so that they can perform effectively with line executives, managers and employees as a critical partner to the business.

The HR Business Partner certification provides a strategic and practical approach to the latest thinking around applied HR with real time examples. It ensures a contemporary understanding of HR Business Partner insights.

This thought-provoking programme will challenge participants’ thinking and focuses on helping them to drive their own success along with the organisation success.

Unique benefits to the participants:

• Understand your own effectiveness and an opportunity to develop skills in key areas

•    Support and enhance the business imperatives of your organisation and rise to new challenges.           

•    Enhance your ability to influence and challenge business decisions

•    Improve personal effectiveness by developing HRBP strategies.

•    Get a comprehensive and an information packed courseware during the program

•    Brand yourself as a certified HR Business Partner professional.

•    Increase your earning potential as HR Business Partner.

•    Able to focus more on the impact than process and develop cost- effective

      solutions

•    Understand how to integrate functional HR agenda in your organisation  

By attending this workshop you’ll learn:

 •   How to translate your organisation’s strategy into an effective and actionable HR Strategy

•    How to identify the competencies required for HR business partnering

•    How to build credibility and the best working relationships

•    How HR analytics can improve business planning

•    Implementing the skills of a Business partner in the organisation

•    How to embed a high performing culture across the organisation

•    How to build your HR brand in achieving business goals

•    How to manage the engagement and change to improve productivity in business

      strategy mapping

•     How to build credibility and better working relationships

•     How to build foundation in a strategic consulting

•     Business strategic execution and Change management in the workplace

•     Building trust and transparency.

•     How to build you HR brand

Course Overview:

MODULE 1: OVERVIEW OF HRBP

• HRBP and its importance?
• Evolution and functionalities of HRBP
• Traditional HR versus the role of a Business Partner

MODULE 2: BUSINESS STRATEGY MAPPING AND HR MINING

• Principles of Business strategy mapping and HR mining
• Role of a Business Partner in strategy mapping and HR mining
• Relation between financial acumen and financial outcomes of strategic decisions taken by a HRBP

• Different levels of HR strategy implemented in an organisation
• Implications on different types of strategic decisions with case studies

MODULE 3: CHANGE MANAGEMENT CONSULTING

• Role of HRBP in change management.
• Different models of change can be used in any organisation
• Importance of various stakeholders in an organisation
• Methods to remove the blockages in the organisation
• Developing the skills with case studies and an exercise
• Understanding on Consulting approaches and its tools.
• Lead Indicators for Learning and Development

MODULE 4: SKILLS FOR BUSINESS PARTNERING

• Different skills required for Business partnering
• Importance of credibility and influential skills on the positioning of HR
• Skills of Crucial conversation, appreciative inquiry with behavioural skills to maintain a rapport with case studies and exercises.

Course Details

Today the business environment is getting more competitive and there is a greater need for HR professionals to support the business in their decisions by the usage of clear business data and their ability to link business outcomes with HR data from ERP, HRIS systems and internal HR data generated by the company. A HR professional should be able to support the business leaders in better decision making. Converting HR data into critical metrics to support business outcomes, create dashboards is now the job of an advanced HR leader or HR generalist.

A growing number of advanced HR professionals are using metrics and predicative analytical tools to drive higher and higher value to organizations. Are you getting ready for this revolution? Do not get left behind. Be on the forefront by preparing yourself with the knowledge and skills in HR Analytics.

Unique benefits to the participants:

• Get a comprehensive, information packed courseware during the program

•    Network with other professionals with same background and interest

•    Brand yourself as a certified psychometric testing professional

•    Increase your earning potential as a freelance professional by becoming a certified psychometric testing professional

•    Unique “risk free” money back guarantee

By attending this workshop you’ll learn:

• Understand the process of creating and using HR Analytics
• Support and design HR metrics and HR strategy Maps for strategic outcomes
• Use correlation, regression and advanced business analytics to drive business outcomes.
• Use metrics and quantify key outcomes in recruitment, L&D, Compensation and performance management.
• Build value for HR departments by showing links between HR and Business outcomes.

Course Overview:

MODULE 1: Introduction

• What are HR Analytics
• Origin and evolution of HR Analytics
• Benefits of implementing HR Analytics
• MEC model of HR Analytics

MODULE 2: IDENTIFICATION

• Linking HR to Business drivers
• Values and Culture
• Key Strategic Themes
• Introduction to the Balanced Scoreboard – The HR aspect

MODULE 3: QUANTIFICATION

• First generation – Cost Determinants
• Second generation- Lead and lag Indicators
• Lead indicators for compensation
• Lead indicators for recruitment
• Lead indicators for performance management
• Lead Indicators for Learning and Development

MODULE 4: Reporting

• Creating charts and graphs
• Creating Pivot Table
• Creating HR Dashboards

MODULE 5: Analysis

• Implementing Trend Analysis
• Implementing Predictive analytics
• Using Regression and Correlation
• Benchmarking process

Who should attend?

• Human resource executives and managers
• Top level HR professionals who frame their organizational human resource policies
• HR Generalists in Organizations