www.exeqserve.com
You may ask Ed for his CV detailing his career background and the number of courses and clients he already has.
Our Methodology
We offer more than training
We offer you five reasons to avail of our service. 1. Customization we are eager to know more about your company and the target participants in order to enhance the accuracy of our program in addressing your employees real needs. 2. Preparation We believe that training and change go hand-in-hand. We prepare our participants for training by giving them a briefing and helping them prepare for the requirements of the training. Because of this approach, our participants are ready to jump in with both feet when they attend our training. 3. Engaging workshops We make sure that our courses are highly interactive. We employ the most interactive activities to help participants be more engaged and focused on learning. 4. Post-training report During our workshops, our facilitators carefully observe the behaviors of our participants and take notes of possible issues and challenges that may get in the way of application of learning. We also observe participants for demonstration of leadership, creativity and communication skills. These, together with the many outputs of the program are organized into a report together with our recommendations for next steps. This helps our clients keep tab of the participants learning and follow through. 5. Follow through session We offer a half-day session meeting with the participants one month after the session to find out how they applied the learning and what additional help they need so they can be more effective in their jobs.
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Course Objectives:
The goal of this learning session is to help HR and non-HR supervisors appreciate the roles they and HR play in; Getting the right people for the right jobs; Managing their performance ; Preparing them for bigger responsibilities; Maintaining Discipline in the workplace; and Retaining talents This orientation course is useful to those who are being given a human resource development and management assignment and those who wish to immerse their supervisors in HR work because they believe that people management should not be the sole province of the HR Department.
Course Details
Time 8:00 to 9:00 Topics Introduction Why HR/Line Synergy Works? The HR roles of Line Managers Needed HR Competencies for Line Managers Process Objectives Describe the role of HR Department in helping line managers/leaders manage their human resources Describe the roles and needed competencies of line managers in order to effectively carry out their people management tasks
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Topics Module 1: Recruitment Clarifying your hiring expectations Developing your interviewing skills Participating in the on-boarding process
Process Objectives
Explain the importance of setting all expectations clearly to avoid too much guesswork in recruitment process Identify steps in the screening process Demonstrate skills in using behavioral interviewing Describe the roles of line managers in the new employee on-boarding process. Describe steps in identifying employees learning needs. Identify tactics for addressing training needs Enumerate steps in preparing learners for training and following through with ongoing coaching and mentoring Identify steps in making full use of performance management to help improve peoples performance.
11:00 to 12:00
Module 2: Human Resource Development Identifying your staffs training needs Identifying tactics for addressing learning needs. Supporting training with ongoing coaching and mentoring Module 3: Performance Management Setting performance goals Monitoring performance Developing capacity to perform Appraising performance Rewarding and recognizing performance Module 4: Employee Career and Succession Planning Career planning Succession planning
1:00 to 3:00
3:15 to 4:30
Describe the importance of career planning in keeping employees engaged. Describe the importance of succession planning in avoiding disruptions in the company due to employee departure Identify tactics for career planning and the roles managers play in the process. Explain the importance of line management participation in policy making and implementation Describe needed compliance to regulatory requirement when addressing company policy violations. Identify the necessary next steps in order to apply learning to the workplace.
4:30 to 5:30
Module 5: Maintaining Discipline in the workplace Line managers role in writing policies Ensuring compliance in the workplace Maintaining discipline Re-entry Action Plan Putting learning to action
5:30 to 6:00
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