Short Courses

Course Title: HR Policy Formulation

Objectives

• Formulate human resources policies
• Link human resources policies with strategic plans
• Develop criteria for effective human resources policies
• Implement and monitor human resources policies
• Identify methods on human resources policy formulation

Contents

• Aims and objectives of HR policies
• Essential characteristics of a sound HR policy
• Origins and sources of HR policies
• HR policy formulation process
• Policy formulation methods
• HR policy administration, monitoring and evaluation
• Linking HR policies and strategic plans

Target Group

The program has been designed for both skills and knowledge acquisition. Thus it will be highly interactive and participative. A mixed and well-balanced adult learning based approach will be used to deliver the course. These include lectures, case studies, exercises, role plays, presentations and plenary discussions.

Course No:  2013-05-01-3-8-1

Course Title: Career Management

The overall objective of the programme is to enable managers gain an increased understanding of the importance of employee development.

At the end of the programme, participants will be able to:

• Carry out a personal development plan
• Identify the type of skills and competencies that are needed for career development
• Explore the different stages in a development cycle
• Link performance and career progression
• Develop career action plans
• Discuss the HR department's role in career planning and development
• Discuss some of the major factors contributing to successful career development
• Differentiate between coaching and mentoring
• List the major steps involved in coaching and mentoring

Contents

• What is career development?
• Importance of career planning and development
• Processes of career planning and development and the development cycle
• The role of HR department and the roles of the employee
• Factors to consider in career development
• Career plateau
• Alignment with performance management system
• Challenges to career development
• Career lattice
• Skills and competencies needed for career development
• What motivates employees to work towards change
• Components of a staff development action plan
• Mentoring

Target Group

Middle and senior level personnel officers/managers in human resources management and development.

Course No:  2015-09-07-3-8-2

Course Title: Disciplinary Hearing and Grievance Handling

Objectives

• Explain policies, procedures and rules
• Analyze the Labor Act
• Explain procedures in disciplinary hearing
• Explain procedures in grievance handling
• Apply management labor relations principles
• Frame charges

Contents

• Management Labor Relations
• Policies, procedures and Rules
• Employee Grievance procedures
• Disciplinary Procedures
• Main Features of Labor Act
• Framing and Effecting Charges
• Conflict and Power

Target Group

The program has been designed for both skills and knowledge acquisition. Thus it will be highly interactive and participative. A mixed and well-balanced adult learning based approach will be used to deliver the course. These include lectures, case studies, exercises, role plays, presentations and plenary discussions.

Course No:  2014-06-09-3-8-18

Course Title: Effective Supervisory Management

On successful completion of the training programme, learners will be able to identify effective supervisory practices, development needs for subordinates and contribute in devising practical ways to maintain performance standards among team members to achieve corporate targets and objectives.

Specifically learners will be able to:

• Identify and articulate the role supervisors play in achieving company objectives.
• Describe tenets of effective team development
• Foster effective team-working culture.
• Identify factors that impact on effective decision making and problem solving.
• Describe the need for and benefits of planning and effective implementation of corporate strategies.
• Identify factors that influence effective flow of information and select practical ways of improving communication at work places.
• Identify development needs for subordinates to improve future performance.
• Write formal reports.
• Measure employee work performance
• Motivate subordinates for enhanced work performance.
• Align subordinates to meet customer expectations and needs
• Identify critical self-introspection for effective supervision.

Contents

• Introduction
• Insights into critical supervisory functions and tasks;
• Leading subordinates effectively;
• Developing necessary individual skills
• Managing performance and employee diversity;
• Implementing change initiatives.

Target Group

This course has been designed for public and private sector lower and middle managers.

Course No:  2015-03-09-3-8-19

Course Title: Employee Coaching, Counselling and Mentoring

The general objective of the programme is to help organizations mould a workforce committed to its mission, objective and strategy. A workforce identifying itself with top and HRM philosophy, values and beliefs; learning culture and high performance orientation that creates value for stakeholders. By the end of the programme participants shall possess competencies in areas of:

• Communication across disciplines and hierarchies
• Strategically aligning succession and career planning
• Talent attraction and development
• Coaching, counselling and mentoring
• Facilitated change management
• Employee retention and
• Improved performance management processes

The transfer and application of the above competencies shall cause the nominating organizations to:

• Grow the internal talent pool
• Appropriately engage employees
• Effectively manage succession
• Come up with multi-skilling and multi-tasking structure
• Benefit from professional mentoring
• Achieve success in role and remedial coaching
• Experience employee retention and
• Achieve high performance

Contents

The content of the training shall include the following topics:

• Characteristics of high performance organisations
• Organizational stakeholders, influencers and their relationships
• Institutional contexts of coaching, counselling and mentoring
• The architecture for coaching, counselling and mentoring
• Developing organizational CCM strategy and policy
• Institutionalizing the corporate CCM Programme
• Managing career and succession planning through CCM
• Review and evaluation of corporate CCM Programme

Target Group

Beneficiaries of this programme will be managers and senior officers from HRM department, Line Departments, HRD departments, Workplace mentors and out-sourced service providers (e.g. coaching companies).

Course No:  2015-06-29-3-8-20

Course Title: ESAMI/RATN Training of Trainers

Objectives
At the organisational level, this programme attempts to assist clients enhance the kind of leadership and direction that is expected at senior and top management levels.

• At the learning level, this programme aims at assisting participants, increase and update their knowledge of key management issues, process and critical techniques for effective leadership supervision and direction; and acquire effective leadership and other related skills necessary for effective corporate management.
• At the job behaviour level, this programme is designed to assist participants effectively direct organisation activities under their responsibilities as well as integrate them to enhance organisational effectiveness and minimise or stamp out inter-departmental warfare, divisional lethargy and/or lack of direction.

Contents

• The general management module which is the biggest, focuses on challenges of managing people; redesigning & re-engineering organisational systems & processes, corporate & strategic planning, business planning; leadership theories, models & strategies; decision making strategies and conflict management;
• the human resources module: the second largest, concentrates on development of effective staffing strategies; performance management including staff performance appraisal and career management and team building;
• The financial management module: which addresses needs of non-finance managers, such as interpretation of financial statements, effective budgeting and budgetary controls and financial management

Target Group

This programme is intended for managers operating at Senior and Top Management levels in the public, private sectors who wish to improve their skills in management. parastatal and private sectors who wish to improve their skills in management.

Course No:  2014-07-28-3-8-21

Course Title: Human Resource Scorecard

Human capital is the most valuable asset for any organization. Human resources provide a strategic powerhouse in today's organizations, particularly if the HR systems are embedded within an organization's overall strategy and the HR architecture is seen as a strategic asset. HR Managers are required to play an increasingly critical role by being business driven, strategic thinkers and intellectual capital builders. This is because HR has come of age and the criticality of HR is being recognized. How do we link HR results to strategy and value addition? How do we measure the contribution of HR to the overall strategic goal of the organization?

This programme aims at guiding human resources managers and middle level executives involved in human resources management as well as corporate strategy design and implementation to develop metrics for measuring the contribution of HR to overall corporate strategic results. The course is suitable for strategy focused organizations and those that are desirous of enhancing their strategic thrust.

Objectives

The purpose of the course is to enable organizations sharpen their knowledge in both strategy implementation and results orientation. In particular, participants will be able to:-

• Appreciate the importance of HR as a strategic partner
• Develop HR scorecard
• Undertake a cost-benefit analysis for HR scorecard interventions
• Measure the HR alignment to corporate strategy

Content

• HR scorecard strategic architecture
• Aligning the HR scorecard to strategy
• Principles of good measurement

Target Group

Human resources managers, General managers and senior officers in public, private and civic organizations involved in strategic planning, human resources management and strategy execution.

Course No:  2015-12-07-3-8-22

Course Title: Human Resources Management and Development (1)

Objectives

• To improve participants' competence in the management of human resources
• To increase their technical knowledge in essential human resources management techniques so as to make them more effective in their positions
• To provide participants with personal skills so as to act as innovators, counsellors and change agents in the field

Contents

In order to meet the above objectives, the programme will focus on:

• A systems approach to human resources management and development
• Human resources policies in organisations in areas such as planning, recruitment, utilization and evaluation
• Human resource planning
• Management of Labour Relations and the management of conflicts
• Training and development
• Principles of wages and salary administration
• Human resources management, skills of job analysis, job evaluation, interviewing, communication, counseling and performance
• ICT for HRM & D

Target Group

Middle and senior level officers/managers in human resources management and development.

Course No:  2015-04-13-3-8-23

Course Title: Intellectual Assets Procurement

Objectives
The objective of the programme, therefore, is to enable leaders and executives to recognize and assert with confidence that their intellectual assets of their organization are properly procured, fully activated, integrated with their corporate objectives, and ready for effective deployment on the competitive landscape. At the end of the programme the participants will therefore:

• Make effective procurement of relevant intellectual assets for their institutions
• Make their allocation/deployment more productive in achieving organisation�s objectives
• Identify and take an inventory of such assets within their organisations
• Ensure their strategic readiness for deployment
• Recognise that all intellectual assets are knowledge-based entities that are anchored in ideas and concepts, but the environment must be right assets

Contents

• Identifying and procuring intellectual assets
• The variety of intellectual
• Optimal deployment of intellectual assets
• Aligning intellectual assets with the strategy of the business organisation
• Strategic readiness of intellectual assets
• Ensuring productivity of deployed intellectual assets

Target Group

Members of Senior Management Teams in business, government and independent authorities.

Course No:  2014-11-24-3-8-24

Course Title: Management Development Programme for Executive Assistants I (Basic)

The overall objective of the programme is to enable Executive Assistants perform effectively in their positions. The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing participants to management knowledge and skills
• Sensitizing participants on personnel managemenent issues and the importance of human resources in organisations
• Equipping the participants with office and boss management skills
• Equipping the participants with skills for managing information

Contents

The contents of the training programme will include the following topics:

• Functions and significance of position of Executive assistants
• Management functions
• Principles of management
• Public relations and protocol
• Managing the Boss
• Information needs of the executive assistant
• Report writing
• Communication skills
• Office imprest and petty cash management
• Information and time management

Target Group

Executive assistants, Senior Personal Secretaries and Administrative assistants.

Course No:  2015-03-09-3-8-25

Course Title: Management Development Programme for Executive Assistants III (Certificate)

The overall objective of this examinable programme is to equip Executive Assistants with management and administration knowledge and skills and correct attitudes for better job performance. The programme will achieve this through:

• equipping them with practical managerial and administrative skills
• developing their ability to work under pressure and in changing business environments
• improving their creativity and action planning ability
• preparing them to join bosses as agents of organizational change.

Contents

The content of this certificate programme will include the following topics:

• The new executive assistant
• Understanding administration
• Introduction to public administration
• Authority and power in organisations
• Work planning and scheduling
• The need for rules and regulations
• Importance of systems and procedures
• Office administration
• Managing administrative services
• Business communication
• Negotiating skills
• Records management
• Effective committee and secretarial work
• Organizational team-working culture

Target Group

Executive/Management assistants, Senior personal/Private secretaries and Management/Administrative assistants who have done MPDEA I (Basic) and II (Advanced).

Course No:  2015-11-02-3-8-26

Course Title: Management Development Programme for Executive Assistants II (Advanced)

The overall objective of the programme is to enable Executive Assistants perform effectively in their positions.

The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing participants to management functions
• Equipping participants with the general management knowledge, skills and techniques
• Equipping participants with skills in managing human relations
• Exposing participants to gender issues in management.

Contents

The content of the training programme will include the following topics:

• Management functions
• Managing human relations
• Decision making and problem solving
• Managing discipline
• Communication skills
• Management of committees and meetings
• Gender issues in management
• Managing careers
• Stress management
• Affirmative action and empowerment

Target Group

Executive assistants, Senior personal secretaries and Administrative assistants who have done Stage I or its equivalent.

Course No:  2015-11-23-3-8-27

Course Title: Management Development Programme for Executive Assistants II (Advanced)

The overall objective of the programme is to enable Executive Assistants perform effectively in their positions. The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing participants to management functions
• Equipping participants with the general management knowledge, skills and techniques
• Equipping participants with skills in managing human relations
• Exposing participants to gender issues in management

Contents

The content of the training programme will include the following topics:

• Management functions
• Managing human relations
• Decision making and problem solving
• Managing discipline
• Communication skills
• Management of committees and meetings
• Gender issues in management
• Managing careers
• Stress management
• Affirmative Action and empowerment

Target Group

Executive Assistants, Senior personal secretaries and Administrative assistants who have done stage I or its equivalent.

Course No:  2015-06-29-3-8-28

Course Title: Management Development Programme for Executive Assistants I (Basic)

The overall objective of the programme is to enable Executive Assistants perform effectively in their positions. The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing participants to management knowledge and skills
• Sensitizing participants on personnel management issues and the importance of human resources in organisations
• Equipping the participants with office and boss management skills
• Equipping the participants with skills for managing information

Contents

The contents of the training programme will include the following topics:

• Functions and significance of position of Executive assistants
• Management functions
• Principles of management
• Public relations and protocol
• Managing the Boss
• Information needs of the executive assistant
• Report writing
• Communication skills
• Office imprest and petty cash management
• Information and time management

Target Group

Executive assistants, Senior personal secretaries and Administrative assistants.

Course No:  2015-08-10-3-8-29

Course Title: Management Development Programme for Executive Assistants I (Basic)

The overall objective of the programme is to enable Executive Assistants perform effectively in their positions. The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing participants to management knowledge and skills
• Sensitizing participants on personnel management issues and the importance of human resources in organisations
• Equipping the participants with office and boss management kills
• Equipping the participants with skills for managing information

Contents

The contents of the training programme will include the following topics:

• Functions and significance of position of Executive assistants
• Management functions
• Principles of management
• Public relations and protocol
• Managing the Boss
• Information needs of the executive assistant
• Report writing
• Communication skills
• Office imprest and petty cash management
• Information and time management

Target Group

Executive assistants, Senior personal secretaries and Administrative assistants.

Course No:  2015-10-05-3-8-30

Course Title: Management Development Programme for Executive Assistants III (Certificate)

The overall objective of this examinable programme is to equip Executive Assistants with management and administration knowledge and skills and correct attitudes for better job performance. The programme will achieve this through:

• equipping them with practical managerial and administrative skills
• developing their ability to work under pressure and in changing business environments
• improving their creativity and action planning ability
• preparing them to join bosses as agents of organizational change.

Contents

The content of this certificate programme will include the following topics:

• The new executive assistant
• Understanding administration
• Introduction to Public administration
• Authority and power in organisations
• Work Planning and scheduling
• The need for rules and regulations
• Importance of systems and procedures
• Office administration
• Managing administrative services
• Business communication
• Negotiation skills
• Records management
• Effective committeeand secretarial work
• Organizational team-working culture

Target Group

Executive/Management Assistants, Senior Personal/Private secretaries and Management/Administrative assistants who have done MPDEA I (Basic) and II (Advanced).

Course No:  2015-05-11-3-8-31

Course Title: MANAGEMENT DEVELOPMENT PROGRAMME FOR EXECUTIVE ASSISTANTS I (BASIC)

The overall objective of the programme is to enable Executive Assistants perform effectively in their positions. The programme will achieve this by doing the following:

Making the participants appreciate the vital role they play

Exposing participants to management knowledge and skills

Sensitizing participants on personnel management issues and the importance of human resources in organizations

Equipping the participants with office and boss management skills

Equipping the participants with skills for managing information

CONTENTS

The contents of the training programme will include the following topics:

Functions and significance of position of executive Assistants

Management functions

Principles of Management

Public relations and protocol

Managing the boss

Information needs of the executive assistant

Report Writing

Communication skills

Office imprest and petty cash management

Information and time management

Target Group

Executive Assistants, senior personnel secretaries and administrative assistants

Course No:  2015-02-02-3-8-32

Course Title: Managing Committee Work and Meeting

Objectives

General

At the organisational level, this programme aims at increasing the effectiveness of committees as agents for decisionmaking; implementing, monitoring and appraising organisational performance.

Specific

The overall objective of the programme is to enable Executive Assistants to perform effectively in their positions. The programme will achieve this by doing the following:

• At the learning level, this programme is designed to assist particpants acquire both knowledge and skills in running meetings effectively; guiding committee proceedings; managing conflicts; promoting team-work; making decisions and solving problems
• At the job behaviour level, this programme will enable participants manage committees and other meetings more productively.

Contents

This programme focuses on a body of knowledge and techniques currently available on committee work/meetings concentrating mainly on planning meetings, effective agenda formulation, team development, rational decision making, meeting time management, communication, leadership styles and group dynamics.

Target Group

Administrative officers, company secretaries, personnel managers, executive assistants of top executives in government and parastatal organisations, and other senior officers involved in managing committee work/meetings should find this programme useful.

Course No:  2014-09-22-3-8-33

Course Title: Modernizing Human Resource Management And Development

Objectives

At the Organizational level this programme will create the capacity to determine the function's current positioning, identify strengths and weaknesses and come up with critical areas for immediate and long-term repositioning in line with the corporate strategic direction. In addition, the capacity to re-engineer the function to enhance its contribution to the overall organizational output by clearly mainstreaming the latest techniques, methods and tools for the explicit deliverables in the interest of all stakeholders.

At the learning level the programme is designed to assist participants acquire the latest thinking, knowledge and skills for practically modernizing the function. They will equally be influenced to integrate the most current models, tools, HRM&D values, beliefs and practices based on 'best approach' and 'best fit' case studies for strategic client focus, value creation, enhanced employee quality of work life, better service delivery and sustainability for competitiveness.

Contents

To achieve the above objectives the programme will focus on;

• Paradigm shifts in HRM&D
• HRM&D Stakeholder Analysis for Value Creation
• Challenges of Globalization and the Function's Repositioning
• Modernized HRM&D strategy Determination
• Strategy Implementation for Corporate Competitiveness
• Capacity Building for Modernized HRM&D
• HRM&D New Competences that will create the difference
• HRM&DLeadership and Performance Management
• Ethical Issues and Challenges
• HRM&D in the Electronic Era
• HRM&D's Functional Deliverables
• Tools for Measuring HRM&D
• The Future of Human Resource Management and Development

Target Group

Public service and Private Sector HRM&D Directors, Managers and Senior Officers preferably those who have been to ESAMI's previous offerings in HRM & D who want to be current with the discipline's content and visualized future of the function.

Course No:  2014-06-16-3-8-34

Course Title: Reward Management

By the end of the workshop, participants will:

• Understand where reward fits in the context of HR and business strategy
• Know what needs to be considered in developing and managing an effective reward programme
• See how effective reward management can deliver value to the business
• Be able to apply relevant tools and techniques in their own business
• Understand why reward systems fail to serve organizations effectively.
• Develop effective remuneration strategies
• Develop and manage performance - related pay systems
• Undertake job analysis and job evaluation as a basis for reward systems
• Undertake wages and benefits surveys for their organizations
• Manage rewards and remunerations schemes effectively.

Content

In order to achieve the above objectives, the programme will focus on the following areas:

• Overview of reward management
• Linking reward to business strategy
• Understanding the relationship between rewards, staff motivation and performance conceptual framework)
• Establishing internal equity

- determining the relative worth of jobs

- the role of job evaluation

• Determining external equity

- defining "the market"

- need to pay versus capacity to pay

- what to compare - base, total cash, total compensation, total reward

- sourcing and interpreting market data

- trends in Sub -Saharan pay and benefits

• Developing organizational reward philosophies and strategies
• Reward policy areas
• Factors affecting pay policies
• Developing alternative salary structures
• The case for team based and individual performance-related pay.

Target Group

• HR managers and officers who wish to specialize in reward, as a refresher or for those who have a particular problem to address
• Newly appointed HR (or reward) officers and assistants who need a fast introduction to the subject

-Finance directors and others with overall responsibility for reward

-Senior line managers who have responsibilities for a range of staff who need to understand the concepts, processes and procedures in reward management.

Course No:  2015-10-12-3-8-35

Course Title: Senior Management Development Programme

Objectives

At the organisational level, this programme attempts to assist clients enhance the kind of leadership and direction that is expected at senior and top management levels.

• At the learning level, this programme aims at assisting partici pants, increase and up-date their knowledge of key management issues, process and critical techniques for effective leadership supervision and direction; and acquire effective leadership and other related skills necessary for effective corporate management.
• At the job behaviour level, this programme is designed to assist participants effectively direct organisation activities under their responsibilities as well as integrate them to enhance organisation al effectiveness and minimise or stamp out inter-departmental warfare, divisional lethargy and/or lack of direction.

Contents

• The general management module which is the biggest, focuses on challenges of managing people; redesigning & re-engineering organisational systems & processes, corporate & strategic planning, business planning; leadership theories, models & strategies; decision making strategies and conflict management;
• The human resources module:
  The second largest, concentrates on development of effective staffing strategies; performance management including staff performance appraisal and career management and team building;
• The financial management module:
  which addresses needs of non-finance managers, such as interpretation of financial statements, effective budgeting and budgetary controls and financial management

Target Group

This programme is intended for managers operating at Senior and Top Management levels in the public, parastatal and private sectors who wish to improve their skills in management.

Course No:  2014-07-14-3-8-36

Course Title: Training Needs Analysis and Evaluation of Training (2)

Objectives

At the end of the workshop participants should be able to:

• Determine Analyse Training Needs
• Identify when to perform TNA
• Describe the purpose of TNA and what information will be gathered
• Determine sources of data and the level of required information
• Describe specific data collection methods
• Describe components of a Training Plan
• Evaluate training
• Measure ROI (return on investment) and psychological capital
• Assess the impact of training

Contents

In order to achieve the above mentioned objectives, the workshop will cover the following:

• Training: An overview
• Training needs analysis
• Data collection methods
• Design of TNA questionnaire
• Data Analysis
• How to prepare a training plan
• Establishing a contract to maximize the transfer of learning
• Measuring ROI and Psychological contract
• Assessing the impact of training

Target Group

This programme is intended for managers operating at Senior and Top Management levels in the public, parastatal and private sectors who wish to improve their skills in management.

• Training professionals, HR professionals, managers, coordinators, administrators and executives responsible for identifying, planning and scheduling training.
• Training and HR professionals making decisions on training interventions.
• Individuals responsible for budgeting, forecasting or justifying training costs to develop or implement training.

Course No:  2014-12-15-3-8-37

Course Title: Supervisory Skills for Senior Executive Assistants

The general objective is to equip Senior Executive assistants with knowledge and skills in supervisory work, focus is on the role and responsibility of the supervisor.

Specific Objectives

By the end of the course participants will be able to:

• Describe the practice of supervision and responsibilities of those in supervisory positions.
• Identify basic supervision elements.
• Describe the qualities and personality of a good supervisor
• Describe supervising as a managerial function; with its own management roles, functions, principles and practices
• Practice the supervisor's role of work planning, workforce planning, leadership, communication, motivation and team building
• Describe the different supervision styles and approaches.
• Monitor and evaluate work performance
• Practice the basic skills of coaching, counseling, mentoring, appraising subordinates' performance and manage work discipline

Contents

In order to achieve the above objectives the course will cover the following topics:

• The supervisory management job
• Basic elements of supervision:
• The supervisory and management roles
• The supervisory and organization of work
• Managing individuals, groups and teams
• Work planning and scheduling
• Motivating employees and getting work done
• Supervisor-employee communication
• Employee welfare, health and safety matters
• The people skills of mentoring, coaching and counseling
• Training subordinates on-the-job
• Exercising controls and ensuring quality and quantity of work
• Dealing with workplace conflicts
• Exercising leadership and making use of power and authority
• Financial and cost controls to enhance productivity
• Employees performance and recommending appropriate rewards

Target Group

Senior executive assistants.

Course No:  2015-08-31-3-8-38

Course Title: Talent Management

Upon completion of this programme, participants will be able to:

• Describe and demonstrate understanding of the talent lifecycle model
• Describe and demonstrate understanding of the value of talent management
• Describe and demonstrate understanding of the workforce planning process and practices
• Describe and demonstrate understanding of the talent acquisition strategies and employment branding
• Describe and demonstrate understanding of the succession planning process and the paradox of promotion
• Describe and demonstrate understanding of the changing role of HR

Contents

To be able to achieve the above objectives, the programme will focus on the following areas of discussion:

• Introduction
• The value of talent management
• Workforce planning
• Talent acquisition
• Developing and deploying talent
• Engaging and retaining talent
• Leading and managing talent
• Integrated talent management
• The changing role of HR

Target Group

Senior HR professionals and managers within the private and public sector organisations who are responsible for managing and developing employees.

Course No:  2015-07-27-3-8-39

Course Title: Training Needs Analysis and Evaluation of Training (1)

Objectives

At the end of the workshop participants should be able to:

• Determine Analyse Training Needs
• Identify when to perform TNA
• Describe the purpose of TNA and what information will be gathered
• Determine sources of data and the level of required information
• Describe specific data collection methods
• Describe components of a Training Plan
• Evaluate training
• Measure ROI (return on investment) and psychological capital
• Assess the impact of training

Contents

In order to achieve the above mentioned objectives, the workshop will cover the following:

• Training: An overview
• Training needs analysis
• Data collection methods
• Design of TNA questionnaire
• Data Analysis
• How to prepare a training plan
• Establishing a contract to maximize the transfer of learning
• Measuring ROI and Psychological contract
• Assessing the impact of training

Target Group

This programme is intended for managers operating at Senior and Top Management levels in the public, parastatal and private sectors who wish to improve their skills in management.

• Training professionals, HR professionals, managers, coordinators, administrators and executives responsible for identifying, planning and scheduling training.
• Training and HR professionals making decisions on training interventions.
• Individuals responsible for budgeting, forecasting or justifying training costs to develop or implement training.

Course No:  2014-09-08-3-8-1202

Course Title: Managing the Training and Development Function (1)

Objectives

• At the organisational level, this programme aims at assisting clients increase their capacity to plan, coordinate and control their training activities.
• At the learning level, this programme is designed to assist participants acquire more knowledge about key and essential elements in the organisation and management of in-company and institutional training  and improve their skills in planning, coordinating and controlling training activities.

At the job behaviour level, this programme aims at assisting the participants design needs based training programmes, manage training  cost effectively and prepare training proposals and budget.

Contents
The programme focuses on organisation of the training function, i.e. developing a training policy, establishing a training department, preparing training budgets, developing the core training staff, training needs assessment techniques, and management of the training  and development function, i.e. training oriented research, staff development planning and administration;  training for change; performance improvement programming; organisation development and management development.


Target Group
Managers and officers who have a central role in introducing and managing training activities and personnel who are responsible for human resources development are encouraged to participate in this  programme.

Course No:  2015-02-09-3-8-1203

Course Title: Managing the Training and Development Function (2)

Objectives

• At the organisational level, this programme aims at assisting clients increase their capacity to plan, coordinate and control their training activities.
• At the learning level, this programme is designed to assist participants acquire more knowledge about key and essential elements in the organisation and management of in-company and institutional training  and improve their skills in planning, coordinating and controlling training activities.

At the job behaviour level, this programme aims at assisting the participants design needs based training programmes, manage training  cost effectively and prepare training proposals and budget.

Contents
The programme focuses on organisation of the training function, i.e. developing a training policy, establishing a training department, preparing training budgets, developing the core training staff, training needs assessment techniques, and management of the training  and development function, i.e. training oriented research, staff development planning and administration;  training for change; performance improvement programming; organisation development and management development.


Target Group
Managers and officers who have a central role in introducing and managing training activities and personnel who are responsible for human resources development are encouraged to participate in this  programme.

Course No:  2014-09-22-3-8-1204

Course Title: Management of Intellectual Assets

Objectives
This course is therefore designed to transfer knowledge around these concepts with a view to enabling businesses to identify, procure and manage their intellectual capital assets competently to add to business value and corporate sustainability.
At the end of the course, participants to the programme will be able to:

• Identify and measure and record  intellectual capital assets
• Differentiate between “human capital” and intellectual assets
• Manage the procurement and maintenance processes for intellectual capital assets, and to plan for the sustainability of the value of these assets and how they contribute to value and wealth creation for the enterprise.

Content

• To achieve these objectives the following content shall be covered in the delivery over the two-week period:
• Identifying and maintaining an inventory of intellectual capital Assets
• Monitoring and measuring changes in the value of these assets over time.
• Managing procurement of intellectual capital assets
• Managing Trade Secrets, and other intellectual property
• Capturing and cataloguing Specific knowledge of your employees
• Managing intellectual capital assets for competitiveness

Target Group
The course is aimed at Human Resource Managers and Planners, Company Secretaries, Financial and Management Accountants.

Course No:  2014-07-28-3-8-1205

Course Title: Design and Implementation of Human Resources Policy (1)

Objectives
The overall objective of the program is to enable managers increase their understanding on the processes and guidelines involved in human resources policy formulation and implementation.  At the end of the program, participants will be able to:

• Formulate human resources policies
• Link human resources policies with the strategic plans
• Develop criteria for effective policies
• Implement and monitor human resources policies
• Discuss on the different methods in human resources policy formulation

Contents

• Aims and objectives of HR policies
• Principles of HR policies
• Essential characteristics of a sound HR policy
• Origin and sources of HR policy
• HR policy formulation process
• Situational variables in policy formulation
• Policy formulation methods
• Policy implementation
• Policy administration, monitoring and evaluation
• Policy and strategic plans

Target Group
Middle and senior level personnel officers and managers in human resources management and development.

Course No:  2015-04-07-3-8-1206

Course Title: Design and Implementation of Human Resources Policy (2)

Objectives
The overall objective of the program is to enable managers’ increase their understanding on the processes and guidelines involved in human resources policy formulation and implementation.

At the end of the program, participants will be able to:

• Formulate human resources policies
• Link human resources policies with the strategic plans
• Develop criteria for effective policies
• Implement and monitor human resources policies
• Discuss on the different methods in human resources policy formulation

Contents

• Aims and objectives of HR policies
• Principles of HR policies
• Essential characteristics of a sound HR policy
• Origin and sources of HR policy
• HR policy formulation process
• Situational variables in policy formulation
• Policy formulation methods
• Policy implementation
• Policy administration, monitoring and evaluation
• Policy and strategic plans

Target Group

Middle and senior level personnel officers and managers in human resources management and development.

Course No:  2015-11-02-3-8-1207

Course Title: Advanced Human Resources Management and Development Programme

Objectives
The major aim of this programme is to develop participants so that they may enjoy broader perspective and deeper appreciation of issues in the field of human resources management  and development. The programme’s specific objectives are to expose participants to the wider theoretical and strategic issues both in general management and in Human resources Management and Development.

Contents

The following are intended to be the major sub-themes of this programme:

• Management of change
• Changing role of Human resources Management and Development
• Strategic management
• Strategic issues facing human resources management in the era of reforms in Africa
• Financial management
• Performance management
• Integrating total quality  management and human  resources management and development
• The Future Role of human resources management and development
• Performance improvement programming
• Auditing the Human Resources Function

Target Group

Human resources managers who have attended basic courses in Human Resources Management and Development or Personnel Management such as those offered  by ESAMI.

Course No:  2015-03-16-3-8-1208

Course Title: Management Development for Administrative Officers

Objectives

• At institutional or corporate level  the programme aims at effective management of the administrative sub-system as performed by office managers and administrative managers/officers occupying middle to top management levels.
• At the job behaviour level the programme will help participants acquire state of the art skills in effective management of the administrative sub-system in their organisations.

Contents

• In order to meet the above objectives the programme will focus on:
• Management functions and processes
• Administrative systems management
• Records and reports management
• Work design and re - design
• Determining work standards  and  exercising controls
• Administrative communication network
• Real estate management
• Information technology
• Management of office services
• Accounting and financial management
• Motor fleet operations and management

Target Group
This programme is intended for middle and top level office managers, administrative managers/officers responsible for the management of their organisation’s administrative support sub-systems.

Course No:  2014-04-22-3-8-1209

Course Title: Improving Interpersonal Skills at Work

This course therefore aims at equipping participants with people skills that will enable them to positively influence the behaviour of others and win their buy-in towards attainment of organisational goals.

Specifically learners will be able to;

• Identify and articulate key skills for effective people management.
• Make use of power to influence and persuade and align others towards desired goals.
• Use dialogue and the art of thinking together as teams in pursuit of organizational goals.
• Articulate essential people skills on how to assert oneself, listen to others and resolve conflicts.
• Challenge oneself and others to greatness in leadership mastery.
• Learn the proven strategies for dealing with and managing challenging people behaviours at work.
• Use the wisdom of teams to create the high-performance organizations.

Contents

• The cyclic nature of human behavior
• The role of people skills in effective leadership
• Influencing human behaviour through persuasion
• Leadership mastery
• Leadership and motivation
• Becoming a highly effective individual
• Self – awareness and management
• Team development and management
• Developing executive talent
• Optimising the power of action learning
• Creating high-performance culture in organisations.

Target Group

This course has been designed for lower and middle managers in both private and public sectors.

Course No:  2015-10-05-3-8-1210

Course Title: Human Resources Management Course for Health Managers

Rationale
Organizational performance is a function of proper visioning, correct objectives development, strategy formulation and implementation together with availability of required resources. Of all the resources, people are the most important. For employees to perform adequately qualification, competence and good health are prerequisites. HRM is now a universal discipline because it cuts across the line functions. Managers in the field of health need to know how to manage people so that they ensure their qualification, competent performance, commitments and motivation. This course will bridge the people management gap which most health Managers still have.

Objectives

• At the end of the programme the participants will be able to:
• Design and utilize HR Information Systems
• Forecast effectively future HR requirements
• Manage Staff performance
• Manage staff discipline
• Implement HIV and AIDS policy at workplace.

Contents

• To achieve the above objectives the programme shall focus on the following:
• Overview of Human Resource Management for health
• Obtaining human resources information through HR Information System
• Human resources planning and interventions of Recruitment and Selection
• Performance Managent
• Re-tooling and Multiskilling
• Management of discipline
• Stress Management
• Communication Skills
• Change Management
• HIV and AIDS at workplace

Target Group
Middle and senior level human resource managers in health and related sector. Health trainers and project managers

Course No:  2014-05-12-3-8-1211

Course Title: E-Human Resources Management

This course is designed to develop knowledge and skills for management of IT-enabled HRM and for modelling comparative e-HRM studies. It is built on concepts and methods associated with adoption of Information Technologies by end-users. Upon completion of this programme, the participants are expected to:

• Describe the e-HRM trends and consequences of e-HRM: current debates
• Explain whether e-HRM is an Innovation or an Irritation.
• Know latest developments in the practical and academic fields of the intersection

HRM and IT;

• Have an understanding of the integrated character of the e-HRM concept, its goals,

types, and possible advantages and limitations

• Explain the differences and similarities between e-HRM conventional HRM;
• Analyse the impact of IT on the HRM function.
• Explain the e-Human Resource Management: challenges in the digital era
• Introduce e-HRM in their respective organisations; and
• Measure the effectiveness of e-HRM in their respective organisations.

Contents

To achieve the above objectives, this programme will focus on the following areas:

• e-HRM trends, consequences and current debates
• The integrated character of the e-HRM concept, its goals, types, and possible advantages and limitations
• The differences and similarities between e-HRM and conventional HRM
• Latest developments in the practical field of the intersection between HRM and IT
• The impact of IT on the HRM function.
• e-Human Resource Management: challenges in the digital era
• The Strategic Value of e-HRM
• Introducing e-HRM in organisations
• Measuring the effectiveness of e-HRM
• e-HRM: Innovation or Irritation.

Target Group

This course is intended for HRM practitioners at strategic levels in their organisations including HRM Directors, Deputy Directors and Managers and any official with similar job titles with vast experience in this field. Participants to this programme should have the prime responsibility for steering organisational performance through value adding HR practices.

Course No:  2015-06-15-3-8-1212

Course Title: Human Resources Management and Development (2)

Objectives

• To improve participants' competence in the management of human resources
• To increase their technical knowledge in essential human resources management techniques so as to make them more effective in their positions
• To provide participants with personal skills so as to act as innovators, counselors and change agents in the field.

Contents

In order to meet the above objectives, the programme will focus on:

• A systems approach to human resources management and development
• Human resources policies in organisations in areas such as planning, recruitment, utilisation and evaluation
• Human resource planning
• Management of labour relations and the management of conflicts
• Training and development
• Principles of wages and salary administration
• Human resources management, skills of job analysis, job evaluation, interviewing, communication, counseling and performance
• ICT for HRM & D.

Target Group

Middle and senior level officers/managers in human resources management and development.

Course No:  2015-10-26-3-8-1214

Course Title: Human Resource Management: An African Perspective

This programme attempts to impart to participants a strategic African framework of Human Resources Management. By the end of the programme, participants should be able to assume a strategic posture in the key areas of Human Resources Management enabling them to better appreciate the challenges faced in African conditions largely characterized by reforms.

Contents

• Overview of HRM & D
• HR Policies
• Problem Solving and Decision Making
• Human Resource Planning
• Strategic Management and Impact on HRM & Development
• HRM & D in Africa: Issues and Challenges
• Management of Change
• Performance Management.

Target Group

The programme is to be attended by middle-to-senior level employees in the private, parastatal and public sectors.

Course No:  2015-03-02-3-8-1215

Course Title: Human Resources Development Investment Analysis

Objectives
The objective of this course is to empower organizations to measure and evaluate education/training benefits by analyzing the total cost of improving employee output against the benefits of the investment. Specifically, at the end of this course participants will be able to:

• Calculate and shows a clear and quantifiable link between an above average investment in staff training and superior bottom line performance
• Examine advancements in investment analysis models in order to gain a truer measurement of training impact.
• Provide ways for training providers to confidently provide data that supports justification of training from a business perspective.
• Describe how training program design should start with business results and not learning objectives.
• Prepare training and development budgets

Contents

• To achieve the stated objectives, this course will cover the following sub topics:
• Investment techniques and analysis
• Measuring staff contribution
• Return on Investment versus cost-benefit analysis
• Budgeting for training and development
• Key ratios for measuring staff training and development

Target Group
The programme is designed for government ministries human resource directors, middle to senior level human resource and training managers and finance personnel from both public and private sectors.

Course No:  2014-05-05-3-8-1216

Course Title: Management Development Programme for Executive Assistants II (Advanced)

The overall objective of the programme is to enable Executive Assistants to perform effectively in their positions. The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing participants to management functions
• Equipping participants with the general management knowledge, skills and techniques
• Equipping participants with skills in managing human relations
• Exposing participants to gender issues in management.

Contents

The content of the training programme will include the following topics:

• Management functions
• Managing human relations
• Decision making and problem solving
• Managing discipline
• Communication skills
• Management of committees and meetings
• Gender issues in management
• Managing careers
• Stress management
• Affirmative Action and empowerment

Target Group

Executive assistants, Senior Personal Secretaries and Administrative assistants who have done stage I or its equivalent.

Course No:  2015-03-09-3-8-1217

Course Title: Management Development Programme for Executive Assistants II (Advanced)

Objectives
The overall objective of the programme is to enable Executive Assistants to perform effectively in their positions. The programme will achieve this by doing the following:

• Making the participants appreciate the vital role they play
• Exposing particpants to management functions
• Equipping participants with the general management knowledge, skills and techniques
• Equipping participants with skills in managing human relations
• Exposing participants to gender issues in management

Contents
The content of the training programme will include the following topics:

• Management functions
• Managing human relations
• Decision making and problem solving
• Managing discipline
• Communication skills
• Management of committees and meetings
• Gender issues in management
• Managing careers
• Stress management
• Affirmative Action and empowerment

Target Group

Executive Assistants, Senior Personal Secretaries and Administrative Assistants who have done Stage I or its equivalent.

Course No:  2014-10-27-3-8-1218

Course Title: Management Development Programme for Executive Assistants II (Advanced)

• Making the participants appreciate the vital role they play;
• Exposing participants to management functions;
• Equipping participants with the general management knowledge, skills and techniques;
• Equipping participants with skills in managing human relations
• Exposing participants to gender issues in management.

Contents

The content of the training programme will include the following topics:

• Management functions
• Managing human relations
• Decision making and problem solving;
• Managing discipline
• Communication skills;
• Management of committees and meetings;
• Gender issues in management;
• Managing careers;
• Stress management;
• Affirmative Action and empowerment.

Target Group

Executive Assistants, Senior Personal Secretaries and Administrative Assistants who have done Stage I or its equivalent.

Course No:  2015-01-19-3-8-1219

Course Title: Management Development Programme for Executive Assistants III (Certificate)

Objectives
The overall objective of this examinable programme is to equip Executive Assistants with management and administration knowledge and skills, and correct attitudes for better job performance. The programme will achieve this through:

• equipping them with practical managerial and administrative skill
• developing their ability to work under pressure and in changing business environments
• improving their creativity and action planning ability
• preparing them to join bosses as agents of organizational change.

Contents
The content of this certificate programme will include the following topics:

• The New Executive Assistant
• Understanding the Administration
• Introduction to Public Administration
• Authority and power in organisations
• Work Planning and Scheduling
• The need for rules and regulations
• Importance of systems and procedures
• Office administration
• Managing Administrative Services
• Business communication
• Negotiating Skills
• Records management
• Effective committee and secretarial work
• Organizational teamworking culture

Target Group

Executive/Management Assistants, Senior Personal/Private Secretaries and Management/Administrative Assistants who have done MPDEA I (Basic) and II (Advanced).

Course No:  2014-11-24-3-8-1220

Course Title: Management for Successful Implementation of Public Sector Reforms in Africa

Objectives

Many factors inhibit economic growth in Africa. Development partners have redefined themselves, putting the responsibility of steering our economies in our own hands. How do we introduce managerism in the public sector so as to do more with less resources and be relevant to the citizen.

Specific objectives include:

• Review and discuss ‘Why re-invent government’?
• Discuss the need for developing a ‘responsive and responsible’government
• Strategize on how to engage the citizen as the client and partner in implementing government programmes.
• Strategize evaluating current reforms, identify areas for improvement and re-design new public management programmes

Contents

The two week course will focus on the following:-

• Why public sector reform
• Why re-invent government
• Challenges of reform in public sector
• Re-designing reforms

Target Group
Men and women Commissioners, Directors,  Planners, Economic modelers and those involved in Public Reforms.

Training Methodology
Course director and ESAMI facilitators will use participatory methods appropriate for adult learners. Cases from different countries to be used.

Course No:  2014-10-06-3-8-1221

Course Title: Competence Based Recruitment and Selection

The activities on recruitment and selections are becoming more complex now with the concentration of highly skilled people in the labor market. Human resources practitioners and other managers need to have a clear understanding of the recruitment and selection processes as the knowledge will facilitate in acquiring the right candidate for the right place at the right time.

Objectives

Objective of the program is to enable managers gain specific skills in recruitment and selection. At the end of the program, participants will be able to:

• Recognize the complexities of recruitment and selection in the modern environment
• Write job descriptions and draw up person specifications
• List advertising opportunities including the use of websites
• Decide on what knowledge, key competencies and abilities required in a candidate
• Plan, prepare and conduct interviews
• Use an effective short-listing framework
• Convene an appropriate selection panel
• Employ effective interviewing techniques

Content

• The recruitment and selection process
• The recruitment and selection policy and legal issues
• Selection approaches
• Personal skills development
• The art of interviewing and the interviewing process
• The job description and person specification
• Making hiring decisions Managing induction and probation

Target Group

Middle and senior level personnel officers/managers in human resources management and development, recruitment & selection Committee members, Public Service Commissions.

Course No:  2015-08-03-3-8-1222

Course Title: Strategic Human Resources Management

Objectives
After covering the contents of this course participants will have acquired competencies to be able to:-

• Understand the concepts of strategy and Strategic Human Resource Management
• Identify HRM areas in their organizations requiring HR strategies
• Design the necessary competency based HR strategies
• Link HR strategies with business goals and strategies
• Implement the HR strategies and cause the HR function to add value to the business
• Ensure that organization employees are competent,committed and well motivated at all times

Content
In order to achieve the above outcomes the course topics will  include the following

• Overview of Human Resource Management
• Models of HRM
• Concepts of competency—based HRM
• Principles and approaches to competency-based HRM
• Understanding strategy and strategic HRM
• Design of critical HRM strategies
• Analysis and Implementation of HRM strategies
• Evaluating effectiveness of strategic HRM

Target Group
The course is ideal for practicing senior and middle level officers working in Government Ministries, Local Government institutions, parastatal sector organizations, Non-Government organizations and private Sector/Business organizations.

Course No:  2014-04-28-3-8-1223

Course Title: Strategic Human Resources Planning

Objectives
The key objective of this course is to develop participants’ HR information gathering and analysis skills for effective personnel planning. The other objectives are to
equip participants with knowledge of human resources planning  techniques and methods and demonstrate the inter-dependence of the three human resources management functions  of   planning, management and development.

Contents
To achieve the above objectives the programme shall focus on the following:

• Overview of Human Resource Management
• Overview of Human Resource  Planning
• Obtaining human resources information through HR Information  System;
• Environmental  Analysis for HRP
• African Planning experience
• Determining Flows of Human Resources
• Human Resources Demand Forecasting
• Human Resource Supply Analysis
• Human Resource Audit
• Human resources planning interventions of Recruitment and Selection; Promotion and Demotion, Re-tooling and Multiskilling,  Performance Management and Staff right sizing.

Target Group

Human Resources Planning Officers, Personnel / Human Resources Management Officers.

Course No:  2014-05-19-3-8-1224

Course Title: Effective Supervisory Management

On successful completion of the training programme, learners will be able to identify effective supervisory practices, development needs for subordinates and contribute in devising practical ways to maintain performance standards among team members to achieve corporate targets and objectives. Specifically learners will be able to:

• Identify and articulate the role supervisors play in achieving company objectives.
• Describe tenets of effective team development
• Foster effective team-working culture.
• Identify factors that impact on effective decision making and problem solving.
• Describe the need for and benefits of planning and effective implementation of corporate strategies.
• Identify factors that influence effective flow of information and select practical ways of improving communication at work places.
• Identify development needs for subordinates to improve future performance.
• Write formal reports.
• Measure employee work performance
• Motivate subordinates for enhanced work performance.
• Align subordinates to meet customer expectations and needs
• Identify critical self-introspection for effective supervision.

Contents

• Introduction
• Insights into critical supervisory functions and tasks
• Leading subordinates effectively
• Developing necessary individual skills
• Managing performance and employee diversity
• Implementing change initiatives

Target Group

This course has been designed for public and private sector lower and middle managers.

Course No:  2015-09-07-3-8-1265

Course Title: Enhancing Leadership and Policy Implementation

General

The overall objective of the programme is to provide the participants with requisite knowledge and skills critical in providing leadership and policy direction within the public sector.

Specific

At the end of the programme participants should be able to:

• Identify skills and attributes of a successful leader
• List issues and challenges of managing and implementing change
• Develop new policies
• Plan and champion implementation of new policies
• Analyse issues and challenges of enhancing performance

Content

In order to achieve the above mentioned objectives, the programme will cover a number of topics:

• Leadership skills in the Public Sector
• Issues and challenges of change management
• Developing and implementing new policies
• Reviewing, analysing and updating existing policies
• Team Building

Target Group

• Middle to senior level Public Sector managers
• Managers of Public Sector corporations, Independent departments and Government Agencies
• Middle to senior managers from local authorities

Course No:  2015-08-24-3-8-1266

Course Title: Improving Interpersonal Skills at Work

This course therefore aims at equipping participants with people skills that will enable them to positively influence the behaviours of others and win their buy-in towards attainment of organisational goals.

Specifically learners will be able to;

• Identify and articulate key skills for effective people management.
• Make use of power to influence and persuade and align others towards desired goals.
• Use dialogue and the art of thinking together as teams in pursuit of organizational goals.
• Articulate essential people skills on how to assert one-self, listen to others and resolve conflicts.
• Challenge oneself and others to greatness in leadership mastery.
• Learn the proven strategies for dealing with and managing challenging people behaviours at work.
• Use the wisdom of teams to create the high-performance organizations.

Contents

• The cyclic nature of human behavior
• The role of people skills in effective leadership
• Influencing human behaviour through persuasion
• Leadership mastery
• Leadership and motivation
• Becoming a highly Effective Individual
• Self – Awareness and Management
• Team development and management
• Developing executive talent
• Optimizing the powerof action learning
• Creating high-performance culture in organisationsTarget Group

This course has been designed for lower and middle managers in both private and public sectors.

Course No:  2015-05-18-3-8-1267

Course Title: Advanced Human Resource Management and Development

The major aim of this programme is to develop participants so that they may enjoy broader perspective and deeper appreciation of issues in the field of human resources management and development. The programme's specific objectives are to expose participants to the wider theoretical and strategic issues both in general management and in Human resources Management and Development.

Contents

The following are intended to be the major sub-themes of this programme:

• Management of change
• Changing role of Human resources Management and Development
• Strategic management
• Strategic issues facing human resources management in the era of reforms in Africa
• Financial management
• Performance management
• Integrating total quality management and human resources management and development
• The future role of human resources management and development
• Performance improvement programming
• Auditing the human resources function

Target Group

Human resources managers who have attended basic courses in Human

Resources Management and Development or Personnel Management such as those offered by ESAMI.

Course No:  2015-03-16-3-8-1268

Course Title: Design and Implementation of Human Resource Policies

The overall objective of the program is to enable managers' increase their understanding on the processes and guidelines involved in human resources policy formulation and implementation.

At the end of the program, participants will be able to:

• Formulate human resources policies
• Link human resources policies with the strategic plans
• Develop criteria for effective policies
• Implement and monitor human resources policies
• Discuss on the different methods in human resources policy formulation.

Contents

• Aims and objectives of HR policies
• Principles of HR policies
• Essential characteristics of a sound HR policy
• Origin and sources of HR policy
• HR policy formulation process
• Situational variables in policy formulation
• Policy formulation methods
• Policy implementation
• Policy administration, monitoring and evaluation
• Policy and strategic plans

Target Group

Middle and senior level personnel officers and managers in human resources management and development.

Course No:  2015-11-02-3-8-1272

Course Title: Design and Implementation of Human Resource Policies - 1

The overall objective of the program is to enable managers' increase their understanding on the processes and guidelines involved in human resources policy formulation and implementation. At the end of the program, participants will be able to:

• Formulate human resources policies
• Link human resources policies with the strategic plans
• Develop criteria for effective policies
• Implement and monitor human resources policies
• Discuss on the different methods in human resources policy formulation.

Contents

• Aims and objectives of HR policies
• Principles of HR policies
• Essential characteristics of a sound HR policy
• Origin and sources of HR policy
• HR policy formulation process
• Situational variables in policy formulation
• Policy formulation methods
• Policy implementation
• Policy administration,monitoring and evaluation
• Policy and strategic plans

Target Group

Middle and senior level personnel officers and managers in human resources management and development.

Course No:  2015-04-07-3-8-1273

Course Title: Human Resource Management and Development - 2

• To improve participants' competence in the management of human resources
• To increase their technical knowledge in essential human resources management techniques so as to make them more effective in their positions
• To provide participants with personal skills so as to act as innovators, counselors and change agents in the field.

Contents

In order to meet the above objectives, the programme will focus on:

• A systems approach to human resources management and development
• Human resources policies in organisations in areas such as planning, recruitment, utilisation and evaluation
• Human resource planning
• Management of labour relations and the management of conflicts
• Training and development
• Principles of wages and salary administration
• Human resources management, skills of job analysis, job evaluation, interviewing, communication, counseling and performance
• ICT for HRM & D.

Target Group

Middle and senior level officers/managers in human resources management and development.

Course No:  2015-10-26-3-8-1286

Course Title: Human Resource Management and Development 1

• To improve participants' competence in the management of human resources
• To increase their technical knowledge in essential human resources management techniques so as to make them more effective in their positions
• To provide participants with personal skills so as to act as innovators, counselors and change agents in the field

Contents

In order to meet the above objectives, the programme will focus on:

• A systems approach to human resources management and development
• Human resources policies in organisations in areas such as planning, recruitment, utilization and evaluation
• Human resource planning
• Management of Labour Relations and the management of conflicts
• Training and development
• Principles of wages and salary administration
• Human resources management, skills of job analysis, job evaluation, interviewing, communication, counseling and performance
• ICT for HRM & D

Target Group

Middle and senior level officers/managers in human resources management and development.

Course No:  2015-04-13-3-8-1287

Course Title: Management Development Programme for Administrative Officers

At institutional or corporate level the programme aims at effective management of the administrative sub-system as performed by office managers and administrative managers/officers occupying middle to top management levels.

At the job behaviour level the programme will help participants acquire state of the art skills in effective management of the administrative sub-system in their organisations.

Contents

In order to meet the above objectives the programme will focus on:

• Management functions and processes
• Administrative systems management
• Records and reports management
• Work design and re - design
• Determining work standards and exercising controls
• Administrative communication network
• Real estate management
• Information technology
• Management of office services
• Accounting and financial management
• Motor fleet operations and management

Target Group

This programme is intended for middle and top level office managers, administrative managers/officers responsible for the management of their organisation's administrative support sub-systems.

Course No:  2015-04-20-3-8-1297

Course Title: Managing Committee Work and Meetings

General

At the organisational level, this programme aims at increasing the effectiveness of committees as agents for decision-making; implementing, monitoring and

appraising organisational performance.

Specific

• At the learning level, this programme is designed to assist participants acquire both knowledge and skills in running meetings effectively; guiding committee proceedings; managing conflicts; promoting team-work; making decisions and solving problems
• At the job behaviour level, this programme will enable participants manage committees and other meetings more productively.

Contents

This programme focuses on a body of knowledge and techniques currently available on committee work/meetings concentrating mainly on planning meetings, effective agenda formulation, team development, rational decision making, meeting time management, communication, leadership styles and group dynamics.

Target Group

Administrative officers, company secretaries, personnel managers, executive assistants of top executives in government and parastatal organisations, and other senior officers involved in managing committee work/meetings should find this programme useful.

Course No:  2015-09-28-3-8-1299

Course Title: Managing Intellectual Assets

This course is designed to transfer knowledge with a view to enabling businesses to identify, procure and manage their intellectual capital assets competently to add to business value and corporate sustainability.

At the end of the course, participants to the programme will be able to:

• Identify, measure and record intellectual capital assets
• Differentiate between "human capital" and intellectual assets
• Manage the procurement and maintenance processes for intellectual capital assets, and to plan for the sustainability of the value of these assets and how they contribute to value and wealth creation for the enterprise.

Content

To achieve these objectives the following content shall be covered in the delivery over the two-week period:

• Identifying and maintaining aninventory of intellectual capital Assets
• Monitoring and measuring changes in the value of these assets over time.
• Managing procurement of intellectual capital assets
• Managing trade secrets, and other intellectual property
• Capturing and cataloguing Specific knowledge of your employees
• Managing intellectual capital assets for competitiveness

Target Group

The course is aimed at Human resource managers and planners, Company secretaries, Financial and management accountants.

Course No:  2015-07-27-3-8-1301

Course Title: Modernizing Human Resource Management

General

At the Organizational level this programme will create the capacity to determine the function's current positioning, identify strengths and weaknesses and come up with critical areas for immediate and long-term repositioning in line with the corporate strategic direction. In addition, the capacity to re-engineer the function to enhance its contribution to the overall organizational output by clearly mainstreaming the latest techniques, methods and tools for the explicit deliverables in the interest of all stakeholders.

Specific

At the learning level the programme is designed to assist participants acquire the latest thinking, knowledge and skills for practically modernizing the function. They will equally be influenced to integrate the most current models, tools, HRM&D values, beliefs and practices based on 'best approach' and 'best fit' case studies for strategic client focus, value creation, enhanced employee quality of work life, better service delivery and sustainability for competitiveness.

Content

To achieve the above objectives the programme will focus on;

• Paradigm shifts in HRM&D
• HRM&D Stakeholder Analysis for Value Creation
• Challenges of Globalization and the Function's Repositioning
• Modernized HRM&D strategy determination
• Strategy implementation for corporate competitiveness
• Capacity building for modernized HRM&D
• HRM&D new competences that will create the difference
• HRM&D leadership and performance management
• Ethical issues and challenges
• HRM&D in the electronic era
• HRM&D's Functional deliverables
• Tools for measuring HRM&D
• The future of human resource management and development

Target Group

Public service and Private sector HRM&D directors, managers and senior officers preferably those who have been to ESAMI's previous offerings in HRM & D who want to be current with the discipline's content and visualized future of the function.

Course No:  2015-05-04-3-8-1303

Course Title: Senior Management Development

At the organisational level, this programme attempts to assist clients enhance the kind of leadership and direction that is expected at senior and top management levels.

• At the learning level, this programme aims at assisting participants, increase and up-date their knowledge of key management issues, process and critical techniques for effective leadership supervision and direction; and acquire effective leadership and other related skills necessary for effective corporate management.
• At the job behaviour level, this programme is designed to assist participants effectively direct organisation activities under their responsibilities as well as integrate them to enhance organisational effectiveness and minimise or stamp out inter-departmental warfare, divisional lethargy and/or lack of direction.

Content

• The general management module Focuses on challenges of managing people; redesigning & re-engineering organisational systems & processes, corporate & strategic planning, business planning; leadership theories, models & strategies; decision making strategies and conflict management;
• The human resources module Concentrates on development of effective staffing strategies; performance management including staff performance appraisal and career management and team building;
• The financial management module Addresses needs of non-finance managers, such as interpretation of financial statements, effective budgeting and budgetary controls and financial management

Target Group

This programme is intended for managers operating at senior and top management levels in the public, parastatal and private sectors who wish to improve their skills in management.

Course No:  2015-08-03-3-8-1318

Course Title: Strategic Human Resource Management

After covering the contents of this course participants will have acquired competencies to be able to:-

• Understand the concepts of strategy and Strategic Human Resource
• Identify HRM areas in their organizations requiring HR strategies
• Design the necessary competency based HR strategies
• Link HR strategies with business goals and strategies
• Implement the HR strategies and cause the HR function to add value to the business
• Ensure that organization employees are competent, committed and well motivated at all times

Content

In order to achieve the above outcomes the course topics will include the following:

• Overview of Human Resource Management
• Models of HRM
• Concepts of competency—based HRM
• Principles and approaches to competency-based HRM
• Understanding strategy and strategic HRM
• Design of critical HRM strategies
• Analysis and implementation of HRM strategies
• Evaluating effectiveness of strategic HRM

Target Group

The course is ideal for practicing senior and middle level officers working in Government Ministries, Local government institutions, Parastatal sector organizations, Non-government organizations and Private sector/Business organizations.

Course No:  2015-09-07-3-8-1320

Course Title: Strategic Human Resource Planning

The key objective of this course is to develop participants' HR information gathering and analysis skills for effective personnel planning. The other objectives are to equip participants with knowledge of human resources planning techniques and methods and demonstrate the inter-dependence of the three human resources management functions of planning, management and development.

Contents

To achieve the above objectives the programme shall focus on the following:

• Overview of Human Resource Management
• Overview of human resource planning
• Obtaining human resources information through HR Information System;
• Environmental analysis for HRP
• African planning experience
• Determining flows of human resources
• Human resources Demand forecasting
• Human resource supply analysis
• Human resource audit
• Human resources planning interventions of recruitment and selection; promotion and demotion, re-tooling and multiskilling, performance management and staff right sizing.

Target Group

Human resources planning Officers, Personnel / Human resources management officers.

Course No:  2015-06-01-3-8-1321

Course Title: TNA and Evaluation of Training

At the end of the workshop participants should be able to:

• Analyse training needs
• Identify when to perform TNA
• Describe the purpose of TNA and what information will be gathered
• Determine sources of data and the level of required information
• Describe specific data collection methods
• Describe components of a Training Plan
• Evaluate training
• Measure ROI (return on investment) and psychological capital
• Assess the impact of training

Contents

In order to achieve the above mentioned objectives, the workshop will cover the following:

• Training: An overview
• Training needs analysis
• Data collection methods
• Design of TNA questionnaire
• Data analysis
• How to prepare a training plan
• Establishing a contract to maximize the transfer of learning
• Measuring ROI and psychological contract
• Assessing the impact of training

Target Group

• Training professionals, HR professionals, managers, coordinators, administrators and executives responsible for identifying, planning and scheduling training.
• Training and HR professionals making decisions on training interventions.
• Individuals responsible for budgeting, forecasting or justifying training costs to develop or implement training.
• Training committee members

Course No:  2015-05-18-3-8-1323

Course Title: Training Needs Analysis and Evaluation of Training

At the end of the workshop participants should be able to:

• Analyse training needs
• Identify when to perform TNA
• Describe the purpose of TNA and what information will be gathered
• Determine sources of data and the level of required information
• Describe specific data collection methods
• Describe components of a Training plan
• Evaluate training
• Measure ROI (return on investment) and psychological capital
• Assess the impact of training

Contents

In order to achieve the above mentioned objectives, the workshop will cover the following:

• Training: An overview
• Training needs analysis
• Data collection methods
• Design of TNA questionnaire
• Data analysis
• How to prepare a training plan
• Establishing a contract to maximize the transfer of learning
• Measuring ROI and psychological contract
• Assessing the impact of training

Target Group

• Training professionals, HR professionals, managers, coordinators, administrators and executives responsible for identifying, planning and scheduling training.
• Training and HR professionals making decisions on training interventions.
• Individuals responsible for budgeting, forecasting or justifying training costs to develop or implement training
• Training committee members.

Course No:  2015-12-14-3-8-1324

Course Title: Training of Trainers (TOT)

General:

At the organisational level, this programme aims at assisting client institutions strengthen their capability to introduce needs-based programmes; run those programmes more effectively; evaluate them accurately and assess the training impact on their organisations.

Specific

At the learning level, this programme is intended to upgrade participants' training design skills, increase their knowledge of how to train adults, how to evaluate and appraise training programmes and enhance in general their skills in faculty skills development

At the job behaviour level, this programme will assist the participants develop and conduct more effectively, training programmes for adult participants, design and carry out evaluation programmes aimed at determining the effectiveness or impact of training programmes.

Content

The following are the major areas of focus:

• Learning theory and how adults learn
• Training methodology and technology selection
• Evaluation and validation of training
• Assessment of contribution of training towards organizational effectiveness
• Budgeting and costing of training
• Facilitation skills
• Practicum

Target Group

Faculty members of Training Institutions, trainers and training staff from in-house centres.
• Training needs analysis
• Designing training programmes

Course No:  2015-07-06-3-8-1325

Course Title: Managing the Training and Development Function

At the organisational level, this programme aims at assisting clients increase their capacity to plan, coordinate and control their training activities.

At the learning level,this programme is designed to assist participants acquire more knowledge about key and essential elements in the organisation and management of in-company and institutional training and improve their skills in planning, coordinating and controlling training activities.

At the job behaviour level, this programme aims at assisting the participants design needs based training programmes, manage training cost effectively and prepare training proposals and budgets.

Contents

The programme focuses on organisation of the training function, i.e. developing a training policy, establishing a training department, preparing training budgets, developing the core training staff, training needs assessment techniques and management of the training and development function, i.e. training oriented research, staff development planning and administration; training for change; performance improvement programming; organisation development and management development.

Target Group

Managers and officers who have a central role in introducing and managing training activities and personnel who are responsible for human resources development are encouraged to participate in this programme.

Course No:  2015-02-09-3-8-1334

Course Title: Managing the Training and Development Function

At the organisational level, this programme aims at assisting clients increase their capacity to plan, coordinate and control their training activities.

• At the learning level, this programme is designed to assist participants acquire more knowledge about key and essential elements in the organisation and management of in-company and institutional training and improve their skills in planning, coordinating and controlling training activities.
• At the job behaviour level, this programme aims at assisting the participants design needs based training programmes, manage training cost effectively and prepare training proposals and budget.

Contents

The programme focuses on organisation of the training function, i.e. developing a training policy, establishing a training department, preparing training budgets, developing the core training staff, training needs assessment techniques and management of the training and development function, i.e. training oriented research, staff development planning and administration; training for change; performance improvement programming; organisation development and management development.

Target Group

Managers and officers who have a central role in introducing and managing training activities and personnel who are responsible for human resources development are encouraged to participate in this programme.

Course No:  2015-09-07-3-8-1335

Course Title: Training Needs Assessment and Evaluation of Training

Most organization embark on training on the basis of supply driven, what is available in the market or who has not attended training recently i.e. who's turn? Unfortunately these organizations don't undertake a thorough needs analysis. As a result the same organizations end up training a lot of their employees without a corresponding raise in performance. Even when training is the correct response and the programme is the right one, few organizations attempt to check how effective the programme was. Further, is there any impact?

This practical programme provides the latest methods and tools to be able to complete two most important areas of the training cycle – Training Needs Analysis (TNA) and Evaluation. Participants will be able to demonstrate the added value of training activities. In the current era of financial difficulties, these are the two areas that will really make a difference to any training function.

WHO SHOULD ATTEND

• Training professionals, HR managers, HR Officers and Executives responsible for identifying, planning and scheduling training:
• Training, HRD and HR professionals who decide on training interventions;
• Individuals responsible for budgeting, forecasting or justifying training costs to develop and implement training:
• Training/HRD Committee members.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Analyze training needs;
• Evaluate training;
• Master the two most important areas of training in today's economic Situation;
• Develop a standard and auditable approach to training

TOPICS INCLUDE

• Training Needs Analysis;
• Design of TNA questionnaires;
• Preparation of training plans;
• Measuring ROI;
• Assessing the impact of training;
• Validation vs Evaluation-What is the Difference?
• Should all training be subject to evaluation?

Course No:  2016-12-12-3-8-1540

Course Title: Reward Management

The Reward Management programme is concerned with the formulation and implementation of strategies and policies in order to reward people fairly, equitably and consistently in accordance with their value to the organisation. It deals with the development of reward strategies and the design, implementation and maintenance of reward systems (reward processes, practices and procedures) which aim to meet the needs of both the organization and its stakeholders. Reward can be regarded as the fundamental expression of the employment relationship.

WHO SHOULD ATTEND?

This programme is open to HR managers and officers who wish to specialize in reward, as a refresher or for those who have a particular problem to address. Newly appointed HR (or reward) officers and assistants who need a fast introduction to the subject such as Finance Directors and others with overall responsibility for rewards; Senior line managers who have responsibilities for a range of staff who need to understand the concepts, processes and procedures in reward management.

HOW PARTICIPANTS WILL BENEFIT

Participants to this programme will be able to manage rewards and remuneration schemes effectively from understanding where reward fits in the context of HR and business strategy; knowing what needs to be considered in developing and managing an effective reward programme; and by seeing how effective reward management can deliver value to the business. They will also be able to apply relevant tools and techniques in their own business and develop effective remuneration strategies.

TOPICS INCLUDE

• HR management – an overview;
• Overview of reward management;
• The relationship between rewards; staff motivation and performance;
• Reward philosophies and strategies;
• Establishing internal equity (Job Evaluation);
• Determining external equity (Wages and Salaries Surveys);
• Web based job evaluation;
• Understanding pay structures;
• Pay structures and grade determination;
• Reward policy areas;
• Role of Non-cash rewards in motivation;
• Developing salary administration plans;
• Performance related pay;
• Performance management and rewards;
• A word about Executive Pay;
• Measuring effectiveness of rewards.

Course No:  2016-10-10-3-8-1541

Course Title: Management Development Programme for Executive Assistants I (Basic)

Executive Assistant profession is a support one requiring secretarial as well as

managerial and administrative skills. It is a profession demanding ethical or moral

conduct where one has to display positive attitude towards executives and other

stakeholders. The profession requires continuous self-development on mental and

physical orderliness.

WHO SHOULD ATTEND?

Executive assistants, Senior personal secretaries and Administrative assistants.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Explain the importance of the role of Executive Assistants;
• Describe management functions;
• Explain the importance of human resource in organization;
• Apply office and boss management skills;
• Manage information

TOPICS INCLUDE

• Functions and significance of position of Executive Assistants;
• Management functions;
• Principles of management;
• Public relations and protocol;
• Managing the boss;
• Information needs of the Executive Assistant;
• Report writing;
• Communication skills;
• Office imprest and petty cash management;
• Information and time management

Course No:  2016-10-03-3-8-1542

Course Title: Managing Committee Work and Meetings

This programme focuses on a body of knowledge and techniques currently available

on committee work and meetings. It concentrates mainly on planning meetings, effective agenda formulation, team development, rational decision making, meeting time management, communication, leadership and group dynamics.

WHO SHOULD ATTEND?

This programme is open to Administrative Officers, Company Secretaries, Personnel Managers, Executive Assistants of top executives in governments and parastatal organizations and other senior officers involved in managing committee work and meetings.

HOW PARTICIPANTS WILL BENEFIT

Participants to this programme will come out having enhanced their knowledge and

skills in running meetings effectively; guiding committee proceedings; managing conflicts; promoting team-work; making decisions and in solving problems.

TOPICS INCLUDE

• Effective organizational communication;
• Meetings (An Overview);
• Measuring effectiveness of meetings;
• Role of secretary in meetings;
• Role of chairman;
• Role of committee member;
• The legislative committee System;
• Dealing with conflicts in meetings
• Taking and writing minutes;
• Organizing conferences
• The facilitation mode – Role of the facilitator
• The facilitation mode – Role of the recorder;
• Report writing skills.

Course No:  2016-09-26-3-8-1543

Course Title: Employee Coaching, Counseling and Mentoring

One of the dominant success themes of the 21st century is 'high-performance organizations'. These are organizations which justify their existence. The creation and sustainability of such organizations has become important because of the negative impacts of globalization vis-à- vis expectations of organizational stakeholders. As businesses, organizations are required to create the kind of architecture, and acquire the positioning for achieving the synergy that permits growth, development, financial viability and survival. Organizations can achieve the above only through people who, together with management, can create the corporate culture of success. Establishing a corporate coaching, counseling and mentoring programme is a key

to the move in the above direction.

WHO SHOULD ATTEND?

Beneficiaries of this programme will be Managers and Senior Officers from HRM department, Line Departments, HRD departments, Workplace Mentors and Outsourced service providers (e.g. coaching companies).

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Acquire new HRD skills;
• Grow the internal talent pool;
• Appropriately engage problem employees;
• Effectively manage coaching;
• Acquire professional mentoring skills;
• Acquire professional counseling skills
• Retain competent staff.

TOPICS INCLUDE

• Overview of HRM;
• Overview of counseling and mentoring;
• Identifying mentors and counselors;
• mentoring;
• Review and Evaluation of Corporate
• Competence profile for coaching, counseling and mentoring;
• Developing organizational CCM strategy and policy;
• Institutionalizing the corporate CCM Programme;
• Managing career and succession planning through CCM;
• Review and Evaluation of Corporate

Course No:  2016-09-12-3-8-1544

Course Title: Career Management

To gain competitive advantage, organizations need to have a workforce that is highly

competent and motivated. Managers need to have good knowledge of identifying and nurturing training and development needs of individual employees in an ever changing environment.

WHO SHOULD ATTEND?

Middle and senior level personnel officers/managers in human resource management

and development.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Apply principles of career management to develop personal development plans;
• Identify the type of skills and competencies that are needed for career development;
• Explore the different stages in a development cycle;
• Link performance and career management;
• Develop career action plans for individuals and organization;
• Describe different methods in career management;
• Explain on the elements of career management framework

TOPICS INCLUDE

• What is career development?
• Importance of career planning and development;
• Processes of career planning and development and the development cycle;
• The role of HR department and the roles of the employee;
• Factors to consider in career development
• Career plateau;
• Alignment with performance
• management system;
• Challenges to career development;
• Career lattice;
• Skills and competencies needed for career development;
• What motivates employees to work towards change;
• Components of a staff development action plan;
• Mentoring.

Course No:  2016-09-05-3-8-1545

Course Title: Supervisory Skills for Senior Executive Assistants

This programme aims at equipping the Senior Executive Assistants with knowledge and skills in supervisory work. It focuses on the role and responsibility of the supervisor and the answerabilities that are associated with this position.

WHO SHOULD ATTEND?

Senior Executive Assistants

HOW PARTICIPANTS WILL BENEFIT

Participants to this programme will be able to describe and show understanding in the practice of supervision and the roles and responsibilities of those in supervisory positions. They will also be able to practice the supervisor's roles of work planning, workforce planning, leadership, communication, motivation and team building apart from practicing the basic skills of coaching, counseling, mentoring, appraising subordinates' performance and manage work discipline.

TOPICS INCLUDE

• The supervisory management job;
• Basic elements of supervision: responsibilities and qualities of a supervisor;
• The supervisor and management roles;
• The supervisor and organization of work;
• Managing individuals, groups and teams;
• Understanding human behaviour and improving human relations;
• Work planning and scheduling;
• Motivating employees and getting work done;
• Improving supervisor-employee communication;
• Handling employee welfare, health and safety matters;
• The peoples' skills of mentoring, coaching and counseling;
• Training subordinates on-the-job;
• Exercising controls and ensuring quality and quantity of work;
• Dealing with workplace conflicts;
• Exercising leadership and making use of power and authority;
• Ensuring financial and cost controls to enhance productivity;
• Measuring employees performance and recommending appropriate rewards

Course No:  2016-08-29-3-8-1546

Course Title: Management Development Programme for Executive Assistants I (Basic)

Executive Assistant profession is a support one requiring secretarial as well as

managerial and administrative skills. It is a profession demanding ethical or moral

conduct where one has to display positive attitude towards executives and other

stakeholders. The profession requires continuous self-development on mental and

physical orderliness.

WHO SHOULD ATTEND?

Executive assistants, Senior personal secretaries and Administrative assistants.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Explain the importance of the role of Executive Assistants;
• Describe management functions;
• Explain the importance of human resource in organization;
• Apply office and boss management skills;
• Manage information.

TOPICS INCLUDE

• Functions and significance of position of Executive Assistants;
• Management functions;
• Principles of management;
• Public relations and protocol;
• Managing the boss;
• Information needs of the Executive Assistant;
• Report writing;
• Communication skills;
• Office imprest and petty cash management;
• Information and time management.

Course No:  2016-08-08-3-8-1548

Course Title: Employee Recruitment and Selection

The activities on recruitment and selection are becoming more complex now with

the concentration of highly skilled people in the labor market. Human resource practitioners and other managers need to have a clear understanding of the recruitment and selection processes as the knowledge will facilitate in acquiring the right candidate for the right position at the right time.

WHO SHOULD ATTEND?

Middle and senior level HR officers/managers in human resources management and

development, recruitment & selection Committee members, Public Service Commission

officers.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Recognize the complexities of recruitment and selection in the modern environment;
• Write job descriptions and draw up person specifications;
• List advertising opportunities including the use of websites;
• Determine on what knowledge, key competencies and abilities required in a candidate;
• Plan, prepare and conduct interviews;
• Use an effective short-listing framework;
• Convene an appropriate selection panel;
• Employ competence-based interviewing techniques.

TOPICS INCLUDE

• The recruitment and selection process
• The recruitment and selection policy and legal issues
• Selection approaches
• Personal skills development
• The art of interviewing and the interviewing process
• Competence-based interviewing
• The job description and person specification
• Making hiring decisions
• Managing induction and probation

Course No:  2016-08-08-3-8-1549

Course Title: Improving Interpersonal Relationships at Work

The importance of effective people skills will never diminish at workplaces even with the advent of new information communication technology (ICT). The new technologies have certainly sped-up the way things get done in the modern workplace, but have also raised the expectations of how fast things need to get done. Today, people do not say they need something done tomorrow. They need it 'yesterday'. With the advent of technology, work in many ways has become easier and faster, but work-related tensions are probably higher than ever before. Stress is everywhere and always and we all know that when tensions are high, the potential for friction between individuals rises proportionately. It does not matter what area of the economy you are because the same forces are at play everywhere. No matter what your line of work, level of authority, professional career, your degree of success depends on your ability to interact effectively with other people. In fact effective interpersonal skills are one of the major key factors for effective people management

WHO SHOULD ATTEND?

The course is particularly suitable for lower and middle managers.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Communicate assertively as a leader with all stakeholders
• Motivate subordinates uniquely but appropriately to foster effective people mobilisation, empowerment and alignment towards achieving organizational goals
• Enhanced ability to manage diverse individuals and groups
• Enhanced self and social awareness
• Effective self- and relationship management
• Effective delegation of tasks and team development

TOPICS INCLUDE

• Personality and behaviour vs relationships
• Influencing through persuasion;
• Effective interpersonal communication;
• Emotional intelligence; self and social
• awareness to foster relationship management
• Leadership and motivation;
• Leadership mastery;
• Becoming a highly effective individual;
• Effective team development and management

Course No:  2016-08-08-3-8-1550

Course Title: Design and Implementation of Human Resource Policies

Well defined policies and procedures facilitate in getting people do the right things,

the right way. The process of development of human resource policies is complex because of the many actors involved. Human resource practitioners need, therefore, acquire expertise and understanding on designing policies that will be appropriate for the organization.

WHO SHOULD ATTEND?

Middle and senior level personnel officers/managers in human resource management and development.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Formulate human resource policies;
• Link human resource policies with the strategic plans;
• Develop criteria for effective policies;
• Explain the different methods in human resource policy formulation;
• Evaluate HR policies.

TOPICS INCLUDE

• Aims and objectives of HR policies;
• Principles of HR policies;
• Essential characteristics of a sound HR policy;
• Origin and sources of HR policy;
• HR policy formulation process;
• Situational variables in policy formulation;
• Policy formulation methods;
• Policy implementation;
• Policy administration, monitoring and evaluation;
• Policy and strategic plans.

Course No:  2016-12-05-3-8-1551

Course Title: Managing the Training and Development Function

Training management acumen is not necessarily something that you can pick up as you go along. As good managers develop, they recognize the fact that they need to enhance their essential skills to really perform in their organizations. This programme will help you to do that by building on your existing training management expertise and developing new competencies within a framework of essential skills for an HRD/Training practitioner.

WHO SHOULD ATTEND?

The programme is designed for Managers and Officers who are responsible for the training function, those who have management of training as part of their overall job and other managers/officers who want a deeper appreciation of the function. Participants will be afforded an opportunity to refocus, refresh and rededicate.

HOW PARTICIPANTS WILL BENEFIT

This innovative programme is aimed at people who need specific, practical guidance on how to manage training/learning in their organizations. Participants will get skills on planning, coordinating and controlling training activities. Hands on experience in managing training cost effectively and preparation of training proposals and budgets is a key attribute of this programme.

TOPICS INCLUDE

• Training policy formulation and administration;
• Training needs analysis;
• Design and evaluate effective training programmes;
• Preparation of HRD plans;
• Performance improvement programming;
• Budgeting and costing of training.

Course No:  2016-08-08-3-8-1552

Course Title: Talent Management

In the developing world and especially in the public service, the attraction, motivation and retention of talented employees is becoming more challenging. This programme will provide an overview of the talent management process, focusing on the three areas of attracting, developing, and retaining talented people in an organization. The programme deals with the issue of talent management from the organization's, as well as the employee's perspective. This programme will emphasize on developing the individuals within an organization.

WHO SHOULD ATTEND?

Senior HR professionals and managers within the private and public sector organizations who are responsible for managing and developing employees.

HOW PARTICIPANTS WILL BENEFIT

Upon the completion of this one week course, participants will be able to describe and demonstrate understanding of the talent lifecycle model as well as the understanding of the value of Talent Management. They will also be able to design and manage an effective talent management system in their respective organizations.

TOPICS INCLUDE

• Evolution of talent management;
• Talent management, an Overview;
• Creating a learning organisation;
• Workforce planning;
• Competency mapping and profiling;
• Employee engagement, performance and retention;
• Competency based recruitment and selection;
• Competency based training and development;
• Competency-based pay and service quality;
• Leadership and succession planning

Course No:  2016-08-01-3-8-1553

Course Title: Enhancing Personal and Institutional Effectiveness

Leadership is about facilitating empowerment of followers and subordinates so as to take responsibility for their lives and own development. A good leader has capacity to envision a promising national or organizational future and influence people to commit themselves to achieving it.

This workshop will focus on enhancing leadership excellence at personal level so that together with those they lead can take their institutions to the next level.

WHO SHOULD ATTEND?

The workshop is ideal for Senior Officers from Government, Executive Agencies, Regional and Local Government, and Parastatal Organizations who are entrusted to create wealth or facilitate delivery of quality life to citizens.

HOW PARTICIPANTS WILL BENEFIT

Delegates to this workshop will acquire leadership knowledge and skills whose application shall make you more effective. You will become more proactive, more action oriented and better at mobilizing, communicating and influencing development initiatives, strategies and activities.

TOPICS INCLUDE

• Concept of personal effectiveness;
• Habits of highly effective people;
• Pillars of excellence;
• Leadership skills for personal effectiveness;
• Translating personal development into institutional effectiveness;
• Characteristics of successful organizations.

Course No:  2016-07-18-3-8-1554

Course Title: Employee Health and Wellness

Extensive studies have shown that a corporate health and wellness program yields significant returns including enhanced recruitment and retention of healthy employees, fewer absenteeism, improved job performance and hence productivity and improved employee relations and morale. It is, therefore, in- evitable that organizations focus on designing and implementing health and wellness programs.

WHO SHOULD ATTEND?

Middle-level Managers from public and private institutions; HR Practitioners and Officers dealing with employee welfare.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Manage employee health and individual wellness
• Appreciate health and wellness at workplace
• Identify elements of a health and wellness program
• Formulate policies on health and wellness at workplace
• Integrate mind, body and soul
• Conduct health risk assessment
• Manage stress.

TOPICS INCLUDE

• Importance of health and wellness at workplace;
• Proper nutrition;
• Emotions, attitudes and behavior;
• Job satisfaction;
• Stress management;
• Practicing self-care;
• Personality effects on attitudes and well being;
• Health and wellness policy;
• Risk management.

Course No:  2016-07-04-3-8-1555

Course Title: Management Development Programme for Executive Assistants II (Advanced)

Executive Assistant profession is a support one requiring secretarial as well as

managerial and administrative skills. It is a profession demanding ethical or moral

conduct where one has to display positive attitude towards executives and other

stakeholders. The profession requires continuous self-development on mental and

physical orderliness.

WHO SHOULD ATTEND?

Executive assistants, Senior personal secretaries and Administrative assistants who

have done Stage I or its equivalent.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Explain the importance of the role of Executive Assistants;
• Describe management functions;
• Apply management knowledge, skills and techniques;
• Manage human relations;
• Apply gender concerns in management.

TOPICS INCLUDE

The content of the training programme will include the following topics:

• Management functions;
• Managing human relations;
• Decision making and problem solving;
• Managing discipline;
• Communication skills;
• Management of committees and meetings;
• Gender issues in management;
• Managing careers;
• Stress management;
• Affirmative Action and empowerment.

Course No:  2016-07-04-3-8-1556

Course Title: Strategic Human Resource Management

The demanding environment of the 21st Century requires governments, organizations and people to conduct business strategically. Focusing on the future while addressing current needs, issues and problems are key to achieving goals. Most countries have come up with long term visions. Organizations and functions are compelled to do strategic planning and develop a road map supported by some architecture.

The resultant HRM architecture must be built on HR goals and strategies which shall translate into HR plans, policies and activities. This course will concentrate on HR strategies development, implementation and evaluation. All areas of the function from managing staff entry, their stay to managing departure or exit from the organization require strategizing. This is the only way for realizing HR deliverables and facilitating the mother organization achieve and sustain a competitive advantage.

WHO SHOULD ATTEND?

HRM professionals and practitioners who need specific knowledge and skills for determining HR vision, mission and goals, as well as HR strategies along with their implementation and evaluation. Officers who graduated the days of Personnel Management will upgrade their competencies by participating in this course.

HOW PARTICIPANTS WILL BENEFIT

You will acquire capability to develop and implement key HRM strategies in areas

such as resourcing and outsourcing, training and development, talent management, performance management and contracting, reward management and industrial relations.

TOPICS INCLUDE

• Overview of strategic HRM;
• HR vision and mission development and realization;
• Developing the HRM architecture;
• Developing HR strategies;
• Implementing HR strategies;
• Management of Intellectual Capital (human capital, social capital and organizational capital).

Course No:  2016-06-27-3-8-1557

Course Title: Training Needs Assessment and Evaluation of Training

Most organizations embark on training on the basis of supply driven, what is available in the market or who has not attended training recently i.e. who's turn. Unfortunately these organizations don't undertake a thorough needs analysis. As a result the same organizations end up training a lot of their employees without a corresponding raise in performance. Even when training is the correct response and the programme is the right one, few organizations attempt to check how effective the programme was. Further, is there any impact?

This practical programme provides the latest methods and tools to be able to complete two most important areas of the training cycle – Training Needs Analysis (TNA) and Evaluation. Participants will be able to demonstrate the added value of training activities. In the current era of financial difficulties, these are the two areas that will really make a difference to any training function.

WHO SHOULD ATTEND?

• Training professionals, HR managers, Officers and Executives responsible for identifying, planning and scheduling training;
• Training, HRD and HR professionals who decide on training interventions;
• Individuals responsible for budgeting, forecasting or justifying training costs to develop and implement training;
• Training/HRD Committee members.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Analyze training needs;
• Evaluate training;
• Gain sufficient expert guidance to be able implement immediately what has been covered during the programme;
• Gain and master the two most important areas of training in today's economic situation
• Develop a standard and auditable approach to training

TOPICS INCLUDE

• Training Needs Analysis;
• Design of TNA questionnaires;
• Preparation of training plans;
• Measuring ROI;
• Assessing the impact of training;
• Validation vs. Evaluation-What is the Difference?
• Should all training be subject to evaluation?

Course No:  2016-06-27-3-8-1558

Course Title: E - Human Resource Management

HRM with its multiple modules has taken care of adding value to the organization as a whole. E-HRM can enable all employees, stakeholders, and business customers to be involved in the business processes electronically. People can work hassle-free, both from within and outside the office workplace. E-HRM facilitates access the employee/ organization related data from anywhere across the world with the help of the HRM system being available via the internet hence giving more agility to access the information from anyplace to get work done and respond to requests faster on the move. These days, with gadgets/smart phones it is all the way easier to keep connected to the internet.

WHO SHOULD ATTEND?

This programme is intended for HRM practitioners at strategic levels in their respective organizations including HR Directors, Deputy Directors and managers and any official with similar job titles with vast experience in this field. Participants to this programme should have prime responsibility for steering organizational performance through value adding HR practices.

HOW PARTICIPANTS WILL BENEFIT

Participants to this programme will be able to identify differences and similarities

between e-HRM and conventional HRM and be able to introduce and measure the effectiveness of e-HRM in their respective organizations.

TOPICS INCLUDE

• E-HRM trends, consequences and current debates;
• The integrated character of the e-HRM concept, its goals, types and possible; advantages and limitations;
• The differences and similarities between e-HRM and conventional HRM;
• Latest developments in the practical field of intersection between HRM and IT;
• E-Human resource management: challenges in the digital era;
• The strategic value of e-HRM;
• Introducing e-HRM in organizations;
• Measuring the effectiveness of e-HRM;
• E-HRM: Innovation or irritation?

Course No:  2016-06-20-3-8-1559

Course Title: Disciplinary Hearing and Grievance Handling

Effective job performance requires that both supervisors and subordinates maintain discipline. We all crave to work in a group that is well organized, well trained, and well disciplined and we all benefit from discipline and suffer from disorder. Employees don't want to be punished but to be supervised and the supervision should not be too much nor should it be too little. They need the 'middle of the road' that allows them to know exactly what they may and may not do.

WHO SHOULD ATTEND?

Middle level managers in public and private institutions; HR practitioners

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to:

• Explain policies, procedures and rules;
• Analyze the labor act;
• Explain procedures in disciplinary hearing;
• Explain procedures in grievance handling;
• Apply management labor relations principles;

TOPICS INCLUDE

• Management labor relations;
• Policies, procedures and rules;
• Employee grievance procedures;
• Disciplinary procedures;
• Main features of labor Act;
• Framing and effecting charges;
• Conflict and power.

Course No:  2016-06-06-3-8-1560

Course Title: Human Resource Management and Development

An organization cannot build a good team of working professionals without good Human Resources. The key function of the Human Resource Management team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety and much more.

WHO SHOULD ATTEND?

This programme would be beneficial to middle and senior level officers/man- agers in human resource management and development as well as line managers.

HOW PARTICIPANTS WILL BENEFIT

At the end of the course participants should be able to :

• Develop competence in the management of Human Resource;
• Build capacity to use essential HRM techniques;
• Examine various HRM & D approaches and applications.

TOPICS INCLUDE

• Systems approach to HRM & D;
• HR policies;
• HR planning
• Management of conflicts and Labour relations
• Training and Development
• HR management skills- Job evaluation, recruitment/selection, counseling and performance Appraisal
• ICT for HRM &D

Course No:  2016-06-06-3-8-1561

Course Title: Human Resource Scorecard

This programme aims at guiding human resource managers and middle level executives involved in human resource management as well as corporate strategy design and implement metrics for measuring the contribution of HR to overall corporate strategic results. The course is suitable for strategy focused organizations and those that are desirous of enhancing their strategic thrust.

WHO SHOULD ATTEND?

This progamme is suitable for Human Resource Managers, General Managers and senior officers in public, private and civic organization involved in strategic planning, human resource management and strategy execution.

HOW PARTICIPANTS WILL BENEFIT

Participants to this programme will be able to describe and demonstrate the changing role of HRM and appreciate the importance of HR as a strategic partner. They will also be able to develop HR score card and undertake a cost- benefit analysis for HR scorecard.

TOPICS INCLUDE

• The HR scorecard strategic architecture;
• Aligning the HR scorecard to the corporate Balanced Scorecard;
• Principles of good measurement;
• Cost benefit analysis for HR interventions

Course No:  2016-12-05-3-8-1562

Course Title: Strategic Human Resource Planning

In this modern era organizations are expected to operate cost-effectively. Gone are the days of over employing staff, hiring unqualified people or even under employing. Either way businesses were affected. Qualified people should occupy their rightful positions. This however requires organizations to ascertain their future business niche, and come up with the correct establishment prior to filling vacancies.

The programme focuses on determining future HR organizational needs (demand forecasting), assessing current employees' performance motivation and potential (supply analysis), comparing future HR demand and current HR supply to determine possible HR surplus or deficit. In the end the programme trains participants to formulate various HR plans whose amalgamation would result in the grand HR plan for the organization.

WHO SHOULD ATTEND?

This programme is a must for HR practitioners assigned the planning function, officers in HRM who wish to multi skill, and those who have joined the function lacking

HR planning skills.

HOW PARTICIPANTS WILL BENEFIT

By attending the programme participants will acquire skills to be able to correctly

scan the environment, undertake organizational SWOT analysis, determine future HR needs based on expected business, assess employees performance hidden talents and potential and develop a realistic HR grand plan for their organizations

TOPICS INCLUDE

• External and internal environmental scanning;
• Planning experiences in the African environment;
• Methods of gathering information for HRP;
• Conducting organizational SWOT analysis;
• HR demand forecasting techniques;
• HR supply analysis process;
• Developing the organizational grand HR plan.

Course No:  2016-05-30-3-8-1563

Course Title: Management Development Programme for Executive Assistants III (Certificate)