Managing Productivity

Talent Management

Module Introduction

Talent management is a process of recruiting, hiring, retaining and developing highly skilled employees. When a potential employee learns an organization has a well-planned talent management strategy it provides assurance of career development and also helps organizations attract the best available talent in the job market. According to research, one of the main motivators for skilled employees to stay longer at a job is to grow and develop their professional capabilities.

Talent management is a business strategy and must be fully integrated within all of the employee-related processes of the organization. Sharing of information about talented employees and their potential career paths across the organization enables various departments to identify available talent when opportunities arise. An organization that maintains such practices makes sure that the best talent is trained and ready to assume the next position in their career path.

Managers play a key role in driving the success of talent management in any organization. The development of team members should be seen as a fundamental duty by every manager. This is best enforced when the senior leadership team views developing others as an integral part of their job. Managers should be aware of every person’s development needs in order to connect them to appropriate growth channels be it on-the-job training, technical skills or any other requirement.

Talent Management training aims at helping participants identify and create an action plan to address the talent needs of your organization.

Learning Objectives

By the end of the module, you should be able to:

  • Identify people who drive the success of your organization
  • Create talent that powers growth and effectiveness
  • Analyze workforce planning and forecasting strategies to find the right people for the right job
  • Understand how to effectively orient and onboard new employees

Individual Outcomes

Well-structured talent management directly leads to increased employee satisfaction, recognition and better productivity.

Organizational Outcomes

Establishing a talent management system helps create clear, targeted and well-communicated practices to promote employee and organizational growth.

Delegation and Team Management

Module Introduction

Successful team management and delegation skills work hand in hand. Effective delegation has the power to solve many time-management issues. This module is crafted to teach your managers to offload tasks to team members effectively and also create a productive team environment.

The first part of the training teaches – why to delegate, when to delegate, whom to delegate, how to delegate and how to keep control. While the second part emphasises on team unity, how to maintain a good team and maintaining team integrity.

Do your managers feel stressed and overwhelmed? If you notice that they are taking more than normal to complete their tasks and the pending jobs are piling up, you must recommend this module to them.

Learning Objectives

By the end of the module, you should be able to:

Part 1 – Delegation

  • Identify the objective of delegation.
  • Explore the advantages of delegation.
  • Learn the Steps to delegate.

Part 2 – Team Management

  • How to unify a team
  • What the characteristics of a good team are
  • How to improve team cohesion

 

Individual Outcomes

Participants would be able to save a lot of time by delegating tasks and managing the team better. They wouldn’t burn out and create an opportunity to be innovative with the time they gained. They would also gain the loyalty of the team members who feel valued.

Organizational Outcomes

The self-esteem of the team members will improve. It will create a platform for future managers and leaders. The employees are motivated, better coordinated and valued. This creates a lively team environment and the trust in management will scale up.

Motivation and Engagement

Module Introduction

Employee motivation is defined as the willingness and interest an employee shows towards the job and organization. It can be observed in the level of commitment, energy and enthusiasm they bring to work. Without a motivated workforce, an organizations future could be at stake. So it is crucial for employers to build their business around maintaining a motivated workforce and constantly remind employees how their individual efforts and contribution play an important role in achieving the company’s overall goals and direction.

Employee engagement continues to be a challenge for many organizations. In order to create a highly engaged workforce, employees should be rewarded for their hard work through recognition and newer opportunities that promote their interest. Measuring existing levels of engagement provides an important benchmark for improvement. Organizations need to identify the behaviours engaged employees display and use it as a yardstick to understand how they can influence the rest of the organization. Employees will be more engaged if they feel they are learning and growing in their role and at the same time adding real value to the business.

The aim is to get employees to buy into the organisation’s goals, ambitions and ethos in a way that will inspire them to want to drive the business. Managers play a crucial role in influencing an employee’s motivation. They act as the first point of contact that can often decide an employee’s nature of tasks, level of performance and rewards. Good leaders get the best out of their teams by getting them excited about performing tasks. With an effective motivational scheme in place, it becomes possible to retain talented workers.

Motivation and engagement training aims to provide valuable insights on creating, building and sustaining an environment of positivity, interest and desirability in the workplace. This in turn will encourage employees to strive to achieve higher standards of performance and be emotionally invested in the company.

Learning Objectives

By the end of the module, you should be able to:

  • Remember key motivation theories that influence management
  • Analyze the link between motivation and employee behaviour at the workplace
  • Apply the learning to motivate your team as a manager
  • Implement effective ways to increase job satisfaction

Individual Outcomes

The learning from this module will encourage individuals to be more determined, focused and productive at work.

Organizational Outcomes

Actively engaged staff members have a sense of commitment to their work and take greater responsibility for it, which positively benefits their job satisfaction, co-workers, and employer.

Performance Management

Module Introduction

Per­for­mance man­age­ment is defined as the con­tin­u­ous process of improv­ing per­for­mance by set­ting indi­vid­ual and team goals which are aligned to the strate­gic goals of the organ­i­sa­tion, plan­ning per­for­mance to achieve the goals, review­ing and assess­ing progress, and devel­op­ing the knowl­edge, skills and abil­i­ties of peo­ple. The performance management cycle must include a clear line of communication between a manager and employee to set expectations in terms of goals, the standard of performance, monitoring and continuous review of work.

The planning phase includes setting goals, expectations and formulating a process to meet those goals. This is followed by monitoring the actual performance of the employee and the effectiveness of the process. It allows the manager to learn about an employee’s strengths and also identify areas of improvement. Maintaining a degree of flexibility in the process can help make adjustments as per changing demands of the task. In the development phase, the manager can assign greater responsibility to a high performing employee and offer training and support to an under performer to boost productivity. Then comes the final phase of rating and rewarding employees and making future plans for career development.

Per­for­mance man­age­ment is ever-changing which makes it a challenging and sensitive activity. When poorly done it results in a lack of motivation and frustration in employees negatively affecting the way they work. Performance management is often confused to mean annual performance appraisal. However, appraisals are only a small part of the process. Organizations are now moving away from the traditional practice of measuring performance annually only to determine whether an employee deserves a raise.

This training aims to introduce tools, techniques and strategies of performance management to help managers enable employees to achieve superior work standards and encourage career growth.

Learning Objectives

By the end of the module, you should be able to:

  • Understand the importance of performance management to boost productivity
  • Create an effective performance appraisal process and cater to employee development
  • Remember common performance appraisal pitfalls
  • Evaluate performance and extend support to employees in terms of coaching and/or counselling

Individual Outcomes

The learning from this training encourages participants to work towards obtaining favourable reviews to get rewarded for their performance and be recognized for their contribution to the organization.

Organizational Outcomes

Well executed performance management can nudge employees in the direction of aligning their goals with the strategic goals of the organization and strive to achieve them.

Coaching and Mentoring

Module Introduction

Coaching is now seen as a growing need in the world of work. It is through coaching the companies can enhance team performance and motivation. The command-and-control style of management is a thing of the past. Organizations are now moving towards and prefer a coaching style of management where employees are given more liberty to be creative and bring a fresh perspective to the way they work. Coaching is more of an informal, ongoing, one-to-one activity than training. It is a process in which the team leader works with team members to solve problems linked to the team members’ work, and so enable them to develop further skills and competencies. Coaching is unlocking people’s potential to maximize their performance.

In the mentoring role, you come alongside the people on your team. You work with them side by side, giving instruction and not just verbal instruction. It’s hands-on instruction. It’s doing the task together. You lead by example, demonstrating additional ways for success. Mentors dig deeper, are more involved in the whole person. This approach is separate from coaching. A coach is change-oriented while a mentor is growth-oriented; a mentor is responsible to develop new abilities and interests in the people they work with. The mentoring role is reserved for managing those people whose performance is above average. While coaching is to inspire and motivate, mentoring is to instruct and guide. When you mentor, it’s your job to teach new skills and explain different outlooks. Mentoring is all about giving people broader outlooks, more things to consider.

This training aims to provide participants with an understanding of the theory and practice of people development through mentoring and coaching. Participants will explore the values, behaviours, skills and capabilities that will enable them to understand and develop themselves and others.

Learning Objectives

By the end of the module, you should be able to:

  • Understand the purpose, value and nature of coaching and mentoring
  • Apply core principles of coaching for performance and develop key skills and competencies
  • Create and establish relationships with mentors to enhance your performance

Individual Outcomes

Coaching and mentoring training helps participants build self-image and confidence of others.

Organizational Outcomes

This training helps the organization build a strong foundation in terms of learning and development, empower employees and create powerful leaders.

Problem Solving

Module Introduction

Problem-solving is an integral part of organizational life. Every time a manager or leader directs people in producing a product or service, problems are being solved and decisions made. Every time any member of an organization thinks of a new way to reduce costs, invents a new product or service, or determines how to help the organization function better in some way, problem-solving is taking place.

Problem-solving has long been recognized as a key to managerial effectiveness. Much of a manager’s work includes organizing their own and their subordinates’ activities, planning (for either anticipated or unanticipated circumstances), choosing their own managerial strategies, and a wide range of other decision-making activities. Problem-solving has been identified as an important managerial competence in the selection and development of managerial talent, in creative planning by groups, in conflict resolution, and for organizational adaptation. Problem-solving is a valuable skill that can really only be learnt, and perfected, through continual practice

The training program is aimed at developing familiarity with problem-solving approaches and applications of a few proven problem-solving tools in an organizational context. 

Learning Objectives

By the end of the module, you should be able to:

  • Understand the importance of problem-solving as a key managerial skill
  • Understand the difference between problem-solving and decision-making
  • Familiarize with general approaches to problem-solving
  • Apply 5 Why and 5 How analysis tools for problem-solving
  • Apply Fish Bone Diagram or Cause and Effect Analysis tool for problem-solving
  • Apply 8 Disciplines (8-D) Model of problem-solving
  • Apply Six Thinking Hats for creative problem-solving

Individual Outcomes

Participants would be able to understand approaches to problem-solving at the workplace and the use of application of proven problem-solving tools to ensure effective and efficient delivery of products and services as well as to be aid managerial decision-making.

Organizational Outcomes

The application of problem-solving tools would enable the organization to improve its process performance while promoting teamwork and greater alignment of staff with the organizational objectives.

Conflict Management

Module Introduction

A conflict arises when individuals have different opinions, thought processes, attitudes, interests, needs and find it difficult to adjust with each other. When individuals perceive things in dissimilar ways and cannot find the middle way, a conflict starts. No organization can survive if the employees are constantly engaged in fights and conflicts. As a result of conflicts, employees waste their maximum time and energy in fighting and find it very difficult to concentrate on work. The time which should be utilized in doing productive work goes into finding faults in others.

The cause of conflict can arise everywhere and anywhere due to all of us having our interests, personalities, thought processes and reactions. It is, of course, wise to question the situation, analyse and resolve the problem rather than allowing the conflict to continue. Employees must give their hundred per cent at work to ensure maximum productivity.

The issues which result in conflict must be controlled at just the right time to prevent the eruption of a big fight. This is where conflict management plays an important role. Helping resolve a hostile work environment.

Conflict Management training can help employees build a strong professional bond and working relationship. It allows people to express their thoughts and opinion with confidence and also respect others way of thinking to reach a mutually beneficial solution to any issues they may face.

Learning Objectives

By the end of the module, you should be able to:

  • Understand conflict as a natural process of growth and progress
  • Categorize workplace conflict arising from different sources
  • Recognize the level of conflict to address it appropriately
  • Know the most suitable approach to resolve a conflict in a given situation
  • Use the step-by-step resolution process to successfully manage workplace conflict

Individual Outcomes

Improves conflict competence by equipping the participant to handle difficult situations objectively and engaging others constructively.

Organizational Outcomes

Enhances employee engagement and promotes cohesion which in turn create a positive work environment.

Project Management

Module Introduction

Project management is not new and has been practised in different forms in the past and is driven with great rigour by a widely accepted framework in recent years. A common aspect between famous World Heritage sites such as the Great Pyramid of Giza, Taj Mahal, The Italian Colosseum and events witnessed closely in one’s life such as house construction, or a book release is they all have been an outcome of a planned set of activities undertaken in a methodical and a process-oriented manner which is referred to as project management.

A project is a temporary endeavor undertaken to create a unique product, service, or result, while Project Management is the use of knowledge, skills, and tools to manage such a project from start to finish with the goal of meeting the project requirements within the constraints of scope, schedule, cost & quality.

Broadly, the factors that lead to the creation of projects emerge from people, business, legal, and technology constituents. The importance of project management cannot be more emphasised in the present times that is not only characterized by a rapidly changing and volatile global environment but also faced with challenges that are complex with tighter budgets, shorter timelines, scarcity of resources, and rapidly changing technology. While the choice can differ from the traditional waterfall, iterative models to contemporary Agile, Lean methodologies depending on individual Organizations requirements, it is important to follow an organised project management approach to gain from productivity, efficiencies, quality delivery apart from meeting organization objectives, and satisfying stakeholder expectations.

The training program is aimed at applying project management concepts, tools and techniques by understanding its framework, lifecycle and individual processes that will enable in meeting the organization’s goals.

Learning Objectives

By the end of the module, you should be able to:

  • Understand Background of Project Management
  • Understand Definition of Projects and Project Management
  • Understand Importance of Project Management
  • Understand Key Concepts & Framework
  • Understanding of Project Lifecycle
  • Understand of Project Environment
  • Understanding of Project Initiation
  • Understanding of Project Planning
  • Understanding of Project Execution
  • Understanding of Project Monitoring & Control
  • Understanding of Project Closing
  • Understanding of Lean Management
  • Understanding of Kanban Board

Individual Outcomes

Participants would be able to initiate projects with a project charter, defining scope, scheduling projects, managing quality & risks and estimating costs apart from communicating and engaging with key stakeholders, to meet project requirements effectively and efficiently.

Organizational Outcomes

Improved project outcomes by delivering better productivity, operational efficiencies, optimum resource utilization that would help the organization achieve its objectives in better cost control, resource management while still delivering customer and stakeholder requirements consistently and efficiently.