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Training
Presently, the training sessions
we have conducted are focused on the following:
- Customer Service
- centers
on the different key principles in customer
satisfaction and steps to take, to segue
towards customer delight. (Participants
: Managers, Supervisors, Rank & File)
- Strategic
Planning
- a
most effective tool of management to identify
its business priorities, evaluate its
resources, assess its personnel capabilities
and establish performance goals. (Participants:
managers, supervisors, rank and file)
- Performance
Management System -
organizes the overall system of monitoring
the job performance of personnel. It endeavors
to evaluate work performance to tangible,
specific benchmarks. It makes the Performance
Appraisal measurable. (Participants: for
all supervisors and managers)
- Personality
Development -
includes Business Ethics, Social Decorum,
Etiquette, Good Grooming, Business Protocol
and Negotiation. ( Participants: Managers,
Supervisors, Rank & File)
- Personnel
Handling -
emphasizes Effective Delegation, Personnel
Evaluation, Developing and Motivating
People. (Participants: Managers &
Supervisors)
- Time Management
- teaches
participants to manage time segments better,
prioritize, and define use of time in
the light of work objectives.
(Participants: Managers, Supervisors,
Rank & File
- Presentation
Skills
- gives participants techniques in oral
reporting, conducting meetings, sharing
training inputs and public speaking. (Participants:
Managers, Supervisors).
-
Team Building
for Productivity
- focuses on processing a group to achieve
and work for common goals. This training
is a must for production driven companies.
(Participants: Managers, Supervisors,
Rank & File)
- Productivity
and Control - defines productivity
goals and assessments of achievements
and performance for benchmarking. (Participants:
Managers, Supervisors, Rank & File)
- Managerial/Supervisory
Skills I - provides exposure for participants
to know all management functions; planning,
organizing, leading and controlling.
(Participants: Managers & Supervisors).
-
Managerial
Development - shows ways to deal
with intricate patterns in human behavior
and motivation, harnessing intuitive
sense of handling people and getting
what you want to achieve. (Participants:
Managers)
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Coaching
& Counseling - centers on do's
and don'ts in mentoring personnel, focuses
on skills to "read" your people
and handle professional and personal
problems that would get in the way of
work. (Participants: Managers, Supervisors)
-
Trainer's
Training - includes basic trainer
skills; Needs Assessment, Program Designing,
Program Research, Conducting the Training,
and Evaluation.
(Participants: potential behavioral
trainers and technical trainers)
- Advanced Trainer's
Training - participants should already
have had Basic Trainer's Training Course
and have also conducted some form of training.
This course focuses on processes, group
development and facilitating skills.
(Three days, live-in for trainers)
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Business
Planning- focuses on creating a
feasible business plan for a new small
and medium scale business. This focuses
on a step-by-step process of putting
together a viable business. ( Participants:
managers and new entrepreneurs)
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Project Management-discusses
the different phases of managing a project:
Defining, Planning, Implementing and
Monitoring. (Participants: entrepreneurs
and managers in-charge of certain projects)
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Communication
Skills - deals with verbal, non-verbal,
symbolic types of communication, hindrances
to communication, communication levels,
inter-intra communication, upward, downward,
lateral levels of communication, openness
and listening skills.
(Participants: Managers, Supervisors,
Rank & File).
- Business Writing
- outlines techniques in improving written
communication; focuses on grammar, common
usage and practical composition/letter/memo
writing.
( Participants: Managers, Supervisors)
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We provide each company with
a Training Needs Analysis (TNA) which defines
the parameters of the training to be conducted.
It also shows an objective point of view distinguishing
perceived needs vis-à-vis real needs. Questionnaires
shall be used, client interviews are done and
the Table of Organization with the corresponding
job description analyses is assessed before the
training. This is to maximize training-effectiveness
in the long-term basis.
Part of an effective program of development, is
to have a Strategic Planning Workshop for all
the Heads of the different companies in your industry
to define and direct the goals, which each company
may take.
| After
we have conducted the series of training sessions,
we offer a very unique feature in our training
effectiveness program, the cliniqu-ing or
training follow-through. We conduct another
survey, parallel to the TNA to check the efficiency
and effectiveness of the program. Another
set of questionnaires is provided and a feedback-interview
session with the corresponding department
heads is held. |
This added feature has been
proven effective, as it has also showed a miniaturized
laboratory feedback in performance evaluation.
Retainer services for
Training and Development shall include expected
targets, identified skills develop and monitoring
of developmental growth may be discussed accord
to needs and company mission/vision.
Training
Needs Analysis (TNA) / TNA Software
The TNA measures the perceived
training needs of your individual employees, department
and company.
Recruitment
We have had tremendous
experience in recruiting quality people for
organizations
We have the eclectic approach consisting of
Sorting applications, Testing, Interviewing,
and Background Investigation. Other pertinent
data are also garnered to ensure that the
needs of the company are met. |
To ensure quality hiring,
we source the short-listed candidates who would
undergo a rigorous recruitment process. The hiring
company then goes through the candidate list and
decides on the best hiring choice. We further
assist the company in determining the marketable
level of each needed position.
The Recruitment shall
be based on the monthly compensation of the hired
employee. There is no fee for applicants not accepted
or hired. However, if certain recommendees from
the management of the client organization shall
ask for a comprehensive background investigation
an additional fee is included.
Compensation
& Benefits
An in-depth study is made of
positions, which are integral, redundant or minor
in the business process.
As part of a comprehensive Job
Evaluation/Compensation Analysis, we include a
summary of employee profile, review of performance
against job description and accountabilities,
salary structure and salary range. We make a review
of salary range levels as a comparative study
to fair compensation, job specification, accountability
and performance. We also include a general testing
survey of the present skills, capabilities, qualifications
and management style. This enables the company
to establish a competitive salary package to retain
the good performers and improve the slow ones.
Furthermore, we provide a must-improve list in
the areas of management development, training
program development and individual qualifications
of personnel.
Organizational Diagnosis
may also be attached herewith using the Managerial
Grid Profile as basis for management growth.
| The external Compensation
and Benefits Analysis is a study of the salary
scale, per diem, and other company benefits
of all the companies who are members of the
industry. This is a comprehensive study and
analysis of compensation of all the companies
within the industry. |
Retainer services in the sections
of Compensation and Benefits which focuses on
assistance on our part shall be discussed as soon
as the internal Compensation and Benefits Analysis
has been agreed upon.
Employee
Relations
| Human
Resources as it is viewed in the present global
setting tend to nurture its people. The gives
way to employee relations program that consists
of labor relations and employee organizational
activities. |
| We may
create, enhance, develop and assist the company
in this field. It would include labor relations
training for department heads and other supervisors;
creating, editing and implementing a Code
of Discipline (employee sanctions);
organizing employee activities and putting
together Employee Dialogue System.
We could also create, edit, improve your Employee
Handbook which includes an employee
program for information dissemination. Retainer
services for employee relations may be discussed.
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Retainer
Services
Consultancy on a retainer basis
can be arranged to suit your company needs.
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