At the end of the Workshop, the participants should have:
understood the concept of job competency profiling and its applications;
clarified the identified core inter-functional competencies;
identified the key functional competencies for each job and its expected level of proficiency;
agreed on a draft form which serves to identify individual competency gaps for improvement; and
identified development opportunities.
Programme Objective
This Workshop will focus on producing the following key outputs:
Core functional competencies for key jobs;
Job competency Profiles of key jobs in the department;
Competency development form;
List of competency development opportunities; and
Implementation framework including communication strategy.
Methodology
A variety of learning methods will be used in the Workshop to achieve the intended objectives, viz:
Pre-Workshop assignment
Exercises/examples
Short Lectures/presentations on concepts
Skills practices
Plenary discussions
Syndicate discussions/presentations
As this is an application-bias Workshop, it is highly recommended that pre-Workshop assignments be given. The purpose of Pre-Workshop Assignments is to ensure that people are given the opportunity to think through the issues and be prepared to produce the expected outputs at the Workshop.
All participants must come to the Workshop ready with the following:
Read through the Workshop notes;
Completed Pre-Workshop Assignment;
Descriptions of ‘Task Analysis’ for all the key jobs in their department; and
Job descriptions of key jobs in their department, if any.
Who Should Attend?
Selected experienced line managers who are familiar with the core tasks of jobs in the department. The participants should be analytical and willing to contribute at the Workshop. The Workshop size should not be more than 20 for effective interaction.
As far as possible, participants should be grouped by similar functional backgrounds.
Participants: Selected experienced line managers who are familiar with the core tasks of jobs in the department. The participants should be analytical and willing to contribute at the Workshop. The Workshop size should not be more than 20 for effective interaction.
As far as possible, participants should be grouped by similar functional backgrounds.
Safety is a business proposition and it has become part of the business agenda of successful organizations. There is a cost and quality benefit in implementing safety correctly and effectively throughout the organization. A safe operating environment can also enhance the image for the organization.
This programmme is designed for organizations that want to take safety performance to the next level and build a foundation for far reaching organizational excellence. This programme will create a greater awareness of the importance of safety as an important and integral part of the day-to-day business of the organization. It is designed to show what leadership practices are most effective in managing safety within the organization and when dealing with outside parties including contractors, subcontractors and suppliers.
Programme Objective
Current Concepts in Work Safety and Health.
Legal and Regulatory Compliance (Common and statute law- OSH Act).
Hazard and Risk Management (Identification, Assessment, Control and Safe System of Work).
Principles of Incident and Accident Prevention (accident causation factors, accident investigation and accident reporting).
Workplace Inspection and Observation Skills.
The implementation of Behaviour Based Safety.
The importance of Good Safety Practices in Housekeeping.
Machinery & Engineering Hazards (risk & reliability, system engineering, machinery hazards, fire hazard identification and designing for safety).
Material and Manual Handling, Forklift Safety, Chemical Handling and PPE.
The importance of Locking Systems – security versus safe egress.
The essence of Independent Safety Audits and Safety Reviews.
Use of Appropriate Clauses in Tender and Contract documents.
Implementation of a Safety Management System – making safety as part of the business plan.
Tools and Processes to Implement a Positive Safety Culture.
Methodology
The course will include lectures, group work, case studies and discussions.
An independent safety audit on site conducted by independent consultants. A report will be provided to management. The duration of the audit will depend on the size of the plant, plantation or premises.
Career Management is concerned with the different ways the organization and employees can effectively manage and develop the employee’s careers. Of the many career management models, the career performance model such as the Four Stage Career Model is a popular and useful tool.
Application of this model is a key feature of the program. It will address the formal stages of career management and development and the roles through which the individual employee progresses. The program also expands the concept of a one track career system to a dual track career system for the employees’ career development in the organization.
Programme Objective
Understand the basic steps of career management and Development process
Learn to differentiate organization and individual employee’s roles in career management
Understand the concepts and application of single and dual career tracks
Understand the application of the Four Stage Career Model for management and echnical/professional career progression.
Who Should Attend?
This program is designed for managers and executives concerned with individual career planning and/or managing organizational career management in the organization.
“The goal of coaching is the goal of good management: to make the most of an organization’s valuable resources.” – Harvard Business Review
Coaching is fast gaining a widespread recognition as the challenge for people development professionals is to enhance organizational effectiveness through behavioral changes in the executives. Using an integrative approach our consultants are capable of identifying and developing a leader’s and manager’s required competency for improving as individuals or as part of a team through unlocking the individual’s or team’s potential.
An effective approach to coaching is by establishing a partnership between the coach and coachee, the manager and subordinates or the leader and team members. The primary aim is to facilitate individual learning and growth, gaining greater self confidence of those being coached and the achievement of the desired results or goals.
CDC Consulting uses a proven coaching process and techniques known as the GROW Model for conducting coaching sessions with the clients personnel. Coaching and counseling subjects are also offered as in-house training courses for client organizations.
“No man will make a great leader who wants to do it all himself, or to get all the credit for doing it.” – Andrew Carnegie
A team is usually made up of a number of persons who are mutually interdependent, cooperating with each other to achieve a unified common purpose. The outcome of effective team performance is what organizations are constantly looking for.
Instituting an effective team building and development process within an organization requires practical knowledge and skills generally found in a number of skills-based programs such as: Leading A team, Managing Team Conflicts and Optimizing Team Development.
A quality team which is the ultimate aim is characterized by the setting of clear team goals and direction, establishing well defined roles and accountability for team performance. Instituting an effective team development process as well as interpersonal relations are the key ingredients for a well functioning team that can bring tremendous benefits to an organization
Successful organizations thrive on good team work as an effective means to organizational success.
