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advanced EXCEL DASHBOARD TRAINING

Generate stunning dashboards and reports that will turn heads in your organisation. Learn how to aggregate and transform large volumes of data into succinct visual content. Leverage Excel functionality to build sophisticated, interactive tables and charts to improve the quality of your reporting. Learn the theory behind dashboard design so you can produce the same high quality output time after time.

This Dashboard Course will teach you everything from the design of your calculations to the layout of an effective Dashboard report. Follow these simple rules every time and your spreadsheets will have structure and the production of easy to update Excel dashboards will be knowledge you possess.

Creating an Excel Dashboard is mostly about structure. The report has to be laid in just the right way to be able to generate the look and feel you require. The course will cover these elements.

The final report should be simple and the information should simply fall into the dashboard in a very easy to follow way. Creating highly flexible calculations is the key.

On completion of this course, you will be able to create your own Excel dashboards which have a stunning look and feel and are the talk of your office. Invest in yourself and your skill-set will flourish along with your ability to generate stunning Excel dashboard reports.

This is a self-paced dashboard course where you will build a number of excel dashboards form the calculations to the charts to the layout. The more you practice my technique the more adept you will become at creating dashboards that have an exceptional look and feel. The course contains self-paced video content where you get access to all the lessons and download files upon registration. The lessons are packed with all I have learned about the structure and layout of a spreadsheet to create highly interactive beautiful dashboards.

Exploring Excel Dashboard Best Practices

Analysing ideas on sourcing the relevant financial and non-financial information
Understanding your key KPI’s and how you can assess whether you are meeting your targets
Assessing excel tools and functions that are vital for dashboards (create templates using the examples)
Using Pivot Tables as the dashboard
Using Pivot Tables to re work data to be used in a dashboard
Analysing IT Sparklines
Explaining Charting and Graphing
Assessing Forms and controls (for drop down lists to choose what you are comparing)
Analysing Conditional
Formatting
Creating dashboard heat maps
Highlight top and bottom products/people etc.
Highlight missed budgets and forecasts
Key functions for Dashboards including
OFFSET
VLOOKUP

AGGREGATE

Discussing Data Analysis

Data analysis theory and data relationships
Data analysis tools
Using excel as a data analysis tool
Chart and table design

Assessing Dashboard Reporting

Common mistakes in dashboard design
Charting review
Adding icons and images to dashboards
Effective use of colour and logos
Making dashboards dynamic
Must know tools and techniques
Formulas you simply can’t live without
Charting for dashboards
Bullet-proofing your dashboard
Essential advanced tools

Excel Dashboard Tips and Tricks

Linking cells to a text box
Linking cells to chart labels

Excel Dashboard Challenges and Solutions

Comparing time series
Assessing seasonality in a business
Mixed metrics and KPI’s (e.g. comparing financial information with production

details)

Comparing year on year results
Showing actuals versus budgets versus forecasts
Predicting where you are going to end up at year end

Knowledge Required for Excel Dashboard

Training

Basic Excel Skills

Opening and closing files
Moving around the spreadsheet
Inserting and deleting rows and columns
Inserting text and formulas
Deleting cells
Copying formulas
Printing

With our In-house Training, you SAVE on transport and accommodation and you enjoy the liberty of your venue and having the training at your time.

Trainers without Borders offers customised solutions for your training needs. Please contact us for more information.

APPLY LEADERSHIP CONCEPTS IN WORK CONTEXT

APPLY LEADERSHIP CONCEPTS IN WORK CONTEXT (LEADERSHIP SKILLS AND MANAGEMENT TRAINING)

Strategic leadership occurs in three key places within an organization:

(1) At the top, where strategy for a number of business units is formulated over a given time period;

(2) In the middle, where top down strategy is translated into a business unit or regional strategy and goals are created; and

(3) At a department level, where the business unit strategy goals are translated into a number of individual objectives which are executed. At these three key levels, strategic leadership provides the scope and direction to help drive success for the organization. A major part of this success is derived from effectively managing continuous change through improvements to both people and processes. For that reason, all executives and managers must have the tools necessary for strategy formulation and implementation, and they must be ready to use those tools at a moment’s notice. Managing in an environment of change and uncertainty requires strategic leaders to consistently maintain a sense of direction, while simultaneously building ownership of goals and objectives for action within the teams they are responsible for leading.

At Trainers without Borders, we believe that if you’re an aspiring manager you can learn to be a great leader. This foundation course provides you with key insights, tips and skills to better manage, perform, motivate and ultimately become a successful leader. During this introductory 3 days course, you will learn why management matters, and how successful leaders build high performing teams. Ultimately, leaders develop others to make a significant contribution to their work. If you are looking to increase your skills around management and leadership, and if you believe you have what it takes to lead, then register now to start this evolution.

Learn practical tools that you can use in real-life situations.

Learn new Leadership and Management techniques
Get the best performance from yourself and others
Communicate your goals with greater clarity and confidence
Properly plan, prioritize, and delegate tasks: Effective time management skills
Handle difficult people and manage conflict situations
Improve your motivation, self-confidence and self-control
Create and sustain a Positive Work Atmosphere in the rest of the team

Leadership – Role, Skills and Styles

Definition and the Leadership Grid
Collaborative leadership
Transitional leadership
Visionary leadership
Situational leadership

Leadership and Self-Management

How do you get the best from yourself and others?
Self-assessment tools and approaches
Leadership traits and styles (theory and application)
Emotional intelligence
Gender and leadership
Develop the six key leadership management skills
How to develop goal focus
The accurate use of language: clear, persuasive and friendly
Distinguish the positive critic from the negative cynic
How your mental attitude affects your results
Inspire more optimism and motivation in yourself and others
Eliminate fear and replace it with confidence
Time management training
Understanding “deadline pressure” and “value”
Distinguish between being “busy” and being “productive”

Leadership and Communication

Define your most important ideas
How to handle difficult people
Use factual, objective language
Prepare your message in advance
Distinguish Reasons from Excuses
When to compromise and when not to
Action plan

Leadership and Problem-Solving

Problem solving steps
Identifying the problem
Techniques for developing alternatives
Getting consensus
The leader as a problem solver

Leadership and Management

Authority Vs. Responsibility
Delegation and Acceptance
Roles and relationships
The manager as a leader
Being a leader: Bridging the gap
Managing poor performance
Group exercise (break away session and report back)

Leading people

Understanding and leading individuals
Coaching, mentoring and facilitating
Creating and leading teams

Direction and strategy

Strategic focus and direction
Shaping values and cultures
Change leadership

Developing leaders

Models and theories of leadership development
Leadership development for yourself
Leadership development for others

Influential leadership

Influence and persuasion
Working with politics and power
Leadership beyond the municipality

Conducting Meeting

The ability to plan a meeting and structure an effective agenda
Describe the benefits of having an agenda
Techniques to deal with different view during the meeting
Ability to effectively manage the three phases of a meeting — before, during, and after
Tools and structures to run an effective meeting
Ability to successfully facilitate challenging situations
An understanding of how to use strategies and techniques for dealing with difficult behaviors
Checklists, tools, and formats for face-to-face and virtual meetings

Application of Organisation’s Code of Conduct at the workplace

the humanity of a human being
five facts of workplace ethics concept?
create and implement a workplace code of conduct
explain Work Relationships to your team members
understanding about workplace Safety
Manage Conflict in a Team and Resolving Issues
How do you react to conflict?
Recognizing and addressing conflict in teams

With our In-house Training, you SAVE on transport and accommodation and you enjoy the liberty of your venue and having the training at your time.
Trainers without Borders offers customized solutions for your training needs. Please contact us for more information.

COACHING AND MENTORING COURSE

COACHING AND MENTORING COURSE COURSE OVERVIEW

Coaching and mentoring Coaching is increasingly becoming one of the most sought after and important skills for anyone in a work environment. It is a skill that no manager can live without. The days of direct commands from managers to their employees are long gone. The importance of inspiring and guiding employees to realize their abilities and discover their power and responsibilities can no longer be ignored. This is why any successful company is now deeply interested in formal and informal coaching carried out continuously in the workplace. Coaching skills is not only limited to managers, it is a skill applicable to everyone in any setting. These skills can be used to connect with others and to inspire, motivate and guide them in overcoming their problems and getting results. This course allows you to understand more about human psychology and learn how to ask the right questions and correctly share your opinion with others.

Coach, Mentor, Role Model, Supporter, Guide… do these words ring a bell? Being a coach involves being able to draw from several disciplines. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Mentor-ship is a related skill that is often a part of coaching. It’s about being a guide, offering wisdom and advice when it is needed.

Knowing how and when to coach (and when to use other tools, like mentoring) is an essential skill that can benefit both you and your organization.

Learning Objectives

After you complete this Coaching and Mentoring course, you will be able to:

Understand how coaching can be used to develop your team.
Develop the coaching and mentoring skills that help improve individual performance.
Demonstrate the behaviors and practices of an effective coach.
Recognize employees’ strengths and give them the feedback they need to succeed.
Identify employee problems and ways you can help to correct them.

Course Overview Part of your responsibility as a manager is to boost employee performance-and what better way to do that than through coaching and mentoring? Improving feedback skills

Course outline summary:

The roles of coach and mentor, what’s the difference?
Appropriate and inappropriate interventions of both roles
The importance of learning and development
Flexible approaches to coaching
Empowering language
Listening skills and questioning techniques
The ability to summarize
Giving feedback skills
Essential skills for coaches and mentors
The structure of a successful coaching session
The facilitation of learning in others
Powerful counselling tools
Action planning

Want this course tailored to meet your exact needs?

COMPREHENSIVE EMPLOYMENT EQUITY WORKPLACE SOLUTIONS

COMPREHENSIVE EMPLOYMENT EQUITY WORKPLACE SOLUTIONS

Not only is employment equity a legislative requirement, but equity is the cornerstone for sustainable growth in South African organisations. This course provides delegates with an integrated approach towards employment equity in the workplace. Specific focus will be placed on various tools and processes that form part of a broad approach towards employment equity. Most Human Resources practitioners will benefit from this course. In this outstanding two-day workshop, you’ll gain the knowledge insight and tools you need to develop an employment equity insight and tools you need to develop an employment equity strategy that complies with the latest legislation and that meets the operational needs of the organisation. It will help you to minimize conﬂicts arising from employment equity related misunderstandings

Capacity Building

· Employment Equity Compliance Assessment

· Employment Equity Policy Development Workshop

· Employment Equity Strategy Formulation Workshop

· Employment Equity Managers Workshop

· Employment Equity Committee Workshop

· Employment Equity Forum Constitution Development Workshop

· Line Management Workshop

· Employee Awareness Workshop

· EE for HR Managers

Implementation Services and Products

Conducting an analysis (EE Audit)
Workshop to determine EE Barriers (based on Audit)
Workshop to determine Afﬁrmative Action Measures
Employment Equity Scorecards for Benchmarking
Numerical Goals (Targets) Setting (using numerical goals model)
Develop/Review Employment Equity Plan(s)
Develop/Review & Implement Monitoring Systems

Learning Outcomes

Upon completion of this course delegates will be able to:
Handle various employment equity issues using the appropriate methods of resolving challenges and consulting the relevant legislation
Successfully complete the EEA2 and EEA4 forms for the Department of Labour
Debate issues relating to employment equity
Provide advice to line managers regarding employment equity issues in their respective organisations
Institute the necessary processes leading to the establishment of an Equity Plan, which conforms to requirements of the relevant legislation
Develop an employment equity strategy that complies with the latest legislation and that meets the operational needs of the organization
Minimize conﬂicts arising from employment equity related misunderstandings

EFFECTIVE RECORDS AND INFORMATION

EFFECTIVE RECORDS AND INFORMATION MANAGEMENT AND STANDARDS

In this time and age, it is critically important for any entity to keep track of its records, and keeping these records depends entirely in the manner in which the records are managed. Furthermore, having proper documented records improves the efficacy of the organization because you simply have the correct document at the correct place. In any organization or company there is just simply too much information and to cut down time lost on information; it is a critical strategy to employ records management structures. In addition, for any organization or entity there needs to be a compliance with the relevant legislation and guidelines in as far as recording keeping is concerned

Outcomes of the Training

Learning how to accurately and completely document records and information in any organization
Understanding the concept of records control and information management in relation to your entity
Deducing the creation and maintenance of information control necessary for documentation
Breaking down records and information management techniques to simplify record maintenance
Grasping the legislation surrounding records and information management and records disposal
Creating space for an entity to function more efficiently through proper records and information
keeping systems
Establishing quicker and faster ways of records and information retrieval and safe keeping
Crystallizing the whole records and information management cycle from the beginning to end
Providing assistance and guidance on good practice to delegates about records and information management

Introducing Records and Information Management

Understanding the difference between information and Records
Potential benefits from Effective Information and Records Management
Potential consequences of Inadequately Managing Information and Records
Awareness and Understanding of Records and Information Management
Defining records management in line with its functions
Identify records storage techniques and avenues for effective records management
Discussing the life cycle of records management and the basic functionalities.
Designing, Implementing and Maintaining A File Plan
Origin of a File Plan
Composition of a File Plan
Attributes of an Effective File Plan
Basic Requirements of a Good File Plan
Necessity of an Effective File Plan
NARS Standards
Understanding the Various Types of Records and How They Are Managed
Identifying the various forms of records in an organization and how each is managed
Understanding the implications of not keeping public records in case they are lost
Laying out legislative requirements of records management for both the public and private sector
Managing records as a basis for an effective delivery of services

State Records Retention (For Local Governments and State Agencies)

An overview of records laws and current administrative rules within Southern Africa Developing and using records retention schedules to maintain and dispose of records
Understanding records inventories, records analysis and appraisal
Following procedure to submitting records retention schedules for approval
Underlying the Existing Legislation on Records and Information Management
Applying records management principles to electronic records
Understanding the records management legal framework as it applies to your organization

Records Management Program

What is an Electronic Records Keeping
Who is responsible for the management of Electronic Records information
Electronic Record keeping Requirements
Compliance of Electronic Records document
Importance of Records Keeping in an automated environment
How are Electronic documents Different from Paper
Challenges of Electronic Records
Electronic Records Capture
Registering a record – Unique ID, time and date when record entered system
Assigning classification metadata to record(s)
Storing record(s) in the ERMS
Adding further metadata to record(s), and retaining them in a tightly bound relationship

Classification Scheme of Electronic Records

The system must automatically assign appropriate classification metadata to records and files
Providing linkages between individual records
Determining appropriate retention periods for records
Determining security protection appropriate for sets of records
Electronic Records Audit Trails
A system audit trail is a record that tracks operations performed on the system
The systems that create, capture, and manage electronic records maintain inviolate records that are protected from accidental or unauthorized alteration
The audit trail typically documents the activities of creation, migration and other preservation activities

Electronic Records Retention and Disposal

The system must include an automated, schedule-driven disposition management plan
The system must provide for the automated retention of records with long-term value
The system must provide for the automated destruction of records

Managing Social Media Records

Introduction
Understanding Social Media
Social Media as a record.
Retention of Social Media communications
Social media as a records management tool

EMPLOYEE WELLNESS SUPPORT,

EMPLOYEE WELLNESS SUPPORT, HEALTH AND PRODUCTIVITY MANAGEMENT WORKSHOP

Health and productivity management (HPM) are convergent efforts to promote and maintain the general health of employees through prevention, intervention, awareness, education, risk assessment and support in order to mitigate the impact and effect of communicable and non-communicable diseases and injuries on the productivity and quality of life of individuals

Improved employee health
Lowered disease prevalence rates
Decreased employee absenteeism
Improved productivity
Reduced new-hire training costs
Lowered medical costs and fewer claims
To promote self-evaluation internally
To provide an opportunity for individuals to assess themselves

Self Care and Self Management

“Self care includes both self care and self management. Self care is about individuals taking responsibility for their own health and well being. Self management is about individuals making the most of their lives and coping with difficulties and making the most of what they have. It includes managing and minimizing the way conditions limit individuals’ lives as well as what they can do to feel happy and fulfilled to make the most of their lives despite the condition” Skills for Health.

HOW TO ASSESS YOUR EMPLOYEES’ WELLNESS NEEDS

Where to start? What is employees’ Wellness
What policies are in place for employees’ Wellness
Helpful data sources and their utility in planning
The importance of good baselines
When to use wellness interest surveys
An alternative to ”build it and they will come.”

HOW TO DECIDE THE SCOPE OF YOUR WELLNESS PROGRAM

Identify high-risk populations within the workforce
Target those populations with interventions and
engage participants to assume responsibility for
their health actions
Linking scope decisions to your program model
Implications of scope decisions
Measure your outcomes and ROI by tracking
participants diligently

HOW TO BUILD A SOUND WELLNESS PROGRAM

The mistake most employers make
The key pieces of your infrastructure
Matching your infrastructure to your program
model
Resource implications
What a robust infrastructure looks like

OCCUPATIONAL HEALTH EDUCATION AND PROMOTION

Develop programmes to promote and maintain the

general health of employees

Injury on duty and incapacity due to ill-health
Health and productivity management offers a system

to manage conditional leave and investigate

accidents and injuries and the capability to assist the

health risk workers

MENTAL HEALTH/PSYCHOSOMATIC ILLNESSES

To recognize mental health and provide support options which are confidential and non-stigmatizing.

Focus is on the provision of tools to provide the employee to manage stress

DISEASE MANAGEMENT AND CHRONIC ILLNESSES

Development of programmed for improvement of employee health and reduction of workforce turnover

by implementing barriers to disease management Health Promotion & Disease Prevention

Workplace Environment
Care Management
Corporate Culture and Organizational Health

SELF CARE MANAGEMENT

Define nutrition
Define stress
Identify your 3 major sources of stress
Write up a self-care plan for the next 6 months
Discuss what wellness means to you.“you can’t give what you don’t have”
Discuss how to build energy, rather than burnout.

On this last day the workshop come prepared to

walk away with tips on how to:

environmental wellness
emotional wellness
intellectual wellness
occupational wellness
social wellness
spiritual wellness
physical wellness
Improve performances
Increase job satisfaction
Increase motivation and self-confidence
Reduce employee turnover and stress
Support a healthy learning culture in the workplace

FIRST AID CPR AND AED WORKSHOP

FIRST AID CPR AND AED WORKSHOP

First Aid Training for All Walks of Life…

Why is First Aid necessary?

First Aid is the initial assistance or care of a suddenly sick or injured person. It is the vital initial care we all feel an impulse to give as soon as possible after an accident or illness. Not every incident requiring first aid will be a life and death situation and, most commonly, first aid knowledge is used to manage minor injuries at home or work. This prompt care and attention prior to the arrival of an ambulance can sometimes mean the difference between life and death, or between a full or partial recovery.

What is First Aid

First Aid training is for persons required to assess the emergency situation, to provide basic life support and basic First Aid in order to stabilize patients prior to the arrival of Emergency Services. People that have undergone First Aid training will be able to: demonstrate an understanding of emergency scene management, demonstrate an understanding of elementary anatomy and physiology, assess an emergency situation, apply First Aid procedures to a life-threatening situation and treat common injuries.

What does the Act say?

The General Safety Regulations, 1986 states that ‘an employer shall take all reasonable steps that are necessary under the circumstances, to ensure that persons at work receive prompt first aid treatment in case of injury or emergency.’ ‘All reasonable steps’ should include the training of employees in First Aid (done by a recognized training provider). Employees and other persons at the workplace are entitled to receive prompt, efficient first aid treatment without unnecessary delay.

As required in terms of the machinery, Occupational Safety Act, General Safety Regulation 3(4) (D), a percentage of your staff (if ten or more are employed) are required by law to be trained in emergency first aid procedures.

In accordance with the above we offer First Aid Training Program which is accredited by the Department of Labour, Health and Wellness SETA and the Southern African Resuscitation Council.

This programme focuses on learning basic and intermediate first aid skills. It is recommended for everyone as you never know when an accident might happen and you are the first person there

Course Outline

Introduction to First Aid; Interactive session dealing with what, why, who, where, when and how of first aid
CPR and Choking for adult, child and infant – An interactive practical session where we get to watch a DVD on CPR and practically work on the manikins to perfect the skills needed
Basic Anatomy and Physiology; This is to give the participant a basic idea of the working of the heart, lungs, brain and other organs
Patient assessment; we will learn how to examine a person to find out what is wrong and what help is
Vital signs (pulse, breathing, etc), head to toe examination will be dealt with and practiced
Injuries, Wounds and Bleeding; An interactive practical session where different types of bleeding and wounds will be discussed and we will practice how to deal with bleeding and wounds.
Shock; Learn how to recognize and treat shock caused by blood loss. We will look at different types of shock
Broken bones (Fractures); An interactive practical session. We recognize and treat broken bones in different parts of the body
Head and Spinal injuries; Recognize a head and/or spinal injury and the appropriate treatment of both, including practical spinal immobilization
Burns; We learn to tell the depth of a burn and the appropriate treatment. Burns with different substances
like (wet heat, dry heat, chemicals, electrical, etc)
Unconsciousness; Here we look at the most common medical and trauma causes of unconsciousness and the treatment of these
Poisoning; Covered in this section is the ways a poison can enter the body and treatment of such.
Medical emergencies; Emergencies like heart attacks stroke, diabetic emergencies, epilepsy, etc will be dealt
Environmental emergencies; Emergencies such as heat stroke and hypothermia or extreme cold
Bites and Stings; Bites from venomous snakes, dog, humans, and spiders, Stings from bees and scorpions
AED Training; Be trained on how to use an AED

With our In-house Training, you SAVE on transport and accommodation and you enjoy the liberty of your venue and having the training at your time.
Trainers without Borders offers customised solutions for your training needs. Please contact us for course pricing and more information.

SUPERVISORY MANAGEMENT TRAINING

SUPERVISORY MANAGEMENT TRAINING

In our increasingly complex and interconnected world, nothing stands still for long. For leaders, the challenge is to understand how to navigate the latest developments and lead strategic change in response. But the processes which lead to effective transformation are often still ill-understood, and more than 70% of planned organisational change fails.

When should organisations embrace and pursue change? How much change should be introduced? What parts of a system should be maintained? When change is handled badly, many problems can arise. When it is done well, change can open up many opportunities previously unrealized. Politicians, advisors, policy analysts, and public sector managers increasingly need to be effective change managers.

This course draws on state-of-the-art theory and practice of change management to produce insights for achieving successful change. Participants will gain the knowledge and tools needed to effectively plan and implement change efforts across a wide range of organisational settings, with a special focus on the public sector.

This three-day programme will equip leaders with the skills required to understand why change is needed and how to deliver it, effectively and sustainable.

Training Objectives

Explain why change management is an important process for organisations to achieve sustainable trading results
Identify examples of planned change and reactive change in an organisation
a model for effective change management and its management
Identify reasons for resistance to change and indicate ways to overcome them
Identify the risks inherent in any change management programme and indicate ways to manage them
Identify and apply the competencies of an effective change agent
Interpret current programs and structures and effectively assess the need for change
Use evidence to build the case for change
Examine models for leading change
Create a change agenda
Strategies for change leadership – building and communicating the case for change
Process steps needed to make change happen
Effective approaches to monitoring and controlling change
Manage conflicts arising from change
The common threads that link change management and crisis management

With our In-house Training, you SAVE on transport and accommodation and you enjoy the liberty of your venue and having the training at your time.
Trainers without Borders offers customised solutions for your training needs. Please contact us for course pricing and more information.

SUPPLY CHAIN MANAGEMENT

SUPPLY CHAIN MANAGEMENT: PRINCIPLES AND PRACTICES

Supply Chain Management Principles and Practice, provides a framework for subsequent, more detailed study in various aspects of supply management. This course reviews the evolution of supply chain management concepts and discusses trends in procurement and strategic competitiveness. It then focuses on the major issues involved in managing a competitive supply chain including: forecasting, inventory management, distribution, dealing with uncertainty, reverse logistics, and customer service. Delegates will be better equipped to conceptualize the management of supply chains, identify primary and secondary value chain processes; distinguish between the umbrella term, ‘supply chain management,’ and its component functions; and understand the basic tools of forecasting and the need for accurate data and forecasts on which to base supply chain management decisions.

THE WORKSHOP OUTCOME

INTRODUCTION TO SUPPLY CHAIN MANAGEMENT AND PROCUREMENT IN THE PUBLIC SECTOR

Understanding procurement
Discussing the impact of procurement to the supply chain
Getting a strategic fit for purchasing
Differentiating between reactive and pro-active procurement

LEARNING PROCUREMENT STRATEGY AND STRATEGIC PROCUREMENT

Introducing Strategic planning for the purchasing manager
Acquiring the Pareto Principle
Analyzing the risk, value matrix
Knowing Tactical acquisition, tactical profit strategic security and strategic critical
Sourcing strategies

EXAMINING THE NEW SUPPLY CHAIN MANAGEMENT

Comparing the traditional procurement policy and supply chain management
Handling demand management
Mastering acquisition and disposal management
Logistics management
Taking different Acquisition routed

GOVERNMENT STRATEGY FOR SUPPLY CHAIN MANAGEMENT AND THE REGULATORY

FRAMEWORK

Relating the Public Finance Management Act and the PPPFA
Preferential supply chain policy and the short to medium terms targets for preferential procurement policy
Supply Chain Management Framework and regulatory requirements
Supply Chain Management in the financial management

UNDERSTANING THE BID COMMITTEES, PROCESSES AND PROCEDURES

Bidding commitee members and their roles, Bidding policies and procedures

INTERNAL IMPLEMENTATION OF SUPPLY CHAIN MANAGEMENT IN THE PUBLIC SECTORS

Setting up supply chain management unit
Implementing a strategy
Preparation, implementation, support and monitoring phases

ENCOURAGING SUPPLIER PARTNERING AND LONG TERM SUPPLIER RELATIONSHIPS

Handling the supplier qualification process
Road to improved supplier performance
Managing suppliers, supplier partnering and strategic alliances
Implementing incentives and penalties
Accounting officers

DRAFTING AND MANAGING SERVICE LEVEL AGREEMENTS AND CONTRACTS

Mastering contracts, commercial terms of sale
Relationships management
Discussing supplier management teams, roles and approaches

COMBATING CORRUPTION WITHIN TENDERING, PROCUREMENT AND SUPPLY CHAIN MANAGEMENT

Common trends and fraud indicators
Implementing anti fraud programme
Tips on prevention and Investigative techniques

MANAGING RISK THROUGH GOOD GOVERNANCE

Identifying, assessing, allocating, risk
Cost of risk
Insurance and guarantee
Creating uniformity in documentation
Maintaining honesty, integrity, fairness, objectivity and efficiency
Availability of information for procurement
Supporting competition by avoiding discrimination

NEGOTIATION IN THE PUBLIC SECTOR

Examining the importance of negotiating
Discussing why everything is negotiable
Total cost of ownership

PROCUREMENT CONTROLLING – HOW TO MEASURE THE PROCUREMENT FUNCTION

Benchmarking
Re-engineering and procurement
Employee selection, qualification, training and retention
World class supply management

UP-DATING PARTICIPANGS ON LEGISLATIVE UP-DATES

Sampling policy documents
Discussing your organisational policies

Unique division, unique function

THE ROLE OF BID COMMITTEE IN SUPPLY CHAIN MANAGEMENT

RECORDS MANAGEMENT AND PROPER DOCUMENTATION

Understanding the role of proper document storage in the supply chain
Discussing elements of document storage and disposal withing supply chain

MANAGING THE OPERATIONS OF THE SUPPLY CHAIN MANAGEMENT UNIT

Role play and discussions on who responsibility
How your organisation functions
The role of a supply chain personnel in operations management

OBTAIN AN OVERVIEW OF THE LEGISLATION APPLICABLE TO THE BID COMMITTEE PROCESS

UNDERSTAND THE ROLES AND RESPONSIBILITIES OF THE BID COMMITTEES

Examine the constitution, functions and responsibilities of each committee:

The Bid Specification Committee

The Bid Evaluation Committee
The Bid Adjudication Committee
The Disposal Committee (Recommended)

TALENT MANAGEMENT TRAINING

TALENT MANAGEMENT TRAINING

Course Overview

Talent management involves individual and organizational development in response to a changing and complex operating environment. It is not just limited to attracting the best people from the industry but it is a continuous process that involves sourcing, hiring, developing, retaining and promoting them while meeting the organization’s requirements simultaneously.

Talent management training offers long-term rewards to companies in terms of employee loyalty, overall performance and company fusion. Maximizing the benefits of management training is a long-term journey for the organization and its employees. One good plan is to leverage those decisive moments on employees’ career paths for more impactful management training. Here are some ideas to help spot these moments and match them to the right talent management training. This training course will equip the participant with the necessary skills and knowledge required for talent recognition, management, retention and development; a sure way to ensure continuity and success.

Through the trainer’s expertise and practical knowledge, you will be able to define the key concepts associated with talent management and you will be able to:

Identify types of talent.
Define skills and knowledge
Differentiate between talent, skill, and knowledge. Understanding Talent Management
Identify key phases for implementing a talent management program.
Guidelines for managing talent
State the importance and benefits of talent management.
Compare talent management with replacement planning and traditional processes.
Benefits of talent management
Identify methods to determine talent for a position.
Build up questions that help you recognize talent.
Challenges in managing talent.
Key elements in developing a winning talent strategy. Clarifying Talent
Methods to determine talent for a position.
Guidelines for drafting a good job profile.
Questions that help you to recognize talent.
Ways to reward employees.
Reasons for employees leaving an organization.
Reasons for retaining talent.
Measures to retain talent Retaining Top Talent: The Big Challenge
Common Mistakes Made by Companies and How to Avoid Them
Integrating compensation with Talent Management
Twelve recommendations to keep your talented people
Use measures to retain talent.

The tools of a robust Talent Management Process:

Infrastructure Requirements:
Policy & Process
Talent Identification / Talent Pool Development
Manpower Planning
Leadership Support
HR Capability and Capacity
Measurement

This Training Program is designed for Senior HR professionals, middle line managers, HR supervisors, training managers as well as all those involved in designing and setting up talent management systems that will allow the organization to create organizational excellence and continuously improve its bottom line

Accordion #2

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