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Company profile 2013

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Hady Safa
Hady Safa

The document provides information about STANDARDS Consultants, a business consulting and human resources firm. It discusses STANDARDS' mission, vision, values, services, customers, and training programs. STANDARDS' mission is to provide excellence in business consulting and corporate development. Their vision is to achieve excellence through positive culture and best practices. Their values include clients, employees, franchise, credibility, quality, and constant improvement. The company offers human resources consulting, business management consulting, and training programs. Their services help measure success in key areas like leadership, communication, and compliance. They customize solutions for different industries. STANDARDS works with customers in various sectors to develop processes involving employees at all levels.

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2/Mission 4/Services 6/LAU vision values continuing education program 8/Our 10/HR 12/Business Customers Consulting management consulting 14/Training programs
" Your People... Our Business " Our Mission is to provide a culture of Excellence in business consulting and corporate development. Our Vision is to constantly achieve Excellence in creating a corporate culture by creating a synergy of positive deviance and implementing internationally tested management best practices with a local mind set. Mission "To continue to thrive as a business over the upcoming years, with all the rapid changes taking place around us, we need Vision to understand the trends and forces that will shape our business. Tomorrow’s preparation starts today. Creating a long-term destination crowned with Excellency is our Vision." Although I am an HR major, I learnt a lot through this training and developed Values Our Values Clients Employees Franchise a lot of my existent knowledge. Having Excellence Career Opportunities Advice educational knowledge is not enough, your training course got me excited by being able to see the practicality of such Credibility Career Development Profit knowledge. Your stories, examples and wisdom inspired me not to stop learning Quality Empowerment Internal Quality Control and to develop myself, continuously Focus on local culture Positive Communication Credibility Samantha Hogg Communication Specialist at SIM . Kuwait Diversity Passion Constant Improvement
"Pursue our dreams and never stop developing" STANDARDS provides innovative management and human resource solutions necessary for employers to fully meet core business goals. Our services measure success in the critical areas of Leadership, communication, productivity, internal and external customer satisfaction, and compliance. Whatever your industry is, STANDARDS will work with you to develop tailored processes that involve employees at all levels and bring focus to how an employee's daily work directly links to your overall success. We customize our services, products and trainings to several industries; the core of our Human Resources Consulting Training and Development business emphasizes the development of skills We offer tailor made Human Resources Programs and practical knowledge for all kind of levels Solutions to companies in the Middle East, STANDARDS develops talent within your and grades in a company. We cater a very serving them as their virtual HR Manager, the organization and deliver the most effective large base of selective clientele in Lebanon solutions include but are not limited to: programs to your valued employees. and abroad across the Mena region. • Recruitment and Selection Services STANDARDS offers Training Programs in ten • Compensation and Benefits Analysis and Areas: Our STANDARDS provides innovative management and human resource solutions necessary Recommendations • Human Resources Management for employers to fully meet core business • Job Evaluation and Grading system • Business Skills goals. Our services measure success in the • Job Analysis to detail Job Descriptions and • Leadership Skills critical areas of Leadership, communication, Organizational Charts productivity, internal and external customer • Customer Service Services satisfaction, and compliance. Whatever • Performance Appraisal Systems • Advanced Selling Skills the industry is, STANDARDS will work with you • Personnel Development and Training Plans to develop tailored processes that involve • Marketing Management employees at all levels and bring focus to how • Talent Management Systems • Coaching an employee's daily work directly links to your overall success. Tailored Business • Corporate Social Responsibility Management Consulting • Quality Management On 24 January 2012, STANDARDS Consultants I hope STANDARDS Consultants will STANDARDS has expanded its activities and • Supply Chain Management and the Continuing Education Program of the enlarged its team of Consultants, and it’s continue the long path with SIM to reach Lebanese American University “CEP – LAU” tackling numerous industries assisting them in the vision of the company by preparing have signed a joint venture for yearly Public their management process. These solutions and insuring that the HR department will Training Workshops aiming on around 50 include : be a good strategic partner in order to public training workshops a month covering all the Lebanese territories joining forces • Company Organization Structure contribute to the development and the accomplishment of the business plan and with prestigious NGO’s and Institutions . Our • Market Definition and Strategy trainings listed in the Service catalogue are • Re-engineering Business Workflow objectives of our company. As you said exclusively given at the LAU premises. The everyone needs to be stimulated, this • Sales Force Management Consulting added value brought in this joint venture training was a big stimulation for me. is hands-on Training certification from the • Marketing planning and implementation • Human Resources Management "Check our website experienced and latest corporate trends, Amel Benidir along with the highest academic standards in • Supply Chain Optimization www.standards-hrc.com Recruitment Specialist . Shabakkat . Kuwait the Middle East Region. • Mergers and Acquisitions to stay updated with our recent activities and upcoming news."
LAU Continuing Education Please accept on behalf of the Alumni Program Standards and CEP-LAU Partnership Relations Office and all those who LAU’s Continuing Education Program (CEP) and STANDARDS signed a partnership Memorandum attended, our deepest gratitude for of Agreement to conduct public training workshops in several business-related areas including dedicating time to put together this Leadership, Human Resources, Customer Service, Corporate Social Responsibility, Sales , wonderful lecture and we look forward Marketing and Business Management. to more of your expertise in future events. The project aims at creating a dynamic learning environment that promotes personal growth while encouraging high performance and career development. In turn, the partnership between Abdallah El-Khal LAU’s CEP and STANDARDS assists professionals in meeting their training needs and contributes to Director of the Alumni Relations – the positive growth of their business communities. Lebanese American University 6 7 STANDARDS STANDARDS PROFILE PROFILE LAU CEP LAU CEP
Our On behalf of Bella Flex, I would like to thank you for the valuable information Customers you taught us. We are second generation and we needed some direction. On a personal level, me Hania, I am impressed by the info conducted and I would like to join in other workshops. Hania Chidiac Accountant- Bella Flex 8 9 STANDARDS STANDARDS PROFILE PROFILE Our Customers Our Costumers
Recruitment and Selection Performance Appraisal Systems Services Through developing the job analysis and In this process we manage to make it as easy maintaining a job description, it becomes as possible for our clients to find the perfect easier for our clients to set the standards for the candidate that most fits for the job. This is performance appraisal process. We develop made easier for our clients through handling a performance appraisal system that ensures the responsibility of choosing among a huge smooth connection among employees and a number of job seekers, the ones who are most fair evaluation of each and every employee at suitable for the opening and make sure they every stage of his/her performance. This process ensures that every person receives what he/ become valuable assets for our clients. she deserves for the job he/she accomplished throughout a period of one year. Compensation and Benefits Analysis and Recommendations Personnel Development and Conducting the compensation and benefits Training Plans analysis is one of our HR consultancy services. We investigate the needs of our clients and their This analysis is a three step process through employees, we foresee the areas where training which we investigate the internal processes, is required and we set our training plans based conduct an external market study and job on such investigation. We set forth the trainings based analysis that facilitates recommending Human required to develop personnel and ensure any change that shall take place in the they adapt to the changing work environment, current compensation and benefit scheme of setting the base for achievement based on the company. change, technology and new strategies in all areas. Resources Job Evaluation and Grading system Talent Management Systems In order to guarantee a fair grading system, We provide strategic assistance to organizations and decide on benefit provisions, we provide in the accomplishment of long-term enterprise Consulting our clients with a whole system that facilitates goals with respect to talent or human capital. job evaluation and a system that ensures Our system addresses the five essential pillars of a structured and clear grading system that talent management: recruitment; performance functions as a reference to the company at management; learning and development; all the stages of development of the business career development and compensation itself. management. By implementing Talent Management System, organizations will be able Very interesting workshop; the interaction Job Analysis to detail Job to attract, acquire, develop, promote, and and pleasant atmosphere were Description & Organizational retain quality talent. excellent. We learned from each other, Charts from exercises, from the content and We develop a job analysis system that details the trainer’s experience. Everyone was all the tasks required from each and every attentive at all times. I look forward to the employee and make sure that he/she knows coming workshops and I am confident what his/her role is, in order to develop a that our partnership with LAU-CEP and clear and direct job description. This job STANDARDS will reap its fruits. description serves as a reference to keep track of the work done and to point out any pitfall, Chaker Saab negligence or misuse in the completion of the tasks required. Chairman of the Board- Tinol Paints
Standards is available to assist its clients in their brands, shaping the market offerings, developing competence in international operational management needs.We work delivering and communicating value, creating solutions, and providing support for building a closely with each firm's principal(s) and key long-term growth, and developing marketing productive service business and implementing employees to learn about their respective strategies and plans. the desired, unified operating model internal operating systems. Through this throughout your customer service process. process we are able to develop a customized Develop Firm’s Business approach, develop innovative solutions, make Processes Marketing Planning and recommendations for improvement and offer Standards Consultants provide a spectrum Implementation assistance with, or take full responsibility for the The two main elements of a marketing plan implementation of each activity. of business process consulting (BPC) services are market research and the planning of an that help you create and re-design the appropriate marketing mix. Our process relies Standards offers its services in the following ten framework and the priorities for improving your on market research which involves gathering areas: operational efficiency and effectiveness by and recording information about consumers, reducing the time, money and resources spent market, product, and the competition in Business Management by formulating a comprehensive strategy and an organized way. The information is then Consulting plan analyzed and used to inform marketing • Company Organization Structure decisions. Review Firm’s Goals & • Market Definition and Strategy Objectives We assist firms in developing the business Human Resources Management • Develop Firm’s Business Processes Business objectives necessary to achieve the We provide a wide variety of human • Review Firm's Goals and Objectives organization's service, profit and growth goals. resource services including performance • Promoting Company Culture and Values A business objective provides a specific, management, organizational development, measurable, realistic, action-oriented and policy and procedure development, talent • Sales Force Management Consulting time sensitive statement that, once achieved, management, and compensation & benefits Management • Marketing planning and implementation propels the organization closer toward among other services listed earlier. meeting one of its goals. • Human Resources Management Mergers & Acquisitions • Supply Chain Optimization Promoting Company Culture Standards’ Merger & Acquisition (M&A) and Values Consulting • Mergers and Acquisitions related services are provided by consulting Creating and maintaining a culture is professionals who have worked on the front Company Organizational challenging, but it can be done. Leadership lines in complex deals. Their capabilities Structure is the key. We will help you to build your can support M&A activities from strategy An organizational structure is the overall company culture so that it is healthy and development and due diligence to practice of a business, implemented to genuinely based on the company values, transaction execution, integration, target achieve a primary goal. With changing times, facilitating long-term productivity. We deliver screening and divestiture. I would like to thank you for a fun, an organizational structure constantly has to with high quality practical implementation of exciting, meaningful and most importantly values in multicultural operating environment. Supply Chain Optimization be modified for competitive advantage. If enriching learning experience that you overlooked, it can lead to inefficiencies and STANDARDS provides an application of and your team had prepared. duplication of efforts throughout your business. Sales Force Management processes and tools to ensure the optimal Consulting operation of a manufacturing and distribution Patricia Rizkallah Market Definition and Strategy The key aim of our Sales Force Management supply chain. This includes the optimal STANDARDS provides the necessary set consultancy service is to increase sales placement of inventory within the supply chain HR Manager – Hands On Management for successful marketing management results through the cooperation. We help to and minimizing operating costs. which include capturing marketing insights, make sales processes more efficient by using connecting with customers, building strong effective selling skills and coaching methods,
16/Human 24/Business 32/Business Resources Skills Leadership Management Skills 36/Corporate 40/Customer 42/Marketing Social Service Management Training Responsibility Excellence Programs 50/Coaching 50/Six Sigma 54/Supply Chain Management Clear, to the point and very interactive. It’s nice to have such an engaging 58/Professional training that opens you up to different perspectives and new ways to view things. Sales Executive L.Hazarian General Manager . IDOL sal
18/Advanced Recruitment Strategies Human 18/Behavioral Interviewing Skills 19/Managing Training Needs Resources 19/Job Analysis and Job Descriptions Management 20/Job Evaluation and Grading System 20/Succession Planning Hands-on human resource management training programs bring insight to the rising 21/Compensation and Benefits importance of HR management as a strategic business partner and the vital role it plays in contributing to business success. Human Resources Management program will explore innovative strategies to attract 21/Counseling and Disciplinary Procedures and retain new talent while making them highly efficient in the organization. Participants will learn to recognize best HR practices and implement them to positively affect bottom line results. In addition, creating compensation and benefit systems, 22/Motivation and Performance Feedback detecting training needs and managing T&D will be covered. Motivation, interviewing, job evaluation, performance review, staffing methods, policies and procedures, and constructive feedback are essential elements of the HR program. 22/Writing Policies and Procedures Legal and ethical issues must also be identified and studied in order to ensure organizational efficiency. 23/Talent Management, Retaining your Talents
Advanced Recruitment Managing Training Strategies Needs This full day workshop analyzes the process of • Generate the Best Staffing Processes through • Recruiting from Within, Promoting from Within Employee training and development is vital • Make Effective use of your Role with Respect •Misconceptions Associated with Training finding the best fit candidate for a specific post Detecting the Demand of the Business • Advantages of Having a Healthy HRIS for every business and is the key to success to Trainings •Why Training Sometimes Fails in an organization. It will explore the decision Market and Finding the Best Fit for each and satisfaction. Therefore, it is important to making process involved in choosing the most Position Agenda understand the relevance of the training needs • Presenting the Training Activities and Showing the Return on investment of the •The Role of a Manager with Respect to suitable candidate among a large pool of analysis and evaluation. In this workshop, Training • Consider Environmental and Ethical Issues in • Strategic Planning Human Resources Training System applicants. different levels of training evaluations will be •Training Needs Assessment Staffing • Forecasting Demand discussed, as well as establishing and clarifying • Know how to Evaluate the Training Programs • Generate a Pre-recruitment Process • Forecasting Supply & Markets Available Given to your Staff •Conditions that Impact Learning Workshop Benefits • Benefits and Odds: Internal or External • Recruitment Strategies and Methods training needs for each employee. • Make Optimal Use of the Training by Ensuring •The Return on Investment of Training • Define the Strategic Methods of Planning Recruitment • Recruitment Sources Workshop Benefits Implementation Afterwards •Motivating Employees to Attend Training and your Human Resources in a Way that • Recruiting from the Applicant’s Point of View • Know your Available Resources and Use • Differentiate between Training, Development Development Programs Reaches the Overall Company Mission, Vision and Values them Efficiently • Human Resources Information System (HRIS) and Education Agenda •Importance of Evaluating Training Programs • Assess your Training Needs and the Training •Differences among Training, Development, •Four Levels of Evaluation of Training Programs Needs of your Staff and Education Behavioral Interviewing Job Analysis and Job Skills A person’s past performance on the job is an • Learn the Barriers you Might Face in an Interview • Types of Behaviors Descriptions accurate indicator of how they will perform • he STAR Approach in the future. Therefore, it is important to ask • Learn to Get the Information You Are Seeking It is essential that employees understand what • Defining the Means of Conducting the Job • The Uses of Job Description and Job • The Behavioral Dialogue is required of them in the workplace in order Analysis Interview Specification the right questions in order to properly analyze from the Candidate through Asking Probing Questions • robing Questions for them to reach their maximum potential. potential candidates. This workshop will • Skills and Tactics to be Used in the Analysis • Recruitment This workshop introduces the methods of • Become More Attentive to Details • Follow up Questions process introduce the behavioral interviewing method, developing a job analysis system that details all • Selection relevant questions to be discussed, and • Interact more Effectively with Candidates • Practice the tasks and responsibilities that are expected • Technical, Intellectual and Workgroups Jobs • Career Development through Enhancing your Communication of each employee. This will help to clarify their behavior on which to focus. Skills roles and understand their duties within the Agenda • Succession Planning organization. • The Job Description • Employee Relations Workshop Benefits Agenda • The Job Analysis • Training • Know the Different Types of Behaviors and •Getting Started Workshop Benefits • An Overview of Job Analysis and its • Performance Appraisal How to Approach to Each One of Them •Types of Interviews • Define Job Descriptions Relationship to Various Other Management Functions • Preparing the Job Description/Job • onduct Job Analysis to Create Job Specification Descriptions • Job Analysis Methodology • Know the Benefits of Having Job Descriptions • Job Descriptions/Job Specifications • Evaluate Employees Based on their Job • What are Job Descriptions? Descriptions • What are Job Specifications? • Evaluate Training Needs by Referring to the • Job Descriptions & Job Specifications – The Job Descriptions Differences 18 19 STANDARDS STANDARDS PROFILE PROFILE HR Management HR Management
Job Evaluation and Compensation Grading System and Benefits This workshop analyzes fair grading systems • Apply the Technical Training on the Job • Process Guidelines Employees can be motivated not only through • Learn all about Individual Pay Determination • Base Pay (wages) and benefits. It will assist organizations in Evaluation Methods to your Company, financial rewards (base pay) but through • Know the Types of Incentives • Incentives & Benefits • Job Evaluation Workshop creating a balanced system that simplifies Hence Resulting in Solid Grading Systems incentives and benefits as well. This workshop the job evaluation process. The finished • Grading Structure • Ensure Organizational Survival and Growth • The Basic Tools of the C&B System • Practice the Job Evaluation Exercise in the discusses the importance of compensation structure will serve as a reference for the entire • Importance of the Grading system and benefits in a business setting. Participants • Use C&B in Restructuring Cases • Wage Surveys Workshop, and Take the Tools Needed to organization that can be utilized at all levels for Perform One Afterward • Salary Bands will learn how to create systems that attract • Job Analysis/Evaluation development. talented candidates, retain quality employees Agenda • Performance Appraisal Workshop Benefits Agenda • Benefit and Salary Scale and encourage superior performance. • Attract High Quality Employees • Why Do Wages Differ? • Definition, Methods, and Applications •Identify the Job Evaluation Methods Applied • Internationally Applied Methods Workshop Benefits • Retain High Quality Employees • Differences by Industry and Occupation Internationally to Different Sizes of Companies • Stimulate High Performance • Know the Internal & External Factors • Differences Based on Individual Performance Influencing the C&B Decisions • Components of the C&B System and Seniority Succession Counseling and Disciplinary Planning Procedures An organization must prepare for the evolution • Appropriate Selection Criteria • Common Mistakes and Steps to Avoid of its employees as a proactive and progressive • How can we Measure Succession Planning • The Life Cycle of Succession Planning Supervisors and employees should meet • Explain why it is Important to Use a Structured • Overview of Counseling Programs process within the company. Therefore, it Programs’ Efficiency • Transformational Change System regularly to discuss workplace performance, Counseling Approach • Employee Assistance Programs is important to have a contingency plan • HR Metrics and how they Link to Succession conduct and behavior. When necessary, • Analyze Different Situations for Employee in order to facilitate a successful transition. • Competency Identification, Ethics and • Identify Troubled Employees Planning disciplinary action may be taken in order to Counseling This workshop will discuss the elements of a Values Clarifications correct deficiencies. This workshop will explore • Motivate them to Resolve their Problems succession plan and how to prepare for the • Differentiate between the Counseling Loop growth of personnel from within. Agenda • Personal Goals and Linking them to Company Goals present day counseling methods utilized in organizations for the purpose of attaining best on the Corporate Level & Employee Level • Provide Access to Counseling and Treatment • What is Succession Planning and performance. • Stress Management Interventions Workshop Benefits Management • How we Use Competencies in Succession • Explain the Steps of Employee Counseling Based on who Requests Counseling • Dimensions of Work Site Wellness Planning • Why the New Interest in Succession • The Current Status of Succession Planning, • Laying a Foundation for Succession Planning Workshop Benefits • Practice the Skill of Employee Counseling • The Changing Significance of Industrial • Best Practices in Succession Planning What Researches Show • Define Counseling and Explain why it is Discipline • Best Practices vs. Common Business Practices • What are Talents? Do we acquire them? Do we nurture them? • Management, Technical, Social Succession Planning • Refining the Program Important Agenda • Arbitrators and Discipline • Differentiate between Counseling, • Employee Counseling and Wellness Services • Elements of the Just Cause Principle • Development Activities • Ensuring Leadership Continuity in • Taking it from the Top Feedback, and Disciplinary Action Organizations • The Need for Employee Counseling • Degree of Proof in Disciplinary Cases • Internal Leadership and Executive Education • List 5 Reasons that Indicate an Employee • Trends Influencing Succession Planning Needs Counseling • Addressing Employee Well-Being • Tests for “Just Cause” Employee Terminations • Succession Planning Programs and how they Work • The State-of-the-Art Approach • Meaningful Appraisal Programs • Effective Succession Planning Programs 20 21 STANDARDS STANDARDS PROFILE PROFILE HR Management HR Management
Motivation and Performance Talent Management, Retaining Feedback your Talents Each person has unique biological, emotional, • List 3 Words or Phrases to Avoid During • Performance Feedback from the Boss Talent management is an overall organizational • Select from a Range of Different Development of Talents cognitive, and social forces that direct their Feedback strategy that gives a competitive advantage Approaches which Work in Attracting, • Performance Feedback from the Staff • Training Programs vs. Development Programs individual behavior. Positive feedback serves to those who implement such systems into their Developing and Retaining Talent Create the • Name the Steps of Giving Performance as an overall motivating force in workplace • Analyzing Performance Problems business environment. Research has proven Talent Management Plan • Long Term and Short Term Commitment Feedback satisfaction. This workshop will review the • Writing Performance Plans that organizations that use talent management • Talent Management Planning elements of a healthy work environment and discuss ways to motivate employees via • Demonstrate (Observe) the Skill of Giving Feedback on Performance • Giving Performance Feedback strategies and solutions exhibit higher Agenda • Talent Management and its Relation to performance in the workplace. This workshop performance feedback. • Providing Coaching to Improve Performance • What is a Talent Succession Planning and Career will analyze the talent management process Agenda: • Reinforcement Strategies to Ensure and focus on ways to retain valued employees. • Who Assesses Talents? Development Workshop Benefits • The Performance Management Cycle Continuous Improvement Workshop Benefits • The Healthy Mix of Talents in Organizations • Why Do Talents leave and How to Make them Stay • Define Feedback • Performance Planning • Creating a Development Plan • Incorporating Talent Management as a • Know how to Map the Talent Needs of the Strategy • Explain what are the Benefits and • Managing Performance • Dealing with Difficult Situations During the Organization against Potential Employees Consequences of Performance Feedback Performance • Hiring from Within, the Right Person, the Right • Appraising Performance • Make the Case for Talent Management and Time • Define Standards and Explain their Relation • Developing Performance Understand the Importance of Incorporating to Performance Feedback on Both • How to Develop Leaders • Rewarding Performance Talent Management into the Business Corporate and Employee level Strategy • Technical, Managerial, and Social • Management Review 360 Degrees • Identify the 6 Rules of Effective Feedback and Explain why they are Important • Performance Feedback from Peers Writing Policies and Procedures "The greatest thing in life is to keep The HR Department’s main goal is to align • Write an SOP’s Using an Appropriate Format • SOP Implementation and Improvement strategy with employee performance while adhering to policies and procedures. Employees must follow established guidelines in order to be successful in the workplace. This • Identify Important Steps and Sub-Steps • Choose a Workable Level of Details • Seven Steps for Successful SOP’s • STP Problem Solving Model your mind young " • Develop a Plan to Generate Buy-In from the workshop will aid in identifying the specific Diary’s Worker, Managers and Advisors needs of the organization hence writing effective policies and procedures for the organization to follow. Agenda • Reasons why People Need SOP’s Workshop Benefits • The Performance Triangle • Define Two Types of Variation and how • System, Procedure, Steps and Variations SOP’s May be Used to Control Special • Formats and Writing Cause Variations 22 23 STANDARDS STANDARDS PROFILE PROFILE HR Management HR Management
26/Creativity Tools 26/Memory Techniques 26/Effective Decision Making 27/Effective Problem Solving Business 27/Transactional Analysis Skills 27/Telephone Techniques 28/Business Writing Skills Learn self-development tools that work successfully in business. 28/Time and Stress Management This program brings together all the soft skills needed to perform a job, and enhance leadership, communication, time and stress management skills. Explore the latest creative, problem solving, decision making and team building skills. 29/Corporate Communication Skills It will aid in: • Investing in company talent 29/Project Planning Skills • Self improvement for business development • Creating an out-of-the-box management program • Building a strong intellectual team 30/Managing Complex Situations • Creating building blocks for further investment 30/The Art of Being Interviewed 31/Building Effective Teams
Creativity Tools Effective Problem This workshop will help identify several useful techniques to develop technical creativity to solve real life business problems. It Innovative Ideas Reliably • Creativity as a Process of Thinking, Not as a Mode Matrix Analysis • Brainstorming Solving recognizes a wide range of approaches as • Random Input well as developing and generating new and • Solve Problems Efficiently, Effectively and Employees are often confronted with many • List the 6 Steps of the Structured Problem • Practice Solving Real Problems Using the • Concept Fan innovative ideas. Objectively issues on a daily basis that require problem Solving Model 6-Step Model • Reframing Matrix solving skills. This workshop will cover the • Spot Opportunities that you Might Otherwise • Explain How to Use the Fishbone Diagram to Workshop Benefits Miss • Provocation elements of problem solving and simplify the Identify the Root Causes of Problems Agenda process so that individuals can manage issues • Become Intensely and Always Creative • Do It • Explain how to Use the Multi-Level Whys • WHAT: Definition of Problem Solving in a rational manner. • Increase your Ability to Solve Problems Agenda • Simplex Technique to Identify Root Causes of • WHEN & WHY: When to Solve Problems and Efficiently and Effectively • Reversal and Scamper • Subconscious Problem Solving Workshop Benefits Problems Why Each Is Important • Attribute Listing, Morphological Analysis & • Define ‘Problem Solving’ • Practice Conducting Brainstorming Sessions • HOW: 6 Steps of Problem Solving and • Master Ways to Generate Fresh and to Generate Solutions for the Problem Practice. • Explain Why It Is Important to Use a Memory Techniques Structured Approach for Problem Solving • Explain how to Select the Best Solution to a • WHERE & WHO: Preferred Place to Solve P Problem From Many Options roblems & Who Should be Involved • Explain when Problems Need to be Solved Transactional Analysis This workshop will help strengthen the memory • Reduce Clutter in our Memory • Tools for Improving you Memory in regard to names, numbers, facts and a • Use Special Approaches for Remembering • Mnemonics variety of other essential pieces of information. Different Types of Information Different tools and techniques will be used that • Aide Memoires can be applied to daily life in the workplace as • Make Effective Use of Mnemonics well as in everyday situations. Transactional analysis is conducted in order to understand personality, and in turn, improve Workshop Benefits Agenda Agenda human relations. Therefore, self-analysis is • Know the TRIO in you • What is Transactional Analysis? Workshop Benefits • Remembering Numbers, Letters essential to understanding oneself as well • Learn how to Control Each One of the TRIO • Learn about your Feelings • What is the Aim of Transactional Analysis • The Contract • Strengthen your Memory as others in the business environment. This • Remembering Lists, Structured Information • Know When you are in a Positive Ego State • Ego States (Positive and Negative) workshop will analyze behavioral patterns • Improve Skills of Remembering Important • Creating Long Structures and When you are in a Negative One • Basic Needs and transactions as well as identify strategies Things for modification and stroking. • The Drama Triangle • Basic Feelings Effective Decision Telephone Techniques Making Effective communication is essential to success in the business world. Many transactions are still • Walk the Extra Mile • Assure you Get the Right Message Delivered • Telephone Standards • Steps to Remember conducted via telephone both domestically in the Right Means Decision making is an ongoing process • Select Between Different Options • Grid Analysis • Your Best Voice and internationally. This workshop will discuss • Ensure your Message is Understood and that presents itself on a regular basis in the • Choose between Options by Projecting • Decision Trees the mastery of telephone communications Followed Through • Golden Rules workplace. This workshop will discuss the Likely Outcomes • PMI (specifically in customer service and sales) steps involved in making decisions and offer • Leave the Customer with a Positive Image • Statements to Avoid • Weigh the Pros and Cons of a Decision and cover telephone techniques and proper techniques to perform a cost-benefit analysis • Force Field Analysis about you and the Company you Represent phone etiquette. • Taking a Message to help choose the best options. • Analyze the Pressures For and Against • Six Thinking Hats Workshop Benefits Change • Cost/Benefit Analysis Workshop Benefits Agenda • Placing a Caller on Hold • Transferring a Call • Select the Most Important Changes to Make Agenda • Know the Basic Concepts of Handling • You as a Communicator • Closing the Conversation • Pareto Analysis Telephone Calls • Know your Customers • Evaluate the Relative Importance of 27 Different Options • Paired Comparison Analysis • Use your Senses During the Call • Successful Call Management STANDARDS • Gain Customer Satisfaction • Getting Results on the Phone PROFILE Business Skills
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013
Company profile 2013

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Company profile 2013

  • 1. 2/Mission 4/Services 6/LAU vision values continuing education program 8/Our 10/HR 12/Business Customers Consulting management consulting 14/Training programs
  • 2. " Your People... Our Business " Our Mission is to provide a culture of Excellence in business consulting and corporate development. Our Vision is to constantly achieve Excellence in creating a corporate culture by creating a synergy of positive deviance and implementing internationally tested management best practices with a local mind set. Mission "To continue to thrive as a business over the upcoming years, with all the rapid changes taking place around us, we need Vision to understand the trends and forces that will shape our business. Tomorrow’s preparation starts today. Creating a long-term destination crowned with Excellency is our Vision." Although I am an HR major, I learnt a lot through this training and developed Values Our Values Clients Employees Franchise a lot of my existent knowledge. Having Excellence Career Opportunities Advice educational knowledge is not enough, your training course got me excited by being able to see the practicality of such Credibility Career Development Profit knowledge. Your stories, examples and wisdom inspired me not to stop learning Quality Empowerment Internal Quality Control and to develop myself, continuously Focus on local culture Positive Communication Credibility Samantha Hogg Communication Specialist at SIM . Kuwait Diversity Passion Constant Improvement
  • 3. "Pursue our dreams and never stop developing" STANDARDS provides innovative management and human resource solutions necessary for employers to fully meet core business goals. Our services measure success in the critical areas of Leadership, communication, productivity, internal and external customer satisfaction, and compliance. Whatever your industry is, STANDARDS will work with you to develop tailored processes that involve employees at all levels and bring focus to how an employee's daily work directly links to your overall success. We customize our services, products and trainings to several industries; the core of our Human Resources Consulting Training and Development business emphasizes the development of skills We offer tailor made Human Resources Programs and practical knowledge for all kind of levels Solutions to companies in the Middle East, STANDARDS develops talent within your and grades in a company. We cater a very serving them as their virtual HR Manager, the organization and deliver the most effective large base of selective clientele in Lebanon solutions include but are not limited to: programs to your valued employees. and abroad across the Mena region. • Recruitment and Selection Services STANDARDS offers Training Programs in ten • Compensation and Benefits Analysis and Areas: Our STANDARDS provides innovative management and human resource solutions necessary Recommendations • Human Resources Management for employers to fully meet core business • Job Evaluation and Grading system • Business Skills goals. Our services measure success in the • Job Analysis to detail Job Descriptions and • Leadership Skills critical areas of Leadership, communication, Organizational Charts productivity, internal and external customer • Customer Service Services satisfaction, and compliance. Whatever • Performance Appraisal Systems • Advanced Selling Skills the industry is, STANDARDS will work with you • Personnel Development and Training Plans to develop tailored processes that involve • Marketing Management employees at all levels and bring focus to how • Talent Management Systems • Coaching an employee's daily work directly links to your overall success. Tailored Business • Corporate Social Responsibility Management Consulting • Quality Management On 24 January 2012, STANDARDS Consultants I hope STANDARDS Consultants will STANDARDS has expanded its activities and • Supply Chain Management and the Continuing Education Program of the enlarged its team of Consultants, and it’s continue the long path with SIM to reach Lebanese American University “CEP – LAU” tackling numerous industries assisting them in the vision of the company by preparing have signed a joint venture for yearly Public their management process. These solutions and insuring that the HR department will Training Workshops aiming on around 50 include : be a good strategic partner in order to public training workshops a month covering all the Lebanese territories joining forces • Company Organization Structure contribute to the development and the accomplishment of the business plan and with prestigious NGO’s and Institutions . Our • Market Definition and Strategy trainings listed in the Service catalogue are • Re-engineering Business Workflow objectives of our company. As you said exclusively given at the LAU premises. The everyone needs to be stimulated, this • Sales Force Management Consulting added value brought in this joint venture training was a big stimulation for me. is hands-on Training certification from the • Marketing planning and implementation • Human Resources Management "Check our website experienced and latest corporate trends, Amel Benidir along with the highest academic standards in • Supply Chain Optimization www.standards-hrc.com Recruitment Specialist . Shabakkat . Kuwait the Middle East Region. • Mergers and Acquisitions to stay updated with our recent activities and upcoming news."
  • 4. LAU Continuing Education Please accept on behalf of the Alumni Program Standards and CEP-LAU Partnership Relations Office and all those who LAU’s Continuing Education Program (CEP) and STANDARDS signed a partnership Memorandum attended, our deepest gratitude for of Agreement to conduct public training workshops in several business-related areas including dedicating time to put together this Leadership, Human Resources, Customer Service, Corporate Social Responsibility, Sales , wonderful lecture and we look forward Marketing and Business Management. to more of your expertise in future events. The project aims at creating a dynamic learning environment that promotes personal growth while encouraging high performance and career development. In turn, the partnership between Abdallah El-Khal LAU’s CEP and STANDARDS assists professionals in meeting their training needs and contributes to Director of the Alumni Relations – the positive growth of their business communities. Lebanese American University 6 7 STANDARDS STANDARDS PROFILE PROFILE LAU CEP LAU CEP
  • 5. Our On behalf of Bella Flex, I would like to thank you for the valuable information Customers you taught us. We are second generation and we needed some direction. On a personal level, me Hania, I am impressed by the info conducted and I would like to join in other workshops. Hania Chidiac Accountant- Bella Flex 8 9 STANDARDS STANDARDS PROFILE PROFILE Our Customers Our Costumers
  • 6. Recruitment and Selection Performance Appraisal Systems Services Through developing the job analysis and In this process we manage to make it as easy maintaining a job description, it becomes as possible for our clients to find the perfect easier for our clients to set the standards for the candidate that most fits for the job. This is performance appraisal process. We develop made easier for our clients through handling a performance appraisal system that ensures the responsibility of choosing among a huge smooth connection among employees and a number of job seekers, the ones who are most fair evaluation of each and every employee at suitable for the opening and make sure they every stage of his/her performance. This process ensures that every person receives what he/ become valuable assets for our clients. she deserves for the job he/she accomplished throughout a period of one year. Compensation and Benefits Analysis and Recommendations Personnel Development and Conducting the compensation and benefits Training Plans analysis is one of our HR consultancy services. We investigate the needs of our clients and their This analysis is a three step process through employees, we foresee the areas where training which we investigate the internal processes, is required and we set our training plans based conduct an external market study and job on such investigation. We set forth the trainings based analysis that facilitates recommending Human required to develop personnel and ensure any change that shall take place in the they adapt to the changing work environment, current compensation and benefit scheme of setting the base for achievement based on the company. change, technology and new strategies in all areas. Resources Job Evaluation and Grading system Talent Management Systems In order to guarantee a fair grading system, We provide strategic assistance to organizations and decide on benefit provisions, we provide in the accomplishment of long-term enterprise Consulting our clients with a whole system that facilitates goals with respect to talent or human capital. job evaluation and a system that ensures Our system addresses the five essential pillars of a structured and clear grading system that talent management: recruitment; performance functions as a reference to the company at management; learning and development; all the stages of development of the business career development and compensation itself. management. By implementing Talent Management System, organizations will be able Very interesting workshop; the interaction Job Analysis to detail Job to attract, acquire, develop, promote, and and pleasant atmosphere were Description & Organizational retain quality talent. excellent. We learned from each other, Charts from exercises, from the content and We develop a job analysis system that details the trainer’s experience. Everyone was all the tasks required from each and every attentive at all times. I look forward to the employee and make sure that he/she knows coming workshops and I am confident what his/her role is, in order to develop a that our partnership with LAU-CEP and clear and direct job description. This job STANDARDS will reap its fruits. description serves as a reference to keep track of the work done and to point out any pitfall, Chaker Saab negligence or misuse in the completion of the tasks required. Chairman of the Board- Tinol Paints
  • 7. Standards is available to assist its clients in their brands, shaping the market offerings, developing competence in international operational management needs.We work delivering and communicating value, creating solutions, and providing support for building a closely with each firm's principal(s) and key long-term growth, and developing marketing productive service business and implementing employees to learn about their respective strategies and plans. the desired, unified operating model internal operating systems. Through this throughout your customer service process. process we are able to develop a customized Develop Firm’s Business approach, develop innovative solutions, make Processes Marketing Planning and recommendations for improvement and offer Standards Consultants provide a spectrum Implementation assistance with, or take full responsibility for the The two main elements of a marketing plan implementation of each activity. of business process consulting (BPC) services are market research and the planning of an that help you create and re-design the appropriate marketing mix. Our process relies Standards offers its services in the following ten framework and the priorities for improving your on market research which involves gathering areas: operational efficiency and effectiveness by and recording information about consumers, reducing the time, money and resources spent market, product, and the competition in Business Management by formulating a comprehensive strategy and an organized way. The information is then Consulting plan analyzed and used to inform marketing • Company Organization Structure decisions. Review Firm’s Goals & • Market Definition and Strategy Objectives We assist firms in developing the business Human Resources Management • Develop Firm’s Business Processes Business objectives necessary to achieve the We provide a wide variety of human • Review Firm's Goals and Objectives organization's service, profit and growth goals. resource services including performance • Promoting Company Culture and Values A business objective provides a specific, management, organizational development, measurable, realistic, action-oriented and policy and procedure development, talent • Sales Force Management Consulting time sensitive statement that, once achieved, management, and compensation & benefits Management • Marketing planning and implementation propels the organization closer toward among other services listed earlier. meeting one of its goals. • Human Resources Management Mergers & Acquisitions • Supply Chain Optimization Promoting Company Culture Standards’ Merger & Acquisition (M&A) and Values Consulting • Mergers and Acquisitions related services are provided by consulting Creating and maintaining a culture is professionals who have worked on the front Company Organizational challenging, but it can be done. Leadership lines in complex deals. Their capabilities Structure is the key. We will help you to build your can support M&A activities from strategy An organizational structure is the overall company culture so that it is healthy and development and due diligence to practice of a business, implemented to genuinely based on the company values, transaction execution, integration, target achieve a primary goal. With changing times, facilitating long-term productivity. We deliver screening and divestiture. I would like to thank you for a fun, an organizational structure constantly has to with high quality practical implementation of exciting, meaningful and most importantly values in multicultural operating environment. Supply Chain Optimization be modified for competitive advantage. If enriching learning experience that you overlooked, it can lead to inefficiencies and STANDARDS provides an application of and your team had prepared. duplication of efforts throughout your business. Sales Force Management processes and tools to ensure the optimal Consulting operation of a manufacturing and distribution Patricia Rizkallah Market Definition and Strategy The key aim of our Sales Force Management supply chain. This includes the optimal STANDARDS provides the necessary set consultancy service is to increase sales placement of inventory within the supply chain HR Manager – Hands On Management for successful marketing management results through the cooperation. We help to and minimizing operating costs. which include capturing marketing insights, make sales processes more efficient by using connecting with customers, building strong effective selling skills and coaching methods,
  • 8. 16/Human 24/Business 32/Business Resources Skills Leadership Management Skills 36/Corporate 40/Customer 42/Marketing Social Service Management Training Responsibility Excellence Programs 50/Coaching 50/Six Sigma 54/Supply Chain Management Clear, to the point and very interactive. It’s nice to have such an engaging 58/Professional training that opens you up to different perspectives and new ways to view things. Sales Executive L.Hazarian General Manager . IDOL sal
  • 9. 18/Advanced Recruitment Strategies Human 18/Behavioral Interviewing Skills 19/Managing Training Needs Resources 19/Job Analysis and Job Descriptions Management 20/Job Evaluation and Grading System 20/Succession Planning Hands-on human resource management training programs bring insight to the rising 21/Compensation and Benefits importance of HR management as a strategic business partner and the vital role it plays in contributing to business success. Human Resources Management program will explore innovative strategies to attract 21/Counseling and Disciplinary Procedures and retain new talent while making them highly efficient in the organization. Participants will learn to recognize best HR practices and implement them to positively affect bottom line results. In addition, creating compensation and benefit systems, 22/Motivation and Performance Feedback detecting training needs and managing T&D will be covered. Motivation, interviewing, job evaluation, performance review, staffing methods, policies and procedures, and constructive feedback are essential elements of the HR program. 22/Writing Policies and Procedures Legal and ethical issues must also be identified and studied in order to ensure organizational efficiency. 23/Talent Management, Retaining your Talents
  • 10. Advanced Recruitment Managing Training Strategies Needs This full day workshop analyzes the process of • Generate the Best Staffing Processes through • Recruiting from Within, Promoting from Within Employee training and development is vital • Make Effective use of your Role with Respect •Misconceptions Associated with Training finding the best fit candidate for a specific post Detecting the Demand of the Business • Advantages of Having a Healthy HRIS for every business and is the key to success to Trainings •Why Training Sometimes Fails in an organization. It will explore the decision Market and Finding the Best Fit for each and satisfaction. Therefore, it is important to making process involved in choosing the most Position Agenda understand the relevance of the training needs • Presenting the Training Activities and Showing the Return on investment of the •The Role of a Manager with Respect to suitable candidate among a large pool of analysis and evaluation. In this workshop, Training • Consider Environmental and Ethical Issues in • Strategic Planning Human Resources Training System applicants. different levels of training evaluations will be •Training Needs Assessment Staffing • Forecasting Demand discussed, as well as establishing and clarifying • Know how to Evaluate the Training Programs • Generate a Pre-recruitment Process • Forecasting Supply & Markets Available Given to your Staff •Conditions that Impact Learning Workshop Benefits • Benefits and Odds: Internal or External • Recruitment Strategies and Methods training needs for each employee. • Make Optimal Use of the Training by Ensuring •The Return on Investment of Training • Define the Strategic Methods of Planning Recruitment • Recruitment Sources Workshop Benefits Implementation Afterwards •Motivating Employees to Attend Training and your Human Resources in a Way that • Recruiting from the Applicant’s Point of View • Know your Available Resources and Use • Differentiate between Training, Development Development Programs Reaches the Overall Company Mission, Vision and Values them Efficiently • Human Resources Information System (HRIS) and Education Agenda •Importance of Evaluating Training Programs • Assess your Training Needs and the Training •Differences among Training, Development, •Four Levels of Evaluation of Training Programs Needs of your Staff and Education Behavioral Interviewing Job Analysis and Job Skills A person’s past performance on the job is an • Learn the Barriers you Might Face in an Interview • Types of Behaviors Descriptions accurate indicator of how they will perform • he STAR Approach in the future. Therefore, it is important to ask • Learn to Get the Information You Are Seeking It is essential that employees understand what • Defining the Means of Conducting the Job • The Uses of Job Description and Job • The Behavioral Dialogue is required of them in the workplace in order Analysis Interview Specification the right questions in order to properly analyze from the Candidate through Asking Probing Questions • robing Questions for them to reach their maximum potential. potential candidates. This workshop will • Skills and Tactics to be Used in the Analysis • Recruitment This workshop introduces the methods of • Become More Attentive to Details • Follow up Questions process introduce the behavioral interviewing method, developing a job analysis system that details all • Selection relevant questions to be discussed, and • Interact more Effectively with Candidates • Practice the tasks and responsibilities that are expected • Technical, Intellectual and Workgroups Jobs • Career Development through Enhancing your Communication of each employee. This will help to clarify their behavior on which to focus. Skills roles and understand their duties within the Agenda • Succession Planning organization. • The Job Description • Employee Relations Workshop Benefits Agenda • The Job Analysis • Training • Know the Different Types of Behaviors and •Getting Started Workshop Benefits • An Overview of Job Analysis and its • Performance Appraisal How to Approach to Each One of Them •Types of Interviews • Define Job Descriptions Relationship to Various Other Management Functions • Preparing the Job Description/Job • onduct Job Analysis to Create Job Specification Descriptions • Job Analysis Methodology • Know the Benefits of Having Job Descriptions • Job Descriptions/Job Specifications • Evaluate Employees Based on their Job • What are Job Descriptions? Descriptions • What are Job Specifications? • Evaluate Training Needs by Referring to the • Job Descriptions & Job Specifications – The Job Descriptions Differences 18 19 STANDARDS STANDARDS PROFILE PROFILE HR Management HR Management
  • 11. Job Evaluation and Compensation Grading System and Benefits This workshop analyzes fair grading systems • Apply the Technical Training on the Job • Process Guidelines Employees can be motivated not only through • Learn all about Individual Pay Determination • Base Pay (wages) and benefits. It will assist organizations in Evaluation Methods to your Company, financial rewards (base pay) but through • Know the Types of Incentives • Incentives & Benefits • Job Evaluation Workshop creating a balanced system that simplifies Hence Resulting in Solid Grading Systems incentives and benefits as well. This workshop the job evaluation process. The finished • Grading Structure • Ensure Organizational Survival and Growth • The Basic Tools of the C&B System • Practice the Job Evaluation Exercise in the discusses the importance of compensation structure will serve as a reference for the entire • Importance of the Grading system and benefits in a business setting. Participants • Use C&B in Restructuring Cases • Wage Surveys Workshop, and Take the Tools Needed to organization that can be utilized at all levels for Perform One Afterward • Salary Bands will learn how to create systems that attract • Job Analysis/Evaluation development. talented candidates, retain quality employees Agenda • Performance Appraisal Workshop Benefits Agenda • Benefit and Salary Scale and encourage superior performance. • Attract High Quality Employees • Why Do Wages Differ? • Definition, Methods, and Applications •Identify the Job Evaluation Methods Applied • Internationally Applied Methods Workshop Benefits • Retain High Quality Employees • Differences by Industry and Occupation Internationally to Different Sizes of Companies • Stimulate High Performance • Know the Internal & External Factors • Differences Based on Individual Performance Influencing the C&B Decisions • Components of the C&B System and Seniority Succession Counseling and Disciplinary Planning Procedures An organization must prepare for the evolution • Appropriate Selection Criteria • Common Mistakes and Steps to Avoid of its employees as a proactive and progressive • How can we Measure Succession Planning • The Life Cycle of Succession Planning Supervisors and employees should meet • Explain why it is Important to Use a Structured • Overview of Counseling Programs process within the company. Therefore, it Programs’ Efficiency • Transformational Change System regularly to discuss workplace performance, Counseling Approach • Employee Assistance Programs is important to have a contingency plan • HR Metrics and how they Link to Succession conduct and behavior. When necessary, • Analyze Different Situations for Employee in order to facilitate a successful transition. • Competency Identification, Ethics and • Identify Troubled Employees Planning disciplinary action may be taken in order to Counseling This workshop will discuss the elements of a Values Clarifications correct deficiencies. This workshop will explore • Motivate them to Resolve their Problems succession plan and how to prepare for the • Differentiate between the Counseling Loop growth of personnel from within. Agenda • Personal Goals and Linking them to Company Goals present day counseling methods utilized in organizations for the purpose of attaining best on the Corporate Level & Employee Level • Provide Access to Counseling and Treatment • What is Succession Planning and performance. • Stress Management Interventions Workshop Benefits Management • How we Use Competencies in Succession • Explain the Steps of Employee Counseling Based on who Requests Counseling • Dimensions of Work Site Wellness Planning • Why the New Interest in Succession • The Current Status of Succession Planning, • Laying a Foundation for Succession Planning Workshop Benefits • Practice the Skill of Employee Counseling • The Changing Significance of Industrial • Best Practices in Succession Planning What Researches Show • Define Counseling and Explain why it is Discipline • Best Practices vs. Common Business Practices • What are Talents? Do we acquire them? Do we nurture them? • Management, Technical, Social Succession Planning • Refining the Program Important Agenda • Arbitrators and Discipline • Differentiate between Counseling, • Employee Counseling and Wellness Services • Elements of the Just Cause Principle • Development Activities • Ensuring Leadership Continuity in • Taking it from the Top Feedback, and Disciplinary Action Organizations • The Need for Employee Counseling • Degree of Proof in Disciplinary Cases • Internal Leadership and Executive Education • List 5 Reasons that Indicate an Employee • Trends Influencing Succession Planning Needs Counseling • Addressing Employee Well-Being • Tests for “Just Cause” Employee Terminations • Succession Planning Programs and how they Work • The State-of-the-Art Approach • Meaningful Appraisal Programs • Effective Succession Planning Programs 20 21 STANDARDS STANDARDS PROFILE PROFILE HR Management HR Management
  • 12. Motivation and Performance Talent Management, Retaining Feedback your Talents Each person has unique biological, emotional, • List 3 Words or Phrases to Avoid During • Performance Feedback from the Boss Talent management is an overall organizational • Select from a Range of Different Development of Talents cognitive, and social forces that direct their Feedback strategy that gives a competitive advantage Approaches which Work in Attracting, • Performance Feedback from the Staff • Training Programs vs. Development Programs individual behavior. Positive feedback serves to those who implement such systems into their Developing and Retaining Talent Create the • Name the Steps of Giving Performance as an overall motivating force in workplace • Analyzing Performance Problems business environment. Research has proven Talent Management Plan • Long Term and Short Term Commitment Feedback satisfaction. This workshop will review the • Writing Performance Plans that organizations that use talent management • Talent Management Planning elements of a healthy work environment and discuss ways to motivate employees via • Demonstrate (Observe) the Skill of Giving Feedback on Performance • Giving Performance Feedback strategies and solutions exhibit higher Agenda • Talent Management and its Relation to performance in the workplace. This workshop performance feedback. • Providing Coaching to Improve Performance • What is a Talent Succession Planning and Career will analyze the talent management process Agenda: • Reinforcement Strategies to Ensure and focus on ways to retain valued employees. • Who Assesses Talents? Development Workshop Benefits • The Performance Management Cycle Continuous Improvement Workshop Benefits • The Healthy Mix of Talents in Organizations • Why Do Talents leave and How to Make them Stay • Define Feedback • Performance Planning • Creating a Development Plan • Incorporating Talent Management as a • Know how to Map the Talent Needs of the Strategy • Explain what are the Benefits and • Managing Performance • Dealing with Difficult Situations During the Organization against Potential Employees Consequences of Performance Feedback Performance • Hiring from Within, the Right Person, the Right • Appraising Performance • Make the Case for Talent Management and Time • Define Standards and Explain their Relation • Developing Performance Understand the Importance of Incorporating to Performance Feedback on Both • How to Develop Leaders • Rewarding Performance Talent Management into the Business Corporate and Employee level Strategy • Technical, Managerial, and Social • Management Review 360 Degrees • Identify the 6 Rules of Effective Feedback and Explain why they are Important • Performance Feedback from Peers Writing Policies and Procedures "The greatest thing in life is to keep The HR Department’s main goal is to align • Write an SOP’s Using an Appropriate Format • SOP Implementation and Improvement strategy with employee performance while adhering to policies and procedures. Employees must follow established guidelines in order to be successful in the workplace. This • Identify Important Steps and Sub-Steps • Choose a Workable Level of Details • Seven Steps for Successful SOP’s • STP Problem Solving Model your mind young " • Develop a Plan to Generate Buy-In from the workshop will aid in identifying the specific Diary’s Worker, Managers and Advisors needs of the organization hence writing effective policies and procedures for the organization to follow. Agenda • Reasons why People Need SOP’s Workshop Benefits • The Performance Triangle • Define Two Types of Variation and how • System, Procedure, Steps and Variations SOP’s May be Used to Control Special • Formats and Writing Cause Variations 22 23 STANDARDS STANDARDS PROFILE PROFILE HR Management HR Management
  • 13. 26/Creativity Tools 26/Memory Techniques 26/Effective Decision Making 27/Effective Problem Solving Business 27/Transactional Analysis Skills 27/Telephone Techniques 28/Business Writing Skills Learn self-development tools that work successfully in business. 28/Time and Stress Management This program brings together all the soft skills needed to perform a job, and enhance leadership, communication, time and stress management skills. Explore the latest creative, problem solving, decision making and team building skills. 29/Corporate Communication Skills It will aid in: • Investing in company talent 29/Project Planning Skills • Self improvement for business development • Creating an out-of-the-box management program • Building a strong intellectual team 30/Managing Complex Situations • Creating building blocks for further investment 30/The Art of Being Interviewed 31/Building Effective Teams
  • 14. Creativity Tools Effective Problem This workshop will help identify several useful techniques to develop technical creativity to solve real life business problems. It Innovative Ideas Reliably • Creativity as a Process of Thinking, Not as a Mode Matrix Analysis • Brainstorming Solving recognizes a wide range of approaches as • Random Input well as developing and generating new and • Solve Problems Efficiently, Effectively and Employees are often confronted with many • List the 6 Steps of the Structured Problem • Practice Solving Real Problems Using the • Concept Fan innovative ideas. Objectively issues on a daily basis that require problem Solving Model 6-Step Model • Reframing Matrix solving skills. This workshop will cover the • Spot Opportunities that you Might Otherwise • Explain How to Use the Fishbone Diagram to Workshop Benefits Miss • Provocation elements of problem solving and simplify the Identify the Root Causes of Problems Agenda process so that individuals can manage issues • Become Intensely and Always Creative • Do It • Explain how to Use the Multi-Level Whys • WHAT: Definition of Problem Solving in a rational manner. • Increase your Ability to Solve Problems Agenda • Simplex Technique to Identify Root Causes of • WHEN & WHY: When to Solve Problems and Efficiently and Effectively • Reversal and Scamper • Subconscious Problem Solving Workshop Benefits Problems Why Each Is Important • Attribute Listing, Morphological Analysis & • Define ‘Problem Solving’ • Practice Conducting Brainstorming Sessions • HOW: 6 Steps of Problem Solving and • Master Ways to Generate Fresh and to Generate Solutions for the Problem Practice. • Explain Why It Is Important to Use a Memory Techniques Structured Approach for Problem Solving • Explain how to Select the Best Solution to a • WHERE & WHO: Preferred Place to Solve P Problem From Many Options roblems & Who Should be Involved • Explain when Problems Need to be Solved Transactional Analysis This workshop will help strengthen the memory • Reduce Clutter in our Memory • Tools for Improving you Memory in regard to names, numbers, facts and a • Use Special Approaches for Remembering • Mnemonics variety of other essential pieces of information. Different Types of Information Different tools and techniques will be used that • Aide Memoires can be applied to daily life in the workplace as • Make Effective Use of Mnemonics well as in everyday situations. Transactional analysis is conducted in order to understand personality, and in turn, improve Workshop Benefits Agenda Agenda human relations. Therefore, self-analysis is • Know the TRIO in you • What is Transactional Analysis? Workshop Benefits • Remembering Numbers, Letters essential to understanding oneself as well • Learn how to Control Each One of the TRIO • Learn about your Feelings • What is the Aim of Transactional Analysis • The Contract • Strengthen your Memory as others in the business environment. This • Remembering Lists, Structured Information • Know When you are in a Positive Ego State • Ego States (Positive and Negative) workshop will analyze behavioral patterns • Improve Skills of Remembering Important • Creating Long Structures and When you are in a Negative One • Basic Needs and transactions as well as identify strategies Things for modification and stroking. • The Drama Triangle • Basic Feelings Effective Decision Telephone Techniques Making Effective communication is essential to success in the business world. Many transactions are still • Walk the Extra Mile • Assure you Get the Right Message Delivered • Telephone Standards • Steps to Remember conducted via telephone both domestically in the Right Means Decision making is an ongoing process • Select Between Different Options • Grid Analysis • Your Best Voice and internationally. This workshop will discuss • Ensure your Message is Understood and that presents itself on a regular basis in the • Choose between Options by Projecting • Decision Trees the mastery of telephone communications Followed Through • Golden Rules workplace. This workshop will discuss the Likely Outcomes • PMI (specifically in customer service and sales) steps involved in making decisions and offer • Leave the Customer with a Positive Image • Statements to Avoid • Weigh the Pros and Cons of a Decision and cover telephone techniques and proper techniques to perform a cost-benefit analysis • Force Field Analysis about you and the Company you Represent phone etiquette. • Taking a Message to help choose the best options. • Analyze the Pressures For and Against • Six Thinking Hats Workshop Benefits Change • Cost/Benefit Analysis Workshop Benefits Agenda • Placing a Caller on Hold • Transferring a Call • Select the Most Important Changes to Make Agenda • Know the Basic Concepts of Handling • You as a Communicator • Closing the Conversation • Pareto Analysis Telephone Calls • Know your Customers • Evaluate the Relative Importance of 27 Different Options • Paired Comparison Analysis • Use your Senses During the Call • Successful Call Management STANDARDS • Gain Customer Satisfaction • Getting Results on the Phone PROFILE Business Skills