|
|
Workshops
All workshops and
courses are run both publicly and in-house
For workshop
enquiries please contact
Michelle du Toit
Manager: Workshops: Workinfo.com
Tel: +27 (0)11 781
4228(Office)
Fax: +27 (0)86 566 4094
Cell: +27 (0)83 232 2004
Email:
michelle@workinfo.com
Workinfo.com receives
Services SETA Accreditation
We are proud to announce that we have
received Provisional Accreditation from
Services SETA as from 16 January 2009.
Our Employment Equity Workshop is now
accredited as NQF Level 4, Credits: 5. The
SAQA Id no is 10983.
Special Public Workshop Offers
We offer the following special
offers on our public workshops:
1. Register three delegates for
any public workshop and the fourth delegate may attend free of
charge.
2. Should you wish to attend a
public workshop that is not presented in your area, we will give you
a 20% discount on the workshop, to assist with the flight and
accommodation costs.
3. Book and pay 1 month in
advance for a public workshop, and receive an Early Bird
registration discount of 5%.
4. Workinfo.com and
Caselaw.co.za subscribers receive a 10% discount on all workshops.
PLEASE NOTE THAT YOU CANNOT COMBINE DISCOUNTS 2,
3 AND 4.
__________________________________________________________
Courses and Workshops
An Overview
All workshops and courses are run both publicly and
in-house
Index
-
Developing an HR Business Strategy
-
Workforce and Succession Planning Workshop
-
Industrial Relations Workshop
-
Employment Equity Committee Training
-
Guidelines for Internal Statutory Committees
(EE and / or SDC)
-
Managing for Diversity Workshop
-
Coaching and Mentoring
-
Talent Management
-
Recruitment and Selection
-
Workplace Communications Workshop
-
Wage Negotiation Management Support Workshop
-
Workplace Violence Prevention course
-
Basic HR for Line Managers
-
Interpersonal Skills
-
Powerful Interpersonal Supervisory Skills -
Managing the Power of Expectations
-
Time Management
-
Introduction to Human Resources Management
-
Preparing
for retrenchments
1. Developing an HR Business Strategy
(1 or 2 day)
In this two-day course we cover:
·
A guide to strategic human resource planning
·
How to make your HR Strategy integral to the
organisation
·
Form a strategic human resource planning model
·
Analysis
·
Setting the strategic direction
·
Designing the Human Resource Management System
·
Planning the total workforce
·
Generating the required human resources
·
Investing in human resource development and
performance
2. Workforce and Succession Planning Workshop (2 days)
Workforce and Succession Planning ensures that "the
right people with the right skills are in the
right place at the right time." This
definition covers a methodical process that
provides managers with a framework for making
human resource decisions based on the
organizations mission, strategic plan,
budgetary resources and a set of desired
workforce competencies.
Planning for human resource needs is one of the
greatest challenges facing managers and leaders.
In order to meet this challenge, a uniform
process that provides a disciplined approach for
matching human resources with the anticipated
needs of the company is essential.
Workforce planning is a fundamental planning
tool, critical to quality performance that will
contribute to the achievement of programme
objectives by providing a basis for justifying
budget allocation and workload staffing levels
and should be included as a key management
activity.
3. Industrial Relations Workshop (1 or 2 day)
This Industrial Relations course, comprised of
the following training interventions
·
Chairing a disciplinary hearing (in-house)
·
Initiating disciplinary action (in-house)
It is designed to enable managers to conduct
proper disciplinary hearings and to administer
disciplinary principles in a fair and consistent
manner. It will lead delegates through the
required procedural and substantive aspects
pertaining to disciplinary action principles as
contained in the Labour Relations Act and
related Codes of Good Practice and recent
employment case law.
4. Employment Equity Committee Training (1 or 2 day)
|
NQF Level |
Number of Credits |
Unit Standard No. |
Unit Standard Title |
|
4 |
5 |
10983 |
Participate in the implementation and
utilisation of equity related processes
|
This workshop is designed to help you set up and
self-administer an employment equity plan.
Covering the Employment Equity Act, and
reviewing international equity plans and
diversity programmes, this extensive one day
workshop delivers solid, practical advice to
help you through the process. It carefully
outlines the roles and responsibilities of the
EE Committee.
At the same time this workshop allows you to develop a unique
employment equity strategy for your business
while also ensuring that it is legally
compliant. The implementation of an employment
equity programme should and can be an exciting
opportunity to examine your business structures,
workflow, human resource systems and staffing
requirements.
5. Guidelines for Internal Statutory
Committees (2 days)
(EE committees and / or Skills Development
Committees)
This course is aimed particularly at the
committee members of the Skills Development
Committees and the Employment Equity Committees.
During this two day course committee members
will learn how about the following areas:
·
Legislation governing their respective
committees
·
The objectives of their respective committees
·
Their roles and responsibilities as committee
members
·
What their deliverables are
·
How to communicate effectively as a committee
·
How to manage stakeholders and difficult
situations
This course can be customised to only cover information pertinent to
Skills Development Committees or EE Committees
depending on the need.
6. Managing for Diversity Workshop (1 or 2 days)
The aim of this one-day workshop is to support
supervisors to:
·
Begin the process of adapting and/or changing
current supervisory practices to meet the
demands of a diversifying workforce.
·
Develop insight and self-knowledge about
intercultural competence to work with a diverse
workforce.
Participants at this workshop will benefit by
gaining the following insights:
·
Understand the relationship between diversity,
equity, affirmative action and human rights.
·
Understand the range of cultural behaviours and
expectations supervisors confront each day in
the workplace.
·
Examine how values, norms, self-esteem, sense of
belonging and trust are harnessed for building a
diverse team.
·
Develop an action plan to identify and implement
3 diversity related change projects in their own
team.
7. Coaching and Mentoring (2 days)
At the end of this 2 day course delegates will understand
why we need coaching and mentoring in the
workplace and its benefits. They will be able to
implement various forms of coaching in the
workplace and know what makes a coaching
programme effective.
They will understand all the elements of mentoring and how
this differs from coaching. They will also
understand various types of mentoring, what
makes a good mentor, know how to run a Mentoring
Programme and be able to implement various type
of mentoring programmes.
8. Talent Management (2 days)
This workshop covers the full spectrum of
attracting, retaining and managing talent in the
workplace. Delegates will learn how to analyse
the internal and external environments, attract
or find the right talent, keep them engaged with
the organisation, ensure that their managers are
able to instill commitment and loyalty from them
by providing the right opportunities so that
both they and the organisation benefit.
9. Recruitment and Selection (2 days)
During this workshop delegates will learn about
every aspect of recruitment and selection by
covering the following modules:
·
How recruitment fits into the organization.
·
How to attract talent
·
How to make an informed selection decision
·
South African legislation pertaining to
recruitment and selection
·
How to avoid biases in your selection process
·
How to follow the correct recruitment process
·
How to manage your external recruitment agency
·
Good interviewing skills
·
How to conduct psychometric testing
·
How to conduct reference checking
·
How to manage the costs associated with
recruitment and selection
10. Workplace Communications Workshop (1 or 2 days)
This two-day workshop and the accompanying
manual have been designed to suit the needs of
the HR and Communications practitioners who are
required to communicate important issues within
their organisation. This course delivers sound,
practical and easy to follow advice to help you
through the process of:
·
analysing your organisations communication
requirements
·
identify your stakeholders
·
identify the correct communicators
·
communicating the message via the correct medium
·
drawing up the communication plans
·
measuring and evaluate your communication
·
implementing the correct policies and procedure
in order to ensure the continued use of
effective communication
·
keeping you prepared in the case of an emergency
11. Wage Negotiation Management Support
Workshop (2 day)
The overall aim of this workshop is to enhance your
negotiation skills at the bargaining table. The
emphasis of this two-day workshop is on the
practical skills and knowledge needed by
negotiators to enter into effective negotiations
with trade unions.
How to conduct effective wage negotiations! The workshop
facilitators are well versed in the art and
skill of trade union negotiations, and have
extensive experience in conducting wage
negotiations with a variety of trade unions in
different sectors. By attending this workshop
you will gain extensive practical knowledge in
conducting your own wage negotiations.
This workshop will focus on improving negotiation skills at
the bargaining table. This collective bargaining
workshop will offer training in the most
important aspects of the negotiation process.
12. Workplace Violence Prevention course
(sessions or full course)
Why should you be prepared for workplace
violence?
Crime is the Number 1 problem facing the South
African society in general and business in
particular. We can not escape it but we can be
prepared for it. Are you and your staff ready to
deal with a violent incident that may change
your lives forever?
The participants in this course will be taught
to handle threatening situations under the
supervision of a skilled supervisor or manager.
13. Basic HR for Line Managers (2
days or customised to 1 day)
The aim of this course is to provide managers
and supervisors with some of the basic skills
and knowledge required to be excellent at their
roles of managing and motivating people.
14. Interpersonal Skills for Line
Managers (2 days)
This 2 day workshop covers the following
important areas relating to interpersonal
skills:
1.
Introduction to leadership:
2.
Effective leadership styles
3.
Supervisor employee relationships
4.
How can supervisors / leaders deal with
pressure from above
5.
Communicating effectively with employees
6.
Listening skills (self analysis exercise)
7.
Having difficult conversations with
employees (e.g. managing non performance and
goal setting)
8.
Conflict management
9.
Dealing with change in the workplace
10.
Improving employee motivation
11.
Setting performance standards
12.
Managing and leading a diverse workforce
15.
Powerful Interpersonal Supervisory Skills -
Managing the Power of Expectations
This training program is built upon principles
discovered through decades of research and is
closely patterned after Pygmalion training
designed and successfully used by world-renowned
behavioural scientists. These experts have shown
that participants who master and consistently
apply the principles and skills presented in
this training, experience positive changes,
including improved performance in themselves and
in those they oversee. These programs have been
shown to be effective in helping managers become
more effective Pygmalions and in bringing out
more of the potential of their employees. It is
not magic and it is not easy; but the bottom
line is that it works and it can work for you.
By the end of this training session, through a
variety of means including presentations, a
video, discussions, experiential exercises,
individual brainstorming and role-plays, the
delegates will be able to:
·
Understand the ABC's of the Pygmalion Effect
(the basic premises upon which self fulfilling
prophecies (SFPs) and expectation effects are
based).
·
List and understand how to use the Four
Pygmalion Factors through which people
communicate their expectations of others.
·
List and understand how to use the Three Ways to
Create the Galatea Effect by raising people's
self-confidence.
·
Begin to develop the skills to apply the Four
Pygmalion Factors and the Three Ways to Create
the Galatea (self-confidence) Effect to
positively influence those with whom you
interact.
·
Identify a wide range of situations where
Pygmalion and related SFP principles can be
used.
·
Raise your expectations and belief in your
employees' ability to achieve more.
·
Raise your expectations and belief in your own
ability as a manager to positively influence and
lead your employees to achieve more.
·
Begin to develop a comprehensive short and
longer-term plan (specific goals) to apply the
Pygmalion principles within your own work
situation, including plans to overcome likely
obstacles.
16. Time Management
In this 1 day workshop learners will learn the
following aspects of Time Management:
·
What is Time Management?
·
Time Management Principles
·
Productive Work
·
Crisis Management
·
Planning
·
Tips and Techniques
17. Introduction to Human Resource
Management 3 Days
Day 1
Introduction and Basic HR-
Employment Equity
Recruitment and Selection
Day 2
Induction and Orientation
Learning and Development
Performance Management
Day 3
Labour Issues i.e. Disciplinary Actions
and Grievance procedures
Workforce and Succession Planning Taking HR
into the future!
18.
Preparing for Retrenchments 1 Day
This one day
workshop will help you if you are planning retrenchments. Whether
you are retrenching one employee or many, you need to have a good
reason to retrench and do it properly, otherwise you will end up
with unhappy employees and in court! Defending a retrenchment case
in court will cost you time and money. You may even end up
worse-off despite the savings you achieved by reducing staff.
|
Member
Content 
