CHANGE MANAGEMENT FOR PUBLIC SECTOR REFORMS AND DEVELOPMENT PROGRAMS

TARGET AUDIENCE: Chief Executive and Project Coordinators that are implementing (or will be) development programs, Program Communication Officers, Reform Managers or Institutional Reform Offers. DESCRIPTION Successfully instituting and managing change in the public sector is difficult. When it is a large scale change like reforms, it is even more difficult and forth with varying levels of...
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ESSENTIAL SKILS FOR EFFECTIVE TEAM WORK

TARGET AUDIENCE: New managers, Team Leaders and professionals in roles of Team Leadership DESCRIPTION Collaboration between employees or groups of employees is key to high performance.  Team Building is key to developing a culture of collaboration.  Team building is the process of bringing together a group of contributing employees into a cohesive team. An effective...
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SETTING UP A SYSTEMATIC SUCCESSION PROGRAM

TARGET AUDIENCE: Top Management staff who must lead and implement succession planning for their organization. DESCRIPTION This program is intended to provide a hands-on approach to developing and setting up a Succession Program for an organization. It is about filling the organization’s staffing pipeline and building internal strength. Succession Planning contributes to an organization’s...
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ESSENTIALS OF PERFORMANCE MANAGEMENT

TARGET AUDIENCE: Heads of Organizations, Directors of Human Resources, Heads of Departments, & Units DESCRIPTION Performance management is a set of management activities that employees and managers engage in to ensure that organizational, departmental, unit, and individual goals are consistently being met in an effective and efficient manner. The various processes involve managers...
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ESSENTIAL SUPERVISORY SKILLS FOR MANAGERS AND SUPERVISORS

TARGET AUDIENCE: Heads of Organizations, Directors of Human resources, Head of Departments & Units DESCRIPTION Supervision is a key management activity that is essential to ensuring that work outputs meet performance levels. The supervisor oversees the activities and responsibilities of employees that are within his/her area of responsibility. Though the Supervisor does not directly perform...
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ESSENTIALS OF HUMAN RESOURCE MANAGEMENT (LEVELS 1 &2)

TARGET AUDIENCE: Human Resource Management Professionals, Administrators and Operations Managers. DESCRIPTION The role of Human Resource Management is to ensure that the organization has the people it needs to succeed.  Human Resource Management is a management function that deals with acquisition and management of the organization’s people.  Human Resource Professionals must be...
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BEST PRACTICE IN DEVELOPING EFFECTIVE GOVERNANCE BOARDS LEVELS I &II)

DESCRIPTION The Board’s primary role is governance. Governance involves policy and strategy development, and implementation oversight. Board Development is critical because most Board members come into their role without prior experience (or with varying degrees of knowledge and experience), and no two organizations are the same. This program provides best practice approach to developing an...
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TOWS MATRIX MODEL OF STRATEGIC PLANNING

TARGET AUDIENCE: Board Directors, Head of the Organisation, & Unit/Dept. for Strategic Planning DESCRIPTION Rapid and intense changes occurring inside and outside the organisation, coupled with competing demands from varying stakeholders result in many organisations loosing grasp of the process of strategic planning and execution. The sequence becomes muddled and ends up becoming series of...
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EFFECTIVE CHANGE MANAGEMENT

TARGET AUDIENCE: Program Officers, Heads of Department and Units & Employees responsible for implementing change DESCRIPTION Change management is a structured approach to transitioning individuals and organizations from the current state to the desired future state. It is an organizational process aimed at empowering employees to accept and embrace changes in their organizations. Dealing...
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BECOMING AN EFFECTIVE MID-LEVEL MANAGER (ACHIEVING RESULTS WITHOUT AUTHORITY)

TARGET AUDIENCE: Managers, Supervisors, Team Leaders, Project Managers DESCRIPTION The Mid-Level Manager’s predicament is getting things done in an organization where he/she lacks the formal power and authority though he/she has the responsibility. Mid-level managers often have to rely on interpersonal relations more than their knowledge or technical competence because managing people at this...
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