Course Overview Servant leadership can seem like a contradicting term, but it is becoming a very popular tool in many businesses. Servant leadership is a philosophy that involves focusing on others (i.e. your employees), and focus on their success, and in turn build better professional relationships that can benefit both manager and employee. Servant leadership shows that managers can be great leaders while boosting their employee’s confidence and further their success at the same time. With our “Servant Leadership” course, your participants will discover the specifics of how servant leadership works and how it can benefit both leaders and employees! Course Objectives: Define servant leadership Know the characteristics of servant leadership Recognize the barriers of servant leadership Learn to be a mentor and a motivator Practice self-reflection
Course Overview Often, people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. Participants will be able recognize these events and grab the reins with more confidence. This course touches on understanding the leadership gap, vital leadership traits, and how to overcome various barriers. With our Women in Leadership course your participants will learn how women are changing the workforce. Through this course, participants will gain a new perspective on the workforce, and what benefits can come from hiring and promoting women to higher positions. By the end of this Women in Leadership Online Short Course, you will be able to: Discuss the leadership gap between men and women Learn about women in various powerful positions Discuss different traits associated with women in management Understand the different barriers facing women in leadership positions Learn about the benefits of having women in the workforce
Course Overview Workplace harassment is illegal and destructive to any organization. It is important to treat everyone in the workplace with respect and dignity. Workplace harassment must be identified, discouraged, and prevented in order to keep a hostile work environment from developing. Left unchecked, harassment can escalate into violence. Workplace harassment training is essential to the welfare of all businesses and their employees. In order to prevent Workplace Violence, it is essential that managers and employees are able to identify individuals who could become violent and understand how to diffuse dangerous situations. This course will help participants to identify and address violence in the workplace, as well as giving them the tools to develop their own Workplace Harassment Policy. Course Objectives Define workplace harassment. Understand bullies and how to avoid hiring them. Create a risk assessment and understand how to handle violence. Recognize social and business responsibility. Develop relevant policies and procedures. Learn how to investigate complaints.
Course Overview Harassment can be based on a variety of factors that differ from the one doing the harassment, such as race, sex, and disability. Experiencing uncomfortable situations in the workplace may be more than an offense against an individual. It can be a crime committed against the law, which is why this topic has become a very important for every organization. The Workplace Harassment course will help give participants the tools necessary to recognize harassment in the workplace as well understand your rights and responsibilities under the law, with regard to safety in the workplace. Through this course your participants will recognize that it is necessary for everyone to help create programs that teach employees to identify harassment and exercise anti-harassment policies. Course Objectives * Identify the words and actions that constitute harassment. * Understand what the law says about harassment. * Implement anti-harassment policies. * Educate employees and develop anti-harassment policies. * Discuss employer and employee’s rights and responsibilities. * Address accusations of harassment. * Apply proper mediation procedures. * Deal with the aftermath of harassment.
The purpose of this class is to provide you with basic information on the federal regulations governing affirmative action, Office of Federal Contractor Compliance Programs (OFCCP), and the affirmative action plan preparation process. As a result of this class you will understand why your organization has to comply with affirmative action regulations, the impact of non-compliance, how to comply and manage an OFCCP audit. You will also earn HRCI and SHRM credits and a certificate upon completion. See more at: Introduction to Affirmative Action
This bundle includes 97 courses, regularly priced at $12.95 each...now for only $69.99 total! Under the Occupational Safety and Health Act of 1970, employers are responsible for providing a safe and healthful workplace. No person should ever have to be injured, become ill, or die for a paycheck. The importance of training your employees – both new and experienced — cannot be overemphasized. Effective training of new employees results in employees who: Know what they’re doing Save time Have a good feeling about the company Get off to a good start. Retraining of employees provides for continued "insurance" against accident and incidents. To assist employers, safety and health professionals, training directors and others with a need to know, OSHA’s training-related General Awareness training courses have been collected in this online training bundle. Topical General Awareness Requirements for training are included in this group of courses as well as industry specific training. Training in the safe way for workers to do their jobs well is an investment that will pay back over and over again in fewer injuries and illnesses, better morale, lower insurance premiums and more. It is a good idea to keep a record of all safety and health training. Documentation can also supply an answer to one of the first questions an incident investigator will ask: “Did the employee receive adequate training to do the job?” * Comprehensive General Awareness Training Curriculum for your firm's safety program. * One Purchase and you have every course you need to train multiple employees. * An annual fixed cost per trainee for solid budget planning.
If you have already downloaded my Comprehensive Guide to Change Management or my Comprehensive Guide to Change Management and ERP Implementations then most of what is in these slides is already covered in them. If you are one of the now nearly 1000 people who have downloaded my FREE Practical Framework Approach to Change which gave you a flavour of my own developed approach to "change" then these slides are for you. They have been competitively priced given the potential number of customers. I have taken the original high-level document and added details of each component of my approach as follows. Sponsorship - describes the key elements of Sponsorship in the change process including the need for a Sponsor, IBM Making Change Work survey, personal attributes of a Sponsor, the ABC/123 of Sponsorship, different types of Sponsor, Roles of a Sponsor, Sponsorship Checklist. Stakeholder Analysis & Management - provides the key steps for conducting Stakeholder Analysis and Management to support Change Communication and Engagement activity. The document structure includes What is Stakeholder Management, Benefits of Stakeholder Management, the four Stages of Stakeholder Management (Identify, Define, Engage and Plan) and the key to Stakeholder Management. Communication - describes the key elements of Communication with the context of change including Communication Guidelines, Creating Awareness, Different Messages, Channels for Building Awareness, a simple 4-stage Communication Framework Measuring Business Readiness & Adoption - describes the key elements of setting up Business Readiness/Adoption Measurement including What is Adoption/Business Readiness, Procsi's ADKAR, the 6 key Set-up Stages, What can be Measured, Agree Question + Examples, Agree Survey Participant, Agree Scoring Criteria and Target, Agree Survey Tool, Survey Input/Analysis/Actions. Training & Education - contains the key elements of managing necessary training in the context of a change initiative and include The Importance of Training, Overall Training Considerations, Training Needs Analysis, Logistical Considerations, Training Aligned to Roll-out (inc. example), Numbers to be Trained (inc. Example of Scheduling), Training Delivery Options, Training Documentation (inc. Example of Process), Training Logistics, Training Evaluation (inc. example). Managing Business Benefits - contain a "snapshot" guide to Managing Business benefits and include using a Structured Approach, What is a Benefit, What is Benefits Management, Why is Benefits Management important, Who is Responsible/Involved, Role of the Business Change Manager, Linking Benefits with the Business Case, About the Business Case, Business Case Development, The Business Case Process, The Benefits Management Process, Identifying and Structuring Benefits, Planning for Benefits, Realisation and Tracking of Benefits, Benefits Evaluation, Post Implementation Review (Why/What/When, Key Principles, How, Activities to Include, The Report. Continuous Improvement - describes the key elements of the Plan, Do, Check, Act (PDCA) cycle including Plan (Identify/Analyse the problem and what Tools to use), Do (Develop/Implement the Solution and what Tools to use), Check (Evaluate the Results, Achieve Goals and what Tools to use), Act (Implement the Solution and what Tools to use).
This training presentation teaches the techniques to generate good quality ideas. A good quality suggestion is not only implementable, but also increases customer satisfaction, improves productivity and enhances employee motivation and enthusiasm. Learn effective approaches to motivate employees to submit suggestions. You can also find numerous examples of ideas for improvement which could be adopted or adapted directly for various functions in your organization ranging from Sales and Administration to Operations and Technology. LEARNING OBJECTIVES 1. Understand the basic concepts of a suggestion system 2. Learn effective approaches to motivate employees to submit suggestions 3. Describe the five techniques for developing creativity 4. Review various categories of examples of ideas for improvement 5. Familiarize with the checklist for improvement to look for problems 6. Learn how to develop \"Kaizen Eyes\" CONTENTS 1. Introduction & Basic Concepts of a Suggestion System 2. Examples of Effective Procedures 3. Techniques for Developing Creativity 4. Examples of Ideas for Improvement for Production and non-Production Functions 5. Checklist for Improvement 6. Ways to Develop "Kaizen Eyes"
This is a 210-slide PowerPoint. BENEFITS OF DOCUMENT Implement a strategy and mechanism to generate a constant flow of ideas. Simplify the evaluation system to speed up the suggestions feedback process. Learn effective approaches to develop creativity and improve participation rates. DOCUMENT DESCRIPTION A staff suggestion system is a formalized mechanism which encourages employees to contribute constructive ideas for improving the organization in which they work. The overall aim is to gather, analyze and implement ideas in order to create results that have a positive impact on the business and/or deliver new value to customers. An effective staff suggestion system improves one's own work and the working environment, creates ownership and trust, builds teamwork, improves profitability and last but not least, enhances communication between employees and management. With this presentation, you will learn how to put in place a lean and effective employee suggestion system that generates a constant flow of good quality ideas. LEARNING OBJECTIVES 1. Understand the key elements of a suggestion system 2. Define how to plan and launch an effective suggestion system 3. Describe how to set up a strategy and mechanism to generate ideas, capture quality ideas, evaluate ideas and sustain a constant flow of ideas 4. Explain how to develop employees to identify opportunities for improvement and write good quality ideas 5. Define success factors for sustaining a suggestion system CONTENTS 1. Introduction to Kaizen 2. Introduction & Basic Concepts of a Suggestion System 3. Scope of Suggestions 4. Goals of a Suggestion System 5. Planning & Launching a Suggestion System 6. Roles & Responsibilities 7. The Suggestions Process 8. Evaluation & Award Systems 9. Examples of Effective Procedures 10. Techniques for Developing Creativity 11. Examples of Ideas for Improvement 12. Points for Improvement 13. Ways to Develop "Kaizen Eyes" 14. How to Sustain a Suggestion System
These slides include Reference material sourced from the web about other people?s views of, and recommended use of Change Champions in a change initiative (People Attributes/Benefits and Setting up a Change Champion Network) and Examples of how the author used Change Champions in some previous assignments with details of how they were used and their roles & responsibilities.
This is a 111-slide PowerPoint. This 110+ slide deck is not intended to provide you with the "be all and end all" about Digital Transformation. It has been created from an amount of research into the subject to provide you with the latest thinking from numerous "key players" in the Digital Transformation space. The information should be used for reference purposes because every organisation and situation is different. The slides sections are as follows: What is Digital Transformation? What drives Digital Transformation? What are the benefits of Digital Transformation? What Industry Sectors are impacted? What Digital Technologies are there? What are the components of a Digital Business? How do you start your Digital Transformation journey? What hurdles are there to Digital Transformation? Who should lead Digital Transformation? Is it all about Customer Experience? How do you assess Digital Readiness? What Digital Transformation Frameworks are there? What do you need to Change? Who needs to be involved? How do you manage your talent? Examples of successful Digital Transformation. Hopefully the slides will enhance your understanding of what is currently a very ?hot topic? but you need to reflect on the information provided and use it to align with your own research and understanding to make best use of the information.
A paper describing the key elements of Communication with the context of change including Communication Guidelines, Creating Awareness, Different Messages, Channels for Building Awareness, a simple 4-stage Communication Framework, examples of Communication Models, examples of the use of Existing Internal Communication Channels, examples of Communication problems, examples of Measuring and Tracking Communication effectiveness.
These slides contain the key elements of managing necessary training in the context of a change initiative and include The Importance of Training, Overall Training Considerations, Training Needs Analysis, Logistical Considerations, Training Aligned to Roll-out (inc. example), Numbers to be Trained (inc. Example of Scheduling), Training Delivery Options, Training Documentation (inc. Example of Process), Training Logistics, Training Evaluation (inc. example), Example of Training Strategy and Training Roadmap.
Visual management is an integral part of a Lean management system. Visual management uses displays, metrics and controls to help establish and maintain continuous flow, and giving everyone a view of the work along the value stream. It includes a set of techniques that make operation standards visible so that people can follow them more easily. These techniques expose waste so that it can be prevented and eliminated. LEARNING OBJECTIVES: 1. Understand that visual management is an integral part of Lean transformation 2. Familiarize with the common visual tools such as red tagging, activity boards, A3 storyboards, mistake-proofing, one-point lessons, standard work, kanban, etc. 3. Gain knowledge on how to apply visual tools to add structure and stability to operations, reducing variation and increasing efficiency CONTENTS: Introduction 5S - The foundation for a visual workplace Types of visual management Visual displays Visual metrics Visual controls Mistake-proofing Andons Warning sensors Common visual tools Red tagging Activity board A3 storyboard One-point lesson Standard work chart Takt time versus actual cycle time Kanban
Set of PowerPoint and Word templates. The TWI program has proven to be effective in providing shopfloor supervisors and team leaders with the skills they need to engage people in Lean activities. This is a collection of TWI diagrams, pocket cards and templates for Job Instruction (JI), Job Methods (JM), Job Relations (JR), Job Safety (JS) and Problem Solving (PS). These tools and templates are useful for organizations who are preparing or implementing TWI programs. To get the most out of the tools and templates, they are best used together with the TWI four-step process. (NOTE: If you had purchased our TWI Program training program, all the diagrams, pocket cards and templates listed here were already included in the package and you need not purchase them again.) THIS TWI FRAMEWORKS COLLECTION INCLUDE: 1. TWI Frameworks (PowerPoint format) 2. Job Instruction Breakdown Sheet (Word format) 3. Job Instruction Training Timetable (Word format) 4. Job Methods Breakdown Sheet (simple) (Word format) 5. Job Methods Breakdown Sheet (8.5x11) (Word format) 6. Job Methods Breakdown Sheet (8.5x14) (Word format) 7. Job Methods Improvement Proposal Sheet (Word format) 8. Job Relations Situation Analysis Sheet (Word format) 9. Job Safety Breakdown Sheet (Word format) 10. Problem Solving Problem Analysis Sheet (Word format) 11. Problem Solving Causation Analysis Sheet (Word format) 12. JI Pocket Card (PowerPoint format) 13. JM Pocket Card (PowerPoint format) 14. JR Pocket Card (PowerPoint format) 15. JS Pocket Card (PowerPoint format)
This is a 72-slide PowerPoint. Training needs analysis is not a compilation of employees' training wants. Neither is it simply talking to a few supervisors or circulating a memo to supervisors asking them to rank the courses listed. To be effective, a training needs analysis has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective training needs analysis that ensures training is targeted at the right competencies, the right employees and is addressing a business need. In this training powerpoint, you will learn the meaning and importance of conducting a training needs analysis, understand the components of a training needs analysis, and acquire detailed knowledge on the nine-step process for conducting a training needs analysis. LEARNING OBJECTIVES 1. Understand the meaning and importance of conducting a Training Needs Analysis 2. Gain knowledge on the components of a Training Needs Analysis 3. Understand the common training and evaluation models 4. Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis CONTENTS 1. What Is Training Needs Analysis What is a Need? What is Training Needs Analysis? What Training Needs Analysis Is Not The ADDIE Model What is the Impact of a Poorly Designed Training Needs Analysis? Scope of Training Needs Analysis Classification of Training Needs 2. Components of a Training Needs Analysis Components of a Training Needs Analysis Organizational Needs Analysis Task/Job Analysis Person Analysis The Causes & Outcomes of a Training Needs Analysis Key Concerns of Management and Trainers in Needs Analysis The Kirkpatrick Training Evaluation Model 3. How to Conduct a Training Needs Analysis? Nine Steps of Training Needs Analysis Step 1 - Determine Desired Outcomes Step 2 - Link Desired Outcomes with Employee Behavior Step 3 - Identify Trainable Competencies Step 4 - Evaluate Competencies & Determine Gaps Step 5 - Prioritize Training Needs Step 6 - Determine Training Method Step 7 - Conduct Cost-Benefit Analysis Step 8 - Report Analysis & Findings Step 9 - Plan for Training Evaluation Summary
This is a 153-slide PowerPoint. This presentation is a collection of PowerPoint diagrams and templates used to convey 40 different total quality management frameworks/models. (Please note that the materials are meant to be used to supplement your own business or classroom presentations. These slides may not be complete for instructional purposes.) FRAMEWORKS/MODELS INCLUDE: 1. Deming's 14 Points for Management 2. Juran's 10 Steps to Quality Improvement 3. Crosby's Four Absolutes of Quality 4. Ishikawa's Six Principles for Quality Transformation 5. Toyota's 14 Management Principles ("The Toyota Way") 6. Baldrige Excellence Framework 7. EFQM Excellence Model 8. Australian Business Excellence Framework 9. Canadian Framework for Business Excellence 10 Deming Prize Framework 11. Singapore Business Excellence Framework 12. Total Quality Management Model (Oakland) 13. ISO 9001 Quality Management Model 14. Kano Model 15. Balanced Scorecard 16. Hoshin Kanri Strategy Deployment 17. Xerox Benchmarking Model 18. Deming Cycle (PDCA Cycle) 19. PDCA Problem Solving Process 20. 8D (Eight Disciplines) Problem Solving Process 21. Cause & Effect Diagram 22. Six Sigma 23. Cost of Quality Model 24. 1-10-100 Rule 25. Mistake Proofing Process 26. The Seven QC Tools 27. Process Model 28. Business Process Reengineering (BPR) 29. APQC Process Classification Framework (PCF) 30. Customer Journey Mapping 31. RATER Model for Service Quality 32. The Toyota Production System 33. Five Principles of Lean 34. Eight Types of Waste 35. Six Steps of Kaizen 36. House of Gemba 37. Gemba Framework 38. 5S Principles 39. Covey's Seven Habits Model 40. Kotter's Eight Phases of Change
This is a 230-slide PowerPoint. BENEFITS OF DOCUMENT Comprehensive training guide on TPM implementation. Learn how to apply the TPM tools effectively. Learn how to kick-start TPM deployment with Autonomous Maintenance, Planned Maintenance, Focused Improvement and Education & Training activities to improve equipment reliability. DOCUMENT DESCRIPTION As a company-wide initiative, Total Productive Maintenance (TPM) maximizes the effectiveness of equipment. The TPM program significantly increases labor and capital productivity while, at the same time, increases employee morale and job satisfaction. TPM brings maintenance into focus as a necessary and vitally important part of the business. Targeted at all levels of the organization, TPM and its 8 Pillars provide the necessary supporting process and tools to achieve zero defects, zero breakdowns and zero accidents. Developed by our JIPM-certified TPM consultant, this presentation combines the TPM tools, 5S, OEE (Overall Equipment Effectiveness) and 8 pillars into a highly detailed training tool. This PowerPoint includes a step-by-step implementation process of TPM. LEARNING OBJECTIVES: 1. Understand the concept and management philosophy of TPM as a foundation for Lean Transformation 2. Learn the 8 pillars of TPM activities, TPM implementation strategy, roadmap and step-by-step approach 3. Learn the TPM tools and be able to identify and eliminate loss through TPM implementation 4. Learn how to kick-start TPM deployment with Autonomous Maintenance, Planned Maintenance, Focused Improvement and Education & Training activities to improve equipment reliability 5. Understand the roles of a TPM implementation organization and the critical success factors CONTENTS: 1. Overview of TPM 2. TPM Foundations: 5S & Visual Management 3. TPM Tools 4. Equipment Loss & Overall Equipment Effectiveness (OEE) 5. Eight Pillars of TPM 6. TPM Implementation Related training presentations that you may be interested: 1. Overall Equipment Effectiveness (OEE) 2. Autonomous Maintenance 3. TPM Team Guide: How to Start & Sustain TPM Team Activities 3. TPM Self-assessment Guide & Tool
A document that provides key information about the People Side of Change & Change Resistance including People and Change (Common Sense & Mismanagement, Individual Feelings and Attitudes, Change vs Stability, the BPS Effect, Distribution of Change Reactions, Jungian Theory & Change People Types, The Kubler Ross Curve, The Head, Heart & Soul of Change). Change Resistance (Two Types of Resistance, Symptoms of Resistance, Reasons for Resistance, Reading the Signs of Resistance, Feelings that need to be Addressed, what you Think and what you Feel, How to Tackle Change Resistance).
A document describing the key elements of Project Planning including What is a Project, What is Project Management, What is a Programme, What is Project Initiation and Planning, What is the point of Project Planning, Why Projects go Wrong (what Should and what could happen), Identifying Risks and Issues, Risk Management, Project Initiation Document, Project Deliverables, Project Plan (Tasks, Estimates, Resources, Dependencies), Gannt Chart (non Rolled Up, partially Rolled Up, Fully Rolled Up), Business Case and Business Benefits, Costs (Cashflow, Cost/Benefit Analysis, Pay-back Period), Net Present Value, Internal Rate of Return, Sensitivity Analysis, Parameters (Objectives, Scope, Exclusions, Constraints), People and Project Organisation Structure.