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Trainings
 HRParticipants will have an opportunity to familiarize themselves with main competencies, distinguish competencies of their company and learn competences modeling.
Target Audience:Managers and specialists of HR departments, heads of departments After the completion of the course a participant will
• know what the competence is and how to make it useful for an organization
• have an idea about different approaches to understand the competence
• have an idea how to classify competence
• be able to design company-internal model of the competence and apply it on practice
Target Audience:HR managers and heads of companies interested in the development and implementation of competence model into their company’s policy.
During the seminar you will get an empirical experience of recruiting and personnel assessment, discover master secrets, which will help you to become a real professional in the recruitment sphere.
Competence-based personnel recruiting techniques are the base of contemporary recruiting and personnel assessment system that allows to effectively solve the problem of qualified staff formation.
Target Audience:HR Managers and specialists, heads of departments
Lawyers, employees of legal department Heads of departments, regional directors, HR and training managers
Participants of training will familiarize themselves with record keeping, electronic document flow, and requisites of documents as well as standards and rules of document management.
Target Audience:Record keepers, secretaries, office managers, chancellery clerks Recruitment as business process. The main stages; Interview types and styles. Meta-program interview.
Target Audience:Employees working in HR sphere.
Wide audience
Objectives:
The selection criteria for the formation of the professional and managerial personnel reserve;
Familiarity with the technologies and approaches to the assessment of staff to allocate personnel reserve;
Evaluation of assessment methods for selection of staff.
As a result of training, you will:
Build up the skills of the personnel reserve
Get the tools to build professional management skills
Will be able to promptly replace the vacant posts for the company
Can increase the level of motivation of employees by creating prospects for professional and career development
Be able to raise the level of competence of employees and engage them in tasks and projects
Will identify the best employees, and give them the opportunity to gain recognition of their potential
Target Audience:Heads of departments, regional directors, HR managers
The training-seminar represents studying theories plus working-off practical skills for paperwork administration (preferably done on computers in case there is a possibility).
Target Audience:Record keepers, secretaries, office managers, chancellery clerks. - to create ideas of personnel motivation,
- to develop personnel motivation skills.
Target Audience:Top and mid-level managers, HR managers
Participants will get information about innovation, based on human typology, will be able to work with different types of people and couching as a style of management and creation of innovation climate.
Target Audience:Heads of department, regional directors, training managers, HR-managers.
Contract price Legal and contracts departments managers and specialists •know about HR manager’s role in interviewing and personnel adaptation.
•to able to systemize recruiting stages
•draft recruitment requests.
•be able to prepare and conduct the interviews.
•train the most suitable candidate appraisal methods.
Target Audience:Heads of departments and divisions, HR managers, recruitment managers.
•know about HR manager’s role in interviewing and personnel adaptation.
•to able to systemize recruiting stages
•draft recruitment requests.
•Be able to prepare and conduct the interviews.
•Train the most suitable candidate appraisal methods.
Target Audience:Heads of departments and divisions, HR managers, recruitment managers.
- Information about general records keeping;
- Information about HR records keeping;
Target Audience:Record keeping managers, HR managers, secretaries, office managers, receptionists, and for everyone interested in achieving systematic knowledge and skills on record keeping in modern organizations.
An objective of this training is to develop essential management competencies and skills and learn the basic maanagement techniques.
Target Audience:Regional managers, heads of departments, middle managers.
Training participants will familiarize themselves with personnel evaluation in general HR management system, basic principles of conducting evaluation, modern methods of personnel evaluation, learn how to draw up attestation documents and analyze attestation results.
Target Audience:Managers and specialists of HR departments, heads of departments
Learn the specifics of non-financial motivation motivation and the possibility of its use in your own management
Target Audience:Wide audience Objective: To study the specifics of personnel adaptation as a part of HR management. Analysis of current situation and getting the information for corporate adaptation system establishment and development.
Target Audience:Heads of departments, regional directors, middle managers, HR managers
•Получение системных знаний современных методов и технологий оценки персонала.
•Навыки адаптации инструментов оценки под задачи компании.
•Навыки участия в процедуре оценки по технологии Assessment Center.
Target Audience:>
Upon completion of the training participants will be able to analyze and plan demands for human resources, know about modern methods and diagnostics techniques for pretenders to a vacancy and find out more about regulations and procedures of estimation and attestation of personnel.
Target Audience:Heads of departments interested in effective training system, HR managers, trainings and development managers.
Aims of the training:
• To give information about process of management
• To give information about creation of system of human resources management
• To develop skills of organization of work of human resources management
• Give a general idea of key directions of business: attestation, motivation, evaluation, corporate culture, personnel administration
• To develop skills of conflicts management
• To give information about functions, responsibilities of HR manager.
Target Audience:HR department managers and specialists, heads of departments
Generate skills of work with personnel reserve
Receive tools for formation of professional administrative competencies
Be able to replace vacant positions in the company in due time
B able to raise employees’ motivation level due to prospects of professional and career growth
Be able to increase level of employees’ competencies and attract them to company aims and projects.
Be able to reveal the best employees, and give opportunities for their potential to be recognized
Target Audience:>>HR managers, personnel appraisal managers, HR directors.
Course Content:
-What is Training & Personnel Development Strategy;
-Work out training strategy
-Assess training needs and set training objectives;
-Modern trends in training
-Training planning & budgeting;
Target Audience:Managers and specialists of HR departments, heads of departments, supervisors, regional directors
HR-managers, personnel recruitment specialists, training-managers.
Participants will get the idea of personnel development, learn to create strategy of education, evaluate personnel needs in education and learn to draw up a budget.
Target Audience:HR-managers, top-managers, head of departments Participants will learn how to set goals and identify personal resources and evaluate personnel resources and get acquainted with modern techniques of self-regulation.
Target Audience:Top-managers, director of department, sales-managers and clients managers. Training objectives: Upon completion of the training, participants will:
extend the idea of competence Secretary;
practice skills with leaders, colleagues and visitors;
improve communicative competence and stress;
gain knowledge management tools and the telephone conversation;
improve the skills of self-management and planning
form a business letter writing skills;
learn about the features of the preparation meetings and intricacies of modern business etiquette.
Target Audience:Secretaries, personal assistants
1. Exaction of staff as a business process. Milestones.
2. Determination of staffing requirements.
3. The requirements for the post. Profiling skills.
4. Methods for evaluation of candidates. Analysis summary.
5. Interview in the selection. Types and styles of interviews. Metaprogram interview.
6. Testing in the selection. Tests of professional knowledge and personal qualities. The specifics of the application of psychological tests.
7. Use case techniques.
8. Technology assessment center in the selection.
Target Audience:Heads of departments, regional directors, managers responsible for personnel training
Specialists of recruitment department
Increase the effectiveness of team work skills of the participants through development of team cooperation skills, management of group processes, specifics of team work, including behavior promoting or interfering with the company goal achieving. Enlarge the repertoire of used team roles.
Target Audience:Wide audience
Training purpose: developments of required competencies for effective public speaking and formation of trainer’s practical skills. Expected results: formation and development of the skills: • Identification of training needs • self-development of training course • preparation and conduction of mini-training • oratorical skills • work with audience • active listening • work with aggression • feedback, stimulating learning • assessment of training efficiency • motivation and self-motivation Business-trainers, Consultants, Presenters, Facilitators, Supervisors, Managers, Public Speakers
Цель: познакомить участников с технологией проведения Ассессмент-Центра. Ожидаемые результаты: по окончании семинара участники смогут: 1. Составлять модель компетенции по должностям 2. Определять уровни выраженности выбранных компетенций 3. Подбирать необходимые методы оценки компетенции 4. Планировать и проводить процедуру ассессмент-центра 5. Обрабатывать результаты и анализировать полученные данные 6. Грамотно предоставлять обратную связь участникам и заказчикам ассессмент-центра Обязательные требования к аудитории: данная программа предусматривает подбор и обучение методикам для оценки модели компетенций. Один из методов оценки – психологическое тестирование, поэтому необходимо, чтобы участники имели психологическое образование и опыт работы с психодиагностическими инструментами. HR специалисты и руководители, менеджеры по персоналу, линейные руководители, менеджеры по обучению и развитию
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