Certification Program

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Major areas to be covered:

• Module-1: Learning, Training, Development & Education
• Module-2: Learning & Development as Business Partner
• Module-3: Training Need Assessment
• Module-4: Managing Learning & Development in Organization
• Module-5: Designing Training Content & Tools
• Module-6: Facilitation Skill
• Module-7: Impact Assessment & Calculation of ROI of Training
• Module-8: Contribution of L&D Professionals in Human Development
• Module-9: Competency Framework for L&D Professional

Details:

Overview of the program:

The Learning & Development function is becoming an increasingly important element of organizational and individual employee success. As jobs have become more technical and organization specific, there are fewer candidates whose qualifications meet such requirements.

 

New jobs are continually being created, and new equipment and systems introduced to existing jobs. Some jobs are vanishing, and many whose jobs are eliminated do not have the needed skills for the positions that are now available. In addition, many organizations have found it difficult to locate people who possess what were previously considered the necessary basic English, communication, and mathematical skills. All of these conditions require the type of expertise training can provide, so training is called on to make available the types of employees required.

 

A change in the economy may also create different types of training needs. When the economy is strong and employment is increasing, a high level of new employee training is required.

 

So, identification of right training need is very much essential for the success of the training. At the same time evaluation or impact assessment are also very vital for furthering the training sessions for the organization. So in the total training cycle TNA, ROI plays very vital role for the continuation of training decision for any organization. Also the success of Training depend on selection of Title, Content, Method, Resource and organizing the event successfully. Also it needs the Impact Assessment.

 

This training will give hands on experience to the participants for conducting perfect TNA, selecting right Resources for facilitation, Facilitate the Program, making the economic and efficient budget and conducting the impact assessment or Return on investment for every training to ensure the Monterey return of training. So that the Management will be encouraged to allow more training for the development of the individual as well as organization.

 

Outcome of the Program: After completion of the program, the participants will be able to

• Clarify the Role & Responsibility of L&D Manager/ Officer in any organization
• Design & Conduct TNA program for the organization
• Relate TNA with Business Gap
• Organize any Training Program efficiently
• Prepare effective and efficient training Budget
• Evaluate Training Program
• Measure the Return on Investment for every program
• Convert qualitative result into monetary value for calculation

 

Contents:

 

Module-1: Learning, Training, Development & Education

• Concept of Learning
• Learning Curves: Concept & Practice
• Principle of Learning
• Benefits of Learning & Development
• Role of L&D in HR
• Difference between Learning & Training

 

Module-2: Learning & Development as Business Partner

• Concept of Business Partnering
  L&D life Cycle: Starts with Business Gap and ends up with Business Result
• Role of L&D Business Management
• Role of L&D in Skill Development
• Role of L7D in Performance Management
• Role of L&D in Organizational Excellence

 

Module-3: Training Need Assessment

• Distinguish between Organizational and Employee Training Needs
• Identifying Possible Areas in Which People Need Training
• Training Need Assessment Process
• TNA Form designing
• Data Collection Method for TNA
• Data Analysis and interpretation
• Finalizing TNA Report
• Transferring Training Need to Training Objective

 

Module-4: Managing Learning & Development in Organization

• Preparation of L&D budget
• Role of L&D professionals for In-house L&D initiatives
• Responsibilities & Tasks of in-house L&D professionals
• Logistics arrangement for Training
• Documentation in in-house L&D activities
• Reporting in in-house L&D activities

 

Module-5: Designing Training Content & Tools

• Preparing Training Contents
• Designing Module
• Design Training Material
• Design tools for Participants engagement

 

Module-6: Facilitation Skill

• Presentation Skill
• Public Speaking Skill
• Audience Management Skill
• Skill for dealing with difficult participants
• Participants engagement skill
• Example setting skill

 

Module-7: Impact Assessment & Calculation of ROI of Training

• Types of Training evaluation
• Kirkpatrick’s model of Training evaluation
• Impact Assessment in connection with Result Chain
• Concept & Practice of ROI of Training
• Model of ROI of Training
• Steps of ROI calculation
• Checklist for Cost – Benefit identification
• Method for conversion of qualitative improvement to monetary value

 

Module-8: Contribution of L&D Professionals in Human Development

• New Employee Orientation Techniques & Toolkits
• Management Development Program: Tools and Techniques
• Successor Development Program
• On the Job L&D
• Coaching & Mentoring for L&D

 

Module-9: Competency Framework for L&D Professional

 

9.1 Foundational Competencies:

• Personal Credibility
• People Psychology Competency
• Communication Competency

 

9.2 Functional Competencies

• Coaching Competencies
• Facilitation Competencies
• Development Competencies
• Analytical & Reporting Competencies

 

9.3 Resulting Competencies

• Business Competencies
• Impact Assessment Competencies
• Leadership Competencies

 

Target participants:

• Officer/ Manager in L&D Department
• Trainer
• HR Personnel
• Consultant
• Functional Head

 

Program Administration:

 

Total Hours: 60

Contact Hours: 16

 

Assessment Areas:

1. Clarity about Concept: Clear understanding about Learning & Development
2. Understanding Method/ Process: Different method and process of TNA, Facilitation, Evaluation
3. Capability to implement the learning: Capacity to apply L&D Program in the organization
4. Capability to transfer the learning: To make other people understand about Learning & Development
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Learning & Development initiatives in the organization

 

Pre-requisite: 2 years experience in L&D will be an added advantage

 

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

 

Course Activity:

Duration: 16 hours

Method: Class Room session with group work, activity, case etc/ Online discussion

 

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

 

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

 

 

Resource Person:

Cidi has over 25 years of experience as a learning and development consultant and people developer. He is an ACTA-WDA Certified Trainer, Instructional Designer and Performance Assessor. His main work involves training needs analysis, designing and conducting customized programmes in soft skills including Leadership & Management, Change Management, Performance Management, Train-the-Trainers, Business Negotiations, Business Communication, Coaching & Mentoring and High Productivity Working. Cidi has also developed and delivered a number of WSQ programmes in HR and Leadership accredited by the Singapore Workforce Development Agency (WDA). He is currently a registered mentor to undergraduate students with the National University of Singapore.

 

In the course of his professional practice, he provides valuable lessons of his leadership and business building experience to each of his speaking, consulting and training assignments. Cidi’s specialty is going out to clients to co-create training solutions and design courses around difficulties they are experiencing in communicating and operating effectively. The deliverables focus on changing the way their people lead, think and collaborate across cultural barriers. All of this is in support of helping attain greater personal and organisational success. His delivery approaches are thoughtful, engaging, occasionally sprinkled with humour and always relevant to his clients’ needs.

 

Cidi is trained in the area of People Development and he holds a Master of Science Degree in Training from the University of Leicester, United Kingdom. He is a Chartered Member of the Chartered Institute of Personnel & Development (UK) and also a Fellow of the Institute of Leadership and Management (UK). Besides, he is a certified practitioner and administrator for a number of psychometric instruments which include MBTI, DISC, FIROB-B and Lumina Spark. He uses these various instruments to support his training and consulting work in meeting the respective needs of his business clients. He is currently pursuing his doctoral studies with a business management school based in France.

 

   Read more   
Major areas to be covered:

Module-1: Learning, Training, Development & Education

• Concept of Learning
• Learning Curves: Concept & Practice
• Principle of Learning
• Benefits of Learning & Development
• Role of L&D in HR
• Difference between Learning & Training

 

Module-2: Learning & Development as Business Partner

• Concept of Business Partnering
  L&D life Cycle: Starts with Business Gap and ends up with Business Result
• Role of L&D in Business Management
• Role of L&D in Skill Development
• Role of L7D in Performance Management
• Role of L&D in Organizational Excellence

 

Module-3: Learning Theory & Learning Style

• Learning Theories
• Learning Styles
• Self, Met cognition, Cognition, Knowledge (SMCK)
• The Three Representational Modes (TRiM)
• Other Supporting Theories
• Learner Types

 

Module-4: Adult Learning: Principe’s & techniques

• Pedagogy
• Andragogy
• Adult Learning Principles & Theories
• Adult Learning Techniques and Tips

Module-5: Learning Organization: Concept, Development and Benefit

• Concept of Learning Organization
• Developing Learning Organization
• Managing Learning operations in Organization
• Impact of Learning Culture in Organizational Success

 

Module-6: Training Need Assessment

• Distinguish between Organizational and Employee Training Needs
• Identifying Possible Areas in Which People Need Training
• Training Need Assessment Process
• TNA Form designing
• Data Collection Method for TNA
• Data Analysis and interpretation
• Finalizing TNA Report
• Transferring Training Need to Training Objective

 

Module-7: Curriculum Development

• Curriculum development – an introduction
• Course design and planning – the broad context
• Curriculum development – strategies and models
• The elements of the curriculum
• Implementing the curriculum
• Monitoring and evaluating the curriculum

 

Module-8: Designing Training Manual, Material, Content & Tools

• Preparing Training Contents
• Designing Module
• Prepare Training Manual
• Preparation of Training Module
• Design Training Material
• Design tools/ aids for Training facilitation

 

Module-9: Training & Facilitation Methodology

• Types of Methodology for Training & Facilitation
• Factors to be considered for methodology selection
• Tools/ Aids to be used in different methodology
• Designing Tools to support different methods

 

Module-10: Facilitation Skill

• Presentation Skill
• Public Speaking Skill
• Body Language Skill
• Audience Management Skill
• Skill for dealing with difficult participants
• Participants engagement skill
• Example setting skill

Module-11: Training Evaluation

• Types of Training/ Learning evaluation
• APS Model for Evaluating L&D
• L &D Evaluation Maturity Self-Assessment
• Kirkpatrick’s model of Training evaluation
• CIRO Model
• Kaufman's Five Levels of Evaluation
• Anderson's Model for Learning Evaluation
• Brinkerhoff’s Success Case Method

 

Module-12: Impact Assessment & Calculation of ROI of Training

• Impact Assessment in connection with Result Chain
• Concept & Practice of ROI of Training
• Concept & Practice of Return on Expectation of Training
• Model of ROI of Training
• Steps of ROI calculation
• Checklist for Cost – Benefit identification
• Method for conversion of qualitative improvement to monetary value

 

Module-13: Managing Learning & Development in Organization

• Preparation of L&D Calendar
• Preparation of L&D budget
• Role of L&D professionals for In-house L&D initiatives
• Responsibilities & Tasks of in-house L&D professionals
• Logistics arrangement for Training
• Documentation in in-house L&D activities
• Reporting in in-house L&D activities

 

Module-14: Contribution of L&D Professionals in Human Development

• New Employee Orientation Techniques & Toolkits
• Management Development Program: Tools and Techniques
• Successor Development Program
• On the Job L&D
• Coaching & Mentoring for L&D

 

Module-15: Competency Framework for L&D Professional

 

15.1 Foundational Competencies:

• Personal Credibility
• People Psychology Competency
• Communication Competency

 

15.2 Functional Competencies

• Coaching Competencies
• Facilitation Competencies
• Content Development Competencies
• Analytical & Reporting Competencies

15.3 Resulting Competencies

• Business Competencies
• Impact Assessment Competencies
• Leadership Competencies

 

Target participants:

• Officer/ Manager in L&D Department
• Trainer
• HR Personnel
• Consultant
• Functional Head

Details:

Professional Diploma in Learning & Development [PDLD]

[Accredited by STADA-Singapore. After completing all requirements of this program, Certificate will be issued jointly by STADA-Singapore & WARD]

 

Basic Information:

Duration: 6 Months Class: 10 Sessions, Alternate Friday [5 pm to 9 pm] Class Starts : 31 January 2020 Venue: Dhanmondi Fees: BDT 36,000                              Special Offer for First Batch: 20% Off Resource Persons: L&D experts of the Country Linked Qualification: Certified L&D Professional by STADA [after qualifying in Exam & Assignment]

Overview of the program:

The Learning & Development function is becoming an increasingly important element of organizational and individual employee success. As jobs have become more technical and organization specific, there are fewer candidates whose qualifications meet such requirements.

 

New jobs are continually being created, and new equipment and systems introduced to existing jobs. Some jobs are vanishing, and many whose jobs are eliminated do not have the needed skills for the positions that are now available. In addition, many organizations have found it difficult to locate people who possess what were previously considered the necessary basic English, communication, and mathematical skills. All of these conditions require the type of expertise training can provide, so training is called on to make available the types of employees required.

A change in the economy may also create different types of training needs. When the economy is strong and employment is increasing, a high level of new employee training is required.

So, identification of right training need is very much essential for the success of the training. At the same time evaluation or impact assessment are also very vital for furthering the training sessions for the organization. So in the total training cycle TNA, ROI plays very vital role for the continuation of training decision for any organization. Also the success of Training depend on selection of Title, Content, Method, Resource and organizing the event successfully. Also it needs the Impact Assessment.

This training will give hands on experience to the participants for conducting perfect TNA, selecting right Resources for facilitation, Facilitate the Program, making the economic and efficient budget and conducting the impact assessment or Return on investment for every training to ensure the Monterey return of training. So that the Management will be encouraged to allow more training for the development of the individual as well as organization.

Outcome of the Program: After completion of the program, the participants will be able to

• Clarify the Role & Responsibility of L&D Manager/ Officer in any organization
• Play Role as Business Partner
• Design & Conduct TNA program for the organization
• Relate TNA with Business Gap
• Organize any Training Program efficiently
• Prepare effective and efficient training Budget
• Design Training Manual & Module
• Design Training Materials
• Design Training Cases/ exercises/ games/ business cases
• Conduct Impact Assessment of Training Programs
• Measure the Return on Investment for every program
• Convert qualitative result into monetary value for calculation

Target participants:

• Officer/ Manager in L&D Department
• Trainer
• HR Personnel
• Consultant
• Functional Head

 

Assessment Areas:

1. Clarity about Concept: Clear understanding about Learning & Development
2. Understanding Method/ Process: Different method and process of TNA, Facilitation, Evaluation
3. Capability to implement the learning: Capacity to apply L&D Program in the organization
4. Capability to transfer the learning: To make other people understand about Learning & Development
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Learning & Development initiatives in the organization

 

Pre course Activity: Online Activity

1. Self Assessment
2. Self study of article and materials to clear the concept

 

Course Activity:

Duration: 6 months

Class: 10 sessions

Method: Class Room session with group work, activity, case etc

 

Post workshop Activity: Online

Assignment, Awareness Presentation, Application Action Plan, Case Analysis,

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Linked Qualification: After completion of this course, any candidate may attend the Assessment [Exam & Assignment] and can become Certified L&D Professional (CLDP) by STADA

Resource Person: Industry Experts in Learning & development

   Read more   
Major areas to be covered:

• Module-1: HR as Profession and Career in HR
• Module-2: Interview for HR career and its preparation
• Module-3: First 90 days in office
• Module- 4: HR Planning
• Module- 5: Job Analysis
• Module- 6: Recruitment, Selection & Placement 
• Module- 7: Performance Management System
• Module- 8: Training & Development
• Module- 9: Compensation & Benefit Management  
• Module-10: Basic about Labor Law, HRIS & Disciplinary Procedure
• Module-11: Leave Management
• Module-12: Attendance Management
• Module-13: Personal File Management
• Module-14: HR Communication
• Module-15: Customer Support:
• Module-16: Information Management
• ​Module-17: Documentation & Reporting

Details:

 

Introduction:

 

The field of Human Resources are getting more and more importance in the Corporate world in Bangladesh. Now a days all organizations are interested to have independent HR department. Even the HR professionals are also being invited and incorporated in different business issues and decisions. So the opportunity of HR professionals are increasing day by day.

 

Considering this issue Human Resource Educators’ Association, Philippine & WARD-Bangladesh are introducing market demanded complete course for being competent in HR function. This course will give the participants adequate knowledge in different section of HR, updated Tools and Techniques for performing HR functions, readily available formats [soft copy] for using day to day operation, scope for sharing with Industry experts.

 

This course has been designed on 5 Competencies for making young HR professionals competent and standard practitioner.

 

 

 

 

After attending the session, participants will:

1. Internationally recognized Professional Certification
2. Feel confident to face Interview Board
3. Feel competent in performing their jobs
4. Be updated about the Modern Practices of HR
5. Be skilled in using updated tools and formats in HR Operations
6. Be resourceful by having some reference material and formats
7. Be able to connect through network
8. Have a valued Certificate which can be mentioned in the CV

 

Competency Framework:

• Personal Mastery
• Interpersonal Relationship
• Functional Expertise
• Documentation & Reporting Excellence
• Fast Learning & Future Potentiality

Brief Contents

 

Module-1: HR as Profession and Career in HR

• Functions of HR
• Organizational structure
• Role of HR Department
• HR Networking
• HR Terminology  
• Career in HR: Past-Present-Future
• Personal Mastery as HR Professional
• Interpersonal Credibility

 

Module- 2: HR Planning

• Concept of HR Planning
• Importance of HR Planning
• Mostly used Methods of HR Planning
• Tools & Techniques of HR Planning  

 

Module- 3: Job Analysis

• Basic about Job Analysis
• Components of Job Analysis
• Procedures and Tools for Job Analysis
• Job Analysis information collection methods
• Writing Job Description and Job Specification

 

Module- 4: Recruitment, Selection & Placement

• Standard Recruitment Process
• Sources of Recruitment
• Selection Methods: Interviewing and Testing
• Documentation regarding Recruitment & Selection
• Tools & Formats used in Recruitment & Selection
• Joining Formalities
• After joining communication
• Preparation of Personal File
• Employee Socialization
• Importance of Induction and Placement

 

Module- 5: Performance Management System

• Importance of Performance Management
• Methods of Performance Appraisal
• Tools & format used in Performance Appraisal
• Steps in Performance Appraisal
• Summary of Performance Appraisal
• Documentation for Performance Appraisal

 

Module- 6: Training & Development

• Modern Approaches of Training and Development
• Training Need Assessment
• Role & Function of Training Coordinator
• Pre-during-post training activities   
• Documentation of Training
• Training Reporting

 

Modue-7: Compensation & Benefit Management                                                        

• Types of compensation benefits
• Payroll format & its design
• Different incentive plan
• Salary Certificate
• Bank Account Opening & other Banking communication
• Documentation regarding Compensation

 

 

Module-8: Basic about Labor Law, HRIS & Disciplinary Procedure

• Basic Clauses about Labor Law
• Concept of HRIS
• Importance in HRIS
• HRIS Practice in Bangladesh
• Disciplinary procedure as per law

 

Module-9: Leave Management

• Types of Leave
• Clause related with Leave
• Leave approval process
• Leave form
• Leave Register/ data
• Maternity leave calculation
• Earn Leave Calculation
• Medical Leave documentation
• Leave Reporting

 

Module-10: Attendance Management

• Daily attendance record
• Attendance Register
• Working hour
• Attendance System
• Attendance Record keeping
• Attendance Monitoring
• Attendance Reporting
• Over Time Management

 

Module-11: Personal File

• Personal File preparation and update
• Documents for Personal File
• Maintenance of Personal File
• Employee information update in software or employee database

 

Module-12: HR Communication

• Initiate Note/Memo/Circular
• Write letter
• Prepare different Bill/ Voucher/ Document etc
• Checking of different documents

 

Module-13: Customer Support:

• Customer Centric Mentality
• Customer Focused Behavior
• Customer Friendly Process
• ID Card/Visiting Card management
• Sim card/ Mobile set management
• Employee Group Insurance Management
• Stationary, IT Accessory, Email, Internet facility management

 

Module-14: Information Management

• Receiving Information
• Filtering Information
• Molding Information
• Absorbing Information
• Sharing Information
• Documenting Information

 

Module-15: Documentation & Reporting

• Types of reporting
• Reporting Formats
• Report Analysis
• Software Data entry

 

N.B.: Set of all formats will be given in softcopy [editable version]

 

Target Participants:

1. Fresh Graduate looking for HR Job
2. Working in HR [0-2 years]
3. Midlevel cross functional people

 

 

Assessment:

 

Type	Test Detail	Marks
MCQ/ Short	5 MCQ @ 2 lectures	150
Assignment/Activity	5 @ 50 Marks	250
Final Exam	1 hour	100
	Total	500

 

Course Administration

 

·        {C}{C}{C}{C}Total Duration: 3 months

·        {C}{C}{C}{C}Total Session: 10

·        {C}{C}{C}{C}Time: 5.30-9.30 pm

·        {C}{C}{C}{C}Total Contact Hours: 40 hours

·        {C}{C}{C}{C}9 Sessions for Learning, activity, assignment etc

·        {C}{C}{C}{C}Last Session: review and Final exam

 

·        {C}{C}{C}{C}Fees: BDT 15,000

Certification:

After successful completion of the course and examination, the participants will be awarded Certified Human Resource Associate [CHRA] jointly by STADA & WARD.

 

Strategic Partner: Bdjobs Training is Strategic Partner for this course

• 

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Major areas to be covered:

Program Outline:

The Training Industry and its Dynamics

• History of the training industry
• Implication of the training industry
• Dynamics of the training industry

 

The Different Principles of Learning, Training and Facilitation

• What is Learning?
• Different Training Methodologies
• Principles of Facilitation

 

Effective Training & Facilitation Skills and Techniques

• What makes a training program successful
• The Gags of training skills
• Executing different techniques of facilitation

 

Design & Execution of a Training Session

• Who are your delegates
• What are the information needed
• What must be included & excluded
• What are the different considerations
• What are the Outcome

 

Assessing and Evaluating a Training Session

• Fundamentals of Assessments
• Rules of an Assessment
• Foundation of Evaluation
• Executing an Evaluation

 

Suitable for:

• Aspiring and Experienced Trainers
• Company in house Trainers
• Any delegates interesting in the Training Industry

 

Program Administration:

• Date: 11-12 October [9 am to 6 pm]
• Successful Delegates will be awarded the title STADA Certified Trainer [SCT].

Details:

 

“A trainer is never by accident.”  A trainer needs the passion, the skills and techniques to be able to perform the role professionally and holistically.  This program covers the basic grounds of training and the training industry.  We believe so strongly that we need the basics or even goes back to the basics in order to be proficient in our profession.   This program not only gives aspiring trainers the necessary foundational knowledge, skills and techniques to be a proficiency trainer, it also provides experienced trainers to enhance their professional practice.

 

Program Outcome:

 

At the end of the program, delegates will be able to:

• Understand The Training Industry and its Dynamics
• Use different principles of Learning, Training & Facilitation
• Practice effectively the Training & Facilitation Skills and Techniques
• Prepares The Learning Environment of a training session
• Designing & Executing of Successful Training Program
• Conduct Assessment & Evaluation of a Training Session

Resource Person: Mr. Roy Lai, President, Singapore Trfaining And Development Association [STADA]

 

For 20 years, Roy has been a principal consultant, head facilitator, executive coach and master trainer. A prominent speaker, he has addressed more than 100,000 delegates and facilitated above 15,000 hours of learning programs internationally.

 

As a consultant, Roy has facilitated thousands of programs with delegates from different continents. His audiences include representatives from the SMEs, multinational companies and listed companies. Roy has provided training to delegates from well over 500 companies.

 

Throughout his career, Roy has worked with a wide spectrum of industries – including banking, finance, shipping, logistics, mining, manufacturing, real estate, pharmaceuticals, bio-technology, electronics, telecommunications, distribution, healthcare, gaming, transportation, logistic, aviation, hospitality, engineering, construction, retail, entertainment, Leisure, governmental and statutory bodies.

 

Roy addresses more than 10,000 delegates from different organizations annually. He travels between Singapore, Malaysia, Thailand, Indonesia, Philippines, Hong Kong, Taiwan, Macau, China, Middle East and Europe - delivering speeches, lectures and workshops.

 

As a keynote, Roy has the unique ability to quickly liven up his audiences. Offering a “practitioner’s view” and “the real world” of topics, Roy fires up his audiences by delivering his messages with so inspirationally that they often want to hear from him more. Roy is frequently complimented for keeping his sessions and learning experiences ALIVE!

 

Roy’s experiential, activity-based & action learning programs are highly recommended and endorsed by past participants as well as sponsors! The feedback received has consistently referred to the sessions being interesting, engaging, practical, humorous, entertaining, fun-loving – and effective. Whether it is for a small group of 6 or a large audience of 1,000, Roy’s presentations are always delivered with total commitment.

 

Delivering his workshops with undivided passion and elevating his delegates, Roy covers subjects such as Executive Leadership and Organizational Professionalism, Teams and Professional Development, Behavior Profiling and Communication, Learning and True Facilitation.

 

Extensively involved in trainers’ training & facilitation programmes since 2003, Roy was instrumental in several training frameworks and served on different guiding and validation committees. Roy had also been involved in the initialization of Trainers Networks, Communities of Practice and Special Interest Groups for the Training & Facilitation Practice.

 

Roy was a validation community member for the National Competency Standard of both the Advanced Certificate in Training & Assessment (ACTA) and the Diploma in Adult Continuing Education (DACE) with the Singapore Workforce Development Agency (WDA).  He was the Guiding Committee member of the Community of Practice Competency Based Assessment of the Singapore Training and Development Association (STADA) and Vice-Chaired the Special Interest Group Facilitation with the Adult Education Network (AEN).  Roy currently serves as a management committee member of the Singapore Training and Development Association (STADA).

 

 

As a pioneer of the national training framework, Roy played the key roles of an educator, developer, facilitator, coach, assessor and supervisor. Roy had been a vivid trainer & Assessor of the ACTA and DACE course offered by WDA with the Singapore Institute of Management (SIM) and the Institute For Adult Learning (IAL) since 2006.  

 

Prior to turning practicing consultant, Roy held positions of General Manager and Country Manager of multinational public-listed companies in several countries. He was historically involved in general management, training and development, channel management, customer service, human resource and business development. These richly varied experiences have endowed him with the ability to engage with and relate to people from different cultural backgrounds.

 

Holding a Masters Degree in Business Administration from the University Of South Australia, Roy is also a certified trainer in Problem Solving and Creativity with DPI and a certified Business Plan Consultant with CPCI Grant Thornton Australia.  He has also obtained the Advanced Certificate in Training and Assessment from the Workforce Development Agency Singapore and Certificate IV in Training and Assessment from the Australian Qualification Framework.

 

Last but not least, Roy assumes the role of advisor to many developmental projects, institutions and associations. To many, he is both a mentor & a coach, and every so often a trainers’ Trainer. Some call him the Guru, while others affectionately address him Master.

 

Roy is fully conversant in English, Mandarin and Cantonese. In his unique way, he continues to offer an extraordinary learning experience for all. Aspiring to continuously improve himself, Roy aims to learn without ceasing, holding close to his heart a “never the best, always better” view.  

 

Dynamic and truly authentic, Roy continues his journey of influencing and inspiring others tirelessly. With an entirely original personality, he believes learning is fun. As an educationist at heart, he conscientiously promotes his philosophy that learning is a mutual process.

 

Humbly, Roy strives to serve the community, instilling professionalism.

 

"Roy has the rare talent of being able to bring you into your true elements, and then re-surface from there to attain a higher level of self-actualization.   The great thing is, you won't even realize it as you're having so much fun!"

(A senior consultant of a similar trade)

   Read more   
Major areas to be covered:

Module-1: Learning, Training, Development & Education

Module-2: Learning & Development as Business Partner

Module-3: Learning Theory & Learning Style

Module-4: Adult Learning: Principe’s & techniques

Module-5: Learning Organization: Concept, Development and Benefit

Module-6: Training Need Assessment

Module-7: Curriculum Development

Module-8: Designing Training Manual, Material, Content & Tools

Module-9: Training & Facilitation Methodology

Module-10: Facilitation Skill

Module-11: Training Evaluation

Module-12: Impact Assessment & Calculation of ROI of Training

Module-13: Managing Learning & Development in Organization

Module-14: Contribution of L&D Professionals in Human Development

Module-15: Competency Framework for L&D Professional

                 15.1 Foundational Competencies

                 15.2 Functional Competencies

                  15.3 Resulting Competencies

 

Details:

Overview of the program:

The Learning & Development function is becoming an increasingly important element of organizational and individual employee success. As jobs have become more technical and organization specific, there are fewer candidates whose qualifications meet such requirements.

 

New jobs are continually being created, and new equipment and systems introduced to existing jobs. Some jobs are vanishing, and many whose jobs are eliminated do not have the needed skills for the positions that are now available. In addition, many organizations have found it difficult to locate people who possess what were previously considered the necessary basic English, communication, and mathematical skills. All of these conditions require the type of expertise training can provide, so training is called on to make available the types of employees required.

 

A change in the economy may also create different types of training needs. When the economy is strong and employment is increasing, a high level of new employee training is required.

 

So, identification of right training need is very much essential for the success of the training. At the same time evaluation or impact assessment are also very vital for furthering the training sessions for the organization. So in the total training cycle TNA, ROI plays very vital role for the continuation of training decision for any organization. Also the success of Training depend on selection of Title, Content, Method, Resource and organizing the event successfully. Also it needs the Impact Assessment.

 

This training will give hands on experience to the participants for conducting perfect TNA, selecting right Resources for facilitation, Facilitate the Program, making the economic and efficient budget and conducting the impact assessment or Return on investment for every training to ensure the Monterey return of training. So that the Management will be encouraged to allow more training for the development of the individual as well as organization.

 

 

 

Outcome of the Program: After completion of the program, the participants will be able to

• Clarify the Role & Responsibility of L&D Manager/ Officer in any organization
• Play Role as Business Partner
• Design & Conduct TNA program for the organization
• Relate TNA with Business Gap
• Organize any Training Program efficiently
• Prepare effective and efficient training Budget
• Design Training Manual & Module
• Design Training Materials
• Design Training Cases/ exercises/ games/ business cases
• Conduct Impact Assessment of Training Programs
• Measure the Return on Investment for every program
• Convert qualitative result into monetary value for calculation

 

Contents:

 

Module-1: Learning, Training, Development & Education

• Concept of Learning
• Learning Curves: Concept & Practice
• Principle of Learning
• Benefits of Learning & Development
• Role of L&D in HR
• Difference between Learning & Training

 

Module-2: Learning & Development as Business Partner

• Concept of Business Partnering
  L&D life Cycle: Starts with Business Gap and ends up with Business Result
• Role of L&D in Business Management
• Role of L&D in Skill Development
• Role of L&D in Performance Management
• Role of L&D in Organizational Excellence

 

Module-3: Learning Theory & Learning Style

• Learning Theories
• Learning Styles
• Self, Met cognition, Cognition, Knowledge (SMCK)
• The Three Representational Modes (TRiM)
• Other Supporting Theories
• Learner Types

 

Module-4: Adult Learning: Principe’s & techniques

• Pedagogy
• Andragogy
• Adult Learning Principles & Theories
• Adult Learning Techniques and Tips

Module-5: Learning Organization: Concept, Development and Benefit

• Concept of Learning Organization
• Developing Learning Organization
• Managing Learning operations in Organization
• Impact of Learning Culture in Organizational Success

 

Module-6: Training Need Assessment

• Distinguish between Organizational and Employee Training Needs
• Identifying Possible Areas in Which People Need Training
• Training Need Assessment Process
• TNA Form designing
• Data Collection Method for TNA
• Data Analysis and interpretation
• Finalizing TNA Report
• Transferring Training Need to Training Objective

 

Module-7: Curriculum Development

• Curriculum development – an introduction
• Course design and planning – the broad context
• Curriculum development – strategies and models
• The elements of the curriculum
• Implementing the curriculum
• Monitoring and evaluating the curriculum

 

Module-8: Designing Training Manual, Material, Content & Tools

• Preparing Training Contents
• Designing Module
• Prepare Training Manual
• Preparation of Training Module
• Design Training Material
• Design tools/ aids for Training facilitation

 

Module-9: Training & Facilitation Methodology

• Types of Methodology for Training & Facilitation
• Factors to be considered for methodology selection
• Tools/ Aids to be used in different methodology
• Designing Tools to support different methods

 

Module-10: Facilitation Skill

• Presentation Skill
• Public Speaking Skill
• Body Language Skill
• Audience Management Skill
• Skill for dealing with difficult participants
• Participants engagement skill
• Example setting skill

Module-11: Training Evaluation

• Types of Training/ Learning evaluation
• APS Model for Evaluating L&D
• L &D Evaluation Maturity Self-Assessment
• Kirkpatrick’s model of Training evaluation
• CIRO Model
• Kaufman's Five Levels of Evaluation
• Anderson's Model for Learning Evaluation
• Brinkerhoff’s Success Case Method

 

Module-12: Impact Assessment & Calculation of ROI of Training

• Impact Assessment in connection with Result Chain
• Concept & Practice of ROI of Training
• Concept & Practice of Return on Expectation of Training
• Model of ROI of Training
• Steps of ROI calculation
• Checklist for Cost – Benefit identification
• Method for conversion of qualitative improvement to monetary value

 

Module-13: Managing Learning & Development in Organization

• Preparation of L&D Calendar
• Preparation of L&D budget
• Role of L&D professionals for In-house L&D initiatives
• Responsibilities & Tasks of in-house L&D professionals
• Logistics arrangement for Training
• Documentation in in-house L&D activities
• Reporting in in-house L&D activities

 

Module-14: Contribution of L&D Professionals in Human Development

• New Employee Orientation Techniques & Toolkits
• Management Development Program: Tools and Techniques
• Successor Development Program
• On the Job L&D
• Coaching & Mentoring for L&D

 

Module-15: Competency Framework for L&D Professional

 

15.1 Foundational Competencies:

• Personal Credibility
• People Psychology Competency
• Communication Competency

 

15.2 Functional Competencies

• Coaching Competencies
• Facilitation Competencies
• Content Development Competencies
• Analytical & Reporting Competencies

15.3 Resulting Competencies

• Business Competencies
• Impact Assessment Competencies
• Leadership Competencies

 

Target participants:

• Officer/ Manager in L&D Department
• Trainer
• HR Personnel
• Consultant
• Functional Head

 

Assessment Areas:

1. Clarity about Concept: Clear understanding about Learning & Development
2. Understanding Method/ Process: Different method and process of TNA, Facilitation, Evaluation
3. Capability to implement the learning: Capacity to apply L&D Program in the organization
4. Capability to transfer the learning: To make other people understand about Learning & Development
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Learning & Development initiatives in the organization

 

Pre course Activity: Online Activity

1. Self Assessment
2. Self study of article and materials to clear the concept

 

Course Activity: Assignment, Case analysis, presentation [all Online]

 

Post course Activity: Online

Assignment, Awareness Presentation, Application Action Plan, Case Analysis,

 

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

 

Linked Qualification: After completion of this course, any candidate may attend the Assessment [Exam & Assignment] and can become Certified L&D Professional (CLDP) by STADA

 

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Major areas to be covered:

• The Business of Talent Management
• Creating a Talent Management Program for Organization Excellence
• Designing and Assembling the Building Blocks for Organization Excellence: The Talent Management Model
• Formulating Coaching, Training, and Development Approaches that Drive Talent Management Processes
• Making Compensation an Integral Part of Your Talent Management Program
• Using Talent Management Processes to Drive Cultures of Excellence
• Using Talent Analysis and Planning Techniques to Enhance  Talent Management Program
• Integrated Talent Management Scorecard
• Talent Life Cycle Management
• Succession Planning

Details:

Certification: Printed Certificate from STADA - Singapore will be issued

Overview of the Program:

‘‘Our people are our most important asset’’ This is the management mantra we have heard for long. Today, this phrase is uttered in hushed and fearful tones by executives and managers acknowledging and contemplating the challenges of delivering value within their organization through people. In short, the rhetoric has been taken over by the reality.

As business and organizational leaders have confronted this new reality, they have looked for new ways to better understand, measure, and manage this important asset. While they may understand intuitively the importance of their talent strategies to organizational success, they yearn for a model that allows them to conceptualize, measure their progress, and leverage this asset to add greater value.

Based on research, consulting assignments, and the input from preeminent contributors, we conclude that the core talent management framework required for creating a culture for success consists of three elements. These are:

• A talent management creed composed of a widely publicized set of core principles, values, and mutual expectations that guides the behavior of an organization and its people.
• A talent strategy makes explicit the types of people in whom the organization will invest.
• A talent management system consists of a set of procedures, systems, and processes that translate an organization’s talent creed and strategy into a diagnostic and implementation program for investing in the people who exemplify the culture that will achieve organization excellence.

 

Objective: After being Certified Talent Management Professional every individual is capable to

• Establish Talent Management Framework
• Align Talent Management, Culture and business excellence
• Measure Human Capital and the value it contributes
• Design effective People Management framework
• Designing people strategy and integrating them into the overall Business Strategy
• Get insight into why high potential leaders falter, and methods for assessing and improving leadership effectiveness.
• Understand about People Equity Framework for new thought of Talent Management

 

Target participants:

• Anyone who has responsible for leading people
• Anyone who is working in HR, Talent Acquisition, Talent Management
• Those who are responsible for strategic planning and execution
• Anyone interested in or responsible for succession planning and leadership Development
• Anyone who is teaching human resources or related disciplines
• Anyone who is involved in Consultancy for HR, Organization Development
• Anyone who is leading other functional department

Assessment Areas:

1. Clarity about Concept: Clear understanding about Talent Management
2. Understanding Method/ Process: Different method and process of Talent Management
3. Capability to implement the learning: Capacity to apply Talent management Program in the organization
4. Capability to transfer the learning: To make other people understand about Talent management
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Talent Management in the organization

Pre-requisite: At least 2 years experience in HR

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

Course Activity:

Duration: 4 Months

Method: Fully Online 

 

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

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Major areas to be covered:

COURSE TOPICS

Topic 1 - Coaching in the Workplace: An Overview

• The Coaching Map
• Components of Intentional Coaching
• Coaching Definitions and Roles
• Coaching in Organizations

Topic 2 - Initiating Coaching Conversations

• Coaching Ethics
• Coaching Agreements
• Coach’s Presence and Purpose
• Coach and Coachee Fit

Topic 3 - Strengthening Conversations and Language

• What Is Dialogue?
• Intentional Listening
• Incorporate Powerful Questions—Inquiring
• Talk Straight—Advocating
• Dialogue Tools for Context and Framing
• Dialogue Tools for Paving the Way

Topic 4 - Creating Coaching Action Plans

• Sources and Methods of Collecting Data
• Sorting Data Into Themes
• Designing and Taking Action

Topic 5 - Leveraging the Coaching Partnership

• Helping the Client Who Is Stuck
• The COACH Model
• Selecting Tools for Tracking Progress
• Extracting Winning Strategies
• Measuring Coaching Results

Topic 6 - Reflecting and Looking Forward

• Plan and Hold a Wrap-Up Conversation
• Challenging Coaching Scenarios/Situations
• Taking It Back to the Workplace

Topic 7 - Appendix

• Coaching Program Implementation Guidelines
• Sample Coaching Program Guidelines
• International Coach Federation Ethical Guidelines
• Sample Initial Coaching Conversation
• Dialogue in Support of Global Listening
• Powerful Questions
• COACH Model – A Sample Script
• Data Collection Methods
• Coachee Self-Report
• Sample Action Plan Template
• Complete Action Plan
• Abbreviated Action Plan
• Mindmap Action Plan
• Articles Concerning the ROI of Executive Coaching
• A Sample ROI Calculation
• Direct Observation Checklist
• Tools
• ATD Coaching Certificate Program: Participant Pre-Work

Details:

Program Overview

Many talent development professionals have discovered that they need to add coaching to their skill set. This two-day workshop demonstrates the functions of a successful learning professional in the role of coach, including using an interactive process to help clients develop more rapidly and produce more satisfying results, and improving others' ability to set goals, take actions, make better decisions, and make full use of their natural strengths. Participants will learn a model that outlines a coaching process they can use with individuals, teams, or an entire organization, and will practice foundational coaching competencies through role plays, group exercises, and case studies.

​

In addition to skill-building on the coaching competencies, the workshop covers collecting data, establishing action plans, measuring and tracking results, and planning and managing the coaching program, to meet the specific needs of learning professionals. The content of this program is based on the ATD Competency Study and helps in preparation for obtaining the CPLP™ credential. The ATD Coaching Certificate is aligned with the International Coach Federation (ICF) Code of Ethics and the ICF Core Coaching Competencies.

 

 WHY SHOULD I ATTEND?

• Practice core coaching competencies and hone your ability to apply them to coaching conversations.
• Integrate and evaluate multiple sources of data and make interpretations that help clients achieve agreed-upon results.
• Develop and maintain an effective coaching plan with clients, manage ongoing progress, hold clients accountable for actions, highlight and celebrate successes, and adjourn the coaching process.

 

What You Will Learn

• Practice coaching competencies and apply them to coaching conversations with individuals, teams, or throughout an organization.
• Establish coaching agreements with clients and identify how goals link to enhanced business performance.
• Promote an open, flexible, and confident coaching relationship with clients and establish mutual respect and trust in a safe, supportive environment
• Apply coaching ethics and standards appropriately in all coaching situations.
• Demonstrate active listening, ask powerful questions, and use effective dialogue and feedback techniques to provide maximum benefit to clients.
• Integrate and evaluate multiple sources of data and make interpretations that help clients achieve agreed-upon results.
• Design actions and opportunities for ongoing learning that will most effectively lead to coaching results.
• Develop and maintain an effective coaching plan with clients, manage ongoing progress, hold clients accountable for actions, highlight and celebrate successes, and adjourn the coaching process.

WHO SHOULD ATTEND

 

The Coaching Certificate Program is for learning and performance professionals who want to develop successful coaching competencies and skills for use with individuals, teams, or an entire organization. Practitioners new to coaching or those who want to enhance and validate their current coaching skill set will benefit most from attending this program.

 

ATD Education programs are designed primarily for learning professionals—trainers, instructional designers, and organizational development practitioners—but also greatly benefit anyone within an organization who is responsible for developing others, from managers to human resources specialists.

 

Level: Intermediate

 

Roles: Coach, HR/OD Professional, Manager

 

Language: English

 

Credits & Attendance

Continuing Education Units (CEUs)

Earn 1.4 Continuing Education Units (CEUs) upon successfully completing this program. 

​

CPLP© Recertification Points

This program may be eligible for up to 14 CPLP recertification points. 

​

International Coach Federation

This program has been approved by the International Coach Federation (ICF) for 8.5 core competency units, and 3.75 resource development units. However, coaching certification under the ICF is not provided.

 

For more information on how to become an ICF certified coach visit 

​

HRCI Recertification Credits

This program has been pre-approved for 14 (General) recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.

​

SHRM Recertification Credits

This program is valid for 12 PDCs for the SHRM-CP or SHRM-SCP. 

​

Attendance Policy

Face-to-Face Courses

Participation in all originally scheduled days of the program is mandatory in order to receive the certificate of completion and 1.4 CEUs. Participants who miss more than two hours of the entire program will not be eligible to receive the certificate. Participants who fulfill the attendance requirement will receive a certificate at the end of the program.

 

Program Date: 19-20 April 2019

 

Venue: Gulshan, Dhaka

 

Fee: USD 1,100 [till 31 March]; USD 1,200 till 10 April

[People will get free membership of STADA (worth USD 100) if enroll in early bird time]

 

Contact: training.ward@wardbd.net    or   www.wardbd.com     or +8801753881177

 

Certification: Certification from Association for Talent Development – USA

 

Resource Person from Singapore:

 

Mr. Adrian Teo

Adrian Teo started his consultancy career, served 9 years with the Singapore government’s mainly in its in-house management consultancy department; 5 years in human resource development with a Coral Gables-based NGO, travelled to 57 countries worldwide; and has been running his own training consultancy for the last 33 years.

He was a member of the task force that introduced adventure learning facilitation into the Singapore Training & Development Association (STADA) and was its associate facilitator for over a decade. He subsequently took on the role of the master facilitator for the Professional Certificate in Designing and Facilitating Experiential Learning.

Adrian holds a Bachelor of Arts (History, 1971) degree from the University of Malaya and a Masters of Science in Management, 1977, from the Durham University Business School, UK, as well as IPPR – Institute of Public Relations, 1974, and CAM – Communication Advertising & Marketing Education Foundation – certificates and diplomas, 1975, in Public Relations. He is a Certified Management Consultant (FCMCI) of the Institute of Management Consultants (IMC) and a master trainer for STADA’s Professional Diploma in Training & Development`(PDTD). A certified Adventure Learning facilitator, Adrian is the master trainer for the Professional Certificate in Experiential Learning (PCEL). In the area of coaching, Adrian is a certified trainer for ATD Association for Talent Development’s (formerly American Society for Training Development – ASTD) Coaching Certificate Program.

A believer in volunteerism, Adrian was active in leadership roles in 5 service organizations and is currently a board member of the Singapore Association for Continuing Education (SACE) where he conducts C3A/NSA community courses in mindfulness, psychological and emotional realities of aging, personal (financial, health and social) analytics and wise leadership. In 2016, he took on the role of an adjunct associate for Singapore University of Social Sciences (SUSS) teaching the module on high commitment, high performance and high resilience (HCHP) organizations based on the research by Michael Beer of Harvard Business School. 

Since 2016, Adrian has been meeting with community leaders in and around the Pasir Panjang district working with PP Private Estates Associations to engage residents of over 100 condominiums to actively involve them in community activities. An informal objective is to make religious and para-religious buildings (churches, temples, mosques, half-way houses) community spaces where people of diverse races and religions can intermingle and bond with each other.

Adrian was involved five years ago with U3A (University Third Age), a social movement that started in France where third agers (those who are 50 years and older) form groups to pursue their special interests or to attend courses together to bond in an environment of continuous learning. From 200 members, the movement has grown to a membership of over 1,000 members.

Adrian’s current community effort partners him off with a core group of thought-leaders, including Rotarians, to initiate a social movement to make Singaporeans friendlier and kinder. 

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Major areas to be covered:

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Details:

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Major areas to be covered:

• Module-1: HR as Profession and Career in HR
• Module-2: Interview for HR career and its preparation
• Module-3: First 90 days in office
• Module- 4: HR Planning
• Module- 5: Job Analysis
• Module- 6: Recruitment, Selection & Placement 
• Module- 7: Performance Management System
• Module- 8: Training & Development
• Module- 9: Compensation & Benefit Management  
• Module-10: Basic about Labor Law, HRIS & Disciplinary Procedure
• Module-11: Leave Management
• Module-12: Attendance Management
• Module-13: Personal File Management
• Module-14: HR Communication
• Module-15: Customer Support:
• Module-16: Information Management
• ​Module-17: Documentation & Reporting

Details:

Introduction:

 

The field of Human Resources are getting more and more importance in the Corporate world. Now a days all organizations are interested to have independent HR department. Even the HR professionals are also being invited and incorporated in different business issues and decisions. So the opportunity of HR professionals are increasing day by day.

 

Considering this issue Singapore Training And Development Association - Singapore & WARD-Bangladesh are introducing market demanded complete course for being competent in HR function. This course will give the participants adequate knowledge in different section of HR, updated Tools and Techniques for performing HR functions, readily available formats [soft copy] for using day to day operation, scope for sharing with Industry experts.

 

This course has been designed on 5 Competencies for making young HR professionals competent and standard practitioner.

 

 

 

 

After attending the session, participants will:

1. Internationally recognized Professional Certification
2. Feel confident to face Interview Board
3. Feel competent in performing their jobs
4. Be updated about the Modern Practices of HR
5. Be skilled in using updated tools and formats in HR Operations
6. Be resourceful by having some reference material and formats
7. Be able to connect through network
8. Have a valued Certificate which can be mentioned in the CV

 

Competency Framework:

• Personal Mastery
• Interpersonal Relationship
• Functional Expertise
• Documentation & Reporting Excellence
• Fast Learning & Future Potentiality

Brief Contents

 

Module-1: HR as Profession and Career in HR

• Functions of HR
• Organizational structure
• Role of HR Department
• HR Networking
• HR Terminology  
• Career in HR: Past-Present-Future
• Personal Mastery as HR Professional
• Interpersonal Credibility

 

 

Module-2: Interview for HR career and its preparation

• Preparation for Interview
• Sector-wise difference in Interview preparation
• Resume for HR Career
• Facing Interview: Tips and Tricks
• Negotiation for Terms and condition in the interview board

 

Module-3: First 90 days in office

• Challenges for first 90 days at office for fresher
• Challenges for first 90 days for experienced people
• Action plan for first 90 days
• Building Relationship with colleague
• Building relationship with Management/ Reporting Boss

 

Module- 4: HR Planning

• Concept of HR Planning
• Importance of HR Planning
• Mostly used Methods of HR Planning
• Tools & Techniques of HR Planning  

 

Module- 5: Job Analysis

• Basic about Job Analysis
• Components of Job Analysis
• Procedures and Tools for Job Analysis
• Job Analysis information collection methods
• Writing Job Description and Job Specification

 

Module- 6: Recruitment, Selection & Placement

• Standard Recruitment Process
• Sources of Recruitment
• Selection Methods: Interviewing and Testing
• Documentation regarding Recruitment & Selection
• Tools & Formats used in Recruitment & Selection
• Joining Formalities
• After joining communication
• Preparation of Personal File
• Employee Socialization
• Importance of Induction and Placement

 

Module- 7: Performance Management System

• Importance of Performance Management
• Methods of Performance Appraisal
• Tools & format used in Performance Appraisal
• Steps in Performance Appraisal
• Summary of Performance Appraisal
• Documentation for Performance Appraisal

 

Module- 8: Training & Development

• Modern Approaches of Training and Development
• Training Need Assessment
• Role & Function of Training Coordinator
• Pre-during-post training activities  
• Documentation of Training
• Training Reporting

 

Modue-9: Compensation & Benefit Management                                                         

• Types of compensation benefits
• Payroll format & its design
• Different incentive plan
• Salary Certificate
• Bank Account Opening & other Banking communication
• Documentation regarding Compensation

 

Module-10: Basic about Labor Law, HRIS & Disciplinary Procedure

• Basic Clauses about Labor Law
• Concept of HRIS
• Importance in HRIS
• HRIS Practice in Bangladesh
• Disciplinary procedure as per law

 

Module-11: Leave Management

• Types of Leave
• Clause related with Leave
• Leave approval process
• Leave form
• Leave Register/ data
• Maternity leave calculation
• Earn Leave Calculation
• Medical Leave documentation
• Leave Reporting

 

Module-12: Attendance Management

• Daily attendance record
• Attendance Register
• Working hour
• Attendance System
• Attendance Record keeping
• Attendance Monitoring
• Attendance Reporting
• Over Time Management

 

Module-13: Personal File Management

• Personal File preparation and update
• Documents for Personal File
• Maintenance of Personal File
• Employee information update in software or employee database

 

Module-14: HR Communication

• Initiate Note/Memo/Circular
• Write letter
• Prepare different Bill/ Voucher/ Document etc
• Checking of different documents

 

Module-15: Customer Support:

• Customer Centric Mentality
• Customer Focused Behavior
• Customer Friendly Process
• ID Card/Visiting Card management
• Sim card/ Mobile set management
• Employee Group Insurance Management
• Stationary, IT Accessory, Email, Internet facility management

 

Module-16: Information Management

• Receiving Information
• Filtering Information
• Molding Information
• Absorbing Information
• Sharing Information
• Documenting Information

 

Module-17: Documentation & Reporting

• Types of reporting
• Reporting Formats
• Report Analysis
• Software Data entry

 

Target Participants:

1. Fresh Graduate looking for HR Job
2. Working in HR [0-2 years]
3. Midlevel cross functional people

 

 

Assessment:

 

Type	Test Detail	Marks
MCQ/ Short	5 MCQ @ 2 lectures	150
Assignment/Activity	5 @ 50 Marks	250
Final Exam	2 hours	100
	Total	500

 

 

Certification:

After successful completion of the course and examination, the participants will be awarded Certified Human Resource Associate [CHRA] jointly by STADA-Singapore & WARD.

Duration: 4 months