Is your strategy set to succeed?

We have been involved in working with many top teams in organisation’s where they need to decide upon which business models, strategies and “best practice” frameworks are the best for them.

This new service, specifically designed as a facilitated session with the top team, enables them to align their values, vision and plans in order produce an effective implementation plan

This service is provided as an internal planning & implementation workshop for an organisation’s top management team and covers:

  • A 10 point strategic review
  • An action plan following the 10 point review
  • Managing change and the “softer” perspective
  • Key business planning tools explained
  • The work of Kotter, Senge, Mintzberg & Collins
  • The Balanced Scorecard & Dashboards
  • Managing “Emergence”

For further information, e-mail alexgallon5@gmail.com

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Profile H.R.D. working in partnership with the Virtual College


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Profile H.R.D. has formed an affiliation with the Virtual College to make available to clients e-learning materials across a vast array of topics

With over one million online learners, Virtual College is one of the leading providers of e-learning in the UK. Virtual College has over 200 courses available to buy straight away.

What is e-learning?

Quite simply, e-learning is electronic learning, and typically this means using a computer to deliver part, or all of a course.

What are the benefits?

There are several benefits to e-learning whether you choose to use it on its own, or to e

It’s cost effective and saves time:

By reducing the time taken away from the office, removing travel costs and doing away with printed materials, online learning helps you to save money and increase workplace productivity. It also means your staff will be happier and focussed.

Learning 24/7, anywhere:

Many face to face courses only operate within normal office hours. By allowing staff to complete the course when and where they like you can make sure disruptions to your busy working schedule are minimised. This also means that your staff will be happier because they don’t need to travel to specific training centres, and if they have important work to catch up on mandatory training can be done outside of office hours in exchange for lieu time. Most of courses have an average learning time, and also the CPD approved courses allow learners to print out certificates of proof.

It makes tracking of course progress a breeze:

Perhaps the most important aspect of using computers for training is that it with a well implemented Learning Management System (LMS) makes it easy to track and prove progress for your staff and learners. This can be essential for popular courses where proof of mandatory training is required.

Visit our website www.profilehrd.com and via our training page, follow the e-learning link.

 

Employee Engagement – New Courses Launched

We are pleased to offer these two new courses on both an in-company and open basis following their successful implementation in several organisations.

These programmes are designed to assist organisations to springboard employee engagement initiatives in their organisations.

Why employee emgagement?

Employee Engagement

David MacLeod and Nita Clarke were asked by the UK government in the autumn of 2008 to take an in-depth look at employee engagement and to report on its potential benefits for companies, organisations and individual employees. Their report, often referred to as the ‘MacLeod Review’ identified four key ‘enablers’ that are found in highly engaged organisations, and which are linked to various piece of evidence throughout this document.

The four enablers of employee engagement have proved to be useful lenses which can help organisations assess the effectiveness of their approaches:

  • Visible, empowering leadership providing a strong strategic narrative about the organisation, where it’s come from and where it’s going.
  • Engaging managers who focus their people and give them scope, treat their people as individuals and coach and stretch their people.
  • There is employee voice throughout the organisations, for reinforcing and challenging views, between functions and externally, employees are seen as central to the solution.
  • There is organisational integrity – the values on the wall are reflected in day to day behaviours. There is no ‘say –do’ gap

Releasing the potential of an engaged workforce holds the prospect of reducing costs associated with sickness, absence, employee turnover, production errors, accidents and inefficient processes. It also holds the prospect of improving productivity, customer satisfaction, customer retention and innovation.

Any one of these mechanisms is capable of delivering substantial benefits to the bottom line performance of organisations. The question of how to proceed remains unanswered, as this will depend on the specific circumstances of individual organisations, but the evidence in this report suggests that the best place to look for answers is with your employees.

New Course 1

“Making it everyone’s business” – Brand & Employee Engagement

Who should attend?

This is a workshop designed for senior managers from any size of organisation operating in any sector. Ideally members of that “top team” responsible for the strategy and direction of their organisation. This workshop will enable managers/owners/partners & stakeholders to gain an better understanding of how to link their brand to employee engagement for the benefit of their clients.

Workshop content

  • An introduction to values, mission & vision
  • How to ensure brand alignment at organisational, team & individual level
  • An introduction to core competencies and performance management
  • Real life examples, how other organisations do it
  • A framework for managing cultural change
  • An action plan for future performance.

Outcomes:

By the end of the workshop delegates will have:

  • A clear understanding of the benefit of either values, mission or vision and why these are important as part of a strategic narrative
  • Gained an appreciation of how to introduce these to their own organisation
  • Developed a draft strategic narrative
  • Discovered how to align brand engagement & employee engagement
  • Understood and adapted the principles of a balanced scorecard approach to measuring success
  • Developed measuremement criteria at organiational, team & individual level.

New Course 2

“Making it everyone’s business” – Investors in People

Who should attend?

Those wanting to find out more about Investors in People, the advantages it can bring to your organisation and what happens once you make a decision to work with this international quality standard. It is also designed for those who have just started to work with the Standard and want to gain a better understanding of the support and resources available to them.

Workshop content:

  • An introduction to the Standard
  • Features & benefits of Investors in People
  • How the principles work and what resources & support are available
  • Real life examples, how other organisations have benefited
  • How to win support for implementing the Standard
  • How to plan for the future with the Standard

Outcomes:

By the end of the workshop delegates will have:

  • A clear understanding of the IiP framework, who is involved and how it will work within their organisation
  • Gained an appreciation of how to introduce the benefits of IiP to their own organisation
  • The knowledge to communicate & promote IiP to the rest of their organisation
  • Discoveredthe range of support and assistance available to them on the journey towards recognition and beyond
  • Benchmarked where their organisation is against the Standard and what the next steps are towards gaining recognition

Open courses can be booked via our Open Course link on http://www.profilehrd.com/training-and-development/open-courses/

We can arrange for any of our workshops to be delivered at a client’s premises, customised to their particular requirements. Please email alex.gallon@profilehrd.com for more information.

What does being a Chartered Fellow (FCIPD) mean?

Prompted by one of my clients seeing the letters FCIPD on my business card and on my LinkedIn profile, I was curious to try to answer this question.

It prompted me to look at the CIPD criteria published in March 2011.

As well as what a Fellow does and the knowledge a Fellow must have, he or she has to demonstrate three clusters of behaviour in the work environment:

1. Insights & Influences which are broken down into Curious, Decisive Thinker and Skilled Influencer.

2. Operational Excellence which is broken down into Driven to Deliver, Collaborative and Personally Credible.

3. Stewardship which is broken down into Courage to Challenge and Being a Role Model.

I guess the question now is what’s does this mean for our CPD?

My Level 7 Diploma in Management Consultancy

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Finally got my thesis assessed and approved with my certificate arriving in the post over the weekend.

What does it mean, well, firstly it has been a hard slog, but I’ve been able to accredit what I’ve been helping organsiations do for the last 15 years or so.

The units that were assessed via evidence from clients during live projects were:

Consultant-client relationships

Manage relationships with clients

Develop a common understanding with a consultancy client of their problems/opportunities

Appraise with a consultancy client options to address their problems/opportunities

Plan the implementation of solutions with a consultancy client

Facilitate the implementation of solutions with a consultancy client

Professional, ethical and quality standards in consultancy work

Develop, maintain and review personal networks

Develop working relationships with colleagues and stakeholders

Work productively with colleagues and stakeholers.

It’s also been an interesting journey with my Invesotrs in People clients as during my demonstration of competence, I’ve worked with two of these clients to provide evidence for the thesis. In that same timeframe, they have been recognised as Investor in People organisations enabling us to take another another meaningful output from my accreditation.

I’m looking forward to widening the offer to potential clients as more want to share the Investors in People experience.