Knowledge of Tools and Processes of Training Program Administration
| Start Date | End Date | Venue | Fees (US $) | ||
|---|---|---|---|---|---|
| Knowledge of Tools and Processes of Training Program Administration | 31 May 2026 | 04 Jun 2026 | Tunisia | $ 5,000 | Register |
| Knowledge of Tools and Processes of Training Program Administration | 06 Sept 2026 | 10 Sept 2026 | Dubai, UAE | $ 3,900 | Register |
| Knowledge of Tools and Processes of Training Program Administration | 15 Nov 2026 | 19 Nov 2026 | Kuala Lumpur, Malaysia | $ 4,500 | Register |
Knowledge of Tools and Processes of Training Program Administration
| Start Date | End Date | Venue | Fees (US $) | |
|---|---|---|---|---|
| Knowledge of Tools and Processes of Training Program Administration | 31 May 2026 | 04 Jun 2026 | Tunisia | $ 5,000 |
| Knowledge of Tools and Processes of Training Program Administration | 06 Sept 2026 | 10 Sept 2026 | Dubai, UAE | $ 3,900 |
| Knowledge of Tools and Processes of Training Program Administration | 15 Nov 2026 | 19 Nov 2026 | Kuala Lumpur, Malaysia | $ 4,500 |
Introduction
Every successful industry is in agreement that attracting, retaining, and fully utilizing talented staff is a key management function – but how to do it? This practical course will show delegates not only what’s needed but also how to make it happen so that you can gain strategic advantage through new approaches in knowledge management.
Specifically, this course will feature:
- Ways you can significantly improve recruitment to attract and select higher caliber staff
- Be able to use differentiation to promote and encourage employees to perform better
- New approaches to achieving retention of high performing staff
- How to demonstrate the value of knowledge management in our industry in financial terms
- Improvement in ways of promoting and managing succession planning
Objectives
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- Take action to improve significantly the recruitment and attraction process
- Analyze & demonstrate how differentiation can significantly improve retention & motivation of high performing employees
- Explain to others the advantages of profiling, testing & assessment centers for successful succession planning
- Use a technique to measure & evaluate the best optimal size for any department in the organization
- Select through differentiation how training resources should be directed to get the maximum organizational benefit
At the end of this course, delegates will be able to:
Training Methodology
This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practices. Participants will have the opportunity to share with the facilitator and other participants what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting/WebEx.
Who Should Attend?
This course would be of maximum benefit for anyone who has responsibility for performance through people – specifically:
- Managers responsible for performance through people
- HR Managers
- Those responsible for the motivation of employees
- Succession planners
- Those responsible for organizational change
- Financial controllers
Course Outline
Day 1: The Context & Business Need for Quality People
- Introductions and course objectives
- The financial case for knowledge management – people-focused
- The strategy needed and a focus on the long term
- Case study – group work and feedback DVD
- Is money the only motivator for high performing people?
- Good people are at different levels in the organization – discussion and case study
Day 2: Processes that Need to be Improved
- Significant improvements in recruitment
- Techniques to attract high performers – group work
- Knowledge management in action
- How to upgrade Performance appraisal
- Are your processes supportive of your strategy?
Day 3: Differentiation – What it can do for your Organisation?
- The principle of differentiation – its benefits to the organization
- Different performance levels in the organization – the cost of poor performers
- Why do high performers leave – we know the answer
- The model of differentiation – how the organization can significantly save money and be more efficient – group exercise
- Motivation – what works in 2015?
- Methods of finding key motivators – from questionnaires to briefings
Day 4: Planning for the Future – How to Identify Potential?
- The appraisal is not a good tool for finding potential –discussion
- Use of profiling – demonstration and discussion
- The new role of testing – new tools and new results – examples
- The need for assessment centers – demonstration
- Who is the best person to identify potential?
- The strategy needed for fast-tracking
Day 5: Succession Planning & Talent Rotation
- New advances in succession planning
- Who needs a succession plan – case study
- Approaches you can adopt for your planning
- The role of Head Hunters
- Using our data – how to calculate how many people you need to be at maximum efficiency in any department – group exercise

