academy of certified human resource professionals limited

Academy of Certified Human Resource Professionals Limited, Regus Suites, 17th Floor, JKUAT Towers, Kenyatta Avenue,

P. O. Box 18582–00100, Nairobi, Kenya. Tel: 0205157034 | 0722300245.

Email: [email protected] | website: www.achrp.org Telegram: https://t.me/achrp

Introduction

This workshop is aimed at providing a basic understanding of the wide range of Human Resources measurements

and metrics available to the HR Practitioners to track performances for the HR functions as well as the Strategic

Human Resources Plan. It provides glimpses of the practice of Evidence-based HR and paves the way to move to

the next level of Human Resources practice from an administrative perspective to a strategic perspective. This

workshop is an accelerated & intense learning workshop and it is segmented into four main sections:

1. The philosophy underpinning evidence-based HR measurements & metrics;

2. HR CAPS Modeling ('Leading Indicator', 'HR Cluster', 'HR Dimensional Matrix', 'HR Waste', 'HR Risk Index', and

a range of other HR modeling techniques covering at least 12 techniques);

3. Measurement issues;

4. Metrics issues (introducing at least 100+ HR metrics via the 'HR Metrics Game').

Workshop Objectives

Sharing HR measurement and metrics practice.

Benchmarked insights that could turn into actionable metrics that could assist your Organization to achieve

results.

Workshop Outline

Identifying what metrics currently are in place and if they are effective.

Determining if your measurement program presents a viable value proposition for your employees and your

Organization.

Exploring and discovering what data will be needed to report to measure success against HR strategic

objectives.

Determining, and creating HR measurements & metrics and what to measure and why.

Designing HR modeling tools and designing your HR scorecard to align with business needs.

Interpreting the data to gauge the performance of your HR measurement program.

Building the metrics business case and communicate the value of metrics to upper management.

Translating measurements into actionable business decisions for upper management.

Turning metrics into analytics and analytics into strategies.

Deciding what metrics are important to your business.

Deciphering trends and what they tell you and making informed predictions.

Who Should Attend

HR Professionals,

Officers and Executives who deal or are responsible for measurement & metric-based approaches to

Organization efficiency & effectiveness performance.

Date: 9th February, 2019 Topic: HR Metrics & Analytics

Time: 8.00am - 4.00pm Course Code: HRW201901

Cost: 3,000.00 Venue: Chester Hotel & Suites, Nairobi

M-Pesa Pay Bill No.: 850313 CPD Points: 2

Account No.: Your ID Number Registration Link: www.achrp.org

mailto:[email protected]

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Introduction

In the on-going battle to recruit and retain the right staff, employers are increasingly recognizing that their employees are looking to the company and its managers to provide a bully free/harassment free working place. As part of the legal framework, Section 23 of the Sexual Offences Act, 2006, Section Six of the Employment Act, 2007 and Legal Notice No. 28 Employment (General) Rules, 2014 places a number of challenges on HR professionals and managers and also employees, both now and in the future. The workshop will introduce you to the legislation and its background and offer a number of best practice strategies and policies to deal with workplace bullying and sexual harassment. Workshop Objectives

To understand the challenges and implications of the Sexual Offences Act, 2006 and the thinking

behind it.

To develop best practice strategies and training for combating bullying and sexual harassment.

To establish a workplace culture to deal with bullying and sexual harassment.

Workshop Outline

Definition of Sexual Harassment.

Understanding Kenya’s anti-sexual offences laws.

Recognizing the challenges and limitations of the legislation in the work place.

Handling and managing a workplace investigation using a step-by step guide.

Dealing with difficult and complex scenarios.

Establishing a HR Policy on sexual harassment.

Understanding the importance of prevention, including implementation and training.

Developing and maintaining the work place culture.

Recognizing the importance of management style.

Appreciating the role of social media/technology in bullying and harassment.

Designing comprehensive work place policies to deal with online behavior.

Leveraging international best practice strategies.

Who Should Attend

HR Professionals,

Anyone who would like to understand how to deal with workplace bullying and sexual harassment

Date: 09th March, 2019 Topic: Dealing With Workplace Sexual Harassment







https://t.me/achrp





Introduction

A must for all HR practitioners involved in handling grievance, discipline and dismissal issues in the

workplace. Knowing how to apply the law effectively to grievance, discipline or dismissal situations is

essential for HR professionals. The Grievance, Discipline and Dismissals Management workshop will

provide a thorough review of the legal issues to be aware of when resolving disputes in the workplace and

will help you manage problem situations effectively and according to best practice.

Course Objectives

By the end of the Grievance, Discipline and Dismissals course, you'll be able to:

Explain what is Discipline & Grievance Management

Discuss the purpose of Discipline & Grievance Management

Identify the Disciplinary & Grievance Management Process

Discuss the rules of Discipline & Grievance Management

Identify the challenges of Discipline & Grievance Management

Explain the importance of Discipline in an Organization

Describe the methods to Make Employees More Disciplined

Explain what is meant by Grievance Redressal

Identify the steps for Handling Grievances

List the tips to Improve Discipline in an Organization

Who Should Attend

HR Professionals.

Employee Relations Managers / Industrial Relations

HR Business Partners

Business Executives

Line Managers

Those responsible for employment law issues within their organization.

Date: 6th April, 2019 Topic: Grievance, Discipline and Dismissal Management







https://t.me/achrp





Introduction

The most common challenges experienced in implementing business partners generally relate to developing the role

appropriately. Almost half of respondents whose organizations have introduced HR business partners agree that they

have been drawn into activities that are not relevant to the role and just under half recognize that there has been

tension between responding to corporate and business unit needs. A quarter thinks that the business partner role is

or has been unclearly defined. During this program, participants will be introduced to HR Business Partnering and the

various tools for implementing Business Partnering, developing as an HR Business Partner and assessing the

effectiveness of HR Business Partnering.

Workshop Objectives

To establish norms for building a high performing HR team.

To clarify their various roles and goals in the organization.

To identify best practices in building partnership between HR and the Line.

To create initiatives to manage the necessary changes in HR practices.

To develop professional services to truly partner the business.

To ensure HR business partners increase their value to the organization.

To enhance the contribution and careers of HR professionals.

Workshop Outline

The changing world of HRM

Introduction to HR Business Partnering.

HR partnering as part of strategic.

Tools for implementing Business Partnering

Creating the vision for HR.

Making the case for HR business partnering.

Introduction to stakeholder mapping.

Assessing readiness for HR business partnering.

Identifying and mapping HR processes.

Identifying future HR roles.

Lessons learned from other organizations.

Who Should Attend

HR Managers, HR Officers & Specialists.

Line Managers involved in implementing HR policies and programs.

OD and HRD Managers supporting the business and HR partners.

Date: 4th May, 2019 Topic: HR Business Partnership Skills







https://t.me/achrp





Introduction

The Employment Act defines misconduct as a breach of duty or discipline, which is inconsistent with the

express or implied conditions of an employee's contract of service. If you find an Employee behavior as

inappropriate or unacceptable, how do we handle it timely, fairly and consistently before it lead to bigger

problems? What are our Principles, Policies and Procedure of Discipline Enforcement?

This workshop will focus on the critical skills a People Manager needs to manage Employee Misconduct.

Workshop Objectives

Define Discipline.

Establish the types of Discipline.

Establish Principles of Disciplinary Action.

Identify Progressive Disciplinary Action.

Establish Disciplinary Matrix.

Identify Rules of Natural Justice.

Define Misconduct.

Define Minor, Major and Gross Misconduct.

Establish a Checklist of Disciplinary Action.

Define Code of Conduct.

Establish Examples of Code of Ethics.

Know the Employment Act on Termination and Dismissal.

Establish the Difference between Termination and Dismissal.

Identify Types of Termination.

Who Should Attend

HR Professionals,

Supervisors,

Line/People Managers.

Union representatives

Date: 8th June, 2019 Topic: Managing Misconduct







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Introduction

Many of us today think about what we would like to change in our behavior in order to be more successful.

Some of us have it in the job description; somebody is driven by his natural desire to improve

himself/herself. We can easily measure what the level of our knowledge is in professional "hard" area. We

can use easy tests. With "soft" skills it is more difficult. Each of us who has already taken part in an

appraisal, which included soft skills of the person, knows how difficult it is to define clearly the level of

abilities, skills and attitudes. To find evidence to prove why we see it the way we see it is even more

complicated and it can be even harder to evaluate sincerely ourselves, even though theoretically we know

ourselves the best. 360° degrees feedback helps to measure our skills, specifically how we take shape and

how others perceive us. This tool helps us to see and describe reality. This is always the first step on the

way to improvement. Some people don´t improve only because they don´t have courage to look in the

mirror in order to be able to say, that 360° feedback is a self-development tool, continued work with it is

required as well as taking other steps, which lead to change. This tool is not completely new, so how to

proceed, so that the evaluation is as objective as possible, the report goes only to the right hands, and to

interpret the results in an encouraging not frustrating way, is known. It is like with all excellent tools - it is

simple, but not easy.

Course Objectives

At the end of the workshop, the participants should be able to:

Explain What is 360 Degree Feedback Describe the History of 360 Degree Feedback Explain the Uses of 360 Degree Feedback List the Advantages 360 Degree Feedback List the Disadvantages of 360 Degree Feedback Describe What is an Effective 360 Degree Feedback Appraisal Describe the Components of 360 Degree Feedback Explain the Process of 360 Degree Feedback Describe the Problems of 360 Degree Feedback Appraisal Describe the Sources of Errors in Performance Appraisals Explain the Development Options after Feedback Explain What is 720 Degree Feedback

Who Should Attend

HR Professionals.


Line Managers

Anyone interested or has responsibilities in getting an insight on What is 360 Degree Feedback.

Date: 6th July, 2019 Topic: 360 Degree Feedback







https://t.me/achrp





Introduction

An employee handbook is a compilation of the policies, procedures, working conditions, and behavioral

expectations that guide employee actions in a company. Employee handbooks generally also include

information about the company, employee compensation and benefits, and additional terms and conditions

of employment. Another integral content in any handbook is the code of conduct for employees that set

guidelines around appropriate behavior for the workplace.

The purpose of an employee handbook is to provide employees with a working guide to the understanding

of the day-to-day administration of human resource policies and practices in a company. It is designed to

provide employees with a general summary description of the company’s HR policies, employee benefits,

and code of conduct.

The handbook can help ensure that all HR policies and practices conform to legal requirements. Employers

can use the policies in the employee handbook to protect themselves against possible lawsuits pertaining

to harassment, wrongful termination, discrimination claims etc. Participants attending this workshop will be

provided with a comprehensive template for an Employee Handbook!

Workshop Objectives

Explain the purpose and value of having an employee handbook.

Identify the essential contents that are required in an employee handbook.

Determine the handbook contents that are relevant to their corporation.

Ensure compliance with the relevant legislation that govern HR policies and practices.

Deliver the material that will cater to their individual audience, the employees.

Avoid common mistakes when drafting an employee handbook.

Practical Sample Draft.

Who Should Attend

HR Managers,

HR Executives,

Employee Relations Managers.

Business Owners particularly those from SMEs.

Anyone who is keen to develop an employee handbook for his or her organizations.

Date: 10th August, 2019 Topic: Developing An Employee Handbook







https://t.me/achrp





Introduction

Dealing with complaints effectively can build a good relationship with your customers, save money by

avoiding their escalation, and earn repeat business. In order to be your organization’s customer service

ambassador, you need to stay motivated and to be confident that you are dealing with customers as

effectively and positively as possible.

Join us for this one day course to build confidence in your ability to turn an angry complainer into a satisfied

and loyal customer.

Workshop Objectives

Explain What is a Complaint

Explain Why do People Complain

Describe the Goals of Effective Complaint Handling

Explain the Strategies for Building Relationships

List the Statistics of Customer Complaints

Describe the Customer Actions Following Service Failure

Explain the Ways of Complaining

Describe the Types of Complainers

Explain the Steps for Handling Complaints

Explain the Strategies for Handling Complaints

Who Should Attend

HR Professionals,

Customer Service Representatives,

Officers and Executives who deal or are responsible for handling internal and external customers

Date: 17th August, 2019 Topic: Handling Customer Complaints







https://t.me/achrp





Introduction

The greed of a few at the top creates untold suffering of the whole lot at the bottom. Temptations are not

class-conscious; they invade all levels. In fact, the higher up the hierarchy, the greater the opportunities

and the temptations. While we can put in place very creative policies and procedures to deter unethical

practices, the best defense is an ethical defense. Hence, educating employees in corporate governance

can build a bulwark against temptations and a strong ethical foundation for business growth.

Workshop Objectives

Explain What is Corporate Governance

Define Corporate Governance

Explain What is a Corporation

Describe the Features of a Corporation

Explain What is Good Corporate Governance

Explain the Sarbanes Oxley Act

Describe the Role of Government in Corporate Governance

Describe the World Bank Directives for Corporate Governance

Explain the Factors Directing Corporate Behavior

Describe the Emerging Best Practices of Corporate Governance

Explain What is Corporate Social Responsibility

Explain the Role of Board of Directors in Corporate Governance

Describe the Benefits of Corporate Governance

List the Principles of Corporate Governance

List the Rules of Corporate Governance

Who Should Attend

HR and Non-HR managers, particularly those who are closely involved with issues of business

ethics and compliance.

Anyone who is concerned about what is right and wrong at the workplace and how to do the right

things when confronted with ethical dilemmas.

Date: 7th September, 2019 Topic: Corporate Governance







https://t.me/achrp





Introduction

Does your organization lack passion, energy, self-reliance and drive?

If so, here is your chance to create a motivating and engaging workplace where people develop and live up

to their potential. The Situational Leadership workshop will help you apply the most comprehensive,

tangible and useful model of leadership available. Get ready to know exactly what effective leaders do and

practice the concrete tools you need to leap ahead.

Course Objectives

Describe the Evolution of Situational Leadership Model

Explain Hersey-Blanchard Situational Leadership Theory

Describe Components of Situational Leadership Model

Explain the Aspects in Situational Leadership Model

Explain the What is meant by Leadership Style

Explain Leadership Styles in Situational Leadership Model

Explain the Developmental Level of Follower

Describe Impact of Situational Leadership on Performance

Describe Impact of Situational Leadership on Motivation

Explain the Steps to Increase Follower Development Level

Explain Mapping of Leadership Style & Development Level

Explain the Steps in Situational Leadership Process

Explain the Criticism of Situational Leadership Model

List the Advantages of Situational Leadership Model

List the Limitations of Situational Leadership Model

Who Should Attend

HR Professionals.

Individuals in leadership roles, including executives,

Managers at all levels,

Project managers,

Team leaders and supervisors.

Date: 21st September, 2019 Topic: Situational Leadership







https://t.me/achrp





Introduction

This course gives useful insights into how emotions shape our behavior and how we can use this to inspire

high performance. Our emotional intelligence course builds an understanding of how emotions shape who

we are, how we relate to others and how to improve relationships. Participants will leave with tools that

shine a light on what EQ is and how to use it to great effect.

Course Objectives

1. Define Emotional Intelligence

2. Describe the History of Emotional Intelligence

3. Explain What is Emotional Intelligence (EQ)

4. List the Benefits of Emotional Intelligence

5. Explain the Relation between Emotions and Brain

6. Explain the Stages of Emotional Hijack

7. Explain Categorization of People

8. Differentiate between High IQ and High EQ

9. Explain the Importance of EI at Workplace

10. Explain the Competencies of Emotional Intelligence

11. Explain the Ways to Boost Self Confidence

12. Explain Ways to have Effective Group Interactions

13. List the Characteristics of High and Low EI

14. Explain the Principles of Building Your EQ

15. Describe the Measures of Emotional Intelligence

Who Should Attend

HR Professionals

Individuals who want to understand more about how emotions impact on people.

Date: 5th October, 2019 Topic: Emotional Intelligence







https://t.me/achrp





Introduction

Before going through this course, it is highly recommended that you first go through the course titled

'Emotional Intelligence' to get a basic understanding of the following concepts: What is Emotional

Intelligence (EQ)? Brief History of Emotional Intelligence, Benefits of Emotional Intelligence, Relation

between Brain and Emotions, Various Competencies of Emotional Intelligence, Principles of Building Your

Emotional Intelligence, Difference between People with High EQ and Low EQ

The participant will realize the importance of emotional intelligence not only for his/her career but for every

aspect of his/her life, for dealing not only with others but also for dealing with himself/herself and being

more aware of himself/herself. Everyone can benefit from raising their emotional levels and developing their

self-awareness and using effective self-management.

Course Objectives

At the end of the workshop, the participants should be able to:

1. Describe the Role of Self-awareness in EI

2. Explain How to Balance Personal and Work Life

3. Explain How to become More Self-aware

4. Explain How to Increase Your Self-regard Level

5. Explain How to Handle Your Fears

6. Explain How to Boost Your Self-esteem

7. Explain What is a Power Continuum

8. Explain What is Self-talk

9. Explain the Steps to Self-Motivate Yourself

10. Explain the Stages of the Behavior Cycle

11. Explain Steps to get to Root Cause of Emotions

12. Explain What is meant by ‘Emotional Flooding’

13. Explain the Steps for Preventing Flooding

14. Explain the Types of Strokes

15. List the Characteristics of Good Personal Skills

Who Should Attend

HR Professionals.


Line Managers

Anyone interested or has responsibilities in advancing their emotional intelligence & personal skills

Date: 19th October, 2019 Topic: Advanced Emotional Intelligence and Personal Skills







https://t.me/achrp





Introduction

The purpose of any business is to make profit and satisfy its stakeholders.

So, what gives an overall picture about the performance of a company?

The answer is a ‘Balanced Scorecard’.

The Balanced Scorecard is a management tool that provides stakeholders with a comprehensive measure

of how the organization is progressing towards the achievement of its strategic goals. The ‘Balanced

Scorecard’ links performance measures by looking at a business's strategic vision from four different

perspectives: financial, customer, innovation and learning, and internal business processes. It provides a

realistic balance between short term & long-term objectives and financial & non-financial measures of

performance. Since its evolution, Balanced Scorecard has become the most used Management Technique.

Workshop Objectives

Explain What is the Balanced Scorecard

Describe the Three Generations of Balanced Scorecards

Explain the Importance of Balanced Scorecard

Describe the Various Perspectives of Balanced Scorecard

Describe the Various Parameters of Balanced Scorecard

Explain What is Performance Management

Explain the Steps in Building a Balanced Scorecard

Describe the Balanced Scorecard System Elements

Explain the Steps for Implementation of BSC

Explain What is the BSC Designer

List the Tips for Implementing Balanced Card

List the Pitfalls of Balanced Scorecard

Who Should Attend

The course is aimed at the HR Professionals and managers involved in planning and implementing

departmental level strategy, taking up improvement initiatives and cascading the organizational

goals down the line. Therefore, anyone having a team below him could be a potential participant.

Date: 9th November, 2019 Topic: Balanced Scorecards







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Introduction

Managing conflict is one of the most difficult tasks as a Manager but it is one of the most critical jobs.

Conflict result when individuals or team members disagree. It may be regarding the resources allocation,

style, goals, values and perception. Such conflict must be resolved quickly as it may result in unhappy,

unproductive and resentful employees. Verbal confrontation will goes up as well as absenteeism rate.

Things will then fall through the crack and productivity goes down. Finally, it can become divisive and

destructive in breaking the trust between Employer and Employee relationship affecting teamwork.

Unfortunately, conflict is a fact.

This workshop will focus on the critical skills a People Manager needs to resolve conflicts.

Workshop Objectives

Understand Conflict

Identify the Nature and Causes of Conflict.

Handle Conflict in the Workplace.

Use Active Listening Skills.

Ask the Right Questions.

Establish the Dual Concern Conflict Resolution Model.

Who Should Attend

HR Professionals,

Supervisors,


Date: 23rd November, 2019 Topic: Managing Conflict







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Introduction

In any organization, there will be poor performances. People Managers need to assess and identify such

poor performance. It is critical that such poor performances be managed and gets them up to speed. When

an employee is not performing up to standard or expectation, it will impact the Company performance. This

workshop will focus on the critical skills a People Manager needs to manage poor performance.

Workshop Objectives

Define Performance Management & Performance.

Establish Poor Performance.

Motivate Employee with Poor Performance.

Establish why Performance Appraisal Fail.

Recognize and handle the Poor Performer.

Workshop Outline

What is Performance Management & Performance?

Diagnosing and Dealing with Poor Performance.

How to Motivate an Underperforming Employee?

Why Performance Appraisal Fail?

Addressing and Dealing with Poor Performer.

Benefits of Putting an End to Poor Performance.

Case Study.

Who Should Attend

HR Professionals,

HR Executives

Supervisors,


Date: 7th December, 2019 Topic: Managing Poor Performance







https://t.me/achrp





Introduction

No one is spared from the evil of stress. Whether it is a housewife, an office executive, a student or a

retired person, all of them experience stress due to different reasons. Stress takes a toll on their mental and

physical health. The stress either makes them feel exhaustion, headaches, loss of appetite or acidity

attacks. Hence, it is important to understand and manage stress. Let us learn about stress management in

detail.

Workshop Objectives

Explain What is Stress

Describe the Symptoms of Stress

Explain What are Stressors

Explain the Types of Stress

Describe the Stages of Human Stress Response

Explain What is Stress Management

Describe the Causes of Stress in Workplace

Explain the ABC Strategy for Stress Management

Explain the Steps of Stress Management

Describe the Stress Management Techniques

Explain the Approaches to Stress Management

List the Tips for Managing Stress

Who Should Attend

HR Professionals.


Business Executives

Line Managers

Anyone interested or has responsibilities in the area of Stress Management

Date: 14th December, 2019 Topic: Stress Management







https://t.me/achrp


academy of certified human resource professionals limited

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