semaj job banktraining modules - 2014special

Soft Skills Intervention Modules – 2014Providing Thought Leadership, Inspiration and Solutions

MotivationalMotivational SpeakerSpeaker

Retreat FacilitatorRetreat Facilitator WorkshopsWorkshops Seminars Seminars

Cultural TransformationCultural Transformation InterventionsInterventions

If you have the need, the wish or the desire, we will provideThe Motivation, Inspiration and Transformation

2013 was AUSTERITY? Let 2014 be PROSPERITY

Special Discount FROM The JobBank

Jump-Start Your Human Capital Investment - 2014

Jump-Start Staff Training 2014 40% discount if paid in full by December 31, 2013

30% discount if paid in full by January 31, 2014 20% discount if paid in full by February 27, 2014

Providing Thought Leadership, Inspiration and Solutions

Phone Fax Email Website 1(876) 948-5627 (876) 756-2337 [email protected] www.LTSemaj.com

mailto:[email protected]


Mobile: 876.383.5627 Skype: LSemajOffice: 876.948-5627 Twitter: LSemaj

Email: [email protected]: Leahcim.Semaj.2013

Mailing Address: P.O. Box 114, Kingston 9, Jamaica W.I. Website: www.LTSemaj.com/ www.Jobbank-ja.com

Blog: TheSemajMindSpa.Wordpress.comPresentations: www.SlideShare.net/LSemaj

SpecialsSpecials for for




http://www.LTSemaj.com/







The XYZ of Management:The XYZ of Management: Managing Across TheManaging Across The

GenerationsGenerations“Dem young people ah guh mad mi!” Why dem caan just duh what dem fi duh?!”

“The tech divide is too wide. She just won’t cope with our work flow”

o Why The Workplace is Changing & What To Do

o Defining The Generations: Who Are They & What Makes Them Tic

o Traditionalists: 1922 – 1943 (over 69)

o Baby Boomers: 1944 – 1964 (47 – 68)

o Generation X: 1965 – 1977 (35 – 46)

o Generation Y: 1978 – 1994 (17 – 34)

o Generation Z: 1995 - ? (Under 18)

o How to Recruit and Retain

o Selling to The Generations

o The Generation Game




ManagingManaging WorkplaceWorkplace DiversityDiversity

o Defining Diversity

o Elements of Diversity

o Global Trends in Workplace Diversity

o The Challenges in Jamaica

o Internal and External Features of Diversity

o How Are We Doing: Colour, Class, Hair, Address, Disabilities, Gender Relations

& Sexual Harassment

o Challenges for Management

o The Imperatives for Managing Diversity

o Transforming Culture

o How to Cultivate a Diverse Workplace




Utilizing Critical Thinking Utilizing Critical Thinking to Achieve Better Problemto Achieve Better Problem

Solving Solving and Decisionand Decision

Making Making “We can't solve problems by using the same kind of thinking we used

when we created them.”

o What is Decision Making?

o The History of Decision making

o Decision Making Theories

o The Components of Decision Making

o Approaches to Decision Making

o Decision Making Strategies & Procedures

o Risk Management Strategies

o Problem-Solving Theories

o Critical Thinking: What It Is And Why It Count

o Hindrances to Critical Thinking

o How You Can Become a Critical Thinker

o Steps to Thinking like A Genius in Everyday Life

o This Business of Meetings:

o Make them Effective. Make them Painless.




Managing The Process ofManaging The Process of ChangeChange

Times, Things and Circumstances Change, Why People Rarely DoTimes, Things and Circumstances Change, Why People Rarely DoChange cannot be managed, it must be led. So in order to facilitate the

Re-Engagement Programme you must

“Put Your Mask on First”

COMPONENTS

o What Happened to Work and The World

o The Principles Guiding The Change Process

o Dialectics, Entropy, The Power of Evil, Thomas Malthus

o The Psycho-Biology of The Resistance to Change

o How to Become More Change Adaptive

o The Changes Required For The New Work Order

o Strategies For Organizational Transformation

o The Steps Required For Successful Change

o Getting People to do The Right Thing

o The Power of Appreciative Inquiry

o Utilizing The Law of Attraction

o Your Reticular Activating System (RAS)

o Your Vision Board

o The Lessons from Beijing, Berlin & Moscow – Plans vs. Decisions

o How To Transform The World - One Person at a Time

o For The Sake of 10




Gender Relations & SexualGender Relations & Sexual HarassmentHarassment

In the JAMAICAN WORKPLACEIn the JAMAICAN WORKPLACEThe harasser can be a supervisor, co-worker, employee in another department, or a non-

employee who has a business relationship with the company.

A victim of sexual harassment can be a man or a woman. The victim can be of the same sex as the harasser.

As more people sue and/or press charges, Jamaican companies will have to commit to providing workplaces that are free from sexual harassment. Companies will have to take

prompt and appropriate corrective action once there is a credible allegation of sexual harassment.

o Cultural and Historical Parameters of Sexuality

o Definition of Sexual Harassment

o Role of Media in Shaping/Revising Values and Attitudes

o Should You Yield to Temptation?

o Myths About Sexual Harassment

o Facts About Sexual Harassment

o Male vs Female; Female vs Male

o Male vs Male; Female vs Female

o What are Men Expected to Do?

o What Should Men Now Do?

o What Should Women Now Do?

o Can Mars and Venus Co-exist on Earth?

Activity – Role Plays and Case Studies




Anything Can be Successfully Anything Can be Successfully

NegotiatedNegotiatedo Explaining the Assessment Results –

o Understanding Your Personality,

o Your Conflict Profile,

o Your Negotiation style

o What You Bring To the Table




o The Power Of Personal Magnetism

o The Critical Communication Skills

o Conflicts Are Inevitable

o Facilitating Win-Win Outcomes

o The Psychology of Attitude Change

o Types of Negotiation

o The Fundamental Elements of Negotiation

o Mastering the Ten Principles of Negotiation

o The Five Stages in the Process of Negotiation

o Highly Effective Negotiating Techniques

o Do not Close a Sale, Open a Relationship

o Age Old Strategies From “THE ART OF WAR”




Our Retirement PreparationOur Retirement Preparation SessionsSessions

Considering Retirement: Making Sure You’ll Be Ready

For a Younger audience, the more recent comers to the work world

o If You Live Long enough, You Get Old

o An examination of the Critical Stages Of Adult Development

o Money Management for all the Stages Of Life: The Power of Compounding

o The Ageing Process: What to Expect

o The Physical Changes, the Mental Changes, The Social Changes

o Your Health Is Your Best Investment

o The Insurance Component

o How Will You Spend Your Retirement Years – 65 to 100?

o Evaluating The Options

o Why Retirement Means Self Employment: Are you an Entrepreneur?

Preparing For Life After Retirement For a More Mature audience or those on the cusp

o Understanding The Psychology Of Ageing

o The Critical Stages Of Adult Development

o Coping With The Physical Changes

o Coping With The Mental Changes




o Why Retirement Means Self Employment

o What Does It Take To Bring Out The Entrepreneur In You

o Money Management In Stage Three Of Life

EnergizeEnergize Your SalesYour Sales

Team!!Team!!Positioning Your Sales Team To Meet and EXCEED Targets

This outline provides all the variables. However, we will scale a model that can best meet your objectives and fit your budget

Objective of the Training InterventionTo improve the sales by:

Evaluating the Sales, Marketing and Customer Service Team Evaluating the Sales, Marketing and Customer Service process Providing the team with the tools to do their tasks effectively

The ApproachSales are made when needs are met. Your customers have both product/ service needs and personal approach needs. It is often the issues of personal-approach that will stall or even stop a sale. If you understand and can predict the different




personal approach needs of your customers, you will increase your sales effectiveness.

We:

Assess the Sales Team to determine Personality Types and how to use the strengths of their types to succeed in Sales

Train the Sales Team in Sales-specific skills, Customer Service and SOP Writing

The AssessmentEach team member completes The JobBank Personality Profile Assessment. A personal report is provided outlining:

The strengths and weaknesses of each Psychological type

Psychological Needs and preferred Conflict Resolution Styles

How Different Personality Types Sell

How Different Personality Types Buy

This assessment is administered online before the first training session.

The TrainingA series of sessions that provide information and exercises to help participants ‘read’ the personality of customers and apply the right approach to increase sales effectiveness. Sales Representatives learn reliable and effective strategies to manage the people side of the selling process.

This intervention may include recommendations to management with respect to:o persons who should be replacedo business practices that are having a deleterious effect on the sales effort

and/or the Sales Team

The Training Modules

1: Using Your Personality as Your Sales Secret Weapono Why Use Personalityo The Psychology of The Selling Processo Understanding What You Bring To The Table (to Put Food on The Table)o Reading Your Customero How to Use Personality in The Sales Process o How Different Personality Types Sello How Different Personality Types Buy




o How Do People want To Be Soldo How to Adapt to Your Customer

2: Selling in a Challenging Economic Environmento The Death of A Salesman … As We Knew Him o The Archetypical Typical Sales Persono The Birth of The New Sales Person o The 8 Sales Typeso The Right Attitude To Sello Mastering The Eight Sales Roles?

3: Total Customer Service: The Only Way Forwardo Rationale For Improving Customer Serviceo The Role of Customer Service in The New Work Ordero The 5 Attributes for Commerce: Service. Price, Access, Experience, Producto Let’s First Look At The Internal Customers: How is Your Team?o Customer Service In The Old Order Vs. The New Work Ordero The Use Of Standard Operating Procedures (SOP)o The Power Of Communicationo Using Behavioral Science To Perfect Your Company’s Serviceo Applying Emotional Intelligence In Businesso Identifying What Now Prevents You From Giving Quality Serviceo Designing SOPs to Improve the Quality of Service

4: SOP Writing: Developing Appropriate Standard Operating Procedures

o The Magic of The Franchise Prototypeo What Ray Kroc’s McDonald’s Dido Step 1 - What Standard Operating Procedures Do You Need? o Step 2 - Producing a First Drafto Step 3 – Reviewing the First Drafto Step 4 – Choosing The Format




o Step 5 – Testing the SOPo Step 6 – Posting the SOPo Step 7 - Training everyone with the Approved SOPo Managing and Monitoring the SOPs

Remember, we will scale a model that best meets your objectives while fitting your budget




Life Management 2014Life Management 2014The Psychology of Managing Time, Stress and Money

“So much to do, so little time, not enough money”People come to work as whole persons; they bring their stress in through the front

door every morning. This impacts productivity and work relationships including those with customers.

Let us help you cope so that you can get what you need– focused, healthy, productive employees.

1. Time Management What if you had 26 hours in your day? Doing important things before they become urgent The 80:20 rule

2. Money Management The 60% Solution Goal Setting, Budget Making and Cost Cutting Earning more

3. How Not To Be A Victim Crime is Not As Random As You Would Like to Believe Garrisons, Gangs and Guns Physical, Psychological and Spiritual and Defence Systems

4. Stress Management Managing The Toxins: Fear and Anger How to ID your Triggers and neutralize them ICS and Other Tips

5. Work/Life Balance Work, Family, Friends and Self Achievement and Enjoyment

6. Your Action Plan *Immediately *Next Week *Next Month *During the Year




Manager to Leader 2014Manager to Leader 2014Efficient management without effective leadership is like “straightening deck chairs on the Titanic”. No management success can compensate for failure in leadership. Franklin Covey

Displaying “Management” Characteristics will get you promoted to middle management. Displaying “leadership” characteristics will get you to the top. True leaders break things and take risks to build long-term value. Al Wasserberger

Exercising leadership generates resistance -and pain. Ronald Heifetz

With good leadership, any problem can be solved. William R. Rhodes

1. The Transition From Manager to Leader FOUR STYLES OF MANAGEMENT

Influence, Direction, Collaboration, Delegationo Managing Task vs. Managing Relationshipso Leadership Styles - What Does The Situation Require?o Involvement Over Surveillance, Communication Over Intimidationo Leadership Over Authorityo The Power of Situational Management

o Jesus, CEOo Traits Common To The Success Of Leaderso The Challenge Of Change Leadershipo Strategies For Leading Change

2. The Emotionally Intelligent Leader o Communication - First Brain Contact And New Brain Impacto The Development of Emotional Intelligenceo The Four Cornerstones of Emotional Intelligenceo Conventional vs. High Performance Meaning of Emotionso EQ in Relationshipso EQ in Businesso EQ in Customer service




3. The Transition to Coacho Why Managers Should Be Coaches

o How to Build Better Relationships With Workers

o The Manager As Trainer and Career Coach

o Confronting and Resolving Conflicts

o Becoming A Mentor To Your Employees

o The Power Of Honey Over Vinegar: Results Through Rewards









"Putting 'Super'"Putting 'Super' back in Yourback in Your Supervisors"Supervisors"

A Training Intervention for Supervisors

WORKSHOP COMPONENTS

Session 1 - Growing in The Expanding Role of the Supervisor

o The Primacy of Work

o The Traditional Role of the Supervisor

o The Expanding Role of The Supervisor in The New Work Order

USING THE FOUR STYLES OF MANAGEMENT

Influence, Direction, Collaboration, Delegation

THE POWER OF THE PRINCIPLES OF INFLUENCE

o Influence-Style Management

o Involvement Over Surveillance

o Communication Over Intimidation

o Leadership Over Authority

ACTIVITY – ROLE PLAYING THE FOUR STYLES OF MANAGEMENT – OLD STYLE, BETTER

WAY




"Putting 'Super'"Putting 'Super' back in Yourback in Your Supervisors"Supervisors"

Session 2 - Mastering Communication – The What and The How

We must learn to live together as brothers or perish together as fools

-Martin Luther King, Jr.

ACTIVITY – ROLE PLAYING USING A TYPICAL, PROBLEMATIC SCENARIO FROM THE

WORKPLACE

o How Are Your Communication Skills?

o Facilitating Effective Communication

o Effective Communication In Your Team

o Team-Building vs. Team-Subverting Communication Styles

o Report Writing – The Basics for Incident Reports, Reprimands and

Commendations

ACTIVITY – PARTICIPANTS WRITE TWO (2) SAMPLE REPORTS

Session 3 - Communication & Conflict Resolution




o Does Your Communication Style Promote Conflicts?

o Does Your Communication Style Heal Conflicts?

o Effectively Coping With Conflicts - Conflict Resolution Procedures

o Anger Management

ACTIVITY – ROLE PLAYING USING A TYPICAL, PROBLEMATIC SCENARIO FROM THE WORKPLACE TO SHOW OPTIONS FOR RESOLUTION

Mastering The Team ApproachMastering The Team Approach 20142014

The New Work Order requires that we move from the concept of departments to access the synergistic power of TEAMS. Phrases like “It’s not my job” are part of the dying Old Order. However, most people have not been prepared for this transition by their school and previous work experiences. The evidence shows that no is smarter than a team. This multi-media intervention exposes all the areas of the TEAM experience so that participants will be able to adjust their behaviours in order to be productive participants or leaders in TEAMS

COMPONENTS FOR MASTERING THE TEAM APPROACHCOMPONENTS FOR MASTERING THE TEAM APPROACH

1. Introducing the Team Approach o The Cost and Benefits of Teamso From Departments and Groups to Teams o Effective vs. Ineffective Teamso When and Why Build A Teamo How to Assemble A Successful Teamo Managing the Stages of Team Development o Signs of Team Troubleo Developing A Team-Player Culture

Activity - What do people say about you behind your back?




2. The Secrets of Effective Team Building

o Rule # 1: The “TEAM” is Spiritually Significanto Rule # 2: Understand the Definition of Teamo Rule # 3: Communication is The Life Blood of The Teamo Rule # 4: There Must be A Business Purpose o Rule # 5: Emotionally Intelligent Teams Work Best o Rule # 6: A Team Requires 10 Functions Coveredo Rule # 7: You Must Work Through The 5 Stages Of Team Developmento Rule # 8: Work With The 7 Team-Building Functionso Rule # 9: Avoid The Principal Destructive Functionso Rule # 10: Teams Have Less Need For Managers and More For Coaches and

Leaders




3. Aligning Your Teams for Greater Productivityo Measuring Your Team Components*o Measuring Values and Satisfaction Levels in Your Team**o Identify your team’s strengths and potential weaknesseso Maximize the natural advantages that result from the similarities and

differences of your team memberso Minimize your team’s potential weak spotso Identify an action plan with specific behaviours to help you improve your

effectiveness on the team

4. Effectively Coping With ConflictsWin/Lose, Accommodate, Compromise, Avoidance, Win/win

5. Strengthening Your Team-Building RolesSupporting, Confronting, Gate-keeping, Mediating, Harmonizing, Summarizing, Process Observing

6. Reducing Your Team-Subverting Roles Shutting Off, Analyzing or Labelling, Dominating, Yes-Butting, Nay-saying

7. Building Effective Communication In Your TeamAssessing the Communication Practices of Your TeamAssertiveness, Responsiveness, Aggressiveness, Non-assertivenessThe value of listening

8. Solving the Problems of Meetings

o Getting off the subject, No goals or agendao Too lengthy, Poor or inadequate preparationo Inconclusive, Disorganized, Ineffective leadership/lack of controlo Irrelevance of information discussed, Time wasted, Starting lateo Not effective for making decisionso Interruptions, Individuals dominate discussiono Rambling, redundant, or digressive discussiono No published results or follow-up actionso No pre-meeting orientation




9. The Emotionally Intelligent Team

The transition - From IQ to EQWhat is Emotional Intelligence (EQ)The Four Cornerstones of Emotional IntelligenceConventional vs. High Performance Meaning of Emotions

Analyse your own feelings - Rather than the action or motives of other people

Identify your fears and desires Identify your UEN's (Unmet Emotional Needs) Take responsibility for your emotions & happiness Develop the courage to follow your own feelings

EQ in RelationshipsEQ in BusinessEQ in Customer serviceMeasuring and understanding your EQ*









SPECIAL FOCUSWork, Values & Job SatisfactionWork, Values & Job Satisfaction

Facilitating Values Alignment & Cultural Transformation for Greater Efficiency & Productivity

======================

Your car? Maybe. But is your company in alignment?To what extent:

- Does your company support the issues that are important to your staff?

- Does your staff support the values of the company?

What are the REAL values of your company?

What is the level of satisfaction of your staff?

What would it take to align your company for a higher level of productivity?

We Can Answer These Questions For You in 15 Days

Values and WorkMost companies rely on their Mission Statement to guide their direction. It should serve as a road map, guiding the company with all its decisions and its interaction with others. The Mission Statement should demonstrate what the company is about. It should tell:

o the values the company upholdso who the organization wishes to serveo how the company plans to go about it

Many put this powerful tool into action, especially those sincerely attempting to provide quality services and goods.

Many companies are also guided by a Vision Statement, what the company could be under the best circumstances. In the vision statement, an ideal company is imagined.

The problem is that many managers and most workers do not know/remember their company’s mission and vision statement, and there is little consistent attempt to live the mission and vision.




The JobBank Work Values and Job Satisfaction Survey helps to correct this situation, and get to the next level, to a company powered by shared values and job satisfaction.

The foundation for optimal performance is to be found in the personal values of workers, the values that they perceive as important to the company and their level of satisfaction on the job. The survey facilitates values alignment and cultural transformation for greater efficiency, job satisfaction and productivity. Areas measured include:

o Work Values of Staff o Work Values of the Company as perceived by staffo Job Satisfaction levels in the organizationo Level of Synchronization of staff and company valueso Aligning The Culture of The Organization

The results, which are provided in a diagnostic report, will make it possible to quantify the gaps that exist and identify the areas in which the company and its employees are out of synchrony. This information may then be used to determine the corrective measures required to allow the organization to function as a healthier, more productive and profitable work environment. The results can also help identify training needs and where there is need for defined Standard Operating Procedures.

Methodology:

1. Data Collection: On-line Survey Administration or Group Administration

2. Data Presentation: Presentation of the Preliminary Report to management and

staff and the production of a Final Report

3. Aligning The Culture of The Organization

Developing the Alignment strategies

Developing appropriate Standard Operating Procedures

Fine-tuning the Performance Appraisal




Popular Modules Over thePopular Modules Over the YearsYears

Module 1: Getting Ready for The NEW Work Order: How to Survive The Global Economic Reality Check

o The Primacy of Worko How The World Became Flato The Realities of The New Work Ordero What Went Wrongo Redefining Work and Wealtho How to Save Your Jobo The Essential Components Of The NEW Work Order For Workerso The Essential Components Of The NEW Work Order For Management o A New World or No World

Module 2: Customer Service: What Is It All About?

o Rationale For Improving Customer Serviceo The role of Customer Service in The New Work Ordero What Does The Consumer Want?o The 5 Attributes for Commerce: Service. Price, Access, Experience, Producto Cultural Barriers to Service: Service Vs. Servitudeo Let’s First Look At The Internal Customers: How is Your Team?o Customer Service In The Old Order Vs. The New Work Ordero The Use Of Standard Operating Procedureso How Do You Resolve Conflicts?o Giving Total Quality - Service That Exceeds Customer’s Expectationo What Are Your Customers Thinking?o The Power Of Communicationo Customer Service, First Brain Contact And New Brain Impacto Using Behavioral Science To Perfect Your Company’s Serviceo Forbidden Phrases To Never Use With Customerso Applying Emotional Intelligence In Businesso Key Feelings You Want Your Customers To Haveo How Would You Like Your Staff To Feel?o How Would You Like Your Customers To Feel?o Identifying What Now Prevents You From Giving Quality Serviceo To Internal Customers, To External Customers




o Designing Strategies to Improve the Quality of Serviceo To Internal Customers, To External Customers

Module 3: The Ten Immutable Laws Of Money Management

o You Must Obey The L.E.S.I. Model: Learn, Earn, Save, Investo The Foundation Is Saving : How To Pay Yourself Firsto Watch Cash Evaporate: Or Learn The Use Of Chequeso The Joys Of Free Credit: The Use Of Credit Cardso Retirement And Rent Don’t Go Together: How To Acquire Your First Houseo Prepare For Life After Death: The Role Of Insuranceo Understanding The Money Market: The Best Deal In Towno How To Bet On All The Horses In The Raceo Understanding How Unit Trusts Can Work For Youo The Next Best Thing To Owning The Company: The Importance Of Stockso How To Have It Your Way… Forever: The Necessity Of A Will

Module 4: Productively Coping With Stress

o What Is Stress? Impact Of Negative Stresso Gender Differences To Stresso Environmental & Psychological Stresseso Auditing Your Stress; Stress Symptom Checklisto Two Ways of Coping: Avoiding and Controlo Present-Moment Awareness And Relaxationo Positive Support Systemo ICS: Instant Calming Sequenceo Optimum Sleep and 30-Second Rejuvenation-In-Motiono Making Stress Your Ally, Not Your Enemy

Module 5: THE PSYCHOLOGY OF WINNING




o The Day Of The Fast Talking Salesman Is Overo When You Feel That You Are Working Hard, Put In One More Houro "No" Is A Four-Letter Wordo If The Client Does Not Like You, It Is Harder For Him To o Like Your Producto Going To Bat For The Customer o Setting Your Sights On Perfectiono Know The Products Of Your Competition As Well As Your Owno We All Have A Talent For Something, But Whato The Language of Winnerso Overcoming The Psychology Of Losingo Ten Steps For Building The Psychology Of Winningo Winning Attitudes In 31 Days

Leahcim T. Semaj & Company Limited

Resultants In Human Behaviour, Productivity & Psychometric Testing

Mail: P.O. Box 114, Kingston 9, Jamaica, W.I.Phone: (876) 948-5627 Fax: (876) 756-2337

Email: [email protected] URL: www.LTSemaj.com

Company Structure & ServicesLeahcim T. Semaj & Company Limited, The JobBank is a Limited Liability Company registered in Jamaica. We have been in operation for 19 years. Leahcim T. Semaj & Company Limited is approved by the National Contracts Commission and can produce a Tax Compliance Certificate if required to.

We provide a range of services including Staff Training and Development, Psychological Consultations and Coaching Sessions, Psychometric Testing and Assessments, and Recruitment Services. We also facilitate Strategic Planning Retreats, Cultural Alignment and Organizational Restructuring. We have worked with companies across the Caribbean in many sectors, including:

o Manufacturingo Hospitalityo Gamingo Security

A partial client list is accessible on our website www.LTSemaj.com


o Mining Finance Telecommunications o Agriculture Distributiono Education Shippingo Government Finance


http://www.LTSemaj.com/



PrincipalsDr. Leahcim T. SemajDr. Leahcim T. Semaj - Chief Executive OfficerAs a Change Agent specializing in Human Behaviour and Productivity, he assists in the transformation of organizations. Dr. Semaj has a Ph.D. in Social and Personality Psychology from Rutgers, The State University of New Jersey, USA (1978). He has considerable expertise in Psychometric Testing. He was a Pre & Post Research Fellow at Educational Testing Service, Princeton NJ, USA (1976-1979).

Cecile Johnson Semaj – Solutions OfficerCecile Johnson Semaj – Solutions OfficerWith training in Mass Communications and a BA in Literatures in English from the University of the West Indies, Project Management training from the University of New Orleans and training in Marketing, Public Relations and Human Resources, Cecile has oversight responsibility for logistics for all projects.

Human Resources - Our productivity is facilitated by a staff of Administrative Assistants. We also have network of senior associates with whom we collaborate on major projects.

Costing For These InterventionsWe design bespoke interventions to suit your specific situation and available time, expanding and combining modules as needed delivering the content of a Module as a compact, powerful Motivational Presentation or as a 3-Day Workshop

WORKSHOPS, SEMINARS, RETREATS - Small Group (up to 30 persons)One (1) day – (Up to 7 hours) US$2,200.00 + G.C.T. ½ Day - (Up to 3 ½ hours) US$1,500.00 + G.C.T.1- Hour Motivational Presentation US$995.00 + G.C.T.

“The figures indicated here are our usual fees, but no reasonable offer will be refused.”

For Larger Groups add U$250.00 + G.C.T. for each additional group of 30 persons or part thereof

***Outside the KMR, MINIMUM CHARGE IS THE ½ DAY RATE

DVD or Printed and Bounded Handout U$15.00 +GCT per person

OR the presentation is posted on www.SlideShare.net/LSemaj for viewing at No cost to the client.

Certificates US$8.00 per person + G.C.T.

Transportation Outside KMR - ALL Locations U$250.00 + G.C.T.Spanish Town and Portmore are treated as part of the KMR

Assignments Outside of Jamaica - Air and Ground Transportation costs, Accommodation and meals are all the responsibility of the client.



http://www.SlideShare.net/LSemaj


Charge for Schools and Non-profit organizations e.g. KiwanisThese entities get a 20% Discount OFF Presentation fees ONLY

We accept payment in Jamaican Dollars at the prevailing BOJ exchange rate on the day that the service is contracted.

Please note that the charges listed here do not include location rental, refreshments, public address system or a screen. These costs are the responsibility of our customers. Where it is necessary to overnight, the costs for accommodation and meals will be added.




The JobBank Human CapitalThe JobBank Human Capital Audit® Audit®

“The process of systematic review, evaluation and optimization of the most critical component of the productive process, the

people element”Why? The Success or failure of any business depends on people. A company is

always “perfectly” designed to produce quality or produce problems

1. Is the Organization Being Guided by Prefects, Headmen, Management or Leadership?

2. Do you Know The Values and Satisfaction Levels in Your Organization? Measurement of the level of synchronization between Personal and Company Values, and Job Satisfaction

3. Have You Benchmarked Your Best (Staff) Internal Customers?Measuring Competencies Skills, Attitudes and Personality Traits of Staff

Work Sampling: How workers spend their time

4. Are Your Supervisors Properly Selected and Adequately Trained? Establishing the important job functions specific to each post

Measuring where each supervisor falls in relation to the benchmark

5. Are You Creating The Future?Succession Planning Needs Assessment

Establishing the important job functions specific to each postAppreciative Inquiry: Discovery, Dream, Design & Delivering the Future

6. Do you Know How to Hire The Right People?Identifying persons with the Right Competencies kills, Attitudes and Personality

TraitsEstablishing Minimum Standards for Hiring

7. Do You Need Performance Improvement Intervention?Seminars, Workshops, Consultations, Counselling

8. How Well Are Your Evaluation and Reward Systems Working?Recognition, Incentives, Awards, Pay

9. How Customer Focused Are You?Price, Service, Access, Experience, Products

10. How Wellness Focused Are You?




We Can Help You Affirmatively Answer These Questions

