Team Building - the right way

If you observe the definitions, team building is about team work to achieve performance improvement by fostering trust, communication and cooperation among its members.

Pure motivation training whether spiritual or otherwise is not team building. It does not promote team synergy.

An effective team has a leader and dedicated followers.

Most motivation courses are measured at reaction level whereas team building course at team performance.

• Goal setting or performance improvement targeting
• Problem solving and decision making - specific to the department.
• Leadership Skill
• Communication
• Performance Measures specific to the team.
• Learning and coaching -  be more confidence
• Benchmarking for the team
• Group Dynamics

Hj Arriffin 012-2786282

Kedai Dobi dan pusat jagaan kanak kanak - yang saling menyokong

Projek perniagaan ini sesuai untuk diusahakan oleh koperasi kerana modal yang diperlukan tidak tinggi manakala bakal pelanggan boleh didapati dikalangan ahli.

Permintaan untuk dobi sedang meningkat naik terutamanya dibandar bandar dimana penghuni bandar kesuntukan masa untuk membasuh dan mengosok pakaian mereka.

Modal diperlukan kurang daripada RM100K dan pulangan terjamin menarik.

Pada bulan April, 2011 saya akan berkempen kepada koperasi untuk membantu mereka dalam perlaksanaan projek perniagaan ini.

Semua peralatan perniagaan  yang termasuk mesin mesin, perisian dan bar code boleh didapati dari sebuah firma konsultan.

Sebelah dobi, koperasi boleh adakan penjagaan bayi dan kanak kanak untuk keperluan ibu bapa yang bekerja.

Koperasi yang berminat sila email atau telefon saya untuk keterangan lanjut.

arriffin@gmail.com  012-2786282

Training Need Analysis in 60 days

What information is required for an effective 60 day TNA?
(a performance based training need analysis)

• ideally 3 years audited financial statements
• Business plans for the next 3 years if any.
• Industry information - market leaders

1. Based on the above, we could identify the critical performance gaps and the critical success factors of the company. 
2. From the performance gaps we could identify the responsible individuals and groups for the subsequent competency gap analysis..
3. Competency gaps are then recognised and alternatives training delivery strategies considered.

Everything can be done in 60 days.

The key steps are:

1. Critical Performance gaps
2. Redefine corporate objectives
3. Redefine Key Result Areas -  Gaps
4. Identify key Functional gaps
5. Profitability gaps
6. Capital Management gaps
7. ROE performance gaps
8. Key Staff Profiling on best practices
9. Competency gaps
10. Delivery strategies
11. Training Justifications

We use KPI rate as a comparative measure of performance.

arriffin@gmail.com

Copyright:   Arriffin 012-2786282

Corporate Management - A 3 day workshop

Course Objective
To improve management effectiveness with key performance metrics and strategies

Target Group
CEOs, Managing Directors, Executive Directors, General Managers and senior managers of large companies.

Course Contents

1. Setting  and defining clear objectives at all levels
2. Identifying critical performance gaps
3. Identifying right key result areas to achieve the objectives
4. Using the most suitable key performance indicators
5. Key departmental metrics
6. Setting and cascading performance targets and standards throughout the organisation.
7. Evaluating performance and taking corrective actions
8. Integrating themes and programs into a strategic map
9. Performance Improvement Matrix
10. Putting metrics into budgeting system
11. Putting metrics into action plans
12. The Du Pont ROE chart as metrics
13. Staff performance and appraisal meetings
14. Performance Improvement cycle

Workshop Methodology

• Power Point presentations
• Excel Model and templates
• Case analysis and presentation in groups

See the training schedule below

Arriffin 012-2786282

Training Management: Case analysis - Training ROI calculation

Training Management: Case analysis - Training ROI calculation