Finding top computer training courses has never been easier than is true today; one click of the mouse and (assuming the correct search term is used) myriad opportunities become evident. Learning the basics will open up a whole new world of technology for learners, teach online lifestyle as well as reveal unlimited amounts of information on virtually any topic of interest. To most, it seems implausible that successful businesses exist without regular use of computer technology but having consulted for many small businesses over the years, we say with 100% surety; not only do such enterprises exist, most thrive. Tax preparation; there yet remains a niche group, nationwide, of businesses which specialize in tax preparation. Vendors; even if foregoing tech use in daily business management, supplies (inventory), maintenance or other functions which are a normal part of managing a business brings with it vendors who service the business through use of computers and software. Legal Filings; whether federal, state or even local government agencies (not to mention incorporation), most require some form of annual filing to remain in good-standing. Once the basics of computer use are grasped, there are other areas we recommend becoming familiar with. For those who may not know; in the last 18 months or so, reports from very reputable websites such as TechCrunch, Wired as well as others, have shouted from the roof-top concerning the future (or lack thereof) of both desktop and laptop computers. Creating dynamic business documents; seriously and even among the most tech savvy – when is the last time you’ve created an Adobe business document (from start to finish) on a mobile device? Multimedia business branding design; need we go into the severe lack of applications available on mobile devices to perform this function?
Website management; of all issues listed and especially for those using content management systems as website platforms, from start to finish, can you imagine trying to build (let alone manage) back office functions on a tablet or smartphone?
More than anything, it is time to begin the journey of becoming familiar with computer systems for both business and personal use. International Emirates Management for Quality: Services - Quality Management,Competency Assurance Management,Strategy & Balanced Score Card, Risk Management Systems, Change and Transformation Management, Organization Design & Development.
Quality performance can be achieved only by getting the right people treating the right challenge from the right perspective. To achieve customer satisfaction, it is essential to understand the culture, needs & expectations and ensure efficient communication throughout the project. Results will be perceived as Quality Results only if they are in accordance with agreed and expected outcomes. We will work with you to define the methods, techniques and procedures that will ensure quality is embedded in your daily business processes. We can assist you in obtaining ISO Certification through our approach of simultaneously preparing the manuals and undertaking the assessment at the same time. Engaging everyone in the organization to set targets and resource allocation plans that specifically relate to the strategy. The Balanced Scorecard views performance through a set of measures that indicate performance in four areas: Financial, Stakeholder, Internal Business Process, and Learning and Growth.
We also devise and implement mechanisms, such as regular review meetings and action point reports to manage the performance system as this is key to ensuring that the strategy is actually achieved.
Continuous improvement is important as it optimizes business processes and work activities, and reduces costs.
Applying an integrated tool to manage and track staff performance is the key to any successful organization. When applied to experienced staff, competency mapping is used to identify competency gaps and define custom training programs per individual to eliminate any deficiencies. Risk is an omnipresent phenomenon, a day to day parameter in any human activity, and organizational success depends to a large degree on enabling management to effectively deal with uncertainty and risk, on corporate, operational and project levels. Whether it is tracking the ability to meet your business objectives, reviewing your risk exposure, selecting your mitigation strategies, delegating actions or evaluating controls we can assist you in developing the required solution to meet your enterprise risk management needs. We assist clients to set up consistent risk management processes on all corporate user levels and develop an effective risk management collaborative framework to handle uncertainty and risk. We undertake assignments and interventions to ensure that client organizations are aligned towards the achievement of goals, strategy, mission and vision. Organizational design solutions assist companies in aligning organization structure with their strategies. Segregation of duties is a key issue when designing or evolving and organization structure. London UK, 25 May 2016: New independent research from Towards Maturity, supported by Kallidus, reveals that the retail sector may be wedded to formal learning and has yet to explore the benefits of social and informal learning despite its growing commitment to investing in learning technologies and building its internal learning team. What can today's learning leaders teach us about using evidence to support performance and capability?
Louise Pasterfield from Sponge UK explores Towards Maturity data to uncover practical ideas that could inspire change in your organisation.Induction matters. Mindset, behaviour, values and the ability to reflect, change and grow are all valuable characteristics - but are they being nurtured? We also provide cosmetic clinic business courses to assist practitioners and staff in creating successful cosmetic clinics.
Cosmetic business development courses for Doctors, Dentists, Nurses, Practice Managers, Aesthetics Staff and Entrepreneurs. When you attend one of our botox courses, a complimentary starting a cosmetic clinic online course is provided.
Candidates will also be able to log in to the KT Introduction to Medical Aesthetics web seminar which provides all the information required to start a successful cosmetic practice. The objective of the course is to teach new and existing practice owners the methodology of structuring a medical aesthetics clinic for long term security and growth .
The lecturer will discuss and present solutions on all aspects of developing a successful medical aesthetics clinic for long term growth.
Gaining strengths in the six areas of business will guarantee long term success in aesthetic medicine.
More medical aesthetics training courses to assist in your development as your practice grows.
Executive development is the processes of helping the head people in your organization develop their skills and competence levels in order to become better in their jobs. Whereas most companies have programs in place to train and develop the people who work in their organizations, many neglect to provide the same sort of training and development of their executive level personnel. Training and development programs for executives are vital since they do much more than simply teach business skills or how to handle people.
Executive development is meant as a way to appraise your people to look for those with executive abilities that could be promoted in the future. It can also serve as a way for the head of your company to put out the organizations objectives, goals, and strategies that define the business. There are lots of ways that today’s big corporations are handling executive development if they use it as they should. The way each organization views what executive development is, and how it should be done varies as well, depending on the company. However, other businesses may see putting together an executive development plan as a waste of both time and money and don’t realize the value. Most people who run the executive development programs are the experts in your industry who have the most experience, education or other qualifications to do the job. Then, it will help you to figure out what the missing link is between those requirements and the people who are already in the company. The bottom line is that developing a high quality executive development program is something that today’s company’s can’t neglect if they want to remain competitive and successful. Executive development is a crucial tool that all companies need to enact, so take note of this program and get it going in your organization today if it doesn’t exist. All information on this web site is © copyright 1999-2016 Michael Carroll of the NLP Academy.
In this post, we’ll discuss computer training and more importantly, why it is crucial for business management as well as personal use. The above list, although basic, isn’t meant to insulting or otherwise patronize new e-learners. However; the vast majority, even if their clients choose to forego technology use, use computers-software to prepare returns. Although this can be done manually, computer based (Internet) management is available and often, more cost effective. While we’d hardly label these ‘advanced’ topics, ‘intermediary’ would be a great way to describe them.
It is our opinion that at this point, they are for nothing more than note taking, staying connected, streaming content, research and shooting video (if not producing and managing dynamic content).
Our effective method uses powerful and specific IT software to accelerate the implementation process.
Our professionals carry out a range of activities to achieve change and transformation goals, based on thorough assessments. We assist clients to develop and implement performance management frameworks to capture and make visible all the required elements for the management of its performance.
A key benefit of the Balanced Scorecard is that it reveals a much broader view of an organization than financial measures alone. We assist clients to implement Regular Balanced Scorecard Review Meetings, to ensure that targets are achieved, and Balanced Scorecard Action Point Reports, to communicate progress and to engage the organization in learning about progress on a Balanced Scorecard.


We assist clients to develop stretch targets to encourage staff at all levels to develop improved ways of conducting business, to agree and implement their ideas, and then measure and report the results.
The effective use of competency mapping enables your organization to develop and design internal control processes that will ensure employees have the required skills, knowledge and experience to perform their duties competently in their particular work environment. Our services include planning for organizational changes with the objective of defining and eliminating the gaps (administrative & technical) between various departments and stakeholders. We analyze the core business and support business functions prior to embarking on the organization design mission. Through the value we add to our business partnerships we are positioned to assist you by providing professional human resources. However, they provide a great opportunity for constructive reflection.Everyone loves winning awards. Kirsty GreanyWhile it's easy to slip on the rose-tinted glasses when looking at the challenges of business 20 years ago, it's fair to say that the landscape has significantly shifted in the last couple of decades. The sooner one can develop this skill, the quicker the clinic will blossom and out perform competitors. Staff Development- understanding the client journey and how staff development can contribute to building stronger relationships with your clients, candidates will be provided with a procedure training manual for their staff.
Systems and Processes- understanding the importance of systems and processes and how these activities can help to build stronger client relationships. Promoting your Clinic- we will discuss and provide take home material of major successful promotional activities presently done by top clinics.
Large corporations or companies may have a separate executive training program in place, or their main headquarters may offer something for them, but many have nothing at all in place to train or develop these important figures in their organization. Executives in your company may believe they have a total understanding of what leadership is all about and may indeed know the basics, however; they also may not understand that they still need to continue to develop themselves and the company with regards to the needs of the future. In this fashion, the company heads can use executive development to put forth these things and assist in giving the potential executives in the company input into the company’s strategic planning processes. Some well-known organizations, such as General Electric, have had robust, high-quality executive development programs in place for many years. Some use it as a way to take part in the strategic advancements in their company and it plays a vital role in the company’s organization strategies, as well as the way the company communicates within its business niche. The so-called leaders in these organizations are making a big mistake, as the development of the existing and future executives in your company is vital to its continued success. Executive development, when it exists, is usually connected to the HR or other similar management section of your organization.
However, most organization’s now, are starting to bring in people to do their executive development. First, the program will take a look at the capabilities of your company and give you some input in the things that executives should be able to accomplish. Then, you will be able to know what sort of people you need to fill in those gaps to make your company better.
It is a great way to attract and keep the talented individuals that you need to come up with the strategies, goals, and objectives of the future for.
To begin with, one of the resources we’ve located (and free) can be found at GCFlearnfree.org. If we could summarize them, it would be as follows; learning how computers work and why they are important.
While walking down the street admiring various businesses and shops in the area, one caught his attention; an antique and knick-knack shop.
As an example; in Colorado, business incorporation, when performed manually (snail-mail filing) costs $125 while electronic options are only $75. While we’d hardly argue against the diminishing use of desktop-laptop computers in favor of tablet and other mobile devices, the reader must understand that mobile technology is hardly at a place where computer ‘power-users’ can effectively implement them as a go-to business management option.
Through the process of competency mapping we can assist you in effective recruitment to attract high potential new staff. Whether they are destined to fill management or technical positions, we are prepared to match your needs with competent professionals, ready to perform. Organisations with effective induction are more likely to retain their new recruits for longer. Organisations are becoming more team-based, with flatter and less hierarchical structures that see five generations working together - often dotted across different locations, using technology to connect and work. The process also enables learning professionals to reflect on five key issues that impact on designing and delivering a modernised learning strategy. We hope that our contribution will help shape an environment where real-world research informs organisational improvement.
Although your ideas may be compelling, it's not easy to execute a plan without support, co-operation and collaboration from peers, stakeholders and business leaders. We will provide material on high impact call to action advertisement, seminar presentation, loyalty programs, referral programs and web marketing. On the other hand, some places have either never had such a program, or have cut back on their executive development programs due to budget cutbacks or other issues. Wherever it is located, it is vital that the program has access to the head people in your organization and is set up so that it matches the strategies, objectives, and goals of the company.
This works well to get a fresh look at what is going on in your organization and bring in another person’s look at the group’s strategies, and operations.
Next, it will see how well your executive personnel’s capabilities align with what is actually required. Plus, you will be able to put in place the necessary training sessions to help your existing people to do their jobs better as well. This will give your organization an advantage over those groups who poo poo the idea of executive development and set it apart in your business niche.
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It had been located in the district for decades and except for a cash register, no other type of technology was present. The process will also help in the development of existing staff to achieve highest competency levels. Entering awards can be a daunting and time-consuming process - an additional task on top of everyday work. They get new employees up to speed quicker and help them reach their performance goals earlier.In its 2014 report about on onboarding, Aberdeen Group found that 68% of companies had no formal process in place. It’s obvious the creators understood their target demographic (beginners) and designed the website accordingly. Dare we say; if one can grasp the basics of mobile-smartphone use, computers, although larger, are a ‘walk in the park’.
Although difficult to believe, there are still some who don’t understand the basics of using computers and as usually true; when such niche markets appear and require services, savvy entrepreneurs build businesses to accommodate need. It provides L&D teams with the perfect chance to step back and think about what has led to current organisational successes, before sharing those stories and successes.There is nothing more satisfying at work than thinking over your recent activities and realising that there is a lot to be proud of! We'll be digging into Towards Maturity's data to see what it tell us about changes in onboarding practice, as well as picking out some practical ideas that could inspire change in your own organisation. They not only need to meet fundamental business targets, but must be dynamic problem solvers who know how to roll with (constant) change.Leadership and management skills really matter - and this includes mindsets, behaviours, values and the ability to reflect, change and grow. Top performing L&D teams are 3-5 times more likely to be delivering improved productivity and agility today and have much to teach us.
I have had the pleasure of working with them and their customers for a number of years and have seen first hand their commitment to identifying and sharing great practices that really work. Alas, the business owner, while flattered, had little interest in such a venture although it would have, at minimum, quadrupled sales and profits. Only 13% of retailers are investing in blended learning while the average across all sectors is double that figure (26%), with top learning companies nearly three times more likely to be using blends than retail companies (35%). Seek, support and develop leaders right and you'll have more engaged, productive, and profitable businesses. It provides contemporary measures that focus on performance improvement and great tactics that help L&D teams become more responsive to the changing needs of business. This research highlights the fact that L&D teams must develop new mind-sets and skills, quickly.
The thought of using a computer which the owner, by their own admission, had little understanding of, was worth forsaking business building sales and profits. This may be due to a lack of required skills and knowledge, as the research indicates over half lack the confidence in incorporating new media in learning design and only 4% believe their L&D teams have the skills for facilitating collaboration. Benchmarking can help you get started on your way to winning and help you clarify what's been successful - here are 6 perfectly valid reasons to use it.How benchmarking can helpWe are not promising that benchmarking will definitely lead to trophies in the cabinet. So it's no wonder that companies spent nearly $31 billion on leadership programs last year.
It leverages the data of its in-depth Benchmark Study, the largest learning technology benchmark in Europe. What is more 71% do not believe that their own staff lack skills to manage their own learning. Secondly, the scale of the work ahead, as 95% of respondents want to improve induction with only 39% meeting that goal.


Also, just 23% agree that their L&D teams have the skills to use technology for business advantage. These are tried and tested approaches that we've used in partnership with our clients to produce effective and award-winning learning interventions that deliver impactful change.1.
With such a big gap between aspiration and performance, the induction challenge seems daunting but there is evidence that learning innovation is turning the tide. Here are six compelling reasons why benchmarking can help turn the possibility of being an award winner into a reality:1.
The Towards Maturity benchmarking process gets organisations, and L&D in particular, thinking on the right track. Incredibly, ‘Top Deckers' are 50 times more likely than the lowest performers to improve talent strategies to keep their best people. These aren't the only source of future leaders, of course, as many other potentials are already in-house, out there to be recruited or returning to work after having children.
However, the world of work is changing and organisations are increasingly looking for more modern approaches to learning that support the fast-moving world of work and the needs of an increasingly digital workforce.
It’s a great place to start, if you want to establish a strong foundation for change. Work with the subject matter expert or the business customer to identify the main objective of the programme. Our research with employees in this sector shows that staff are more able to learn for themselves than L&D give them credit for. Using real life ideas can help inspire new approaches that will make a difference in your own situation. The vast majority we talked with were frustrated by the lack of transfer back to the job after managers had participated in training. This will not only help you design the programme, but will also help you measure its effectiveness. It's very easy in today's busy world to not make time for reflection, yet reflection is critical to success.
Inspiration by example We've identified four techniques used by organisations in their induction programmes that relate to the tactics of the top performing organisations highlight in the Towards Maturity Industry Benchmark Report. The purpose of the Show is to inform and inspire L&D professionals to improve not just their personal performance but that of their organisation. They are three times more likely to use benchmarking as a performance improvement tool - benchmarking against the tactics that improve performance. By benchmarking you enable yourself to reflect, take stock and focus on the activities that really make a difference.2.
While every organisation is different, examples of good practice and innovation in other companies can offer inspiration for change. First, it seems there's a lack of measures put in place for management and leadership training. By reflecting on and analysing organisational performance, activities and practices, L&D can identify organisational strengths and areas of high performance. Secondly, it seems that the learning strategy many apply to management and leadership training is often out of sync with the audience's needs. The leading sports retailer has been providing online onboarding since 2013 with more than 25,000 employees, across the 19 countries going through the programme.
Data from Towards Maturity reveals that 83% of new starters like to learn at their own pace, with 44% using their own mobile to learn.With this in mind, Sports Direct used the Adapt multi-device responsive elearning framework for its online content. Receive your Personalised Benchmark report analysing current performance and tailored action plans valued at £300 - free until 15 July.
Just as importantly, benchmarking identifies weaknesses and those areas of low performance. It means employees can access the elearning on a smartphone or tablet, giving them maximum flexibility. You can read more about Sports Direct's approach to induction in Inside Learning Technologies & Skills magazine. Only 39% offer mobile content, and 30% have no plans to implement social media for leadership development. Towards Maturity data reveals that 87% of Top Deck organisations agree that top managers are involved in promoting learning, compared with an average of 37%.UK infrastructure company, Story Contracting features a video message from the company owner and Chief Executive, Fred Story in its new online induction. It's no wonder then, that there is a lack of transfer from learning to doing, if the learning doesn't fit in with everyday lives and habits in the first place and isn't focused on supporting performance there and then. The not for profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. Pinpointing strengths and weaknesses enables L&D and business leaders to really hone in on performance. This isn't to say there aren't some great examples of modern, blended, performance-focused leadership development - there are some cited in Towards Maturity's paper.
What can we learn from these?How leadership solutions can #makeithappenIt's time to close the gaps and deliver the type of learning solutions that will engage and really help leaders.
Benchmarking does what it says: it provides organisations with a benchmark to measure themselves against others.
New staff and partners joining Specsavers are able to earn a virtual coin by completing the company's new induction course.
To really help them, we need to offer easy to find performance support that is genuinely useful and relevant to leaders and managers' points of need.
You can use it to see how you are performing on various aspects of organisational practice compared to others. The business then makes a real cash donation to the charity chosen by employees in proportion to the number of virtual coins earned.You can read more about the Specsavers' approach here.
Since 2003, over 4,500 organisations and 23,000 learners have contributed to Towards Maturity's leading benchmarks. For example, have you properly embraced mobile learning and are reaping the kinds of benefits that some organisations are enjoying?
But we also need to help develop those deeper skills and behaviours in ways that fit with leader's (crazy) lifestyles. What are the top performing companies in the Towards Maturity benchmark doing in terms of mobile learning?
An average of 48% of Benchmark respondents reported that elearning not being tailored sufficiently was a barrier to success. As a baseline, that means moving away from solely ‘event' based learning - three-day workshops or long online courses - and embracing more resource or micro-learning approaches that provide short challenges and tasks as nuggets that help build skills and insights over time. It can be really useful to know what characteristics top performing companies have in common and what is driving their success.5.
United Biscuits (UB), the company behind household names such as McVitie's, Jaffa Cakes and Penguin, wanted to make sure its induction programme was relevant to both new starters and any existing employees who might access the training.
We would say that providing simulations, interactive videos and meaningful games can make smart use of a leaders' precious time, and build the competence and confidence leadership roles require - so ROI for L&D too. UB used video of real employees talking about their jobs to add relevance and authenticity to the content.You can read more about the experience at United Biscuits in HR Grapevine magazine.
This report gives clear, insightful indicators about your strategy's current strengths and how that compares to your peers. Supporting or providing social spaces for informal learning and sharing is key too - the how will depend on who your audience is and how they currently work together.Measurement comes into play here as you have managers, teams, and peers providing tailored feedback about performance and application.
The aim is to help L&D professionals focus on one area of action that will help them deliver impact. But leadership and management development is often holistic, and ongoing - like a journey rather than a series of interventions.
And, if improving induction is your focus, there are more ideas in Sponge UK's Rough Guide to Induction.
To track what tools, learning, and performance support is used by an individual is a bit of a red-herring - especially if you're genuinely offering it up to help them in anyway that works for them.
Louise PasterfieldManaging Director, Sponge UK Louise has more than 20 years' experience in learning and design and is passionate about making elearning absorbing so staff can apply what they have learned immediately into the workplace.Her interest is in how best to harness technology so people can learn, grow and make a difference to their organisations.
There has to be some bigger, business goals to be measured, alongside the individuals' performance or growth targets, and it might take a little while for the data to come in for these. In terms of those millennials as future leaders - don't leave it too late before you start developing them. In Deloitte's report on this generation, Not only is this generation notoriously flighty and ready to up and leave within two years, but 70% of those ready to jump ship cite lack of leadership training as the reason why. Just think about how that Personalised Benchmark Report will help you deliver better results.Unsure if you are ready?Benchmarking will help you make up your mind if you should enter an award this year or wait until next year when you have had a chance to build further on current successes.
So to attract and retain talent, and build leaders of tomorrow, open up those digital, multi-device resources -  simulations, diagnostics, videos, podcasts, tools and more to anyone who's interested.



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