Leadership Courses- ILM Level 3 Award in Leadership and Management Skills

Looking to develop your abilities, seeking to advance to the next level of management or needing to lead employees through organizational change, pressure and budget cuts? Then the extensive Leadership Course (ILM Level 3 Award in Leadership and Management Skills) offered by Know How for Management Consulting is just for you.

The Leadership Course entails two units. Firstly, employees will understand leadership styles in addition to leadership qualities and reviewing their own leadership potential. Furthermore, this Leadership Course provides individuals with the opportunity to enhance problem solving skills and make more efficient decisions for the benefit of the organization. In addition to this, the Leadership Course (ILM Level 3 Award in Leadership and Management Skills) will aid individuals to effectively describe a problem, its nature, scope and impact. Another advantage of this Leadership Course is that individuals will be confident in evaluating all the possible options to make a decision. This is a distinctive skill which is needed in today’s competitive organization. In addition, employees will be more capable in monitoring and reviewing the implementation and communication of decisions.

The duration of the ILM Level 3 Award in Leadership and Management Skills course is 18 Guided Learning Hours excluding assessment time that is to be completed within one year. This is a work-based assignment, which includes short questions and answers. To qualify for this engaging and useful Leadership Course, participants will be either practicing or aspiring managers. There are no formal educational requirements, however learners should have a background that will enable them to get the best out of the programme and benefit from what it offers them.

Emotional Intelligence

Emotional Intelligences is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. It can be divided into ability Emotional Intelligence and trait Emotional Intelligence. Some researchers propose that emotional intelligence can be learned and strengthened, while others claim it is an inborn characteristic.

While emotional intelligence isn’t the sole forecaster of human performance and development potential, it is confirmed to be a key indicator in these zones. Emotional intelligence is also not a static factor — to the contrary; one’s emotional intelligence can change over time and can be advanced in targeted zones.

Emotional intelligence measures the collaboration between a person and the environment the person functions in. Weighing and estimating an individual’s emotional intelligence can help fuel the need for directed improvement programmes and processes. This, in turn, can lead to dramatic escalations in the person’s performance, communication with others, and leadership skills. It is a highly effective individual development instrument.

Emotional intelligence is versatile in workplace environments and can be used as a screening tool in hiring, leading to the selection of emotionally intelligent, emotionally healthy, and the most-likely successful employees.

Here at Know How For Management Consulting, we know how to help individuals enhance their emotional Intelligence, because we are well versed with the emotional intelligence concept and have hands on experience dealing with various multinational companies and their CEO’s, top level executive and reporting lines.

Know How For Management Consulting adapts only the best proven techniques and methodology, derived from cognitive and behavioural therapy as well as many psychological theories that are dynamic in nature. Our consultants have helped train many individuals to master the art of increasing their emotional intelligence in very systematic, easily comprehensible and established ways.

PERFORMANCE APPRAISAL

The performance appraisal is the process of evaluating employee performance by comparing the present performance with already established criteria which have been already conversed to employees, successively providing feedback to employees about their performance level for the purpose of improving their performance as needed by the organization.

The purpose of performance appraisal  is to know the performance of the employee, to decide whether or not training is required to precise employee or to give them a promotion with additional pay raise.

Every business uses performance appraisal as a tool for knowing about the employee’s performance and take decisions about particular employees accordingly. Performance appraisal of employees consists of various techniques. The techniques depend on what is feasible for the firm.

Performance Appraisal thus is a methodical and impartial way of judging the relative worth of skill of an worker in performing his task. Performance appraisal helps to isolate those who are performing their assigned tasks well and those who are not.

Leadership Courses

‘Good Leaders Are Made, Not Born’. The capacity to influence people defines leadership, via achieving organisational goals. Good leadership has positive implications on employees and the business. For this reason, it is highly important for firms to invest in leadership courses. To be able to inspire your employees is the foundation of Leadership. Leadership does not come naturally, but is acquired through continuous employee engagement, work and study. Hence, it is said leadership is a process.

Leadership courses are a process that is about building leaders to be able to assess situations and rectify any issues in the most cost effective and timely manner. Leadership courses help to show that leadership does not only deal with managing people, it is also about motivating employees, achieving company goals and helping employees with their personal and career development.

HR Consultancy

Human Resources, or HR consultancy is a branch of management consulting that focuses on the process of effectively utilizing personnel to achieve the goals of the organisation. HR consultancy helps by acting as a stencil by providing firms with guidelines and advice on how to develop their most important resource – ‘their workforce’. A professional and effective HR consultant will be able to advise companies in a wide range of issues that can help the business to become a more productive and unified organisation as well as helping them in terms of employee retention.

Here at Know How For Management Consulting, we have designed our Hr consultancy service to tailor your business requirements. We have a specialized team that deals with Talent Acquisition and Recruitment strategies that are designed for your business.

There are two ways that our HR Consultancy department can help your organisation. Your business benefits from the expertise that our HR consultant provides. Secondly, we can also help in reducing all your unnecessary recruitment costs, by simply designing new strategies that will increase work flow and retain your best talent. This frees the time your HR staff has to devote to designing and implementing your company’s workforce planning. In addition, it gives small-business owners the ability to leave HR functions in capable hands while they dedicate their time and focus to overall business development.

BULATS English assessment

Effective communication skills are essential for the success of any organisation. Many leading businesses around the world have already discovered that using BULATS English assessment is the most effective way to assess language skills in the workplace.

Using BULATS English assessment as a tool for recruiting, language auditing or staff development and training, can help you:

Develop a competitive workforce that is confident communicating in international business environments. The BULATS English assessment enables your organisation to test employees individually or audit the skills of whole departments. Results are delivered quickly, reliably and accurately.

The success and growth of the BULATS English assessment has helped make it one of the most recognised and accepted business English tests in the world.

Most importantly, BULATS English assessment can help you stay ahead of your competition by improving your organisation’s overall communications

Play Attention

Attention Problems and Behavior Problems
What’s the connection and can they be fixed?

For an ADHD child who’s experienced failure or frustration at school, has a difficult time making friends, cannot process multiple step instructions, and who likely has poor self-esteem, defiance or misbehavior seem inevitable.

The off switch or filtering in their brains works differently, so they often have impulse control issues and a frequent lack of control over what they blurt out. Couple that with failure and frustration, and you have the perfect storm. No matter what you do; punishment, coaxing, bribing, yelling, pleading etc. don’t seem to work.

Play Attention not only teaches attention by making it concrete and controllable — Play Attention students can move screen characters by mind alone via BodyWave technology — but also teaches a variety of skills that make them successful at school or work. These successes greatly improve behavior.

Additionally, and this is important, since they can see their attention in real time, Play Attention makes it readily apparent that misbehaviour negatively affects their success during game play. Success is predicated on their ability to stay in control and attentive. It’s simple to correlate this to being a classroom superstar. Play Attention students learn to self-regulate or control their own behavior. This is the basis of the behavior shaping program built into Play Attention (it took us over 5 years to develop it).

Psychometric Assessments

Psychometric Assessments are the turf of study concerned with the theory and system of psychological measurement. One part of the field is concerned with the impartial measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, psychometric assessments research has concerned itself with the creation and justification of assessment apparatuses such as questionnaires, tests, and personality tests. Another part of the arena is concerned with arithmetic research bearing on quantitative theory. Thus, psychometric assessments involve two major research tasks one being the construction of apparatuses and processes for measurement and the other expansion and modification of theoretical approaches to measurement. All psychometric practitioners possess a specific Psychometric Assessments prerequisite, and while most are psychologists with advanced graduate training in psychometric assessments testing. Many work in human resources departments. Others specialize as learning and development professionals.

Why Use Psychometric Testing in Recruitment?

The word psychometric basically refers to the measurement of the mind. Unlike facets such as education, skills, experience, appearance and punctuality, the behavioural traits and personality of a candidate can be much more difficult to assess during an interview.

Some employers choose to use psychometric testing during their recruitment process to help give a better overall evaluation of a candidate and hopefully secure the best fit for the role. There’s some debate over the value of psychometric testing, but those who use it believe that it can give a more objective overview of a candidate’s character, strengths, weaknesses and working style. Typically, a psychometric test will never be used in isolation, but as one component of a wider, integrated evaluation strategy.

For employers, psychometric testing could help to gauge the future performance of a candidate and hopefully improve employee retention by making successful hiring decisions.

How psychometric testing aids recruitment decisions

Psychometric testing can measure a number of attributes including intelligence, critical reasoning, motivation and personality profile. An interview process can be fairly subjective and although employers will normally assess skills and experience fairly accurately, much can still be left to gut instinct regarding aligned values.

A psychometric test aims to provide measurable, objective data that can give you a better all-round view of a candidate’s suitability. It could be argued that psychometric testing offers some ‘scientific’ credibility and objectivity to the process of recruiting. It perhaps provides a more fair and accurate way of assessing a candidate, as all applicants will be given a standardised test.

Traditionally, these tests have taken the form of pen and paper, multiple choice questionnaires, but increasingly they’re moving into a digital realm. This means they can be quick and easy to integrate into any stage of the process.

Some organisations often favour psychometric testing as a way of screening (and subsequently eliminating) large amounts of candidates at the start of a recruitment drive. In this case, psychometric testing could help to drastically reduce the hiring manager’s workload, as it helps to swiftly identify a smaller pool of suitable applicants who have the potential to perform well in the later stages of interview.

Verbal and numerical testing

This method is used to give an indication of a candidate’s ability to process both verbal and numerical information while working to a time limit. These tests are conducted either prior to or on the assessment day, on or offline.

What do they measure?

There are different types of tests, but generally they’ll be used to measure how people differ in their motivation, values, priorities and opinions with regard to different tasks and situations. In terms of personality, the tests can give an indication of the working style favoured by a candidate and how they interact with both their environment and fellow workers.

The tests are helpful at analysing the more ‘hidden’ traits of an individual. Formal education and past experience will not always provide a clear, up-to-date assessment of these personal skills. Aptitude tests, for example, could help to provide a better, more realistic and current view of a candidate’s abilities than a formal certificate of education.

Appropriate allowances would be applied for those candidates requiring reasonable adjustments or for whom English is not their first language.

Attending and participating at the Fundraiser for the Future Center for Special Needs

Know How for Management Consulting (Know How Training) will be attending and participating at the Fundraiser for the Future Center for Special Needs.

The event will commence March 19, 2013 at the Jordanian Ambassador’s residence. Know How Training will participate by showcasing Play Attention and allowing participants to test their attention in real-time! Please join us to make a difference.