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Employee monitoring software is an essential resource for protecting intellectual property, protecting confidential data, and ensuring company assets' proper use. The software solutions are mostly used in monitoring employees to collect a wide range of information like accessed files history, email traffics, keystroke, and internet usage. To ensure compliance with data privacy regulations, implementing these technologies must be properly weighed against the potential impact on employee privacy. Are Employee Surveillance Data Considered Sensitive? Although standard human resources employment data (names, addresses, etc.) are sensitive, the data captured by employee monitoring software are rarely addressed directly. Monitoring solutions that capture computer usage data may unknowingly track data that belongs to sensitive categories by the GDPR and data privacy regulations. Biometric Information Under the target of GDPR-sensitive categories, internet usage data that includes websites visited and search engine queries are likely to contain identifiers in these categories. Suppose the captured data is not sufficiently anonymized. In that case, a negligent breach of this data may lead to legal sanctions under both the GDPR and the CCPA, depending on the employee's location and nationality. Monitoring Principles for Data Confidentiality It is essential to ensure the confidentiality and security of the data collected by the employee monitoring software. The principle will help you implement an employee monitoring strategy that meets the business's critical objectives without unnecessarily compromising your employees' confidentiality. Clearly define monitoring objectives. For successful monitoring, you should clearly define the objectives of monitoring; it is the proactive method for respecting privacy. An explicit understanding of monitoring objectives is often mandatory. Without clearly defined objectives, a company will not establish that employee supervision serves its legitimate interest while respecting the principle of proportionality. Proportionality One of the basic principles of the main mandates of data confidentiality is proportionality. For an employee to monitor their workers, any monitoring activity that is carried out must have a legitimate commercial interest that would certainly outweigh any potential harm to employees' privacy rights. The GDPR strongly emphasizes that the privacy rights of the data subject are essential, clearly indicating that monitoring should be limited to the minimum necessary to achieve your business objectives. If you want to utilize the new monitoring technologies for the employee, you must conduct an impact assessment that will clearly document the potential effects on privacy that the proposed technology will have on employees. Make sure your monitoring is completely transparent. Even if your business is subject to less stringent transparency requirements than those required by the GDPR, according to a Survey by Harris, 77% of Americans said they would be less concerned with monitoring their digital activities if their employer was fully transparent and engaged. Trying to monitor your employees without prior knowledge will damage your company's reputation and significantly increase employee turnover - 70% of Harris Poll concluded that employees indicated that they would consider quitting if they found out that the monitoring was done without their knowledge. Conclusion Data confidentiality obligations are constantly evolving. As clarifications on current legislation become clearer, the employer's role as a data controller is expected to become increasingly clear. The growing demands for control over access to personal data are expected to significantly impact the adoption of federal privacy policies that could reasonably expect to be affected by the GDPR. If you are not yet using employee monitoring technology that has privacy according to GDPR, you better be prepared to adapt to it. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant Pinterest: @millennialhrconsultant Twitter: @millennial_hrc

The battle for talent is increasingly becoming a significant concern to many human resources personnel in every organization. Human resources have realized the need to recognize, attract, and retain the top performers in this extremely competitive market. However, to find talents, there are different things that should be taken into consideration during the hiring process. Having evaluated the market; here are top trends that will help any company overcome competition in the battle for talent and the challenges that they face during the process. Employee Engagement As per statistics we can see that approximately more than 87% of organization consider this as their topmost challenge they face as many of them believe they don’t have proper programs in place to engage and retain employees. As observed Employee Engagement is exceedingly important. The more engaged your employees are the more productive they will be on their daily activities and certify higher returns for the organization. Empowering Employees When employees are empowered, they will always feel loyal to the organization and will be connected to the brand. Therefore, companies that practice empowerment with their employees will have high employee engagement and high retention rates as compared to those that limit themselves. Thus, employers should empower employees by giving them essential tasks and power to make decisions. The potential, therefore, gives them the reason for staying loyal and engaged at work. Good Communication Communication is necessary; however, constant contact may hinder the efficiency of the company. When a person shares more information, there is a possibility of getting less engaged. When you interrupt an employee with communication the entire day, they will feel that it is their responsibility to help other workers; this will, however, lower their productivity and cause them more stress. Hence, the organization should create a stress-free environment for communication. It is also essential to consider asynchronous communication. As an employer, you should encourage employees to communicate and collaborate effectively to attain the expected results. When the immediacy is crucial in the business, you should schedule time and work without any interruptions. Recognition Is Important It is good to recognize and appreciate the employees' work. This will help employees to view their work as responsibility and not a burden, and they will feel appreciated by what they do. This is another way of promoting battle for talent amongst employees. Employees Crave Growth Every workforce in any organization values growth. Most millennials tend to leave their work when they feel they are not appreciated for what they do. This is therefore apparent that employees will want to be engaged in environments where they are recognized. However, promotions or whatever it takes them to make them grow in the various departments they work in is essential. Employers must emphasize the growth of the company by valuing the efforts of employees. This can be achieved by having an open discussion with employees on the skills they would love to learn, the positions they would like to grow as well as the timeframe for all these to be effective. Having a continuous conversation, the employees will feel that the organization is investing in their professions, and they will have excellent opportunities in the company. Work-Life Balance Another way to address war for talent is through Work-Life Balance. This is very critical in today’s ever changing world where more and more individuals value this initiative within companies. Initiatives such as corporate wellness programs, flexible working arrangements, having fun activities at work or outside work by ensuring that the work environment is more attractive. Depending on which initiative your company tends to pursue but following the above directions will be the best way of fighting the battle of talent and ensuring that this leaves a positive impact on the organization's bottom line. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant

Businesses have taken a giant leap from traditional marketing to Digital Marketing strategies. It is a wise decision by the business owners as the customers are more prone to online search. Any customer these days has his hand on looking for a review for any product. The companies have taken steps towards improving the digital marketing strategies to cache on opportunities. It is an unsaid rule that people coming out of the digital world are nowhere closer. The strategies utilized by the businesses to attract business using digital marketing as a weapon works out most of the time. In fact, the strategies are clinically made after intensive research on consumer behavior. The detailed analysis of the market and the customer approach sets the tone for such strategies to sprout. But what is the impact of such strategies on consumer behavior? Let us see that in detail. Customers Turned Research Experts: Yes, have you noticed this. If you ask anyone about any product under their knowledge, they may give you more information than what you are expecting. The customers know how to and where to navigate things to understand anything. It can be a birds-eye view or an in-depth reading, it fetches considerable knowledge to the customers. Moreover, the comparison of one product with the other is always on their mobile click. Digital Reviews Most Sought: Now, this is a slightly traditional marketing technique in the digitized world. If you know that a certain product was bought by your friend, 9 out of 10 times you will certainly buy the product even if the marketing expert of another model shows you a better product than the one your friend had bought. Same way, the customers are more inclined to online reviews. They believe what people say about the product. If there are a substantial amount of positive reviews, the company is sure about selling another 4 million pieces this month. Customers are not Brand Loyal: This is a transition phase, and people have started buying products which have better products. They are not looking at the brand but the value the product adds to life. This is the most important aspect that digital marketing has done to the consumers. The customers have a wide range of options and those options come with a variety of offers. They are open to switching loyalties at any time. Low Tolerant Customers: They have the liberty to voice out their opinion from anywhere in the world. They can be in the dining room and type a review of a product or service. If they do not like it, you will get to see a huge essay type review. At the same time, a positive review is of few lines. The customer's susceptibility towards online content rules the business world. There are a few wrongdoers who purposely post negative reviews about a product or a service. The Online Review Management (ORM) strategy must put things in place. Consumer behavior in this digital world has been evolving year on year. Companies that are ahead of their competitors are staying in sync with their consumer behaviors, tastes, styles, preferences, and forthcoming developments that help them remain noticeable and significant in the marketplace. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant Twitter: @millennial_hrc

Mistakes are an indispensable part of our lives. No matter which streams we belong to or what tasks we perform, in one or the other way it is completely alright to goof up. Making mistakes is not something that we wish to do, but sometimes it just happens. With millions of bits and pieces hovering around in our mind, it happens that a few times while performing a particular task, we may make some mistakes. To make mistakes is not in our control, but how to regulate them lies within our hands. The biggest reason, due to which we commit mistakes is the fear of making mistakes. The more we are scared, not to make mistakes, the more we fall in doing the same. If you wish to know how to overcome this fear, stay tuned to this post till the end! Accept your mistakes Acceptance plays a vital role if you wish to fight back against something. Once you make yourself understand that a time will come such that you will end up making negligence; half of your journey is sorted. Acceptance makes you realize that making a blunder does not lessen the quality of your work or your efforts. It is OK if you make a mistake, but what counts more is the acknowledgment of your mistake. Magnify your Mindset When we continuously think regarding the misstep that we can bring about, our intellect narrows down to the same. This makes us neglect the positive aspect of the hard work that we commit. The fear of making a slip makes us fall even harder and does not let us stand and continue our journey. Opting for a broader mindset will not only enhance our mental growth but also give us the strength to face the fear of our mistakes. Talk it out! You are not the only one who makes mistakes and gets caught up in the blunder. All humans are liable to make mistakes, and so are you. Being sacred will not aid you at all, thus it is better to develop an intense conversation among your closed ones. We all fear making mistakes, and each one of us has their unique way to fight back this suspicion. Talk regarding your fears to someone close to you, tell them how you feel, and what all you have tried to conquer your anxiety. Many a times, just having an intense conversation will diminish your fear to a great extent. Look for the motive No matter what you do, there is always a deep motive that makes us perform the respective task. The will to do a job is always greater than our fear, otherwise, you might not be doing it in the first place. When you focus on this motive, due to which you have undertaken the commitment of the task, you do not have time to think about your fears. Think about the guiltiest possibilities When you know about the worst things that can arise as a result, the fear of committing mistakes gets nullified. Once you think about your mistakes and the worst result, the chances to bring about a mistake gets reduced. This emerges a new zest of confidence in you and boosts you to go ahead! The formulation of the universe is simple, what you think, you attract. When you concentrate on your mistakes, you are allowing the Universe to create them. When you focus on the motive with a broader intellect, accepting all ups and downs, you accomplish your goals. It is a saying that everyone makes mistakes, and everyone must deal with them whether they are successful or not, but it is how you recover or learn from them that will define you from the rest. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant Pinterest: @millennialhrconsultant Twitter: @millennial_hrc

With the growing economic scenario, the pay shall be fair enough to every employee and must serve the monetary interests of the employer. Every employee is entitled to a pay rise after serving the company efficiently. However, negotiating a pay rise can at times seem like a complicated task and daunting for many who are scared on how to proceed. Hence, it is important to go through certain steps before beginning the process of negotiation for a pay rise. STUDY THE TIMING The timing plays a primary role in raising certain subjects before the employer. One must consider the time before building a case for a pay rise. If the time of raising a negotiation is not favourable, it might lead to severe consequences and rejection of the subject. One must make sure that they have worked for a considerable amount of time for the company to negotiate a pay rise. The short span of employment period might not prove to be highly effective in a negotiation that involves a raise in pay. One of the favourable times to begin the negotiation is the time of an employee’s Performance Development Review (PDR). During this period, if the PDR is satisfactory, the negotiation shall fetch effective results. RESEARCH FOR VALUE ANALYSIS The pay rise shall majorly depend on one’s value and capacity. Thus, it is important to analyse one’s capacity and worth before deciding the amount he or she would like to raise before the employers. One could conduct functional research on the internet to know his or her market value. Another remarkable method of knowing one’s professional worth is by asking colleagues or acquaintances about their scope of salary. Online surveys also play a vital role in determining one’s fair pay. PRESENT A CASE One needs to build a case of significant strength to negotiate on a significant subject like pay rise. The presentation or the file should contain highlights of one’s contribution to the company. A proficient employee shall mention important events, moments, and even accomplishments. Other factors like one’s performance in a team and his or her favourable relationship with the employers and the relevant individuals of the same company. A powerful case can work wonders in fetching the desired results. DISCUSSION A detailed discussion shall be conducted with the management or the employers to put the negotiation forward. The meeting shall involve a hearing from both the parties for generating the best results. The concerned employee or the group of employees shall present the points in a compact and transparent method to convey the demands to the company. Someone with good communication skills would be the perfect choice for the process. One shall be informed about the additional responsibilities and he or she must inform the company about the offerings he or she must make to the company. CONCLUSION Summing up, the negotiation for a pay rise shall be initiated after considering several relevant factors and needs to be carried out through thorough attention and care. Thus, it is important to understand the basics and dynamics of the company one is working for. If, despite your best efforts you are not able to be successful, one can feel undervalued by the employer, but at least this leaves a door for future negotiation. Even if you decide that you want to try other things since they say the “grass is greener on the other side”, when it comes to your existing employer always remain professional and not burn your bridges as you never know when you might need them as a strong reference for a new job and since the world is like a small knit, you never know how you might be working with them again soon. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant Pinterest: @millennialhrconsultant Twitter: @millennial_hrc

Regardless of which industry you may be in, there is always some risk to someone's health. Accidents and poor health can not only cause stress and distress to the person and the company workforce but also the company's bottom line. However, in the modern business ecosystem there has been research and development in managing health and safety in the workforce, even if the industry or sector is a low risk one. Businesses have also begun to include operational health and safety as one of their business objectives and are continually improving the standards within the field. Aims and Objectives The aim of the programme is to enable the delegate to: A deep understanding of individual responsibilities when it comes to operational health and safety. Understand Safety Management Systems. Understand how to risk assess. Tools and techniques that can be used to measure performance. ​ This course is ideal for Managers and supervisors looking to gain an deep understanding of health and safety. Course Content Introducing working safely Defining hazard and risk Identifying common hazards Improving safety performance ​Delegates Prerequisites Ideally you should be a manager or supervisor in your field of expertise to undertake this course. ​ Course Methodology This course is an instructor led classroom based environment, conducted by a health and safety expert. The classes will be conducted over 3 days. The course consists of a blend of lectures, application, projects and exercises. All other materials will be provided to the attendees in the classroom environment. At the conclusion of the course, there will be an exam and a certification can be obtained upon attaining the passing grade.

What is Lean Six Sigma? Lean Six Sigma is the combination of 2 independent philosophies, so before we can begin to look at this combined philosophy, it would make sense to dissect each of the independent philosophies first. Six Sigma Essentially Six Sigma is a set of tools and techniques that uses data at its heart to measure how many defects there exists in a process and then systematically eliminates the said defects until the defect levels are minuscule and maximising value. There isn’t a business process or business aspect that Six Sigma cannot improve. Sigma in statistical terms is a Greek letter that denotes deviation from the mean. the number 6, refers to the sigma level. The table below showcases the different sigma levels and the corresponding defects per million opportunities. The 6th level is the one where a process is considered to have the optimum number of defects per million opportunities. So, when we say that we are aiming for a process or system to reach a Six Sigma level, we mean that it should not have more than 3.4 errors per million opportunities in which errors could occur. ​ Lean The core tenet of the lean philosophy revolves around maximising value for the customer whilst reducing resources, time, energy, and effort. A company that has a lean mindset is able to enhance their levels of market competitiveness and innovation. So why Lean Six Sigma? The use of more problem-solving tools and techniques will help to solve larger numbers and varieties of business problems. Exponents of the Lean and Six Sigma philosophy began to see a symbiosis between the 2 philosophies. There was a concerted effort to combine the quality improving aspects of Six Sigma and the removing waste aspect of lean. The resultant philosophy, which amplifies the strengths of each individual philosophy whilst at the same time reducing their individual weaknesses, came to be known as Lean Six Sigma (LSS). We conduct our trainings on various 'belts' within the LSS system. See below to find out more. Six Sigma Yellow Belt The Six Sigma yellow belt practitioner is a professional that is well versed in the fundamentals of Six Sigma. The fundamentals will include a deep understanding of the tools used in the Six Sigma field. The yellow belt certification is ideal for those people that are new to the Six Sigma universe. ​ Not only will Six Sigma yellow belt allow the practitioner to participate and assist green belts and black belts with Six Sigma projects, but a certified yellow belt practitioner will also be able to affect small improvements in their own and immediate working section. The holder of the yellow belt certification can be considered to be a subject matter expert (SME) in Six Sigma. Six Sigma Green Belt The Six Sigma green belt certification allows the practitioner to act as a trained member within his/her own functional section in the respective organisation. ​ The team member will work on small yet important, carefully selected Six Sigma projects. The Six Sigma green belt project will generally require less stringent statistical commitment to a project than that of a Six Sigma black belt. ​ Generally, Six Sigma Green Belts can conduct a lot of section specific data collation and analysis in support of the wider company Six Sigma projects. Six Sigma Black Belt Lean Six Sigma Black Belts are highly trained professionals in Quality improvement methodology, who are able to apply Six Sigma principles to business processes and lead a quality improvement initiative. They are well versed in the Six Sigma Methodology and can skilfully lead and assume full responsibility for large scale quality improvement projects. They are competent in the use of Six Sigma tools and techniques and standard principles. Black belts typically demonstrate their skills through significant financial improvement and customer benefits on multiple projects. Black belts may be utilised as team leaders responsible for measuring, analysing, improving, and controlling key processes that influence customer satisfaction and/or productivity growth. Course Content The Course Content shall differ depending on the training path the individual chooses to pursue. Reach us for further details! Course Methodology This course is an instructor led classroom-based environment, always guaranteed to be taught by a certified Six Sigma Yellow, Green, or Black Belt. The classes will be conducted over 5 consecutive days. The course consists of a blend of lectures, application, individualistic and team based exercises. All other materials will be provided to the attendees in the classroom environment. At the conclusion of the course, there will be an exam and a certification can be obtained upon attaining the passing grade. On-Site Training ​We are able to conduct on-site group training for your organisation. On-site training has numerous benefits, which include (but are not limited to): ​ Training cost savings - training on site is typically less than the costs associated with training off-site. This savings are also attributed towards the costs of travel that would otherwise be incurred through off-site training. ​ Customised training - when holding a training session on-site, we are able to customise our course to suit the needs of your company. ​ Convenient - you would be able fit the trainings around your working environment and your working schedule.

Layoffs can be stressful at times!! Prior to layoffs, you want to maintain the lines of open communication regarding the state of the organization. The thought of keeping bad news from employees never works. They often hear through the grapevine or perhaps the print media that the organization is struggling. Always remember, if you do not tell employees what is happening, they will make it up. The manager must deliver the bad news to the individual being laid off. As difficult as it is, never delegate the delivery of the layoff news. Deliver the news personally and in-camera. Employees who survive the layoffs will begin to have doubts about their futures with the organization. The CEO should be visible and available to managers similarly as well to the employees. Before layoffs, they should provide coaching to the managers to help them in delivering the emotional news. The CEO encompasses a powerful impact when they are willing to personally deliver a press release to the managers and employees regarding the requirement of these drastic actions and what he or she believes is the impact on the company’s future. At the very least, the CEO should present managers with a written, prepared statement that they will share with all employees. Saying that layoffs are not easy is a real understatement. However, if done right, the organization can minimize the damages, ensuring that laid-off employees do not become ambassadors of ill will within the marketplace. For the employees who survive the layoff they should stay focused on their goals and move forward to try to do their best. When downsizing a business, you want to be proactive – examine the long-term problems and goals. It’s not going to be easy, but with these 5 tips, you will be able to minimize the disruption and negative effects that downsizing can wear on your business. Be transparent When people are laid off and restrain plans are in motion, you and your managers must be as transparent as possible. Start by holding a group meeting with the team to let your employees know why you are downsizing. Remaining transparent will help reduce rumors that may create worry and distraction. Employees are more likely to remain occupied and constructive during the transition when they are not trying to guess what will happen next. Ease fears and establish new aims and new duties Set goals between meetings to ensure that employees have something to concentrate on. Once employees know why you are choosing to downsize, you would like to speak how their jobs might change. Identify each team member’s new goal and responsibilities. Remember to constantly restate why their roles are critical to the company’s overall goals and objectives. When your employees have a transparent picture of how they fit into the longer term for your company, they will be less worried about losing their jobs and more engaged in their day-to-day duties. Focus on the important stuff Allow team members to grasp what the benchmarks are and whether they are meeting expectations. This can ensure team members are aligned and focused on the foremost important activities. Continuously discuss how difficult short-term workloads will help the long-term outlook for the organization. Give back and make sacrifices for your employees Often, you will soothe these emotions by giving back or making a small offering for your employees. You simply should get creative, like allowing employees to alternate their working hours so everyone can take long lunches or arrive an hour later if required. Another idea is to surprise employees with a team breakfast or lunch. Or, if it’s around the holidays, you will make a bigger sacrifice and provide your holiday bonus to your employees. Be empathetic Ask the staff how they feel about the downsizing and allow them to vent their feelings. Even without the business downsizing, keep employees’ feelings in mind and provide them with any necessary support that they might require. In an ideal world, layoffs or downsizing should be always avoided, but at times it can be difficult to avoid due to the business suffering losses, recession, pandemic or any other decision that is making the company take such a drastic step. Businesses need to be prepared and know how to manage such a delicate situation more effectively. Finally, one should not forget the power of being kind-hearted to someone who is at the receiving end of a layoff and make them understand that it has nothing to do with their performance. If re-hiring the laid-off staff is a possibility in the future when the company situation is getting healthier, then the organization should prioritize them first before thinking of hiring new employees. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant Pinterest: @millennialhrconsultant Twitter: @millennial_hrc

An increase in technology has brought up the whole world at your fingertips. Available smartphones and laptops give you access to information all over the internet in just a few clicks. Similarly, blogging has diverted a huge population of the audience at a single platform. Blogging can be your one-way solution that can engage the audience into your work field and let them know more about your business. In addition to this, blogging serves to showcase your business abilities to your existing customers as well. In this article, we will briefly discuss heading towards blogging and its advantages in your developing business. Promoting your website's Search Engine Optimisation Regular blog posting on your website with relevant keywords, improvise the search results of your website. The precise headings and details in your blog attract potential customers towards your website. Increased SEO results will bring optimization and clients to your website, resulting in improvements to you. You can upgrade these results to a greater extent if you add links to other websites on your blogs, and posts. Reinforce Consumer Relationships Customer involvement is highly recommended for business growth when it comes to online and digital marketing. Blogging creates a gateway to connect you with your existing and new customers in a uniquely interactive way. Involvement of the relevant content in your blogs will connect with the customer issues and build a better trust for business relations. The better the trust in the relationships, the more growth in the business can be assured. Showcase the importance of your products and services You are not limited to writing the content of your blog. Your blogs may include anything that you want people to know about your products. A huge audience is not aware of the products and services they wish to choose. Your blogging can greatly assist you in such situations. Writing about your products, the methods you use, the benefits of the products, and much more in your blogs will engage customers in your services and can attract more customers to reach out to you. Lead your business No matter whether you own a small business or a huge empire, you wish to see it on the progressive path, right? Blogging can be a recommendation. The information that you will submit, through your content, will allow customers to know regarding your experience and knowledge. With the passing time, the regular update of quality content will improve your profound image in the Industry. This will result in more traffic to your website and enhance your conversion rates to a greater extent. Sharing Opportunities The larger the website visiting audience, the greater are the chances of your website to share and get recommended. More recommendation generates chances to show your services and products to a broad spectrum of people. Sharing the link of your blogs, over numerous platforms will give you more visibility, and induce the number of visitors to your website. Do you want to establish increased online exposure to your website? Then blogging can be your all-around solution, giving you several other perks and benefits. A huge audience wants to know the insider details of these products, your blogs can guide them to make an ethical decision. A small business is sustained even more through blogs since these are the business in which there is a need for more visibility. Written by: Girish Rohra Chawla Follow Us On Social Media Platforms! FB: @millennialhrconsultant Instagram: @millennialhrconsultant LinkedIn: @millennialhrconsultant Pinterest: @millennialhrconsultant Twitter: @millennial_hrc

Supply Chain Management is the integration of key supply chain activities geared towards maximising client and stakeholder value and the creation of competitive advantage in the market place.​ The rapid pace of the development in the business world has meant that the way we manage the flow of goods and services has changed forever. In saying this we need to continuously develop the integrated approaches to manage the flow of information, products and equity. Aims and Objectives At the conclusion of the course the attendees will: Develop a supply chain strategy Understand the supply chain dynamics and learn how to manage and mitigate risk Align Supply Chains with business strategy Effectively measure Supply Chains Build best practice business processes for operational excellence Identify the Supply Chain improvement opportunities This course is ideal for: Professionals seeking to implement a supply chain improvement programme Individuals that are seeking to learn about the supply chain and best practices Professionals seeking to improve efficiency and effectivity levels within their organisation Individuals who want to broaden and update their supply chain knowledge and skills. Individuals that are looking to add strategic and international dimension to their competencies ​Course Content Understanding the supply chain Understanding supply chain dynamics Globally supply chain networks Supply chain segmentation Planning and managing inventories in a supply chain Integrated supply chain planning Integrated sales and operations planning (S&OP) Supply chain sustainability Key issues in the supply chain Supply chain strategies Total cost solutions Performance measures for supply chain management Case studies - Company 1 Case studies - Company 2 Case studies - Company 3 ​ Delegates Prerequisites The delegates will either already be involved with or looking to become involved with the supply chain ecosystem. ​ Course Methodology This course is an instructor led classroom based environment, always guaranteed to be taught by a supply chain expert. The classes will be conducted over 4 days. The course consists of a blend of lectures, application, case studies, individualistic and team based exercises. All other materials will be provided to the attendees in the classroom environment. At the conclusion of the course, there will be an exam and a certification can be obtained upon attaining the passing grade.

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Gandhi Said " Be the change that you wish to see in the world." Leadership is a topic that gets thrown around a lot in the business world. Far often it is a misunderstood concept. However, in the dynamic world we live in, the ability to lead people can be the difference between success and failure for both organisations and individuals. Managers, Supervisors and Team Members at all levels of decision making need to have the knowledge and skills to lead effectively to create a high performing organisation. The good news is that leadership skills can be fostered effectively through leadership coaching. Aims and Objectives The aim of the programme is to enable the delegate to: Master various leadership skills and techniques in different environments Identify different personality types and their role in the work environment Be able to build and lead high performance teams. Understand strategic management and how to apply it in a real world environment Understand the importance of delegation and how to delegate effectively Communicate to influence and break down barriers. Setting and achieving goals Foster creativity and innovation Become a natural leader ​ This course is ideal for Individuals stepping into a new management / leadership role. Experienced leaders and managers looking to hone their skills. High performance employees looking to move into a leadership position. ​ Course Content Role of a leader Communication in a business environment MBTI Personalities High Performance Teams and how to manage them Leadership Styles Difference between leadership and management 5 Levels of Leadership Situational Leaders Leading through situational awareness Getting your employees to engage Future Strategy Controlling situations through the Psycho-Analytics of Communication Strengths and weaknesses of different types of leadership Gain influence by starting with Why Motivational Techniques for High Performance Teams Maximising creativity and innovation Using personality profiles to maximize output Changing organisational and team culture ​ Delegates Prerequisites Candidates for the training require:- Subject matter knowledge on their own area of expertise. ​ Course Methodology This course is an instructor led classroom based environment, conducted by a leadership expert. The classes will be conducted over 5 days. The course consists of a blend of lectures, application, projects and exercises. All other materials will be provided to the attendees in the classroom environment. At the conclusion of the course, there will be an exam and a certification can be obtained upon attaining the passing grade.