from American Certification Institute (ACI)

Blue Ocean AcademyEmpowering Minds Widening Horizons

Blue Ocean (wwwBlueOceanAcademycom) an

ISO 90012008 certified organization is a leading management training and educational consultancy firm Blue Ocean has sparked the careers of thousands of professionals drawn from different industries who have displayed rare leadership qualities in challenging scenarios Blue Ocean specializes in designing courses that bridge the gap between infrastructure and knowledge imparting futuristic skills to a new genre of industry leaders shaping them into dynamic professionals in an increasingly competitive world

Little drops make the ocean Having started out with its first small steps in 1998 Blue Ocean has grown true to its name into an internationally reputed brand for management training and consultancy Headquartered in the UAE with offices in the UK and India Blue Ocean stands on an enviable reputation built on 14 years of training 40000 alumni worldwide a global network of certified trainers international affiliations and multinational partners

Training solutions are accurate focused and designed specifically to make a world of difference to a studentrsquos career Clientsstudents get tremendous lsquovalue for moneyrsquo when they end up paying a very modest fee for the world class training and the international certification that they receive

The Blue Ocean success story has been further strengthened by affiliations with some of the most prestigious and internationally reputed professional training institutions The International Purchasing and Supply Chain Management Institute USA American Purchasing Society USA American Certification Institute USA International Quality Federation USA Cabin Crew Direct UK International Accreditation Organization USA offer students a premium certification tag under the Blue Ocean umbrella

Blue Ocean faculty makes learning an exciting and interactive process Students are encouraged to push their limits and widen their horizons The Blue Ocean Advantage

bull Led by a team of discerning faculty members bull Distinguished with state‐of‐the‐art facilities bull Well‐structured learning modules

bull Innovative training techniques At Blue Ocean the mantra is simple Professionals

are trained to be experts in their field Their skills are honed through a series of innovative training modules in a simulated work environment It is an instantly rewarding experience and a passport to gaining recognition in a multi‐cultural work environment

bull Customized solutions The training sessions are conducted during weekdays as well as weekends We provide the option of flexible timings so that professionals from every walk of life can upgrade their skills at their convenience

Overview

Industry Overview

Focus on Global Leadership Development

Human Resource Management is no longer about payroll and recruitment As a profession it now incorporates employment law organizational behaviour and performance management among other specializations

In the last decade the HR industry has been in the midst of a tremendous growth curve The transition has seen HR transforming from an administrative overhead a non‐profitable department to a strategic business partner In this decade the focus is increasingly shifting to the globalizing of the HR process and the creation of a global mindset for nurturing future global leaders One of the principal tasks of global leadership development therefore should be to create and support an environment where global mindsets can flourish Global leadership development in future will focus on providing a broad spectrum of employees with opportunities to lsquoacquire and enhancersquo their global

leadership skills and capabilities often using a variety of non‐traditional developmental techniques such as cross‐border job swaps or assignments to multi‐cultural task forces and project teams The greatest challenge will be to implement a set of comprehensive HR processes that expedite the globalization process foster global competitive capabilities and support the selection retention and motivation of future global leaders In this context global staffing and global leadership development are perhaps the two components of global HR with the greatest potential for powerful leverage that global firms have already recognized Global firms will need increasing number of employees with global brains but translating this attractive vision into an operational reality is not simple Most managers are not born global they acquire global brains through a series of experiences many of them at a substantial cost to the organization What is the return on investing in developing people with global brains Making a rational business case concerning the future and the need and use of global managers is one of the critical strategic decisions that the global HR function and business leaders must make together for the sustainability of an enterprise

Overview

Training Benefits Putting the Right Man in the Right Place

Training is the most important activity in the development of human resources To put the right man at the right place has now become essential in todayrsquos globalised market Since no organization has a choice on whether or not to develop employees the HR function is the life blood of any enterprise It is well‐established that only through well‐trained personnel can an organization achieve its goals

Trained manpower has a direct impact on

bull Growth expansion and modernization bull Productivity and profitability reduces cost

and finally enhances skill and knowledge bull Prevents obsolescence Helps in developing a

problem solving attitude bull Gives people awareness of rules and

procedures

American Certification Institute

(wwwamcertinstorg) The American Certification Institute is an US ndashbased apex certification institute It was founded in the USA in 1999 Headquartered in Lewes Delaware USA it

has numerous alliance partners in China Malaysia Singapore Dubai Romania and other countries These alliance partners represent ACI in their respective countries and conduct ACI programs in collaboration with ACI ACI has developed several business‐related certification programmes and after conducting tests awards these certifications

The ACI Certified International Human Resource Professional and the Certified International Human Resource Manager is a career‐long commitment that shows your peers your employees and your organization that you have mastered the core HR principles and that you are dedicated to staying current in your profession To become certified you must meet stringent professional and educational requirements before taking the exam

The competitive advantage of these courses lies in the fact that they are specially designed for working professionals ACI instructors generally hold doctorates most from prestigious American and foreign universities ACI instructors are generally management practitioners well known for their distinctive teaching methods

Blue Ocean AcademyEmpowering Minds Widening Horizons

Blue Ocean (wwwBlueOceanAcademycom) an

ISO 90012008 certified organization is a leading management training and educational consultancy firm Blue Ocean has sparked the careers of thousands of professionals drawn from different industries who have displayed rare leadership qualities in challenging scenarios Blue Ocean specializes in designing courses that bridge the gap between infrastructure and knowledge imparting futuristic skills to a new genre of industry leaders shaping them into dynamic professionals in an increasingly competitive world

Little drops make the ocean Having started out with its first small steps in 1998 Blue Ocean has grown true to its name into an internationally reputed brand for management training and consultancy Headquartered in the UAE with offices in the UK and India Blue Ocean stands on an enviable reputation built on 14 years of training 40000 alumni worldwide a global network of certified trainers international affiliations and multinational partners

Training solutions are accurate focused and designed specifically to make a world of difference to a studentrsquos career Clientsstudents get tremendous lsquovalue for moneyrsquo when they end up paying a very modest fee for the world class training and the international certification that they receive

The Blue Ocean success story has been further strengthened by affiliations with some of the most prestigious and internationally reputed professional training institutions The International Purchasing and Supply Chain Management Institute USA American Purchasing Society USA American Certification Institute USA International Quality Federation USA Cabin Crew Direct UK International Accreditation Organization USA offer students a premium certification tag under the Blue Ocean umbrella

Blue Ocean faculty makes learning an exciting and interactive process Students are encouraged to push their limits and widen their horizons The Blue Ocean Advantage

bull Led by a team of discerning faculty members bull Distinguished with state‐of‐the‐art facilities bull Well‐structured learning modules

bull Innovative training techniques At Blue Ocean the mantra is simple Professionals

are trained to be experts in their field Their skills are honed through a series of innovative training modules in a simulated work environment It is an instantly rewarding experience and a passport to gaining recognition in a multi‐cultural work environment

bull Customized solutions The training sessions are conducted during weekdays as well as weekends We provide the option of flexible timings so that professionals from every walk of life can upgrade their skills at their convenience

Overview

Industry Overview

Focus on Global Leadership Development

Human Resource Management is no longer about payroll and recruitment As a profession it now incorporates employment law organizational behaviour and performance management among other specializations

In the last decade the HR industry has been in the midst of a tremendous growth curve The transition has seen HR transforming from an administrative overhead a non‐profitable department to a strategic business partner In this decade the focus is increasingly shifting to the globalizing of the HR process and the creation of a global mindset for nurturing future global leaders One of the principal tasks of global leadership development therefore should be to create and support an environment where global mindsets can flourish Global leadership development in future will focus on providing a broad spectrum of employees with opportunities to lsquoacquire and enhancersquo their global

leadership skills and capabilities often using a variety of non‐traditional developmental techniques such as cross‐border job swaps or assignments to multi‐cultural task forces and project teams The greatest challenge will be to implement a set of comprehensive HR processes that expedite the globalization process foster global competitive capabilities and support the selection retention and motivation of future global leaders In this context global staffing and global leadership development are perhaps the two components of global HR with the greatest potential for powerful leverage that global firms have already recognized Global firms will need increasing number of employees with global brains but translating this attractive vision into an operational reality is not simple Most managers are not born global they acquire global brains through a series of experiences many of them at a substantial cost to the organization What is the return on investing in developing people with global brains Making a rational business case concerning the future and the need and use of global managers is one of the critical strategic decisions that the global HR function and business leaders must make together for the sustainability of an enterprise

Overview

Training Benefits Putting the Right Man in the Right Place

Training is the most important activity in the development of human resources To put the right man at the right place has now become essential in todayrsquos globalised market Since no organization has a choice on whether or not to develop employees the HR function is the life blood of any enterprise It is well‐established that only through well‐trained personnel can an organization achieve its goals

Trained manpower has a direct impact on

bull Growth expansion and modernization bull Productivity and profitability reduces cost

and finally enhances skill and knowledge bull Prevents obsolescence Helps in developing a

problem solving attitude bull Gives people awareness of rules and

procedures

American Certification Institute

(wwwamcertinstorg) The American Certification Institute is an US ndashbased apex certification institute It was founded in the USA in 1999 Headquartered in Lewes Delaware USA it

has numerous alliance partners in China Malaysia Singapore Dubai Romania and other countries These alliance partners represent ACI in their respective countries and conduct ACI programs in collaboration with ACI ACI has developed several business‐related certification programmes and after conducting tests awards these certifications

The ACI Certified International Human Resource Professional and the Certified International Human Resource Manager is a career‐long commitment that shows your peers your employees and your organization that you have mastered the core HR principles and that you are dedicated to staying current in your profession To become certified you must meet stringent professional and educational requirements before taking the exam

The competitive advantage of these courses lies in the fact that they are specially designed for working professionals ACI instructors generally hold doctorates most from prestigious American and foreign universities ACI instructors are generally management practitioners well known for their distinctive teaching methods

Overview

Industry Overview

Focus on Global Leadership Development

Human Resource Management is no longer about payroll and recruitment As a profession it now incorporates employment law organizational behaviour and performance management among other specializations

In the last decade the HR industry has been in the midst of a tremendous growth curve The transition has seen HR transforming from an administrative overhead a non‐profitable department to a strategic business partner In this decade the focus is increasingly shifting to the globalizing of the HR process and the creation of a global mindset for nurturing future global leaders One of the principal tasks of global leadership development therefore should be to create and support an environment where global mindsets can flourish Global leadership development in future will focus on providing a broad spectrum of employees with opportunities to lsquoacquire and enhancersquo their global

leadership skills and capabilities often using a variety of non‐traditional developmental techniques such as cross‐border job swaps or assignments to multi‐cultural task forces and project teams The greatest challenge will be to implement a set of comprehensive HR processes that expedite the globalization process foster global competitive capabilities and support the selection retention and motivation of future global leaders In this context global staffing and global leadership development are perhaps the two components of global HR with the greatest potential for powerful leverage that global firms have already recognized Global firms will need increasing number of employees with global brains but translating this attractive vision into an operational reality is not simple Most managers are not born global they acquire global brains through a series of experiences many of them at a substantial cost to the organization What is the return on investing in developing people with global brains Making a rational business case concerning the future and the need and use of global managers is one of the critical strategic decisions that the global HR function and business leaders must make together for the sustainability of an enterprise

Overview

Training Benefits Putting the Right Man in the Right Place

Training is the most important activity in the development of human resources To put the right man at the right place has now become essential in todayrsquos globalised market Since no organization has a choice on whether or not to develop employees the HR function is the life blood of any enterprise It is well‐established that only through well‐trained personnel can an organization achieve its goals

Trained manpower has a direct impact on

bull Growth expansion and modernization bull Productivity and profitability reduces cost

and finally enhances skill and knowledge bull Prevents obsolescence Helps in developing a

problem solving attitude bull Gives people awareness of rules and

procedures

American Certification Institute

(wwwamcertinstorg) The American Certification Institute is an US ndashbased apex certification institute It was founded in the USA in 1999 Headquartered in Lewes Delaware USA it

has numerous alliance partners in China Malaysia Singapore Dubai Romania and other countries These alliance partners represent ACI in their respective countries and conduct ACI programs in collaboration with ACI ACI has developed several business‐related certification programmes and after conducting tests awards these certifications

The ACI Certified International Human Resource Professional and the Certified International Human Resource Manager is a career‐long commitment that shows your peers your employees and your organization that you have mastered the core HR principles and that you are dedicated to staying current in your profession To become certified you must meet stringent professional and educational requirements before taking the exam

The competitive advantage of these courses lies in the fact that they are specially designed for working professionals ACI instructors generally hold doctorates most from prestigious American and foreign universities ACI instructors are generally management practitioners well known for their distinctive teaching methods

Overview

Training Benefits Putting the Right Man in the Right Place

Training is the most important activity in the development of human resources To put the right man at the right place has now become essential in todayrsquos globalised market Since no organization has a choice on whether or not to develop employees the HR function is the life blood of any enterprise It is well‐established that only through well‐trained personnel can an organization achieve its goals

Trained manpower has a direct impact on

bull Growth expansion and modernization bull Productivity and profitability reduces cost

and finally enhances skill and knowledge bull Prevents obsolescence Helps in developing a

problem solving attitude bull Gives people awareness of rules and

procedures

American Certification Institute

(wwwamcertinstorg) The American Certification Institute is an US ndashbased apex certification institute It was founded in the USA in 1999 Headquartered in Lewes Delaware USA it

has numerous alliance partners in China Malaysia Singapore Dubai Romania and other countries These alliance partners represent ACI in their respective countries and conduct ACI programs in collaboration with ACI ACI has developed several business‐related certification programmes and after conducting tests awards these certifications

The ACI Certified International Human Resource Professional and the Certified International Human Resource Manager is a career‐long commitment that shows your peers your employees and your organization that you have mastered the core HR principles and that you are dedicated to staying current in your profession To become certified you must meet stringent professional and educational requirements before taking the exam

The competitive advantage of these courses lies in the fact that they are specially designed for working professionals ACI instructors generally hold doctorates most from prestigious American and foreign universities ACI instructors are generally management practitioners well known for their distinctive teaching methods

Get Certified

Certified Human Resources Professional (CHRP)

The Certified Human Resources Professional (CHRP) gives you a head start in the world of professional HR With this course you develop a professional acumen and an insight to deal with core HR issues Here the focus is on mechanics of organizational change then the spotlight moves on to the competencies required to manage both people and processes

Human resource management nowadays is not just about employing people or drafting work policies it is also about being able to rapidly respond to customers global needs

The CHRP is designed to equip you with the skills knowledge and qualities required to succeed in the cutting edge world of business administration and management At Blue Ocean the ACI HR program combines high‐quality core curriculum that is consistently updated to ensure excellence in the global marketplace Recent research reveals that the careers in HR are becoming increasingly lucrative

Certified Human Resources Manager (CHRM)

The Advanced Human Resource Management Course addresses issues facing seasoned human resource (HR) professionals and managers who want to add value and innovation to the functions of HR within their organization This advanced course is focused on managerial aspects of HR such as Strategically aligned HR Developing HR Policies and procedures Job Analysis and Job Descriptions Manpower planning Budgeting in HR ROI on training Effective Performance Appraisals HR Audit and Establishing Effective Pay plans CHRM tag will help you take on greater challenges in Human Resource Management function In todayrsquos world most of the people working in HR or Administration requires superior knowledge and qualification which can help them implement the policies and procedures aligned to the organizational objectives The ACI‐CHRM course precisely helps the participants to achieve that objective ndash Get a professional qualification and get hands on practical training for implementation

CHRP ‐ Modules

Basics of HRM

Definition of HRM Functions of the HR Manager Line and Staff Aspects of HRM Environmental Changes Strategies Metrics Equal opportunity and the Law HR Score Card

Strategic Human Resource Management

Nature of Strategic HRM Different Levels of Strategy HR Applications for Competitors Strategic Management Process Steps for using HR Score Card

Job Analysis

Job Analysis Uses of Job analysis Information Steps in Job Analysis Job Description Job Specification Job enlargement Job Rotation Job enrichment

Recruitment

Definition of Recruitment Alternatives to Recruitment External Environment of Recruitment Internal Environment of Recruitment The Recruitment Process Methods Used in Internal Recruiting External Sources of Recruitment Recruitment for Diversity Internet Trends The Internet Recruitment Process

Requirements for Effective Steps to Effective Internet Recruiting Limitations of Internet Recruiting New HR Position ‐ Cyber Recruiter Internal Recruitment ‐‐ Using the Intranet The Corporate Web Site and Home Page External Sources of Recruitment and the

Internet External Recruitment Methods Internet Recruiting ndash Advertising Private amp Public Employment Agencies Employee Enlistment Unsolicited Walk‐In Applicants Talent Auctions Posting Resumes on the Internet Resume Management Systems Electronic Resume Guidelines

Selection Definition Of Selection Environmental Factors Affecting the Selection Process The Selection Process Characteristics of Properly Designed Selection Tests Types of Validation Studies Types of Employment Tests Vocational Interests The Employment Interview Interview Planning Content of the Interview Types of Interviews Methods of Interviewing Legal Implications of Interviewing Potential Interviewing Problems Assessment Centers Personal Reference Checks Negligent Hiring and Retention The Selection Decision Notification to Candidates Role Play on Interviews

CHRP ‐ Modules

Training and Development

Training and Development Definitions Changes Affecting Training and Development Changes in organizational structure Changes in technology Need for more highly skilled workers Critical Needs that Training Addresses Determining Training and Development Needs Establishing Training and Development

Objectives Purposes of Orientation Organization Development Establishing Strategic Pay Plans Wages and Salary Administration Definition Compensation Points to be taken care before deciding Wages Factors Influencing Wages and Salaries Compensation system design Policies Affecting determination of Wages and Salaries Laws affecting Compensation Wage Practices Staff Salary PlanGrade Codes

Career Planning and Development Career Planning and Development Definitions Job Security Versus Career Security Factors Affecting Career Planning Career‐Impacted Life Stages Career Anchors Career Planning Individual Career Planning Self‐Assessment StrengthWeakness Balance Sheet Career Assessment on the Web Adding Value to Your Career Career Development Career Planning and Development Methods

Using Internet for Career Planning and Development at Texas Instruments Developing Unique Segments of the

Workforce

Performance Management Performance Appraisal Definition Uses of Performance Appraisal Performance Appraisal Environmental Factors The Performance Appraisal Process Evaluation Responsibility for Appraisal Rationale for Evaluations Conducted by Team Members The Appraisal Period Performance Appraisal Methods Problems in Performance Appraisal Characteristics of an Effective Appraisal

System Legal Implications The Appraisal Interview Payroll System amp administration Importance in todayrsquos corporate world Compensation Rewards Types of incentives Fringe benefits History and Growth Employee services Payroll calculations Other Topics

Practical Oriented Modules Case studies Practical formats ‐

o MRF Pre‐interview questionnaire o Job application form o Performance Appraisal etc

Interview Related Questionnaire Labour Laws Calculations Related to Payroll

CHRM ‐ Modules 1 Strategically Aligned HR

a The Strategic planning process i Organisationrsquos Mission and Vision ii The role of organisationrsquos mission

vision and values in Strategic HR b Development of Strategic Objectives

i SWOT ii Environmental Scanning

1 Components of Environment

2 Environmental Scanning process

3 Environmental Scanning outcome

iii Strategic objectives iv Strategy implementation

c Strategic HR Defined d What does it mean to be strategic from HR

Standpoint e How can this be done

2 Developing HR Policies and

Procedures

Policies and Procedures are the strategic link between the Companys Vision and its day‐to‐day operations Well written policies amp procedures allow employees to understand their roles and responsibilities within predefined limits

This module will be useful to those who are just beginning to develop policies and those who are reviewing and updating existing policies

a Defining policy and procedure b Essential HR policy topics c Essential content of a practical useful

policy d Common features of a practical policy e Role of the board of directors in HR

policy development

f How to write HR policies and procedures

g Communicating HR policy to the organization

h Reviewing and updating policies

3 Job Analysis and Job Description

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives Effectively developed employee job descriptions and job specifications will help to hire quality workforce This module will explain how to do that

a Historical Perspective of Job Analysis i Fredrick Taylor Scientific

Management ii Elton Mayo Hawthorne Studies

b Job Analysis as Foundation of HR practices

c Job Analysis Methods d Outcome of Job analysis

i Writing Job Description ii Writing Job Specification iii Performance Standards

e Competency Based Job Analysis i Why use Competency based

Job Analysis f Behavioural Aspect of Job Analysis

CHRP ‐ Modules

Basics of HRM

Definition of HRM Functions of the HR Manager Line and Staff Aspects of HRM Environmental Changes Strategies Metrics Equal opportunity and the Law HR Score Card

Strategic Human Resource Management

Nature of Strategic HRM Different Levels of Strategy HR Applications for Competitors Strategic Management Process Steps for using HR Score Card

Job Analysis

Job Analysis Uses of Job analysis Information Steps in Job Analysis Job Description Job Specification Job enlargement Job Rotation Job enrichment

Recruitment

Definition of Recruitment Alternatives to Recruitment External Environment of Recruitment Internal Environment of Recruitment The Recruitment Process Methods Used in Internal Recruiting External Sources of Recruitment Recruitment for Diversity Internet Trends The Internet Recruitment Process

Requirements for Effective Steps to Effective Internet Recruiting Limitations of Internet Recruiting New HR Position ‐ Cyber Recruiter Internal Recruitment ‐‐ Using the Intranet The Corporate Web Site and Home Page External Sources of Recruitment and the

Internet External Recruitment Methods Internet Recruiting ndash Advertising Private amp Public Employment Agencies Employee Enlistment Unsolicited Walk‐In Applicants Talent Auctions Posting Resumes on the Internet Resume Management Systems Electronic Resume Guidelines

Selection Definition Of Selection Environmental Factors Affecting the Selection Process The Selection Process Characteristics of Properly Designed Selection Tests Types of Validation Studies Types of Employment Tests Vocational Interests The Employment Interview Interview Planning Content of the Interview Types of Interviews Methods of Interviewing Legal Implications of Interviewing Potential Interviewing Problems Assessment Centers Personal Reference Checks Negligent Hiring and Retention The Selection Decision Notification to Candidates Role Play on Interviews

CHRP ‐ Modules

Training and Development

Training and Development Definitions Changes Affecting Training and Development Changes in organizational structure Changes in technology Need for more highly skilled workers Critical Needs that Training Addresses Determining Training and Development Needs Establishing Training and Development

Objectives Purposes of Orientation Organization Development Establishing Strategic Pay Plans Wages and Salary Administration Definition Compensation Points to be taken care before deciding Wages Factors Influencing Wages and Salaries Compensation system design Policies Affecting determination of Wages and Salaries Laws affecting Compensation Wage Practices Staff Salary PlanGrade Codes

Career Planning and Development Career Planning and Development Definitions Job Security Versus Career Security Factors Affecting Career Planning Career‐Impacted Life Stages Career Anchors Career Planning Individual Career Planning Self‐Assessment StrengthWeakness Balance Sheet Career Assessment on the Web Adding Value to Your Career Career Development Career Planning and Development Methods

Using Internet for Career Planning and Development at Texas Instruments Developing Unique Segments of the

Workforce

Performance Management Performance Appraisal Definition Uses of Performance Appraisal Performance Appraisal Environmental Factors The Performance Appraisal Process Evaluation Responsibility for Appraisal Rationale for Evaluations Conducted by Team Members The Appraisal Period Performance Appraisal Methods Problems in Performance Appraisal Characteristics of an Effective Appraisal

System Legal Implications The Appraisal Interview Payroll System amp administration Importance in todayrsquos corporate world Compensation Rewards Types of incentives Fringe benefits History and Growth Employee services Payroll calculations Other Topics

Practical Oriented Modules Case studies Practical formats ‐

o MRF Pre‐interview questionnaire o Job application form o Performance Appraisal etc

Interview Related Questionnaire Labour Laws Calculations Related to Payroll

CHRM ‐ Modules 1 Strategically Aligned HR

a The Strategic planning process i Organisationrsquos Mission and Vision ii The role of organisationrsquos mission

vision and values in Strategic HR b Development of Strategic Objectives

i SWOT ii Environmental Scanning

1 Components of Environment

2 Environmental Scanning process

3 Environmental Scanning outcome

iii Strategic objectives iv Strategy implementation

c Strategic HR Defined d What does it mean to be strategic from HR

Standpoint e How can this be done

2 Developing HR Policies and

Procedures

Policies and Procedures are the strategic link between the Companys Vision and its day‐to‐day operations Well written policies amp procedures allow employees to understand their roles and responsibilities within predefined limits

This module will be useful to those who are just beginning to develop policies and those who are reviewing and updating existing policies

a Defining policy and procedure b Essential HR policy topics c Essential content of a practical useful

policy d Common features of a practical policy e Role of the board of directors in HR

policy development

f How to write HR policies and procedures

g Communicating HR policy to the organization

h Reviewing and updating policies

3 Job Analysis and Job Description

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives Effectively developed employee job descriptions and job specifications will help to hire quality workforce This module will explain how to do that

a Historical Perspective of Job Analysis i Fredrick Taylor Scientific

Management ii Elton Mayo Hawthorne Studies

b Job Analysis as Foundation of HR practices

c Job Analysis Methods d Outcome of Job analysis

i Writing Job Description ii Writing Job Specification iii Performance Standards

e Competency Based Job Analysis i Why use Competency based

Job Analysis f Behavioural Aspect of Job Analysis

CHRP ‐ Modules

Training and Development

Training and Development Definitions Changes Affecting Training and Development Changes in organizational structure Changes in technology Need for more highly skilled workers Critical Needs that Training Addresses Determining Training and Development Needs Establishing Training and Development

Objectives Purposes of Orientation Organization Development Establishing Strategic Pay Plans Wages and Salary Administration Definition Compensation Points to be taken care before deciding Wages Factors Influencing Wages and Salaries Compensation system design Policies Affecting determination of Wages and Salaries Laws affecting Compensation Wage Practices Staff Salary PlanGrade Codes

Career Planning and Development Career Planning and Development Definitions Job Security Versus Career Security Factors Affecting Career Planning Career‐Impacted Life Stages Career Anchors Career Planning Individual Career Planning Self‐Assessment StrengthWeakness Balance Sheet Career Assessment on the Web Adding Value to Your Career Career Development Career Planning and Development Methods

Using Internet for Career Planning and Development at Texas Instruments Developing Unique Segments of the

Workforce

Performance Management Performance Appraisal Definition Uses of Performance Appraisal Performance Appraisal Environmental Factors The Performance Appraisal Process Evaluation Responsibility for Appraisal Rationale for Evaluations Conducted by Team Members The Appraisal Period Performance Appraisal Methods Problems in Performance Appraisal Characteristics of an Effective Appraisal

System Legal Implications The Appraisal Interview Payroll System amp administration Importance in todayrsquos corporate world Compensation Rewards Types of incentives Fringe benefits History and Growth Employee services Payroll calculations Other Topics

Practical Oriented Modules Case studies Practical formats ‐

o MRF Pre‐interview questionnaire o Job application form o Performance Appraisal etc

Interview Related Questionnaire Labour Laws Calculations Related to Payroll

CHRM ‐ Modules 1 Strategically Aligned HR

a The Strategic planning process i Organisationrsquos Mission and Vision ii The role of organisationrsquos mission

vision and values in Strategic HR b Development of Strategic Objectives

i SWOT ii Environmental Scanning

1 Components of Environment

2 Environmental Scanning process

3 Environmental Scanning outcome

iii Strategic objectives iv Strategy implementation

c Strategic HR Defined d What does it mean to be strategic from HR

Standpoint e How can this be done

2 Developing HR Policies and

Procedures

Policies and Procedures are the strategic link between the Companys Vision and its day‐to‐day operations Well written policies amp procedures allow employees to understand their roles and responsibilities within predefined limits

This module will be useful to those who are just beginning to develop policies and those who are reviewing and updating existing policies

a Defining policy and procedure b Essential HR policy topics c Essential content of a practical useful

policy d Common features of a practical policy e Role of the board of directors in HR

policy development

f How to write HR policies and procedures

g Communicating HR policy to the organization

h Reviewing and updating policies

3 Job Analysis and Job Description

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives Effectively developed employee job descriptions and job specifications will help to hire quality workforce This module will explain how to do that

a Historical Perspective of Job Analysis i Fredrick Taylor Scientific

Management ii Elton Mayo Hawthorne Studies

b Job Analysis as Foundation of HR practices

c Job Analysis Methods d Outcome of Job analysis

i Writing Job Description ii Writing Job Specification iii Performance Standards

e Competency Based Job Analysis i Why use Competency based

Job Analysis f Behavioural Aspect of Job Analysis

CHRM ‐ Modules 1 Strategically Aligned HR

a The Strategic planning process i Organisationrsquos Mission and Vision ii The role of organisationrsquos mission

vision and values in Strategic HR b Development of Strategic Objectives

i SWOT ii Environmental Scanning

1 Components of Environment

2 Environmental Scanning process

3 Environmental Scanning outcome

iii Strategic objectives iv Strategy implementation

c Strategic HR Defined d What does it mean to be strategic from HR

Standpoint e How can this be done

2 Developing HR Policies and

Procedures

Policies and Procedures are the strategic link between the Companys Vision and its day‐to‐day operations Well written policies amp procedures allow employees to understand their roles and responsibilities within predefined limits

This module will be useful to those who are just beginning to develop policies and those who are reviewing and updating existing policies

a Defining policy and procedure b Essential HR policy topics c Essential content of a practical useful

policy d Common features of a practical policy e Role of the board of directors in HR

policy development

f How to write HR policies and procedures

g Communicating HR policy to the organization

h Reviewing and updating policies

3 Job Analysis and Job Description

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives Effectively developed employee job descriptions and job specifications will help to hire quality workforce This module will explain how to do that

a Historical Perspective of Job Analysis i Fredrick Taylor Scientific

Management ii Elton Mayo Hawthorne Studies

b Job Analysis as Foundation of HR practices

c Job Analysis Methods d Outcome of Job analysis

i Writing Job Description ii Writing Job Specification iii Performance Standards

e Competency Based Job Analysis i Why use Competency based

Job Analysis f Behavioural Aspect of Job Analysis

CHRM ‐ Modules

4 Manpower Planning amp Forecasting

Manpower planning is a very important component of HR management A thorough assessment of the present resources and the future estimated resources is done In this module you will understand the importance of effective manpower planning how is it linked to the success of the organisation and how manpower planning is a vital strategic tool You will also be able to develop a plan that results in optimum staffing which helps to achieve the organisations goals

a Need for Manpower Planning b Pre‐requisites of Manpower planning c Steps in Manpower planning d Process of Manpower Planning e Forecasting Techniques (Demand of

Employees) i Managerial Judgment ii Ratio‐trend analysis iii Regression Analysis iv Work Study Technique v Delphi Technique vi Business Process

Reengineering f Supply of Employees

i Internal Sources ii External Sources

5 Controlling and Preparing HR

Budget

The HR department plays an integral role in the budgeting of costs for the whole organisation It is also responsible for the preparation and management of its own departmental budget and is accountable for the achievement of that budget Financial awareness is therefore an essential requirement for every role at every level within the HR departments of modern business organisations This module will provide insights in understanding the basic financial concepts of budgeting and how to prepare an hr budget

1 Budget Defined

a Introduction to organisational finance b The link between budgets and

organisational goals c Cash flow forecasts d Preparing a budget

2 Why Make Budget

a Cost control b Planning revenue and expenditure c Monitoring plans against actual

3 Elements of an HR Budget

a Manpower planning b Compensation costs c Recruitment and selection d Training and development e Performance management f Administration

4 Preparing An HR Budget

a Successful forecasting b Flexible budgeting c Zero‐based Budgeting

CHRM ‐ Modules

6 Effective Performance

Management and Appraisals

Stop dreading annual reviews and learn how to embrace them to your supreme advantage This module will help you understand the detailed process of performance management and how to conduct it effectively and seamlessly

a Difference between Performance

Management and Appraisals b Stakeholders and their needs c Performance Management Goals d HRrsquos Role in Performance

Management e Performance Management Process

i Prerequisites ii Performance planning iii Performance execution iv Performance assessment v Performance review vi Performance renewal and re‐

contracting f Performance Appraisal Methods

i Graphic rating scale ii Ranking method iii Forced distribution method iv Critical incident method v Essay method vi BARSndashbehaviorally anchored

rating scale

vii MBOndashmanagement by objectives

g Performance Management and Appraisal

i Getting Ready for the interview ii Conducting the Performance

Interview iii Performance Renewal and Re‐

contracting h Problems with Assessment i Issues with Appraisal j Effect of poorly implemented

Performance Management System

7 Establishing Strategic Pay plans‐ Total Rewards

The Purpose of this module is develop knowledge in the areas of pay and benefit practices including job evaluation salary surveys individual and group performance‐based pay This module will also guide hr managers on how to develop salary structures

a Total Rewards i Compensation elements of

total Rewards ii Non Compensation elements of

total

CHRM ‐ Modules

b Roles and Responsibilities in Compensation System

c Strategy Aligned Pay d Policies Affecting Strategic Pay plans e Establishing Pay Rates

i How do organisations establish what to pay to the employees

1 Internal compensation philosophy

2 Internal job worth 3 Market competitiveness 4 Market conditions 5 Internal budget

f Wage and Salary Surveys g What is Job Evaluation h Preparing for job evaluation i Choosing a Method

i Ranking Method ii Classification Method iii Factor Method iv Point Method

j Special Topics in Compensation k Designing Financial Incentives l Psychological insights into financial

incentives m Types of Incentive Plans n Why incentive plans fail

8 HR Audit The process to review implementation of your institutions policies and procedures ensure compliance with employment law eliminate liabilities implement best practices and educate your managers This module explains what HR Audit is and how to conduct it

a What is HR Audit b Why should organisations undertake

HR Audit c Scope of Audit d Auditing process

1 Briefing and orientation 2 Interview

3 Document Review ii Questionnaire iii Sampling

e Approaches to HR Audit i Comparative Approach ii Outside Authority Approach iii Statistical Approach iv Compliance Approach v MBO Approach

f Preparing Audit Checklist g Collection of Data h Benchmarking the findings i Feedback on Results j Create Action Plan

Training Sessions

Convocations amp Seminars

Testimonials helliphellip

The training was very inspirational The whole program was energizing and gave lots of idea Many case studies were discussed ndash MrAbdul Aziz

Learnt a lot from other participants as the sessions were highly interactive and fully practical orientedndash MsAnubana Singh

Highly participatory and inclusiveI have gained a lot of knowledgeexcellent facultynice and inspiring group ‐ Mr Dipak

The training was excellent Please keep it up Best Iʹve seen in different human resource trainings over the yearsndash Mr Hamzad

Faculty was outstanding including the guest lectures Very much liked the approach There was a lot of content so lots of food for thought ‐ MsHerminia

This was one of my best learning experiences in terms Thanks to Blue Oceanhellip excellent insights into the dynamics of human resource management ndash Mr Indranil

I found the course very useful and will hopefully be able to put some of it into practicendash Mr Jatender

An excellent programme ndash I learnt a lot I am inspired to rethink the way I work A very knowledgeable faculty Well done ndash MrManoj

Keep on going The programme is great in content and in terms of networking Thank you for the training‐ MsMarilou

Very interactive and participatory Liked the way the training was structured I was very glad that the programme was ‐ MrOmar

Content and presentation by the facilitators was consistently high quality and engaging ndash MsPriya

It is an experience that will live long in my memory I will constantly use these skills in the my profession and grow in my career‐ MrRavindran

High‐impact trainer with lots of enthusiasm energy and ability ndash MsSadia

I picked up some good skills and ideas that Iʹm going to implement and also pass on to my colleagues‐ Mr Salju

Excellent trainer and fantastic fun The faulty panel brings the training alive through their own industry experiencesndash Mr Shajahan

Thanks for doing an awesome job You are truly the best training organisation Iʹve ever experienced ndash Ms Widad The course was extremely well presented and very relevant to our work overall‐excellent ndash MsSmita Highly recommended the course was extremely detailed but the tutor made it so easy to understand ndash MrZaid

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy

CHRM ‐ Modules

6 Effective Performance

Management and Appraisals

Stop dreading annual reviews and learn how to embrace them to your supreme advantage This module will help you understand the detailed process of performance management and how to conduct it effectively and seamlessly

a Difference between Performance

Management and Appraisals b Stakeholders and their needs c Performance Management Goals d HRrsquos Role in Performance

Management e Performance Management Process

i Prerequisites ii Performance planning iii Performance execution iv Performance assessment v Performance review vi Performance renewal and re‐

contracting f Performance Appraisal Methods

i Graphic rating scale ii Ranking method iii Forced distribution method iv Critical incident method v Essay method vi BARSndashbehaviorally anchored

rating scale

vii MBOndashmanagement by objectives

g Performance Management and Appraisal

i Getting Ready for the interview ii Conducting the Performance

Interview iii Performance Renewal and Re‐

contracting h Problems with Assessment i Issues with Appraisal j Effect of poorly implemented

Performance Management System

7 Establishing Strategic Pay plans‐ Total Rewards

The Purpose of this module is develop knowledge in the areas of pay and benefit practices including job evaluation salary surveys individual and group performance‐based pay This module will also guide hr managers on how to develop salary structures

a Total Rewards i Compensation elements of

total Rewards ii Non Compensation elements of

total

CHRM ‐ Modules

b Roles and Responsibilities in Compensation System

c Strategy Aligned Pay d Policies Affecting Strategic Pay plans e Establishing Pay Rates

i How do organisations establish what to pay to the employees

1 Internal compensation philosophy

2 Internal job worth 3 Market competitiveness 4 Market conditions 5 Internal budget

f Wage and Salary Surveys g What is Job Evaluation h Preparing for job evaluation i Choosing a Method

i Ranking Method ii Classification Method iii Factor Method iv Point Method

j Special Topics in Compensation k Designing Financial Incentives l Psychological insights into financial

incentives m Types of Incentive Plans n Why incentive plans fail

8 HR Audit The process to review implementation of your institutions policies and procedures ensure compliance with employment law eliminate liabilities implement best practices and educate your managers This module explains what HR Audit is and how to conduct it

a What is HR Audit b Why should organisations undertake

HR Audit c Scope of Audit d Auditing process

1 Briefing and orientation 2 Interview

3 Document Review ii Questionnaire iii Sampling

e Approaches to HR Audit i Comparative Approach ii Outside Authority Approach iii Statistical Approach iv Compliance Approach v MBO Approach

f Preparing Audit Checklist g Collection of Data h Benchmarking the findings i Feedback on Results j Create Action Plan

Training Sessions

Convocations amp Seminars

Testimonials helliphellip

The training was very inspirational The whole program was energizing and gave lots of idea Many case studies were discussed ndash MrAbdul Aziz

Learnt a lot from other participants as the sessions were highly interactive and fully practical orientedndash MsAnubana Singh

Highly participatory and inclusiveI have gained a lot of knowledgeexcellent facultynice and inspiring group ‐ Mr Dipak

The training was excellent Please keep it up Best Iʹve seen in different human resource trainings over the yearsndash Mr Hamzad

Faculty was outstanding including the guest lectures Very much liked the approach There was a lot of content so lots of food for thought ‐ MsHerminia

This was one of my best learning experiences in terms Thanks to Blue Oceanhellip excellent insights into the dynamics of human resource management ndash Mr Indranil

I found the course very useful and will hopefully be able to put some of it into practicendash Mr Jatender

An excellent programme ndash I learnt a lot I am inspired to rethink the way I work A very knowledgeable faculty Well done ndash MrManoj

Keep on going The programme is great in content and in terms of networking Thank you for the training‐ MsMarilou

Very interactive and participatory Liked the way the training was structured I was very glad that the programme was ‐ MrOmar

Content and presentation by the facilitators was consistently high quality and engaging ndash MsPriya

It is an experience that will live long in my memory I will constantly use these skills in the my profession and grow in my career‐ MrRavindran

High‐impact trainer with lots of enthusiasm energy and ability ndash MsSadia

I picked up some good skills and ideas that Iʹm going to implement and also pass on to my colleagues‐ Mr Salju

Excellent trainer and fantastic fun The faulty panel brings the training alive through their own industry experiencesndash Mr Shajahan

Thanks for doing an awesome job You are truly the best training organisation Iʹve ever experienced ndash Ms Widad The course was extremely well presented and very relevant to our work overall‐excellent ndash MsSmita Highly recommended the course was extremely detailed but the tutor made it so easy to understand ndash MrZaid

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy

CHRM ‐ Modules

b Roles and Responsibilities in Compensation System

c Strategy Aligned Pay d Policies Affecting Strategic Pay plans e Establishing Pay Rates

i How do organisations establish what to pay to the employees

1 Internal compensation philosophy

2 Internal job worth 3 Market competitiveness 4 Market conditions 5 Internal budget

f Wage and Salary Surveys g What is Job Evaluation h Preparing for job evaluation i Choosing a Method

i Ranking Method ii Classification Method iii Factor Method iv Point Method

j Special Topics in Compensation k Designing Financial Incentives l Psychological insights into financial

incentives m Types of Incentive Plans n Why incentive plans fail

8 HR Audit The process to review implementation of your institutions policies and procedures ensure compliance with employment law eliminate liabilities implement best practices and educate your managers This module explains what HR Audit is and how to conduct it

a What is HR Audit b Why should organisations undertake

HR Audit c Scope of Audit d Auditing process

1 Briefing and orientation 2 Interview

3 Document Review ii Questionnaire iii Sampling

e Approaches to HR Audit i Comparative Approach ii Outside Authority Approach iii Statistical Approach iv Compliance Approach v MBO Approach

f Preparing Audit Checklist g Collection of Data h Benchmarking the findings i Feedback on Results j Create Action Plan

Training Sessions

Convocations amp Seminars

Testimonials helliphellip

The training was very inspirational The whole program was energizing and gave lots of idea Many case studies were discussed ndash MrAbdul Aziz

Learnt a lot from other participants as the sessions were highly interactive and fully practical orientedndash MsAnubana Singh

Highly participatory and inclusiveI have gained a lot of knowledgeexcellent facultynice and inspiring group ‐ Mr Dipak

The training was excellent Please keep it up Best Iʹve seen in different human resource trainings over the yearsndash Mr Hamzad

Faculty was outstanding including the guest lectures Very much liked the approach There was a lot of content so lots of food for thought ‐ MsHerminia

This was one of my best learning experiences in terms Thanks to Blue Oceanhellip excellent insights into the dynamics of human resource management ndash Mr Indranil

I found the course very useful and will hopefully be able to put some of it into practicendash Mr Jatender

An excellent programme ndash I learnt a lot I am inspired to rethink the way I work A very knowledgeable faculty Well done ndash MrManoj

Keep on going The programme is great in content and in terms of networking Thank you for the training‐ MsMarilou

Very interactive and participatory Liked the way the training was structured I was very glad that the programme was ‐ MrOmar

Content and presentation by the facilitators was consistently high quality and engaging ndash MsPriya

It is an experience that will live long in my memory I will constantly use these skills in the my profession and grow in my career‐ MrRavindran

High‐impact trainer with lots of enthusiasm energy and ability ndash MsSadia

I picked up some good skills and ideas that Iʹm going to implement and also pass on to my colleagues‐ Mr Salju

Excellent trainer and fantastic fun The faulty panel brings the training alive through their own industry experiencesndash Mr Shajahan

Thanks for doing an awesome job You are truly the best training organisation Iʹve ever experienced ndash Ms Widad The course was extremely well presented and very relevant to our work overall‐excellent ndash MsSmita Highly recommended the course was extremely detailed but the tutor made it so easy to understand ndash MrZaid

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy

Training Sessions

Convocations amp Seminars

Testimonials helliphellip

The training was very inspirational The whole program was energizing and gave lots of idea Many case studies were discussed ndash MrAbdul Aziz

Learnt a lot from other participants as the sessions were highly interactive and fully practical orientedndash MsAnubana Singh

Highly participatory and inclusiveI have gained a lot of knowledgeexcellent facultynice and inspiring group ‐ Mr Dipak

The training was excellent Please keep it up Best Iʹve seen in different human resource trainings over the yearsndash Mr Hamzad

Faculty was outstanding including the guest lectures Very much liked the approach There was a lot of content so lots of food for thought ‐ MsHerminia

This was one of my best learning experiences in terms Thanks to Blue Oceanhellip excellent insights into the dynamics of human resource management ndash Mr Indranil

I found the course very useful and will hopefully be able to put some of it into practicendash Mr Jatender

An excellent programme ndash I learnt a lot I am inspired to rethink the way I work A very knowledgeable faculty Well done ndash MrManoj

Keep on going The programme is great in content and in terms of networking Thank you for the training‐ MsMarilou

Very interactive and participatory Liked the way the training was structured I was very glad that the programme was ‐ MrOmar

Content and presentation by the facilitators was consistently high quality and engaging ndash MsPriya

It is an experience that will live long in my memory I will constantly use these skills in the my profession and grow in my career‐ MrRavindran

High‐impact trainer with lots of enthusiasm energy and ability ndash MsSadia

I picked up some good skills and ideas that Iʹm going to implement and also pass on to my colleagues‐ Mr Salju

Excellent trainer and fantastic fun The faulty panel brings the training alive through their own industry experiencesndash Mr Shajahan

Thanks for doing an awesome job You are truly the best training organisation Iʹve ever experienced ndash Ms Widad The course was extremely well presented and very relevant to our work overall‐excellent ndash MsSmita Highly recommended the course was extremely detailed but the tutor made it so easy to understand ndash MrZaid

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy

Convocations amp Seminars

Testimonials helliphellip

The training was very inspirational The whole program was energizing and gave lots of idea Many case studies were discussed ndash MrAbdul Aziz

Learnt a lot from other participants as the sessions were highly interactive and fully practical orientedndash MsAnubana Singh

Highly participatory and inclusiveI have gained a lot of knowledgeexcellent facultynice and inspiring group ‐ Mr Dipak

The training was excellent Please keep it up Best Iʹve seen in different human resource trainings over the yearsndash Mr Hamzad

Faculty was outstanding including the guest lectures Very much liked the approach There was a lot of content so lots of food for thought ‐ MsHerminia

This was one of my best learning experiences in terms Thanks to Blue Oceanhellip excellent insights into the dynamics of human resource management ndash Mr Indranil

I found the course very useful and will hopefully be able to put some of it into practicendash Mr Jatender

An excellent programme ndash I learnt a lot I am inspired to rethink the way I work A very knowledgeable faculty Well done ndash MrManoj

Keep on going The programme is great in content and in terms of networking Thank you for the training‐ MsMarilou

Very interactive and participatory Liked the way the training was structured I was very glad that the programme was ‐ MrOmar

Content and presentation by the facilitators was consistently high quality and engaging ndash MsPriya

It is an experience that will live long in my memory I will constantly use these skills in the my profession and grow in my career‐ MrRavindran

High‐impact trainer with lots of enthusiasm energy and ability ndash MsSadia

I picked up some good skills and ideas that Iʹm going to implement and also pass on to my colleagues‐ Mr Salju

Excellent trainer and fantastic fun The faulty panel brings the training alive through their own industry experiencesndash Mr Shajahan

Thanks for doing an awesome job You are truly the best training organisation Iʹve ever experienced ndash Ms Widad The course was extremely well presented and very relevant to our work overall‐excellent ndash MsSmita Highly recommended the course was extremely detailed but the tutor made it so easy to understand ndash MrZaid

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy

Testimonials helliphellip

The training was very inspirational The whole program was energizing and gave lots of idea Many case studies were discussed ndash MrAbdul Aziz

Learnt a lot from other participants as the sessions were highly interactive and fully practical orientedndash MsAnubana Singh

Highly participatory and inclusiveI have gained a lot of knowledgeexcellent facultynice and inspiring group ‐ Mr Dipak

The training was excellent Please keep it up Best Iʹve seen in different human resource trainings over the yearsndash Mr Hamzad

Faculty was outstanding including the guest lectures Very much liked the approach There was a lot of content so lots of food for thought ‐ MsHerminia

This was one of my best learning experiences in terms Thanks to Blue Oceanhellip excellent insights into the dynamics of human resource management ndash Mr Indranil

I found the course very useful and will hopefully be able to put some of it into practicendash Mr Jatender

An excellent programme ndash I learnt a lot I am inspired to rethink the way I work A very knowledgeable faculty Well done ndash MrManoj

Keep on going The programme is great in content and in terms of networking Thank you for the training‐ MsMarilou

Very interactive and participatory Liked the way the training was structured I was very glad that the programme was ‐ MrOmar

Content and presentation by the facilitators was consistently high quality and engaging ndash MsPriya

It is an experience that will live long in my memory I will constantly use these skills in the my profession and grow in my career‐ MrRavindran

High‐impact trainer with lots of enthusiasm energy and ability ndash MsSadia

I picked up some good skills and ideas that Iʹm going to implement and also pass on to my colleagues‐ Mr Salju

Excellent trainer and fantastic fun The faulty panel brings the training alive through their own industry experiencesndash Mr Shajahan

Thanks for doing an awesome job You are truly the best training organisation Iʹve ever experienced ndash Ms Widad The course was extremely well presented and very relevant to our work overall‐excellent ndash MsSmita Highly recommended the course was extremely detailed but the tutor made it so easy to understand ndash MrZaid

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy

For more information please contact

Tel +971 4 3963968 | Fax +971 4 3961818 email infoblueoceanacademyorg

wwwBlueOceanAcademyorg

wwwfacebookcomblueoceanacademy