Human Capability Management – QAI Global Institute https://qaiglobalinstitute.com Mon, 02 Mar 2026 09:47:00 +0000 en-US hourly 1 https://qaiglobalinstitute.com/wp-content/uploads/2020/10/cropped-logo-1-1-32x32.png Human Capability Management – QAI Global Institute https://qaiglobalinstitute.com 32 32 Dynamic Communication https://qaiglobalinstitute.com/product/dynamic-communication/ Tue, 30 Jun 2015 09:24:50 +0000 https://qaiglobalinstitute.com/?post_type=product&p=1229 The post Dynamic Communication appeared first on QAI Global Institute.

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Dynamic Communication 

This workshop will provide participants with an overview to the DISC Psychometric tool. Using the DISC tool they will be able to understand their own behavioral style and be able to understand and appreciate others’ behavioral styles and be able to understand the Adaptations required for enhanced communication, understanding and relationships

Workshop Outline

  • Introduction to Communication – Verbal, Non Verbal
  • Understanding Behavior
  • Understanding DISC – the Universal language
  • The 4 dimensions of behavior – D,I,S,C
  • Deciphering DISC : Reading the DISC graph
  • Understanding behavioral styles
  • Interfacing with different behavior styles
  • Adaptation to behavioral styles

Workshop Takeaways

At the end of the workshop, the participants will have an understanding of how behavioral styles affect communication; they will have a better understanding of their own self, their own behavioral styles and how they can adapt to behavior of others to have improved communication and avoid conflicts. Learning about a behaviour model will help a person to better understand themselves and those around.

While anyone can attend this seminar, it is best suited for individuals who work in teams, particularly if they are in a managerial/ supervisor role

Session – 1 (2 hours) :
• Introduction, Agenda, Expectations
• Introduction to Communication – Verbal, Non-Verbal Communication
• Non verbal Communication
• Understanding behavior
• Introducing DISC
Session – 2 (2 hours):
• Understanding the 4 dimensions of behavior – the D, I, S, C
• Characteristics of each of the 4 dimensions
• Combination of the 4 dimensions in a individual
• Reading the DISC graph
Session – 3 (2 hours)
• Reading the DISC graph : Understanding Behavioral styles
• Exercise
• Interfacing with different behavior styles
• Observable behavior
Session – 4 (2 hours)
• Adaptation to behavioral styles by observing tone of voice, words, body language and pace.
• Applications of DISC to improved Communication, Sales, Team Building, Social Relationships, Job Selection, Customer Service
• Summarization
• Closure and Feedback

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]]> Managing People – The first step in the Management ladder https://qaiglobalinstitute.com/product/managing-people-the-first-step-in-the-management-ladder/ Tue, 30 Jun 2015 09:16:59 +0000 https://qaiglobalinstitute.com/?post_type=product&p=1212 The post Managing People – The first step in the Management ladder appeared first on QAI Global Institute.

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Managing People – The first step in the Management ladder

This course will help participants understand their role as Managers and the different aspects of their role – Planning, prioritizing, Communication, managing people, managing performance of their teams and team dynamics.

Workshop Takeaways

At the end of the course the participants would be able to appreciate their role as people managers. They would be able to Identify their own strengths and areas for development as they relate to the key areas of effective management. Further they will develop and implement individual learning action plans to accelerate their transitions into their role as managers.

This course is aimed at Individuals who have recently stepped into a People Management role or have been in the role of people manager for less than a year

  • Ice breaker, Setting expectations
  • Challenges and Opportunities as a Manager
  • Planning and Prioritization
  • Collaborative development model
  • Team Dynamics
    • Communication Style Assessment
    • Empathetic Communication
  • Managing business
    • Goal Setting and Managing Goals
    • Aligning to Business Activity
  • Managing People
    • Motivating, Coaching, Mentoring
    • Delegation
    • Disciplining
  • Managing Performance
    • Performance framework
    • Performance Reviews
    • Setting KRAs and Tasks
    • Enhancing Performance
  • Team Synergy
  • Self Analysis
  • Learning Summary and Feedback

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]]> Essentials of Performance Management https://qaiglobalinstitute.com/product/essentials-of-performance-management/ Tue, 30 Jun 2015 09:06:44 +0000 https://qaiglobalinstitute.com/?post_type=product&p=1206 The post Essentials of Performance Management appeared first on QAI Global Institute.

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Essentials of Performance Management

This course will help participants understand the Essentials of Performance Management in an Organization. It will take participants through a tour of the different components of Performance Management cycle, including Performance Planning, Performance Monitoring, Conducting Performance reviews, managing Performance problems, Post Performance Appraisal Action items, the various dos and don’ts of each and the linkage of Performance management to other HR functions.

Workshop Outline

  • Essentials of Performance Management
  • Performance Planning – Setting goals
  • Aligning to Business
  • Resource evaluation
  • Monitoring & Support
  • Conducting Reviews
  • Post Appraisal Actions
  • Managing Performance problems
  • Rewards & Recognition

Workshop Takeaways

• At the end of this course the participants will be able to appreciate understand the process of Performance Management in an Organization
• Have an understanding the essential elements of setting goals for their team members/ Units
• Have an understanding of how to conduct reviews for their team members and Units

• People Managers who have people reporting into them and are responsible for managing their performance
• HR Managers who manage Performance Management process in their organizations

Session – 1 (2 hours) :
• Introduction, Agenda, Expectations
• Understanding the Essentials of Performance Management – What is Performance Management and what it is not !
• Dependencies of Performance Management on other People function
• Performance Planning
Session – 2 (2 hours):
• Performance Planning continued : Aligning to Business
• Resource Evaluation : Understanding Performance vs Potential
• Monitoring and Support – Feedback, reviews, communications
• Exercise – Performance Planning
Session – 3 (2 hours)
• Conducting Appraisals : How to conduct Reviews
• The Do’s and Don’ts of conducting reviews
• Areas to focus on
• Managing Performance Problem
Session – 4 (2 hours)
• Post Appraisal Actions – Normalization
• Exercise
• Rewards, Recognitions and Benefits
• Summary and feedback

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]]> Excellence in Talent Management – A Process Approach https://qaiglobalinstitute.com/product/excellence-in-talent-management-a-process-approach/ Tue, 30 Jun 2015 05:24:44 +0000 https://qaiglobalinstitute.com/?post_type=product&p=1086 The post Excellence in Talent Management – A Process Approach appeared first on QAI Global Institute.

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Excellence in Talent Management – A Process Approach

The past decade has witnessed an explosion of the service industry in India. In addition, many of the services previously delivered by the small-scale, unorganized sector are now increasingly turning large-scale and corporate. Excellence in delivery hinges around three pillars – processes, people and technology – and in the services industry, people become the key differentiator.

The boom in the services industry has brought along its own problems – inadequate experience, high attrition, absenteeism and lack of employee motivation – leading to poor quality of service. Given the large volumes, a process approach to talent management is essential to the survival and growth of any service oriented organization.

In the last few years the quality and process approach has been applied and implemented in many areas – however these approaches have predominantly focused on manufacturing, engineering and software development activities. Very few process and quality models address the issues related to people management.

The objective of this course is to bring in a process orientation to talent management; that include skill management, organization culture, motivation and workforce management. The examples and exercises in this course focus on the service industry.

Workshop Takeaways

  • The Workbook (Hardcopy) with exercises
  • White Papers and Articles
  • A Certificate of Completion
  • Middle to Senior HR professionals;
  • Senior Managers from the delivery/ operations function in these industries;
  • CEOs/ MDs of small organizations,
  • HR Consultants;
  • Quality/ Process Managers
  • Introduction and Background
    • Drivers for Service Excellence
    • People As a Key Driving Force
    • Organizational Perspective V/S Employee Perspective
    • Role of HR
  • Systems Approach to HR Processes
    • Understanding the HR System Architecture
    • Expectation matching at different levels
    • Themes in HR Based Systems
    • Stages of Progression in Improving Workforce Related Systems
    • Measurement and Feedback
    • Implementing the HR System
  • Laying the Foundation: Basic Processes
    • Resource Management Process
    • Hiring Process
    • Performance Management Process
    • Rewards & Recognition Process
    • Compensation Process
    • Employee Engagement Processes
    • Training Process
    • Exit Management Process
    • Facilities and Infrastructure Support
    • Process Interactions
    • Expected Benefits of the Basic Process Implementation
  • Measuring HR Performance
    • Need for Measurement
    • Basics of Measurement
    • Goal-Question-Metric Framework
    • Typical performance measures – cycle time, cost and quality
  • Moving Up: Intermediate Processes
    • Strategic Workforce Planning
    • Competency Framework
    • Career Management Process
    • Delegation of Decision Making for speed and effectiveness
    • Enabling Teamwork
    • Process Interactions
    • Expected Benefits of the Intermediate Process Implementation
  • The Pinnacle: Continuously Delivering Value
    • Multi-Disciplinary and Empowered Team Management Process
    • Knowledge Asset Management
    • Mentoring Process
    • Quantitative Management and Improvement of HR Processes
    • Quantitative Management and Improvement of Competencies
    • Continuous Organizational Alignment
    • Process Interactions
    • Expected Benefits of Continuously Delivering Value
  • Frameworks and Models
    • HR processes in various frameworks and models (ISO 9001, Malcolm Baldridge, People CMM, any other)
    • The People CMM
    • Advantages of Model Based Process Improvement
  • Road-Map Process Implementation
  • Summary

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