services@iperformanceafrica.com +254 741 852 054
August 26, 2020 - BY Admin

April 2020- Now iPerformance Africa weekly learning webinars

The  learning Journey in review 

 The video   summarises the sessions and topics we have had to date 



Employee Engagement in crisis time


Competency Framework 



The session discusses Competency Frameworks and competency-based learning.

Guest speaker - Kate Wekesa.

Strengths Coaching 


This session we explores Strengths coaching to analyse how different it is from other coaching methodologies.
What can it be used for and what are the benefits of Strengths coaching.

Talent Development

This session hosted panelists from Mauritius and Nigeria: Pray Baumy and Funbi Mathew. The session looks at the future of TD and what organizations need to do to retain talent in a highly Globalized Talent Marketplace

  All in Days work for HR

We talk with HR professionals from South Africa and Nigeria. Join us as we discuss the memorable good day's HR can have, see how we can have more of these. We also talk of the bad days and the Ugly days and strategies we can use to have less of those days

 


Strategic use of Emotions in Performance Management



We discuss good and bad emotions, toxic cultures, and emotions, how to manage emotions.

  Productivity - The challenge and how to measure it .


Productivity – How much should we expect from our workforce. Do we know what or how much is expected from one employee in a certain role?

 

Learning and Development


In crisis time, the first thing to be axed off the budget is usually training. In the current crisis learning new ways of doing things, new ways of thinking are critical and employees need to learn more and fast. If organizations currently cut on the learning budget, it seems like shooting themselves in the foot. Does learning only entail sending employees to expensive training in 5-star hotels? Does learning in our organizations play no part in the closing skills gap. Such that we reduce the budget on what would enhance employee closing their performance gaps?

  

Essentials of Strategy day 2


These two days will explore the Balance scorecard (BSC) as a strategy translation, alignment, and cascading. We will have a session with HR professionals who are using BSC in their organizations and they will share how BSC has impacted the way they do things in their organizations. The session will also explore BSC as a Performance Management tool.

 

Essential of strategy day 1


 

 Organization Culture 


Organization culture the world of work is changing fast! With so much talk about 'new ways of working' and 'a new normal', we want to contribute by ensuring that these 'new ways' are inclusive, fair, and linked to employee well-being and engagement. it is critical for the process of defining these ways to be inclusive. Connect last month carried out a survey and this session will be sharing the results of the survey. The session dissects the data to help us make informed decisions around a culture that’s changing due to the pandemic.

 

Designing training for skills transfer


  Work Place Politics - Balancing career and workplace politics 


Doing your work without getting involved in the murky politics in the organization is no longer an option for HR. The time for HR to look its self in the corner office and just do your work is long gone, if HR is to sit on the table, then politics is a key skill. This session explores why HR professionals need not shy away from politics and how to be political without politics.

 

  Snakes in Suits- When Psychopaths go to work.


Snakes in suits – How to deal with the Psychopaths at the workplace just like a market has its madmen. As an HR professional the ability to distinguish and know how to handle this madness is a critical survival skill. This session will review Psychopaths at the workplace as per the book “Snakes in suits- When psychopaths go to work” Snakes in suits – How to deal with the Psychopaths at the workplace

  Humans and the workplace- 19th May


The Human factor in crisis times of humans and the workplace, building resilience. With all the gloom and prospects of job losses, more automation, what does the human worker do? Is his resource (Read Labour) no longer going to be required? What is next for Human workers? Changing workplaces - Why motivating, rewarding, and engaging employees at the workplace won't work anymore

 

Humans and the workplace - 20th May


The Human factor in crisis times of humans and the workplace, building resilience. With all the gloom and prospects of job losses, more automation, what does the human worker do? Is his resource (Read Labour) no longer going to be required? What is next for Human workers? Changing workplaces - Why motivating, rewarding, and engaging employees at the workplace won't work anymore.

CHANGE.CULTURE.LEARNING.- Day 3


Organizational culture has in the past been primarily built on-premise of proximity and within the confines of the organization. The term proximity of the organization has recently changed, the employee's home has now become his office. With employees in many organizations working remotely how do we build the right culture to meet current business objectives? How do we define and infuse in employees a new culture? The culture to drive business in this disrupted times.

 Change culture learning


Organizational culture has in the past been primarily built on premise of proximity and within the organization. The term proximity for the organization has recently changed, the employee's home has now become the office. With employees in many organizations working remotely, how do we manage the rapid change and build the right culture(s) to meet current business objectives? How do we define and infuse in employees a new culture? The culture to drive business in this disrupted times.

 

Change. Culture. Learning Day 1


Organizational culture has in the past been primarily built on premise of proximity and within the organization. The term proximity for the organization has recently changed, the employee's home has now become the office. With employees in many organizations working remotely, how do we manage the rapid change and build the right culture(s) to meet current business objectives? How do we define and infuse in employees a new culture? The culture to drive business in this disrupted times.

 

Transforming learning and development


The Human factor in crisis times




The Human factor in crisis times of humans and the workplace, building resilience. With all the gloom and prospects of job losses, more automation, what does the human worker do? Is his resource (Read Labour) no longer going to be required? What is next for Human workers? Changing workplaces - Why motivating, rewarding, and engaging employees at the workplace won't work anymore.

 
The Human factor in crisis times: Of humans and the workplace, building resilience.


With all the gloom and prospects of job losses, More automation, what does the human worker do? Is his resource (Read Labour) no longer going to be required? What is next for Human workers? Changing workplaces - Why motivating, rewarding, and engaging employees at the workplace won't work anymore.

 

 

Performance Management Day 1




5 Days of eLearning Great leadership is not leadership in times when everything is ok, Great leadership is when everything around is chaotic, the environment, government, a time as now. Iperformance Africa welcomes you to 5 Days of eLearning (1 hour daily). The 5 days of eLearning will cover critical business areas: 1. Strategy 2. Learning and development 3. Performance Management. All from the perspective of crisis time as we currently in. How do managers juggle all this and still move organizations ahead?

 

 

 

Performance Management Day 2




Great leadership is not leadership in times when everything is ok, Great leadership is when everything around is chaotic, the environment, government, a time as now. Iperformance Africa welcomes you to 5 Days of eLearning (1 hour daily). The 5 days of eLearning will cover critical business areas:

1. Strategy

2. Learning and development

3. Performance Management. All from the perspective of crisis time as we currently in. How do managers juggle all this and still move organizations ahead?

Topics

1.The future of performance management.

2. Yemi Fausen Topic - Improving organization performance in times of crisis. How organizations can execute their business continuity plan and thrive.

3. Kate Wekesa Topic - What employees need to do to improve performance while working remotely.