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    EPU-M 001: Comparative industrial relations
    Exposes participants to the best practices in Industrial Relations of several countries, especially in West,
    Eastern and Southern Africa, European Union, Japan, UK and USA. There is a focus on practical issues
    and problems that confront practitioners, managers, supervisors, trade union officers and bureaucrats
    and workers at the workplace. Visits to industrial or commercial enterprises, employers’ organizations
    and trade union organizations are part of the interactive and enriching aspects of this programme.

    EPU– M 002: Industrial relations in Nigeria
    Exposure to the essentials of industrial relations in Nigeria: history and development of the system; legal
    and institutional framework; collective bargaining institutions and processes; disputes and conflict
    regulation processes and institutions; role of the state; public sector industrial relations; labour relations
    in unorganised sectors; current challenges in the system.

    EPU-M 003: Conflict and disputes management
    Recommended to managers, supervisors, officials, community leaders and all those saddled with the
    responsibility of managing discontent and conflict situations in the company, organization, institution and
    community. Differences among persons and both intended and unintended consequences of decisions,
    actions and policies routinely generate resistance, opposition and disputes. These need to be
    understood properly and regulated to enable critical activities upon which all stakeholders depend to
    continue.

    EPU-M 004: Human resource management and TQM
    Managing human resource is pivotal to the success of industrial and economic organisations and in
    maintaining the competitive edge over the competition. Whereas organisations and managements can
    devise strategies and tactics to cope with an ever-changing external environment, particularly some
    government policies, and along with public pressure and expectations, eventually succeed in influencing
    it, internal mismanagement of human resource can usher in unfavourable results, including fraud, poor
    investment decisions, declining productivity and, in some cases, bankruptcy. Hence, traditional HR
    concepts, issues and practices are covered, along with TQM with its emphasis on customer-focused
    orientation, employee involvement and bench-marking.
    EPU-M 005: Management and Leadership Skills Development
    No one is born with leadership and managerial skills, neither does the label “manager” automatically
    confer on the person management skills. Management skills include, among others, listening skills,
    decision-making skills, interviewing skills, problem-solving skills, planning skills, appraising skills,
    communication skills (report-writing, etc.), conducting meetings, etc. Leadership and management skills
    can be learned and acquired.

    EPU-M 006: Communication Skills Development

    Organization success is a collective effort, with the bulk of the people responsible staying in the
    background. This programme is designed for Personal Assistants, Secretaries, Receptionists, Switch-
    board Operators, Front Office Staff and Administrative Support teams – the critical link in the chain of
    information flow and documentation, which, if not properly maintained and trained, can make nonsense
    of the finest policies ever thought up by the organisation’s think tank! Hence the development of use of
    telephone skills, listening skills, report and memo writing, basic information technology, interpersonal
    skills, basic record keeping, elements of time management, etc.

    EPU-M 007: Effective Labour-Management Relations
    Focuses on how best to conduct and get the best out of labour-management relations, especially in an
    ever-changing economy where the necessity to achieve a competitive edge remains critical, and
    economic reforms and globalisation are presenting challenges to both managements and workers in the
    public and private sectors. Nothing succeeds better than healthy labour-management relations!

    EPU-M 008: Leadership and Succession Management
    An organization is made up of groups: Command Groups (as specified by the organogram) and Task
    Groups (a team put together for a specific project or ad hoc assignment). All groups and organisations
    have leadership and succession-related issues – not only at the top. Just imagine that a supervisor,
    foreman, shop-steward, a member of a five-man task team, a manager, any skilled staff in the flow of
    activities and information loop either unexpectedly drops dead, falls ill, resigns, is sacked or transferred.
    What happens? Very simple: the person gets ‘replaced’ and work goes on as usual. Does it? Whatever
    the level, careful planning and management of leadership and succession are required.

    EPU-M 009: Stress and time management
    Stress, it is said, is a silent killer. Many executives work under very stressful conditions in spite of the
    increasingly comfortable offices and pleasant surroundings in which they find themselves. This may be
    due to the frenetic pace of work and the relentless competition. Working under combined terrific
    pressures and career-induced anxiety, there is the urgent need to preserve the health and lives of
    people at work. Not to speak of managing time, “African time”, more productively under stressful
    conditions!

    EPU-M 010: Negotiating skills
    There are no born negotiators: negotiating skills can be taught and acquired. Designed for people in
    relevant units and it enables participants acquire a deeper understanding of negotiations (such as
    preparing for negotiations, power and tactics in negotiations and incentives and organizational realities)
    and develop their negotiating skills.

    EPU-M 011: Collective Bargaining and Employee Relations
    Collective employee relations remain an integral part of any business. Remuneration, benefits, job
    description and other employment terms are critically examined from the employers’ and employees’
    points-of- view, especially institutionalized attempts at collective regulation of terms of employment.
    These issues are central to a more productive workforce, and gateway to attractive returns on
    investment.

    EPU-M 012: Computer-based financial accounting
    This enables client develop effective documentation and processing of financial transactions which
    ensure accurate statistical information base, fast record keeping and information retrieval, checks and
    balances that are self-activating, and be in a position to achieve more realistic planning process.

    EPU-M 013: Financial management
    This programme draws participants from a wide range of service, manufacturing, financial and
    professional firms and public sector organizations. It provides participants with a grounding in financial
    accounting and analysis and covers corporate finance, valuation, capital markets and decision-making
    with a strong focus on many of the latest developments.

    EPU– M 014: Payroll and compensation management solutions

    Salary, wages, benefits, rewards, etc., are core to successfully managing human resource and
    productivity. Hence, design and management of effective payment systems, with appropriate software
    packages is a boon to any organization.

    EPU– M 015: Restructuring and Organization Development Solutions
    Human resource is both expensive to produce and more difficult to replace because of the time, money
    and other resources invested in it: requisite experience can neither be gained nor replaced at short
    notice. However, “dead woods” and wrongly focused staff have to be eased out through well-managed
    right-sizing process. This programme is designed to help our clients achieve this and many more without
    disrupting work-flow or diminishing productivity.

    EPU– M 016: Conducting Meetings Effectively
    Research findings reveal that most managers and executives spend somewhere between 30% and 50%
    of their working lives attending various meetings, and thus meetings are part of critical processes of
    managing an organisation and a business.
    Evidence also indicates that an unacceptable proportion of the time spent in meetings is wasted on trivia
    and diversionary matters. There is need, therefore, to explore ways of maximising the time and effort
    invested in conducting such meetings and getting the best possible results within a given time frame.

    EPU– M 017: Managing Diversity
    Diversity in the workplace is one of the major challenges facing management and staff of major business
    organisations in a multi-ethnic and multi-cultural society. The need for training in culture-sensitive and
    gender-sensitive interpersonal skills and culture-based communication skills to handle multi-ethnic,
    motivational and productivity issues in an increasingly globalising economic environment cannot be
    over-emphasized.

    EPU-M 018: Executive Retreat
    This Retreat offers the opportunity to reflect on developments in the company, industry, and economy;
    work out immediate, short-term, medium-term and long-term strategies and tactics to cope with
    emerging situations and circumstances in both company and industry; and to fashion out ways to make
    the staff more proactive and responsive to emerging internal challenges. All these are carried out in an
    informal setting that facilitate team spirit and togetherness. Clients are free to suggest variety of
    activities, and the Retreat may take place locally or abroad, depending on the preference of the client.