This seminar will provide a timely opportunity for delegates to discuss the next steps for Scotland’s skills development and apprenticeships policy following introduction of the Apprenticeships Levy and the rollout of foundation and graduate apprenticeships.

Delegates will consider options for promoting vocational qualifications as a positive pathway for young people, including the need for increased uptake from groups such as women, BME communities and individuals with disabilities.

Sessions will focus on the rollout of foundation apprenticeships - with delegates assessing how the qualification can develop greater partnership working between education and industry - and the introduction of graduate apprenticeships across Scottish universities, considering their potential impact on addressing the mid-career skills gap.

Further sessions will focus on implementation of the Apprenticeship Levy, introduced in April 2017, and discuss the implications of the Levy on companies working in multiple regions of the United Kingdom. They will look at ways in which to offset uncertainty surrounding the working of the Scottish Government’s Workforce Development Fund, which aims to support employers design and implement workforce development and training programmes.

Jobbio HIGHER is a careers event which connects 60 of London’s best tech startups and companies with 5000 talent attendees.

Headline companies include Shazam, TransferWise, Expedia, Unilad, Hotels.com, SurveyMonkey, Secret Escapes, Starling Bank and many more. Confirmed speakers include TransferWise’s Harsh Sinha, the President of Nexmo, Tony Jamous and the VP of Product for WorldRemit, Alice Newton.  

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
Adjusting your management and personal styles to complement the culture of your work group and your company as a whole can be the catalyst that motivates your teams to heightened productivity. Utilizing extensive practice in the principles of emotional intelligence, Successfully Managing People underscores the importance of self-awareness in developing sensitivity to and better communication with others. You'll leave this 90 Minutes webseminar well versed in the most effective methods for dealing with difficult people winning cooperation and trust and ensuring that your people's values and your organization's goals are in sync.

Why should you Attend: Would you benefit by understanding how to even more effectively motivate and direct the people you rely on? Would you like to be better at delegating? How about an opportunity to understand how to turn difficult people and poor performers into team players?
If you answered "yes" to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members' and team's performance!

Areas Covered in the Session: Motivate and direct the employees you rely on-even when they don't share your values Adjust your management and personal style to the needs of different situations Get more done by using the appropriate delegation techniques for any given situation Resolve conflict more effectively in a wide variety of situations Turn difficult people and poor performers into team players Win the cooperation and trust from everyone in your organization Increase your confidence, leadership skills and personal and professional satisfaction in your job Use coaching to guide and direct your team members to improving performance
Who Will Benefit: CEO Senior Vice President Vice President Executive Director Managing Director Regional Vice President Area Supervisor Manager Instructor:Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries.

Event link :   http://www.trainhr.com/control/w_product/~product_id=701870LIVE/?channel=chinwag_november_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview: The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring". That's a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. Do you know how to conduct an investigation? This program will cover the intricacies of conducting a harassment investigation.

Why should you Attend The investigation is essential in determining the validity to a complaint of protected class harassment and bullying. Conducting a fair and impartial investigation diminishes liability, and can decrease further misconduct by preventing it from becoming pervasive. The investigation may serve to minimize damages paid to the complainant. The institution demonstrates its commitment to the prevention and intervention of the misconduct resulting in less harassment, discrimination and other forms on misconduct on campus. By conducting its own investigation, the institution may avoid an investigation by another agency such as the EEOC. An investigation is required to help ensure a safe and healthy organizational climate.

Anyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough. When your organization ensures it is investigator is trained in how to conduct investigations, it demonstrates its commitment to prevention of harassment to the Court or outside agency. The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees.

Areas Covered in the Session:

• To determine if an investigation is necessary
• To discuss the steps of an investigation
• To explore the intricacies of interviewing the accuser, accused and witnesses
• To differentiate between a formal and informal investigative procedures
• To determine credibility of all interviewees
• To draw conclusions following an investigation
• To list necessary elements in writing the formal report outlining the investigation

Course Outline:

• Discussion about if and when an investigation is required
• Comparison of a formal and informal investigation process
• Planning for the investigation
• Review of what Constitutes a Witness
• Legal Issues Surrounding an Investigation such as Confidentiality, Defamation of Character, and false Imprisonment
• The importance of Documentation of each Interviewee
• Examples of Appropriate and Inappropriate Documentation and why it is Critical
• Specific details regarding how to Corroborate Evidence
• List of Criteria to determine Credibility of those Interviewed
• He Said/she Said
• The Role of the Investigator in forming an opinion following the Investigation
• How to follow-up with the target, accused, and the organization
• The critical importance of an investigative report
• List of Misconduct Triggers that are a catalyst for an Investigation
• Template Final Report

Who Will Benefit

• Human Resources professionals - those tasked with investigations such as Generalists, Mangers, and Directors
• Attorneys
• HR Consultants

Instructor:

Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701815LIVE/?channel=chinwag_november_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
How do we manage projects and customer relationships effectively? How do we understand the full scope of a customer "project"? How do we assemble the necessary resources to effectively manage a customer relationship and attendant projects? To whom do we delegate specific responsibilities and when? These are among a number of questions we discuss and about which we learn as we strive to effectively manage projects and the customers whose project we are managing.

Why should you Attend: Understand the essentials of project management Plan for identifying project needs Practice scheduling and teaming Create the necessary plans which will allow you to more effectively manage projects to success Help you to more effectively manage others expectations Keep projects on track Gain knowledge and skills you can apply to all project team situations Keep content, process and structure on track to produce positive outcomes
Would you like to get more (or all!) of the projects you manage in on time and on budget?

Are you concerned about people on your project teams not knowing enough about how to effectively manage a project? What about yourself?

Would you like some help to more effectively manage your projects?

Would you like to more effectively manage others' expectations?

Areas Covered in the Session: Introduction to Project Management What is a Project? What is Project Management? What skills do you need to effectively manage projects? Why is Project Management needed? Leading contributors to Project Success Identifying Needs, Starting Toward Solutions Identifying Stakeholder Needs and Expectations Identifying Business Requirements Performing a Systems Requirements Analysis Performing a Human Resources Analysis Identifying Roles and Responsibilities Creating a Scope Document Gaining Stakeholders Consensus and Approval Scheduling and Teaming Planning Creating a Work Breakdown Structure Performing Risk Management Developing Effort, Time, and Cost Estimates Creating a Project Schedule Creating a Budget Creating a Project Team Management Planning and Execution Creating a Vendor Management Plan Creating a Resource Management Plan Creating a Communication Plan Creating a Quality Management Plan Creating a Project Management Plan Execution Track the Project and Resolve Issues Manage Resources Managing Project Success and Customer Satisfaction Success Managing Quality Managing the Project Team Managing Change Case Study Project Closure Conducting a Customer Acceptance Meeting Conducting a Project Review Identifying the Lessons Learned Compiling a Project Report
Who Will Benefit: CEO Senior Vice President Vice President Executive Director Managing Director Regional Vice President Area Supervisor Manager Instructor:Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701867LIVE/?channel=chinwag_november_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview: There are more Millennials in the workforce than any other generational cohort. Generation Z already entering the workforce. Additionally, for the first time in history, there are five, very distinct generations working side by side. The way in which these different generations respond to technology, education, communication, and their own health varies drastically. Expecting all generations to respond equally to wellness programs is outdated thinking. This engaging presentation will highlight the defining characteristics of each generation, share interesting research and case studies, while sending you home with concrete strategies to engage a multi-generational population in your wellness program.

Why should you Attend: By attending this webinar, you should walk away with an understanding of the defining characteristics of each generation, make a case for re-thinking communication and relevance in presentation, and go home with concrete strategies to engage a multi-generational population in your wellness program.

Areas Covered in the Session:

• Identify three broad based strategies to engage a multi-generational workforce in existing wellness strategies
• Create at least one new wellness initiative using delivery methods that members of all generations can relate to
• Site the results of at least two scientific studies where the focus was on generational issues related to wellness programs

Who Will Benefit: Human Resource Professionals Benefit Managers Wellness Coordinators Occupational Health Nurses Medical Directors EAP Professionals Health and Safety Directors Instructor:

Dr.Don R.Powell is the President and CEO of the American Institute for Preventive Medicine, a URAC Accredited Wellness company located in Farmington Hills, Michigan. The Institute is a leading developer and provider of health and productivity management programs. It is internationally recognized for its ability to present health information in a format that employees can easily understand and are motivated to follow; thereby reducing health care costs and absenteeism. Over 13,000 corporations, hospitals, MCOs, unions, and government agencies use its health risk appraisal, lifestyle change programs, health coaching, self-care guides, and health education materials. Some of its clients include Ford, Office Depot, Citibank, Merck, CBS, Lowes, Blue Cross/Blue Shield, the Center for Disease Control, Baylor Medical Center, U.S. Army, CIA, and the Department of Health & Human Services.

Event link :   http://www.trainhr.com/control/w_product/~product_id=701861LIVE/~?channel=chinwag_november_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview: Get on a Southwest flight to anywhere, buy shoes from Zappos.com, pants from Nordstrom, groceries from Whole Foods, anything from Costco, a Starbucks espresso, or a Double-Double from In and Out, and you'll get a taste of these brands vibrant cultures.

Unfortunately culture is often misunderstood and discount as a touch feely, rather than a bottom line, component of a business. That's not the case. As Peter Drucker, the founder of modern management said, "Culture eats strategy for lunch." Culture is one of the most important business drivers that has to be intentionally set and periodically adjusted to push long-term, sustainable success. It's not good enough just to have an amazing product and a healthy bank balance. The workplace culture can enable a company's success, or be the key to its undoing.

What about your company's culture? Does it inspire and engage or get in your people's way, slowing and wearing them down? Is it driven from top-down directives or cross-department collaboration? What stories do your people and your customers tell about you? This webinar will show how you can get a good read on the health of your culture.

Why should you Attend:Corporate culture is a hot topic among businesses who want to attract the best talent, translate their values to their products and services, and show customers what they're all about. There are significant benefits that come from a vibrant and impactful culture. They are

• Focus and Spirit: Aligns the entire company towards achieving its vision, mission, and goals.
• Engagement:Builds higher employee motivation, productivity, and innovative problem solving.
• Cohesion:Builds consistency and coordination among the company's various departments and divisions

Also culture often becomes the focus of attention during periods of organizational change. Mergers and acquisitions, new systems implementations and elaborate initiatives typically fail because organizations become caught in the so-called "jaws of culture" when the existing culture becomes inappropriate,and hinders rather than supports progress.

Areas Covered in the Session: Learn why Peter Drucker says Culture eats strategy for lunch Discover why culture is like an iceberg What's above and below the water line Identify and analyze the six key elements of culture in every business or organization Review twelve daily ways effective leaders can communicate and reinforce company culture Plan specific actions you will take to lead or influence changes in the culture of your organization Use a three step process to pinpoint what drives the culture of your team, department or company Understand what successful leaders know and do that helps them avoid cultural traps and mis-fires
Who Will Benefit: CEO's COO's VP of Human Resources Chief Learning Officer Directors Project Managers Operation Managers and Supervisors Team Leaders Human Resources Professionals Instructor:

Marcia Zidle, MS, NCC, BCC is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. She works with executives, management teams and high potential professionals ON THE MOVE! They want to move up to the next level – ahead of their competition – into new areas – over and around obstacles – beyond business as usual – towards a sustainable future.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701863LIVE/?channel=chinwag_november_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview:
Every manager knows that the best - and fastest - way to learn a new skill is through practice. That's why we've packed this hard-hitting workshop with powerful exercises models and case studies specifically designed for managers of multiple locations. This is a unique opportunity to fine-tune your off-site management skills in an environment where you don't have to worry about making a costly mistake. This is your chance to master proven-effective strategies that you can put to work immediately.

When you take part in this workshop, be prepared to roll up your sleeves sweat a little and think a lot. During the session, you'll examine off-site management challenges - and solutions - with peers practice techniques for getting poorly performing locations up-to-speed determine what the pros did right - and wrong - in real-world case studies and much more.

Back at the office, you'll be able to turn around all your off-site concerns. You'll know the inside secrets that'll help you get multiple offices to follow your instructions to the letter accurately monitor quality and build strong, self-reliant teams you can count on.

Why should you Attend: Boost productivity at every location Significantly cut down on paperwork Know off-site employees are following the rules, period, including home-office rules Spot problems even when you're far away Are you concerned about how much time and productivity your people are wasting?

What about lost energy, efficiency and effectiveness, especially because people are so "spread out"?

Would you like to tame the paper tiger' and reduce so much needless paperwork?

Have you ever been concerned about people "following the rules" you know, out of sight, out of mind'?

Would you like to be able to more effectively spot problems, even when you are hundreds to thousands of miles away?

If you answered "yes" to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members' and team's performance, no matter how widely distributed everyone is!

Areas Covered in the Session: Maintain Order While Managing Long-Distance How to give multiple locations a business "road map" that'll keep them headed in the right direction How to create crystal-clear procedures that off-site staff will follow to the letter Expert insight on "friendly" competition between sites could this be doing your company more harm than good? Discuss today's long-distance management challenges and brainstorm possible solutions How to quickly smooth things over when you have to lay down the law and enforce an unpopular policy from a distance The one action you must take if you want to significantly slow down the paper blizzard from multiple locations
Stay In Touch - And Control - No Matter What How to keep your finger on the pulse of off-site action without making employees feel like "Big Brother" is watching What responsibilities you must shoulder alone and when you can safely share the load with off-site employees A common - but deadly - management mistake that'll ensure an off-site office will never trust your motives Determine the fastest way to get a poorly performing location up to speed How to quickly and accurately check the quality of products or services at any location The inside secrets to creating a lasting bond between off-sites so every employee feels like they're on the same team
Establish Quality-Minded Teams You Can Rely On How to structure teams so they'll pull together no matter which site they're from How to ease resentment at a satellite location when a home-office employee is chosen for a promotion The only way to handle teams that were established before your time without decreasing productivity How to build an "emergency response" team that'll know what can be handled independently and when to call you immediately
Troubleshoot Off-Site Problems Like A Pro How often you should be visiting each site any less and you're begging for trouble Phone or face-to-face? The best way to approach a site problem without alienating anyone How to put a stop to childish disputes between sites without taking sides or making matters worse Develop a reward system that'll motivate employees from all levels at every location How to determine whether you should coach counsel or warn the entire staff at a location about their performance An action plan that'll help you handle any "cover-up" you might find no matter how large or small How to ensure the "isolation factor" won't turn into a problem at remote locations
Who Will Benefit: CEO Senior Vice President Vice President Executive Director Managing Director Regional Vice President Area Supervisor Manager Instructor:Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries

Event link :    http://www.trainhr.com/control/w_product/~product_id=701866LIVE/?channel=chinwag_november_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

Our attitudes, business models, products, services and actions related to the design, build, maintenance and transformation of our Built Environments have to change fundamentally. New build, renovation, and restoration projects increasingly focus on energy efficiency, renewable energy generation, sustainable building, water management and resource efficiency. This is not so strange when you consider the implications of a growing global population and rise in living standards. More and more Resources will be necessary to meet global demand.

For a long time, we have treated natural resources as if they were infinite and the use of toxic substances as something of little significance. Those times now seem to be well and truly over. From studies towards major turnarounds in our society by Economists, we know that major transitions occur when Structural social changes meet major economic developments and new disruptive technology. Recent financial crises, a major increase of world population, growing resource usage, Changing Demographics (e.g. aging & urbanization) in combination with the possibilities created by the disruptive information and communication technologies is an indication that we are currently on the threshold of such a period in history. This presents major challenges to our society, the current built environment and consequently to architecture, urban planning, and the construction sector.

The built environment has a major impact on how we experience the quality of our daily life. With a world population that is predicted to grow considerably, the demand for Energy and resources is likely to increase and not diminish. Since the construction sector is currently responsible for 40% of energy consumption, 40% resource usage and 40% of waste globally, it is one of the most important sectors in which a real impact can be made to improve our ecological footprint. This means Architecture and Urbanism are facing a major challenge. But then still, finding answers in designing and realizing green objects and Sustainable Urban only will not be enough. Addressing these issues successfully can never be done without considering how man experiences the quality of the built environment. More than ever architecture and urbanism have the responsibility to include issues important to ordinary people, e.g. the affordability of housing, the accessibility of the Urban Environment for elderly, healthy and comfortable places to live, safe working conditions, new jobs and maintaining the quality of life in regional areas with a shrinking population.

This demands an interdisciplinary approach for architects as well as urban designers and an integrated supply chain to execute the developed plans.

The aim of this Conference is to exchange knowledge and experience in ramping up the future-proofing of new and existing dwellings and communities.

Course "Medical Device Software: An Incremental Approach to Risk and Quality Management" has been pre-approved by RAPS as eligible for up to 12 credits towards a participant's RAC recertification upon full completion. 

Overview:

Engineers are dedicated to making things work, so a focus on how they might fail and harm someone can seem alien.

Managing risk, however, is essential for all medical products- medical devices, including those involving software, have produced some painful examples of poor risk management with serious consequences. Experience has shown that there is a better way, that it is possible to manage risk in a changing business and technical world.

Regulatory bodies are placing increased emphasis on risk management, and technology shifts are introducing new sources of risk. Newer Lean-Agile methods are recognized by the FDA as a good way to accomplish risk management.

Techniques for risk management are well established, but require specific interpretation when applied to software. In this session, we will show a way of knitting risk management into the development process, so that it is integral to product development, not a ten ton caboose dragging the train back down the mountain.

Why you should attend:

Perhaps your engineering team is beginning its transition to an Agile approach - or perhaps you have a seasoned Agile team and you're just beginning work on FDA-regulated products. You know that risk management is required, but it's not at all clear how you should address it as you go through your backlog grooming, iterations, and end-user demonstrations. The process in ISO 14971 seems "linear" and unsuited to a highly iterative, dynamic lifecycle. How can you fit it into your approach?

Areas Covered in the Session:

• Software has introduced (or been blamed for) some serious safety hazards
• All medical device standards intersect on the topic of risk management
• Risk analysis starts with the intended use statement
• Risk information is available from multipl sources - use them!
• Note that safety is an emergent property
• Changes are often the biggest sources of risk
• Don't ignore the human factors side; understanding your users is crucial to safety
• Applying engineering risk methods to software requires us to translate some concepts
• Though standards draw a roadmap for risk management, WE must figure out the route
• Risks often arise when we add new features - so incremental risk management is the most effective
• Forget the notion that "software can't hurt anyone"
• Never conduct risk analysis by using a checklist from 14971
• Exploding technology brings numerous chances for risk to multiply

Who will benefit:

• Project managers
• Regulatory specialists
• Quality assurance specialists
• Documentation specialists
• Test managers
• Software team leaders and lead developers

Agenda:

Day 1 Schedule   Lecture 1:

Software brings great capability to medical devices, but also creates hazards

Lecture 2:

Consider how the key standards lay out the roadmap for managing risk

Lecture 3:

Understand the key concepts - hazard, risk, and harm

Lecture 4:

Walk through ISO 14971 in detail - and consider IEC 80002-1 for specific software concerns

Day 2 Schedule   Lecture 1:

Fault tree analysis and FMEA complement each other for risk analysis

Lecture 2:

Risk analysis for software is different from hardware - and needs a place in the lifecycle

Lecture 3:

Story mapping helps bring risk management directly into development

Lecture 4:

An incremental approach manages both risk and quality

Speaker

Brian Shoemaker

Brian Shoemaker consults for healthcare products companies on computer system validation, software quality assurance, and electronic records and signatures. He has conducted validation both on product software and on internal software, developed software quality systems, audited software quality processes (including agile methodology), and evaluated 21 CFR Part 11 compliance. He has had clients in clinical diagnostics, medical device engineering, medical imaging, medical-device fabrics manufacturing, contract lyophilization, clinical trial software, dental prosthetics, and bone-repair implants. He has worked with companies in Germany and Switzerland as well as the U.S.

Previous to founding ShoeBar Associates, Brian had quality roles at PPD Informatics, Doxis, Inc., and Behring Diagnostics, Inc. Brian earned his Ph.D. in chemistry from the University of Illinois; he has achieved the ASQ Software Quality Engineer certification.

 Location: Baltimore, MDDate:  November 2nd & 3rd, 2017 and Time: 9:00 AM to 6:00 PM

Venue: WILL BE ANNOUNCED SOON Baltimore, MD 

Price: 

Price: $1,295.00 (Seminar Fee for One Delegate)

Register for 5 attendees Price: $3,885.00 $6,475.00 You Save: $2,590.00 (40%)*

Register now and save $200. (Early Bird)

Until September 20, Early Bird Price: $1,295.00 From September 21 to October 31, Regular Price: $1,495.00

Register for 10 attendees   Price: $7,122.00  $12,950.00 You Save: $5,828.00 (45%)*

Sponsorship Program benefits for “Quality Assurance Auditingfor FDA Regulated Industry” seminar 

At this seminar, world-renowned FDA Regulated Industry subject matter experts interact with CXO’s of various designations. Executives who carry vast experience about FDA Regulated Industry and Experts get down to discussing industry-related best practices, regulatory updates, changes in technologies, and much more relating to FDA Regulated Industry.

As a sponsor of these seminars, you get the opportunity to have your product and company reach out to C-Level executives in FDA Regulatory -related industries and become known among these elite executives and subject matter experts. Apart from being seen prominently at these globally held seminars, you also get talked about frequently in our correspondences with our experts and these participants.

For More Information- https://www.globalcompliancepanel.com/control/sponsorship 

Contact us today!

NetZealous LLC DBA GlobalCompliancePanel

john [dot] robinsonglobalcompliancepanel [dot] com  

supportglobalcompliancepanel [dot] com 

Toll free: +1-800-447-9407

Phone: +1-510-584-9661

 Website: http://www.globalcompliancepanel.com

Registration Link - http://www.globalcompliancepanel.com/control/globalseminars/~product_id=901342SEMINAR?chinwag-November-2017-SEO

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Map End-To-End Customer Journeys, Analyse Consumer Data, Measure Feedback & ROI, Leverage Cutting-Edge Digital, Social & Technology Innovations & Drive Customer-Focused Cultures For Outstanding, Consistent Multi-Channel Strategies

A One-Day, Brand-Led Conference & Networking Event, 27th February 2018, Millennium Mayfair, London.

Email your corporate email address to brochurethecustomerconference [dot] com to see the agenda

This Course is approved by HRCI and SHRM Recertification Provider.

Overview: Learn what the hallmarks are of an emotional intelligent person and it will benefit your leadership, your hiring, and your promoting of employees.

Why should you Attend: Understanding Emotional Intelligence can help everyone in an organization to collaborate and communicate more effectively. It will help managers and hiring managers pick the better employees. Learn the 5 components of Emotional Intelligence and the hallmarks of an emotional intelligent person. These discussion will provide people a better perspective on teams and how to manage various situations. This webinar also includes the 5 Leader Models that can be used by leaders and project managers to get better results.

Areas Covered in the Session:

• What Emotional Intelligence is Not
• Emotional Intelligence- A Definition
• Five Components of Emotional Intelligence from Daniel Golman
• Emotional Intelligence Leadership Models from Golman book, Primal Leadership

Who Will Benefit: Managers Leaders HR Managers Hiring Managers Instructor:

Valerie Pelan has been consulting and providing Executive coaching for over 10 years.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701857LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

This Course is approved by HRCI and SHRM Recertification Provider.

Overview:
As the 80 million or more millennials take their place in the workforce, managers will need to develop the mentoring skills needed to help build these employees and others into strong members of the talent pool. Millennials respond especially well to one-on-one development from experienced managers who can show them the ropes and give them the support they need to take risks and try new workplace opportunities. Judi Clements shows managers how to avoid the common pitfalls when starting a mentoring program, how to work most effectively with mentees, and how to create a well-implemented mentoring program in your organization.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701881LIVE?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

This Course is approved by HRCI and SHRM Recertification Provider.

Overview:
Learn how the most innovative companies are attracting and retaining early talent. You have heard it before, those Millennials want to rise fast, a work life balance, feedback and seat at the table. But have they earned it maybe not. But wait, they are 80+ million strong and they are not going away. They out-number the Baby boomers as they exit the workplace and the Gen x by millions. To fill the need of our workforce we need their numbers and their insight whether you like it or not.

Why should you Attend: There are leaders and organizations that have mastered effectively leading early talent and they will have a distinct advantage in the marketplace as the realities of the talent and skill shortage heat up and unprecedented change moves into high gear. If you want to join them, this webinar is for you.

Areas Covered in the Session: We're going to need to collaborate well to subsist and thrive Learn what is not working and why Learn how you are being audited and what to do about it Learn about the three common generational dynamics: adversarial and obvious, uncomfortable and oblivious, Nicey Nice face to face and Judgy McJudgerson behind the scenes Learn how the most innovative leaders and organizations are turning Millennials 2 Team members (M2TM) and keeping them there
Who Will Benefit: CEO's COO's VP of Human Resources Chief Learning Officer Directors Project Managers Operation Managers Team Leaders Staff Managers and Supervisors Instructor:Laura Goodrich is an accomplished Senior Executive, Consultant, Thought Leader with more than 25 years of success across the consulting, biomedical, healthcare, technology, financial, legal, real estate, and media industries. Leveraging extensive experience as an entrepreneurial technology leader and global workforce change expert who is always looking for an innovative way to challenge the status quo, she is a valuable asset for organizations that are working on transforming from smaller to larger size, or on change management initiatives and organizational development. Her broad areas of expertise include research, human dynamics, executive coaching, strategic change, organizational transformation, global workforce innovation, and interactive multimedia curriculum.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701877LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

This Course is approved by HRCI and SHRM Recertification Provider.

Overview: Too many managers do not have the promotable trait called Executive Presence. There are numerous definitions - some focus simply on the communication skills others focus on skills that are too tactical. Leaders need to project the Executive Presence to motivate and challenge their direct reports. Learn the key skills for Executive Presence - that reflect your readiness to be promoted.

Why should you Attend: Has this happened to you? You realize that everyone around you is getting promoted except for you. The feedback you have received focuses on your superior ability to get results with the caveat that your communication lacks emotional-social intelligence. If this sounds familiar and you are not sure what your next steps are, you need to take to improve your Executive Presence.

Areas Covered in the Session:

• The leader exudes self-confidence
• They use influence and emotional-social intelligent communication style balanced with a sincere drive for results
• Understand the business- strategically - knows how things work
• Lead team on an issue or challenge - work toward goal and results
• Choose appropriate modes to operate - negotiation, directness, results driven, etc
• Provides timely feedback Component that often gets focused on: appearance that exudes self-confidence
• Effectively manages perceptions
• It is more than just dressing well
• Can be counted on when times are tough - inner winner mindset

Who Will Benefit: Leaders Managers Individual Contributors High Potentials Baby Boomers Instructor:

Valerie Pelan has been consulting and providing Executive coaching for over 10 years.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701880LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

This Course is approved by HRCI and SHRM Recertification Provider.

Overview: Is your organization poised to implement strategies that create value, generate growth and result in profits? Who thinks strategically in your firm? Strategy formation and strategic thinking have evolved make sure your strategic thinking skills are keeping pace. You need to know the answers to these questions plus what tools still work and continue to be useful in the development of strategy. What new approaches might give your organization a kick start to move to a new level of high performance?

This course is designed to mesh the proven by practice with new insights and ideas from a wide range of current strategic thinking. Managers learn by doing and gain a wider perspective of management practice through breakout sessions, practice exercises and case applications. Bring your strategic dilemmas to this program and get direction on up to date analytical and organizational approaches to solutions.

You will gain an understanding as to when it's time to re-think strategy or to re-invent your organization. Get a clear perspective on your organizational role in the development and implementation of successful strategies.

Why should you Attend: By attending, you will understand how to even more effectively

• Identify the benefits of focusing on strategy
• Learn the different ways in which vision can be used in the organization
• Understand how to integrate strategy, objectives, metrics and performance
• Learn the new strategic patterns that are evolving in the business world and develop ideas for their application for your organization
• Discover when to use action plans to implement strategy and when a looser system is required

Would you like to identify the immediate benefits of focusing on strategy?

Would it help to learn the different ways you can use vision to inspire others?

How about understanding how to even more effectively integrate strategy, objectives, metrics and performance?

Is it worth 90 minutes of your time to improve your and your team's productivity and performance?

If you answered yes to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members and team's performance

Areas Covered in the Session: How to structure the development of strategy for an organization How to ask strategic questions How to generate sufficient data and organize it into relevant information for use in developing strategy How your organization and the business environment in which it exists interact through strategy formation and implementation How resources reinforce strategic direction and influence results Positive means of engaging the organization in strategy formation and implementation
Who Will Benefit: CEO Senior Vice President Vice President Executive Director Managing Director Regional Vice President Area Supervisor Manager Instructor:

Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701869LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

This Course is approved by HRCI and SHRM Recertification Provider.

Overview: The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you're meeting your employee's expectations. Not just "How's it going?", but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?

The stay interview is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise,it's designed to elicit what might motivate them to leave. In an effective 30-minute stay interview, managers ask standard, structured questions in a casual and conversational manner. It's not a performance discussion but rather a "let me get to know you and your goals" discussion.

The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:

• Provide a two-way conversation and a chance to ask questions
• Get more in-depth understanding of that employee's current motivation
• Offer managers the opportunity to quickly reinforce the positives and deal with the employee's concerns

Why should you Attend: A recent Harvard Business Review article 'How to Keep Your Top Talent' warns that 25% of your top talent plans to jump ship in the next year. The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That's bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.

Many firms use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day "why are you leaving?" doesn't provide useful information in time to prevent the turnover. A superior approach is a "stay interview" because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.

The Benefits of Stay Interviews:They stimulate the employee: Most employees are excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them. They're personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants. They're limited to key employees:By having a "stay" discussion exclusively with your key employees who are at risk of leaving, you focus the manager's effort and you minimize the overall time that the manager must devote to retention. They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers. They are inexpensive: These informal interviews don't require a budget. In most cases, a half to an hour of a manager and an employee's time are the only major cost factors.Adding stay interviews to your engagement and strategies can help your organization retain critical employees.It's the single best tool you can give managers.
Areas Covered in the Session: Identify five key factors that impact an employee's desire to stay or leave Recognize four possible "triggers" that cause the employee to consider leaving Learn how to ask probing questions and conduct effective, efficient stay interviews Survey a list of eight retention actions to increase employee's loyalty and commitment Review a sample of stay interview questions and develop your own customized list to ask Discover how to develop stay plans for your employees and manage accountability Develop a simple "how-to-toolkit" that includes who to select,how and when to approach,interview formant and how to handle possible resistance
Who Will Benefit: CEO's COO's VP of Human Resources Chief Learning Officer Directors Project Managers Operation Managers and Supervisors Team Leaders Human Resources Professionals Instructor:

Marcia Zidle, MS, NCC, BCC is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. She works with executives, management teams and high potential professionals ON THE MOVE! They want to move up to the next level – ahead of their competition – into new areas – over and around obstacles – beyond business as usual – towards a sustainable future.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701864LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

This Course is approved by HRCI and SHRM Recertification Provider.

Overview: One of the most critical areas of employee relationships-and one of the biggest challenges management faces today-is conducting effective performance appraisals and determining appropriate merit increases. Learn to give performance appraisals that help motivate employees to achieve goals and increase their value to the organization.

Since both managers and employees often view performance appraisals with anxiety, attention is given to preparing for and conducting performance discussions that are objective, complete and defensible. You'll also share experiences and participate in various exercises with other participants to better understand how to obtain the best possible performance from employees.

Why should you Attend:

• How to conduct motivational and directional performance appraisal reviews
• Planning the review
• Managing the review process
• Subtle ways to keep sensitive employees from having their feelings hurt
• How to suggest improvement to an employee's performance in a way that boosts an employee's spirits
• Why employees sometimes fear reviews
• Ways to increase standards of performance

Would you like to conduct more effective performance reviews? wasting?

Would you like to know how to give people "bad news" in a way which will not hurt but ion fact improve your working relationships?

Would you like to be able to suggest improvement in a way which encourages rather than discourages?

If you answered "yes" to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members' and team's performance, no matter how widely distributed everyone is!

Areas Covered in the Session: State of the Art Practices in Performance Reviews Why annual reviews are not adequate Staff involvement and ownership through self-appraisal and dialogue Traps to Avoid in the Performance Appraisal Process Developing Performance Measures Using behavioral terms Defining levels of performance Collecting Information About Performance Establishing a record-keeping system Making observations Encouraging staff to monitor themselves Communicating the Appraisal Setting the tone for a two-way discussion Evaluating and maximizing strengths Communicating about problem areas without creating defensiveness Setting mutual goals for maintaining and improving performance Using the review as an opportunity for career planning Handling resistance What to do if you reach a stalemate Following Up on the Review Monitoring performance Making informal appraisal an ongoing occurrence
Who Will Benefit: CEO Senior Vice President Vice President Executive Director Managing Director Regional Vice President Area Supervisor Manager Instructor:

Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries.

Event link :    http://www.trainhr.com/control/w_product/~product_id=701868LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR    
Phone: +1-800-385-1627
Email: supporttrainhr [dot] com

UX Acacdemy is an 8 week evening course in User Centered Design taught by 4 industry leading practitioners in the UX Field. This is a hand-on course with a lot of practical exercises and a focus on learning-by-doing combining individual with group work in small classes sizes.

You will learn:

PROTOTYPING

The importance of visualising the interaction of your screens and elements

UX PRINCIPLES

A detailed overview of the UCD process and its underlying principles

WIREFRAMES

Turning the requirements into sketches and wireframes to communicate your ideas

RESEARCH

From discovery to validation, learn how to involve your end users in the process

INTERACTION DESIGN

Learn the ability to turn this data into great designs

USER TESTING

Learn user-centered interaction design to evaluate a product by testing it on users.

What tools might we make to enable us to make better decisions about our future? How might we bridge the empathy gap between our present and future selves?
Studies have suggested that we think about the future three times more often than the past. Some of our cognitive biases mean that we tend to favour what benefits us now rather than what benefits us in the long term. Often we lack empathy with the future versions of ourselves, our families and our communities.