Leadership & Managerial Development

Developing Future Capabilities through Coaching (Workplace Coaching and Mentoring)?

With organisations becoming more employee-driven and empowered employees seeking greater responsibilities, it is clear that the practice of coaching and mentoring is an essential function of every manager and team leader in the organisation. This workshop aims to focus on the basic premise that every manager/supervisor/team leader should function as a coach.
Coaching works at every level and in all organisational relationships. The goal of coaching and mentoring is to improve the performance of individuals, teams and ultimately the organisation. Coaches are able to pose challenges to their coachees to raise their performance standards and become the best they can be.
“Coaching is an activity designed to improve performance and coaching in the workplace must involve turning work situations into learning opportunities as this is increasingly seen as an important part of what it is to manage”. Sir John Whitmore

Emotional intelligence

“The rules of work are changing. We are being judged by a new yardstick: not just by how smart we are, or by our training and expertise, but how well we handle ourselves and each other.” Daniel Goleman, author of the influential work, “Working with Emotional Intelligence,” says the problem is not with emotionality but with its appropriate expressions.Emotional Intelligence, sometimes referred to as EQ, continues to be valued very highly for career success because of its role in Leadership and Management.
This workshop will focus on developing the ability to bring intelligence to our emotions.

High Impact Presentation Skills

This course is for those who make numerous presentations requiring them to sell their ideas and influence.Hard work, good ideas, and information are important for success, but often we are also required to convince others to support or execute our ideas.
Although there are many similarities between the two, business presentations are different from public speaking. In a business presentation, you have to influence your audience to ‘buy’ your ideas and take action.

Experience shows that knowledge of the topic alone does not ensure that the audience gets our intent or is moved to action. Clear thinking and clear presentations are equally important in a good presentation.

This practical module is designed to help learners improve their ability to make presentations that are creative, dynamic, and highly impactful – all of which will influence any audience to accept and implement the ideas introduced.

Driving Performance Through People

Driving Performance Through People is a training workshop that aims to take the managers and heads of department through the complete employee life-cycle from pre-recruitment to post-termination as well as covering key employment legislation affecting the employer-employee relationship.

Managing Employment Relations

Managing the employment relationship effectively is a key part of the role of the human resources (HR) practitioner. This unit aims to introduce a number of aspects of this task and to provide an introduction to employment law within the context of employee relations. It starts with an explanation of the employment relationship and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at good practice and legal requirements within each activity. It is recognised that learners need to have a basic understanding of employment law to enable them to operate effectively, but given this is a broad and complex area, it is acknowledged that this unit only aims to provide learners with the basic knowledge and assumes no prior understanding of employment law.

Recruitment and selection

Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.


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