• Overview
  • Objectives
  • Sample Course Content
  • Methodology

Overview

Good financial management should ensure that staff in charge of delegated budgets, both for administration costs and programme expenditure, have clear guidance on the size of the budgets, what they may be used for and how far they can be varied. For many managers, the company’s financial statements remain a mystery. However, as these managers move into increasingly higher positions, discussions regarding financial performance become more regular. A basic understanding of both financial statements and project evaluation tools is a necessity in order to make rational decisions and contribute to discussions intelligently.

Objectives

  • Understand the nature and structure of financial statements
  • Learn the major elements of financial statements
  • Understand the purpose of a budget
  • Know how to link budgets to performance indicators, organisational finance, strategies and objectives
  • Discover how to control, monitor and prepare human resources budget
  • Understand budget metrics and their influence on corporate strategy
  • Know how to compile and interpret budgets
  • Understand how to manager budget variances
  • Gain hands-on-experience on building a budget
  • Learn how to accurately report expense and return on the budget
  • Understand how budgets can be used to monitor and control a business
  • Key components and cost factors in a budget
  • Gain techniques for appraising investment projects
  • Understand the principles of responsibility accounting and techniques for performance evaluation
  • Understand costing and break-even
  • Learn how to monitor and control a budget
  •  

Course content

Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.

Day One

Fundamentals of the budgeting process
  • The purpose of budgeting
  • Benefits of budgeting
  • The budget process
Financial statements
  • Key financial terms
  • Statement of profit and loss
  • Statement of balance sheet
  • Cash flow budget
Cost, revenue and profit
  • Fixed cost and stepped fixed cost
  • Variable cost and semi variable cost
  • Direct and indirect cost
  • Costing techniques
  • Decision making technique: Cost Volume Profit Analysis (CVP)

Day Two

The planning and control cycle
  • Planning
  • Executing
  • Reporting
  • Reviewing
Stages in the budgeting process
  • Communicating details of budget policy and guidelines
  • Determining the factor that restricts output
  • Preparation of the sales budget
  • Initial preparation of various budgets
  • Negotiation of budgets with superiors
  • Coordination and review of budgets
  • Prepare the final functional, cash, capital expenditures and master budgets
  • Final acceptance of budgets and on-going review of budgets
  • Budget participation and responsibilities
  • Budgeting information and format
Types of budget models and limitations of budgeting
  • Static budgeting
  • Zero-based budgeting
  • Flexible budgeting
  • Incremental budgeting
  • Continuous budgeting
  • Rolling forecast
  • Limitations of budgeting

Day Three

Cost calculations
  • The basic concepts of forecasting
  • Effects of salary and wage increases on overall salary bill
  • Costing of collective contracts
  • Costing of individual contracts
  • The difference between fixed and variable costs
  • Direct and indirect costs
  • Understanding the ‘break-even’ analysis
Company financing
  • What is equity?
  • Assets versus liabilities
  • The concept of acquisitions, mergers, protection, valuation and financial crisis management
Accountability
  • Importance of accurately collecting data and report costs
  • Consistency in collecting, compiling, storing and reporting data
  • Assets versus liabilities
  • The concept of acquisitions, mergers, protection and valuation
Budget management
  • Role and responsibilities of a budget manager
  • Scope and content of budget reports: what is expected?

Methodology Of Training

The foundation of our training is anchored in activity-based experiential learning. This methodology takes into consideration different learning and communication styles, and more importantly language and cultural differences. It is through active participation that the adoption and application of theory is expedited.

Our training team pays careful attention to planning and designing effective instructional methods essential for the transfer of knowledge. It is the creative skill of our management trainers and consultants that reveal untapped skills of the delegates through:

  • Group discussion
  • Individual and syndicate activities
  • Individual and group tasks
  • Case studies
  • Role plays
  • Audio and video evaluation
  • Action planning
  • Experiential learning games
  • Presentations
  • Assessments

Overview

Organisations are made up of people: their knowledge, skills, attitudes and inter-connections. The Developing HR Skills programme outlines the roles and functions of members of the human resources department as well as the importance of educating others outside human resources on how their roles include human resources related activities.

Explore how the appraisal, feedback, counselling and disciplinary interviews provide opportunities to develop a more productive and constructive employment relationship.

Objectives

  • Explore the latest trends in the human resource field
  • Understand the changing role of the human resource professional
  • Analyse the importance of HR planning and forecasting in line with business planning
  • Discover how human resource planning and the organisation’s strategic plan work together
  • Revise how to write job specifications and identify core competencies
  • Learn the importance of job analysis and job descriptions and how to develop these in your organisation
  • Explore recruitment and selection strategies
  • Learn how to plan and conduct competency-based interviews
  • Uncover methods of finding, selecting and keeping the best people using behavioural description interviewing techniques
  • Understand the steps involved in developing an employee training plan
  • Identify strategies on how to manage compensation, rewards and benefits effectively
  • Explore ‘best practices’ for maintaining healthy employee relations
  • Identify how to make performance appraisals a cooperative process

Course Content

Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.

Day One
Introduction to HR
  • Essentials of Human Resource Management (HRM)
  • Aligning HRM with strategic business goals
  • Functions in HR
Skills inventory
  • Forecasting needs
  • Competency frameworks
  • Job analysis
  • Job competencies
  • Job descriptions
  • Personal profiles
Recruitment and selection procedures
  • Advertising guidelines
  • Finding candidates
  • Reviewing applications
  • Preparing and conducting interviews
  • Assessment centres
  • Checking References
Day Two
Contracts of employment
  • Offers of employment and references
  • Contracts for part-time, temporary and casual staff
  • Termination of employment
Learning and development
  • Induction and orientation programmes
  • Monitoring performance
  • Training needs analysis
  • Internal versus external training
Performance reviews
  • Performance management procedure
  • Conducting the appraisal
  • Designing the appraisal form
  • Follow-up for performance appraisals
  • Providing feedback
  • Managing poor performance
Day Three
Employee records management
  • Maintaining records, systems and libraries
  • Computerised personnel information systems
  • Security and confidentiality
  • Absence recording and controlling
Compensation and benefits
  • Compensation equity
  • Compensation issues
  • Positive discipline
Managing disciplinary issues
  • Policies and procedures
  • The Employee Handbook
  • Code of conduct
  • Ethical guidelines
Effective face-to-face communication
  • Dealing with difficult people
  • Setting clear expectations
  • Establishing performance expectations

Methodology

The foundation of our training is anchored in activity-based experiential learning. This methodology takes into consideration different learning and communication styles, and more importantly language and cultural differences. It is through active participation that the adoption and application of theory is expedited.

Our training team pays careful attention to planning and designing effective instructional methods essential for the transfer of knowledge. It is the creative skill of our management trainers and consultants that reveal untapped skills of the delegates through:

  • Group discussion
  • Individual and syndicate activities
  • Individual and group tasks
  • Case studies
  • Role plays
  • Audio and video evaluation
  • Action planning
  • Experiential learning games
  • Presentations
  • Assessments

UPCOMING EVENTS

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