Soft skills and Management training

Soft skills are the personal traits each of us has. They, include our attitudes, habits and how we interact with other people. They are less tangible than technical skills.

You do not learn soft skills in a training program. You can, acquire them through educational, work and life experiences. Let’s say you are awful at managing your time but if you are in a class that requires you to complete various tasks. To complete these tasks on time you need to improve your time management skills in order to meet your deadlines. You can learn how to better manage your time by getting advice from superiors, colleagues or others.

Examples of Soft Skills

Communication Skills: People this skill have the ability to convey information to others either orally or in writing.

Interpersonal Skills: It  means that one has not only the ability to communicate with others, but is willing to listen to people without judging them, share ideas and help  when co-workers need help.

Problem Solving: This is the ability to identify a problem and then come up with possible solutions.

Active Listening Skills: This takes place when we make an effort to understand what others are saying, and ask questions that will help clarify the information.

Active Learning Skills: This is the ability to acquire knowledge and then apply it in their work life Time Management Skills: This is to know how to schedule tasks in order to complete projects according.

Team Player: This relates to being cooperative and willing to share responsibility with other team members.

Professionalism: Professionalism includes many things including showing up on time, being polite, being generally pleasant and helpful, dressing appropriately and taking responsibility for your own actions.

Why Do You Need Soft Skills?

Soft skills and management training help us do and manage our work 

Every single occupation demands that you have specific character traits, whether you're a doctor who needs to be an excellent communicator in order to convey information to patients, or a  a worker who must have good interpersonal skills so that he can get along with his co-workers.

Metrics are a system for measurement

·         HR Metrics

·         Metrics are a system for measurement

·         Some of the Metrics in HR are

·         Staffing ratio

·         Staff ratio

The ratio of the staff or workforce of a place to another group, for example to staff in another department, the ratio of patients to nurses in a hospital, or the ratio of pupils to teachers in a school

·         Time to fill

Time From the time you advertise your vacancy, how much time passes before the successful candidate starts on the job 

·         Cost per hire

You should consider the following factors when calculating the cost of hiring new employees:

Advertisements placed (if they are billed directly to you);

Setting up and maintaining social media accounts like Facebook and LinkedIn;

Time your hiring managers spend interviewing potential employees;

Recruiter fees; and Any accounting and administrative costs involved in setting up a new employee (eg contracts, pay accounts, health benefits etc)

·         Revenue per employee

Revenue per employee an important ratio that looks at a company's sales in relation to the number of  

 employees they have. It is calculated as  

Customer Service Survey

We conduct customer service survey based on the list of the names of your clients .In this survey there will be  several questions; some of these questions tackles skills issues such as how much knowledge the front line staff know about the nature of the service or the product .if it shows that little is known, then training is suggested. In the survey, there will be a question about how good the staff is in communicating with the customer, if a deficiency is there then we suggest to train the staff on the communication skills.

The survey will show us what the problem issues are and how long it takes to address them .Here we have to study the action process and how it can be speeded up.

Or what we can do is that every time the customer comes in contact with service staff we immediately survey the customer and get immediate feedback. This process takes longer time but it captures the immediate feedback of the customer.

We then compare the skill set with the customer feedback and that way we determine where the problem is and draw an action plan on how to address the issues that are coming out of the survey.

The other step which needs also to be done is to survey the staff themselves because for example some staff could be very skilled but they are demotivated, may be they have an issue with compensation or with work environment .Once we identify the demotivating factors we can address them and thus bring the performance level up.                                                                                                                                                                      The three surveys; the staff skill survey,  the customer’s survey, Soft skills and management training the staff survey all can be done on line on web sites. We will provide you with all the feedback and suggested action list that will help address the problems .The feedback you get is almost instant and you have the choice to get the feedback in full details or the summary of it.

To enhance career development

Where should an organization start in order to put career paths and career development service programs into place? Some suggest  s that a good way to begin the process of defining how and where employees’ skills match different jobs is to develop a job skills matrix. The matrix should be designed with all the possible job titles down the left side and the necessary skills on the other side.

Using job descriptions, the skills matched with the job title. The skills could even be ranked by importance for each position. For example, communication skills might be rated "5" on a scale of 1 to 5 for customer service positions and "3" for an accounting position. An interdepartmental council, composed of department directors, could handle the task of matching jobs and skills. 

The matrix development process can be spearheaded by HR and can be as basic or sophisticated as a firm needs it to be. It can be developed through an HR software solution or completed manually using a spreadsheet or grid depending on the size of the firm and number of jobs. The completed matrix could be used in two ways. Managers could use it to review each employee’s current skill sets and fit with other job opportunities. Employees who are interested in other job opportunities could also benefit from the matrix, as they can learn what skills they may need to acquire to make a career "move."

The development and use of a job skills matrix makes job opportunities available to all employees. It takes the mystery away when employees want to determine what additional skills they need in order to get ahead and provides an objective tool for HR and managers to use when they need to fill jobs or assist employees in developing career paths.

Noticeable Advantages of Career Development Services

Career development services are greatly beneficial as they make the employees to be able to conduct themselves as per different organisational requirements in the most appropriate manner. With the help of these services employees can know about different techniques that will make them more competent for facing different challenges of the work places and hence it will effectively help them in their constructive career growths. Different plans and strategies infused by such services will work as employee engagement techniques and hence they will be beneficial for the employers as their work-force will function more enthusiastically that will further add great value in the working outputs and revenues of the companies. 

We as a consulting service provider offer different services that can help in the career development services of the employees as we provide different management training solution with the help of which we link training offered by us to the different organizational strategies. The employees will be effectively benefited with the different performance management training programs and stress management courses that will guide them to work with an enthusiastic approach without being influenced by any destructive or negative thought process. There are properly organised human resource training programs, employee relations training programs, rewards management training programs, employee engagement training courses, conflict management course, management training courses, performance management training courses, etc., that are offered by us in the most authentic and lucrative way. Details regarding our services are available at www.peoplescope.ae in the most convenient and best possible manner.