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Work Place Training Programmes

-A minimum of five participants is required to organize a training course.
-Ideal and recommended number of trainees per training is 20-25
-Group sizes are limited in order to facilitate individual access to the trainer’s expertise.
-At the end of the training I&R hands out a certificate to each participant. Certificate does not change the training fee

Module 1:The Self-concept: the self in the social world


Target Group Duration

The Self-concept: the self in the social world

This module is intended to help you understand yourself and others so that you are better able to achieve your goals in life and work. We are each unique, but are not entirely different from each other. In many ways we are the same person from one day to the next; yet we are also in a constant state of change. This condition is not only physical, but involves other types of psychological, emotional, and social development and is well explained in this module.

A self awareness/self-understanding process. Topics include:-


  • Self-concept (self awareness, self esteem, self image and ideal self: for deeper self understanding, self acceptance, and self confidence
  • The Johari window- could there be some things that others know about you that you don’t know about yourself?
  • Self-exploration process that enables employees understand themselves, and how their attitudes and behaviors, values, beliefs, perceptions, and interpretations influence them
  • Discover blind spots and causes of repetitive behavior patterns
  • Discover hidden abilities, talents, potentials and blocks
  • Discover strengths and limitations
  • Identify causes of certain attitudes and behavior responses
  • Understand the impact and influence of past experiences
All staff 2 days program

Module 2: Emotions in Workplace

MODULE 2 Target Group Duration
Emotions in Workplace
Training topics
• What are emotions
• Development of emotions
• Classifications of emotions
• Physiological effects of emotions
• Personality types and emotions
Anger is one of the most complex human emotions. It is a natural human response and is a common reaction to frustration and disappointment. Anger can hinder us from achieving our goals
• How to control anger
• Blowing off steam
• Non-assertiveness
• Aggression
• Other emotions
All Staff 2 Days Program

Module 3: Personality Types, Personality and Job Success

Module 3 Target Group Duration
Personality Types, Personality and Job Success

Training topics
• Personality characteristics considered important in job success
• Even I have Faults? – we sometimes resist to see ourselves as we really are because we are afraid we will not like what we see
• May I know You?- people hesitate to reveal themselves completely to others because they fear they won’t be accepted
• There are many layoffs, but more people are fired because of personality characteristics than because of inability to do the work.
• The real reasons for losing a job or losing out on a raise or promotion are not always specifically stated, but undesirable personality traits are common causes.
• Which personality types can harmoniously and effectively work together?
• The impact of personality types and specific job performance
• Personality types and career development
• Role of emotions in workplace

All staff 2 days

Module 4: Human Relations at Workplace

Module 4 Target Staff Duration
Human Relations at Workplace
Training topics
• Motivation to work
• Job enrichment and satisfaction
• Emotions in the workplace- there will always be evidence of emotions in the workplace
• Employer-employee relations
• Know management structure – helps to know who has authority over you and what authority you yourself may have
• Customer or client relations – we all have had the experience of being a customer, and many of us have had experience with serving others in job situations.
• Co-worker Relations
• What Can You Offer?
• Handling Complains
• Ethical Standards and Relations
• Conflict, Competition, and Cooperation
• Teams at Work
• Team Types and Structure
• Team purposes
• Advantages of Teams
• Possible problems
• Become a Team Player
• Communications at work
- Sharing experience and knowledge
Interpersonal Relationships in workplace
• We have a social nature- need for human interaction begins at birth.
• Solitude or loneliness
• Interpersonal growth- people have to make some effort to put variety into their social experiences.
• Intrapersonal factors – self-understanding and self-acceptance
• Your johari window – could there be some things that others know about you that you don’t know about yourself. This idea of “who knows what about you?” can be better understood through the Johari Window.
• Assertiveness – ideas about assertiveness vary. Some people consider it a threat. Others consider it a challenge. It is most accurately thought of in terms of rights.
• Becoming an Assertive Person
• Group activity – one of the reasons people join groups is to offset sense of emptiness and satisfy emotional needs.
• Effective communication at work- Effective communication is important at work because the wrong instructions or misunderstood instructions can result in injuries, damage, to equipment and materials, dissatisfied customers, stress, and negative feeling among co-workers or between employees and supervisors.
• Are You Listening? – suggestions for better listening
All Staff 3 days

Module 5: Stress, Coping, and Health

Module 5 Target Group Duration
Stress, Coping, and Health
Major Adjustments in life: As long as we live we will have to cope with change. Even though some of the changes will be desirable, we will still need the ability to adjust.
Early Experiences: Leaving the security of the mother’s womb and entering the entirely different environment of the outside world is the first major adjustment a human being must make.
What do you do in a situation that is not the way you would like it to be? “change it”, “Accept it”, “Learn to Adjust to it”?
• Major adjustments in life
• Early Experiences
• Job related adjustments
• The nature of stress
• Responding to stress:
-emotional responses
-physiological responses
-behavioral responses
• Stress and physical health
-Type A personality, hostility, and heart disease,
-emotional reactions, depression, and heart disease,
-Other diseases, and immune functioning
-Sizing up the link between stress and illness
-Factors moderating the impact of stress
• Coping mechanisms
• Effects of coping mechanisms
• Inability to cope
• Ways to reduce stress
All Staff 2 days

Module 6: Helping Employees Balance Work/life Conflicts

Module 6 Target Group Duration
Helping Employees Balance Work/life Conflicts

• Maintaining balances: process of change is inevitable, can be either disturbing or desirable.
• The characteristics of quality living are largely a matter of personal values. It is the responsibility of the individual to make life meaningful and satisfying
• Changes in the family: all of the other changes in society have had an impact on the family and how we live. Recognizable ideals have been drastically modified across all social classes.
• We need balances to avoid extremes
• Change can cause frustration and necessitate difficult decisions and responsibilities
• to promote employees’ life skills aimed at healthy family relationships that translate to better performance and productivity at workplace

All Staff 2 dyas

Module 7: Goals Achievement And Time Management

Module 7 Target Group Duration
Goals Achievement And Time Management
• Consideration for others– how individual goals can affect others
• What are your goals? Goal setting begins with self-understanding
- What is your primary purpose
- Money – what does it mean?
- How important is work?
- Where do others come in?
- How important is freedom?
• Factors that contribute to goal achievement
- Unified purpose
- Money management
- Time management
- Flexibility
- Recognition of opportunity
- Self confidence
- Perseverance
- Constructive reaction to criticism
• Time Management
Time management is about making changes to the way you spend your time. Keeping track of how you spend your time is NOT time management
- Time management for managers & supervisors
- Time management for support staff
- Self guidelines for time management
- Ruining your career by procrastination
- Sleep – to work long hours makes you less efficient
- Delegating
- Getting organized
When you fail
- Trying to get something for nothing
- Poor money management
- Outdated ideas and useless habits
- Unfavorable personality characteristics
- Fear
- Not profiting from setbacks
- Characteristics of procrastination
- Why do we procrastinate?
Work-related goals
- Getting the job done
- Advancing at work
Who becomes a leader?
1. personal effectiveness
2. Ability to communicate
3. Energy and enthusiasm
4. Courage and integrity
5. Interest in company goals
6. Appreciation and Fairness
All Staff 3 days

Module 8: HIV/AIDs -Workplace Peer Education Program

Module 8 Target group Duration
HIV/AIDs -Workplace Peer Education Program
• Basic information about STI/HIV/AIDs
• VCT and confidentiality
• Referral systems for testing and creating linkage
• Prevention strategies - ABCD of AIDs prevention
• Provision of access to testing, care, support and treatment
• Reducing stigma and discrimination of HIV/AIDs in workplace
• Integration of HIV/AIDS prevention and control program to avoid loss of skilled work force
• Role of Nutrition in HIV/AIDS
What is peer Education?
• Definition and roles
• Peer Education and Confidentiality as an ethical issue
• Importance of Self awareness as a peer educator
• How personal values, beliefs, attitudes and language use may affect their work with peers and demonstrate ability to use this awareness positively in working with peers/colleagues
Self concept and HIV/AIDs
• How to become self aware
• self esteem and HIV/AIDs
• body image and HIV/AIDs
• self image and HIV/AIDs
• ideal self and HIV/AIDs
• Family shield
• Self disclosure
Counseling Theories in HIV/AIDs
A counseling theory is an attempt to explain why human beings behave the way they do and how they can be helped to change their behavior.
• Behavior acquisition and modification
• Acquisition of new knowledge
• Change of attitude
• Obstacles to behavior change
• Negotiation skills for behavior change
• Adopting a new behavior
• Risky groups and behavior
• Peer Educators barriers

Counseling Skills and Techniques
• The process through which peer educators can help their peers to explore their problems, understand what they need to do, plan what to do, and how to do it.
• Apply supportive and challenging skills at every stage of counseling process.

All Staff 3 days

Module 9: Loss, Grief, and Mourning

Module 9 Target group Duration

Loss, Grief, and MourningLoss, Grief, and Mourning
• The experience of mourning
• Stages of grief work
• Tasks of grief work
• Disenfranchised grief
• Successful grief work
• Learning how to let go
• Recognizing our individuality
• How to offer support
• Skills for coping with loss

All Staff 2 days

Module 10: Disaster Preparedness and Trauma Management

Module 10 Target Group Duration
Disaster Preparedness and Trauma Management
• Types of disaster
• Emotional and psychological impact of disaster in workplace
• Collective psycho-trauma and management
• Post traumatic Stress Disorder (PTSD) and its long term effects
• Coping positively after a disaster

All Staff 2 days

Module 11: Basic Professional Counseling Skills and the Process

Module 11 Target Group Duration
Basic Professional Counseling Skills and the Process
• Understand what counseling is
• Qualities and attributes of an effective counselor
• Skills and techniques
• Confidentiality as an ethical issue in counseling
• Values and influence in counseling
• Effective communication and counseling process
HR Professionals and Peer Educators 3 days

Module 12: Organizational Change and Stress Management

Module 12 Target Group Duration
Organizational Change and Stress Management
Contemporary Change Issues for Today’s Managers
• Forces for change
• Managing planned change
• Resistance to change- overcoming resistance to change
• The politics of change
• Approaches to managing organizational change
• Contemporary change issues for today’s manager
• Work stress and its management
• Implications for managers
• Ethical dilemma

HR professionals, Managers and Supervisors 3 days

Module 13: Understanding Work Teams

Module 13 Target Group Duration
Understanding Work Teams
• Teams and quality management – teams improve productivity and a whole lot more
• Differences between Groups and Teams
• Types of Teams
• Creating effective Teams
• Turning Individuals into Team Players
• Teams and Quality Management
• Turning individuals into team players
• Are teams always the answer?
• Building trust and cohesion- - Sports Teams Are Good Models for Workplace

All Staff 3 days

Module 14: Group Influence

Module 14 Target Group Duration
Group Influence
• The presence of others
• Why we are aroused in the presence of others
• Social loafing: many hands make light work
• Doing together what we would not do alone
• Group think and group influence
• Consistency and self-confidence
-Group pressure
-when people conform
-group size
-cohesion, status, public response
Who Conforms?
• Asserting uniqueness
• Being an individual within a community

All Staff 2 days

Module 15: Careers and Career Development

Module 15 Target group Duration
Careers and Career Development
• What to do to better manage your career
• Matching your values and personality
• When people know where the organization is headed, they are better able to develop a personal plan to share in that future.

All Staff 1 days

Module 16: Values, Attitudes, and Job Satisfaction

Module 16 Target Group Duration
Values, Attitudes, and Job Satisfaction
Behavior and Attitude Change
• Do attitudes determine behavior?
• Does behavior determine attitudes?
• Why do actions affect attitudes?
• Attitudes and consistency
• Effect of job satisfaction and on employee performance
• Job satisfaction and customer satisfaction
All Staff 2 Days

Module 17: Motivation and Work-related Behavior

Module 17 Target group Duration
Motivation and Work-related Behavior, Concepts and Application:- direction that benefits organization and its persistence dimension All Staff 3 days

Module 18: Effective Communication

Module 18 Target group Duration
Effective Communication
How misunderstanding of a few words can literally mean the difference between life and death. A number of aviation disasters have been largely attributed to problems in communication.
• Directions of communication: downward, upward, lateral
• Organizational communication: formal small-groups networks, computer-aided communications
• Current issues in communication
All Staff 3 Days

Module 19: Basic Approaches to Leadership

Module 19 Target Group Duration
Basic Approaches to Leadership
• What is leadership?
• Trait theories
• Behavioral theories
• Implications for managers

Contemporary Issues in Leadership
• Trust- the foundation of leadership
• What is trust?
• Trust and leadership
• Three types of trust
• Basic principles of trust
• Using words to shape meaning and inspire others
• Inspirational approaches to leadership
• Charismatic leadership
• Transformational leadership
• Emotional Intelligence and leadership effectiveness
• Contemporary leadership Roles
• Providing team leadership
• Mentoring
• Self-leadership
• Ethical leadership
• Finding and Creating Effective Leaders,
• Contrast of Leadership and Management
• Implications for managers
Managers and supervisors 3 ays

Module 20: Conflict, Negotiation, and Peacemaking

Module 20 Target Group Duration
Conflict, Negotiation, and Peacemaking
Conflict can be a serious problem in an organization and can create chaotic conditions that make it nearly impossible for employees to work together.
• Transitions in conflict thought
• Functional versus dysfunctional conflict
• The negotiation process
• An effective negotiation experience
• Social dilemmas, competition, perceived injustice, misperception
• Contact, cooperation, communication, conciliation
All Staff 2 Days

Module 21: Organizational Culture

Module 21 Target Group Duration
Organizational Culture
• how culture is transmitted to employees
• culture strength, its influence on attitudes and behaviors of employees
• Creating and sustaining culture
• Keeping a culture alive
• how employees learn culture
• how a strong culture provides stability to an organization
• creating an ethical organizational culture
• creating a customer-responsive culture

Module 22: Drugs, Substance Use, Abuse, and Addiction

Module 22 Target group Duration
Drugs, Substance Use, Abuse, and Addiction
• Definition
• Meaning of abuse
• Use and addiction
• Emotional and psychological effects
• Effects on physical health, social interactions, and performance
• Likely causes of substance and drugs abuse
• Signs of abuse, and addiction
• Commonly used and abused substance and drugs

Module 23: Basic Professional Counseling Principles and Skills Process

Module 23 Target group Duration
Basic Professional Counseling Principles and Skills Process
• emphasizes the importance of HR professionals learning basic professional counseling principles and skills
• indicators of an emotionally and psychologically disturbed employee,
• When and how to intervene and or refer.
• HR and how dual-relationship may affect intervention at workplace
• Values underlying Counseling process
• Basic communication skills for counseling
• Basic counseling principles and skills
• Phases in counseling process
For HR professionals and Workplace Peer Educators/Support 3 days

Module 24: Retirement Training

Module 24 Target Group Duration
Retirement Training
Employment Separation may be voluntary, redundancy, downsizing, health condition or normal retirement age.
Key topics in pre-retirement training include:
• Emotional and psychological preparation,
• Identifying the source of stress pending and during retirement
• Factors that lead to family destabilization in retirement
• Coping and adjusting in retirement,
• Tools to assess personal financial planning,
• Entrepreneurship as a viable option,
• Mentorship and career guidance
• Self image in retirement
• Managing new identity and high self esteem in retirement
• Handling interviews and job search in retirement
All Staff 3 days

Module 25: Gender Mainstreaming and Gender Based Violence

Module 25 Target Group Duration
Gender Mainstreaming and Gender Based Violence
• Introduction to Gender Mainstreaming
• Gender Awareness lobbying and advocacy
• Human Rights and Gender Based Violence (GBV)
• Gender disaggregated data
• The Sexual Offences Act: 2006
• Gender Responsiveness budgeting
• Key steps, methods and strategies to Gender Mainstreaming and Integration
• Mainstreaming Gender into Leadership and Governance
All Staff 3 days

Module 26: Trauma Debriefing & Post Traumatic Stress Disorder

Module 26 Target Group Duration
Trauma Debriefing & Post Traumatic Stress Disorder
A psychological and emotional intervention.
Can be conducted:-
• collective trauma following a catastrophic event in workplace, learning institutions, etc
• Family setting after robbery, car-jacking, kidnap, suicide, rape, accidents, death, etc
All Staff 3 days

Module 27: Professional Counseling/therapy sessions

Module 27 Target Group Duration
Professional Counseling/therapy sessions Individual staff 1 hour per session
Professional Counseling/therapy sessions Group 20-25 members 2-3 hours per session
Professional Counseling/therapy sessions Family 1:30 min

Module 28: I&R Training Approach

  Training Material
I&R Training Approach
Our training is experiential and skills learning. Training is designed with outcome in mind. The following techniques enhance clarity and better understanding of concepts.
• Brainstorming
• Group work
• Visual aid materials
• Case study and case scenarios
• Mini lecture and illustrated lectures
• Peer counseling on real issues
• Demonstration
• Presentation
• Role plays
Training Material
A mix of slides, graphics, exercises, illustrations, pictures, and case studies
1. Lap tops
2. LCD
3. Flip charts
4. Hand outs

Training Programmes

Our Specific Objectives

To provide training that will identify needs and address current workplace challenges
To provide knowledge that will bring change for individual and organization growth
To promote interpersonal, attitude, and behavior change
To help improve employees’ competence and confidence
To approach training with the outcome in mind
To encourage knowledge transfer in the workplace
To partner with managers/supervisors in supporting employees apply knowledge acquired
To develop tools to help managers/supervisors gauge the transfer of knowledge in workplace
To interpret human behavior through psychological education
To provide professional counseling in workplace
To simplify psychological concepts to levels where individuals can incorporate and apply them in their daily life.

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