Posts Tagged ‘skills’

Nottinghamshire County Council engages adult learners with interactive quizzes

Thursday, April 30th, 2009

Adult Learners Week: 9-15 May 2009
Inspiring adults from diverse backgrounds to give learning a go, the Adult and Community Learning Service (ACLS), part of Nottinghamshire County Council, is engaging adult learners through game-show style quizzes.

Adult learning providers across the county are using Qwizdom (www.qwizdom.co.uk), an interactive voting system, to encourage learners to participate anonymously with confidence, removing the embarrassment or fear of speaking in front of peers.

A major skills shortage is costing the UK economy up to £10 billion a year according to a recent estimate by The CBI (Confederation of British Industry). By improving adult learning through new technology, the ACLS aims to help adults regardless of their background to continue their education through numerous projects. It has trialled the voting system with three of its learning providers: Advocacy 2 Engagement (A2E), The Positive Action through Learning Support Project and The Personal Learning Consultancy. Due to huge demand, it has now rolled out the kit to numerous other learning providers in Nottinghamshire.

A2E, which delivers tailor-made courses for adults with learning difficulties and disabilities, is using quizzes to improve their basic life skills. Questions such as: ‘Have I put a safe amount of water in this kettle?’ are posed to the class whilst the facilitator shows them a kettle filled with water exceeding the maximum limit. Learners press their keypads to vote ‘yes’ or ‘no’ and responses are anonymously displayed on an interactive whiteboard, open for discussion. The system can also record achievement and progression by inputting the quiz results into a spreadsheet against each learner. This instantly shows how well learners are progressing, indicating which learners and topics need more attention.

Alan Clark, Service Development Manager at ACLS, commented: “Learners have been able to identify the link between using Qwizdom and popular television shows such as Who Wants to be a Millionaire. The feedback from learners and staff has been overwhelmingly positive because of the interactivity and healthy competition it brings to sessions. Sometimes adults’ perception of learning is a stereotypical one of being seated in rows and lectured, whereas voting technology is bringing learning to life for them.”

Comments from A2E learners include: “I liked seeing it on the screen so I know what I am doing”, “I liked it very much, it was easy” and “now I feel more independent.”

The Positive Action through Learning Support Project – a partnership between Nottingham Dyslexia Action and Nottinghamshire Probation Service – also uses Qwizdom for basic skills training. For example, when a probation officer identifies a literacy or numeracy weakness in one of their clients they can put them forward for a place on the programme. The Personal Learning Consultancy uses Qwizdom for family learning programmes to enable parents and carers to become more involved in their children’s education by understanding the literacy and numeracy curriculum whilst improving their own skills.

Gary Morrison, Director of Qwizdom, concluded: “The ACLS appreciates the benefits of using interactive technology to engage adult learners. If education providers are to successfully motivate adults to continue learning, it is vital that they implement innovative technology so that all learners feel confident to participate.”

Computer Training Courses Can Improve Your Career Prospects in 2009

Friday, January 30th, 2009

Planning for progress in any career of your choice is compulsory if you intend to succeed in future. Part of planning for this progress will entail you studying hard and getting advanced qualifications that will place you ahead of you ahead of your peers in the quest to succeed in the job market. These qualifications that are required may vary but most of these courses usually have something or the other to do with computers. Learning a course that has some emphasis on computer based learning will give you the required edge to prevent you from veering into the road of extinction and failing to get the requirements for progress in your career. Different careers have started developing computer related components and by studying any computer training courses that are suited to the career which you’re in, you place yourself in a great position for career advancement.

Computer training establishments can be found in a number of areas around the country. If you’re lucky you might even get to attend a school that is close to where you work. If no schools or educational establishments are within a certain proximity to your office or your home, you can simply opt for another option and choose to study through online means instead. Before you enroll into any school that offers computer training courses you have to be aware of certain essential details which apply regardless of whether this school is online or not. These things will involve you taking the time out to find out about the current developments in your career and how these developments relate to the field of computer related courses. Getting this information can be as simple as reading about it in career related websites and magazines or simply by contacting different professionals who are knowledgeable about what is current in your career field. By opting for a program that has a large following and which is relatively high in demand increases the chances that you’ll get promoted or employed in an establishment that requires someone with your skills.

Computer training courses are suitable for a number of people and it doesn’t only apply to people whose sole source of education is computer based. Computer training courses are replete with people from different career backgrounds who require some form of education in order to familiarize themselves with current happenings in their particular field of industry. Success is becoming harder to attain in the model workplace and in order to achieve success in a competitive arena you have to think and prepare yourself by learning accordingly.  You can visit Learn Skills, Computer Skills and PC Applications for more information on computer training.

Kelly Hunter operates http://www.best-computer-training-courses.com and writes about Computer Training Courses.

Article Source: http://EzineArticles.com/?expert=Kelly_Hunter

Learn Skills expands into Retail and Hospitality training with Didasko partnership

Friday, January 23rd, 2009

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23/01/2009 – Ireland – Learn Skills is delighted to annouce it’s latest partnership with Didasko, the Australia innovative learning solutions provider of engaging interactive multimedia resources.  For 11 years, Didasko has been a leading developer of high quality Learner and Trainer resources for the vocational, education and training industry.
They specialise in the service sectors of Hospitality, Retail and Asset Maintenance and their comprehensive resources and systems for the training provider, teachers and students delivers superior learning, operational and marketing outcomes.  Didasko Learning Resources currently provides resources to leading international universities, domestic and international colleges, training organisations, hospitality and retail groups, corporate sector and secondary schools with vocational programs.

Learn Skills shall spearhead Didasko’s expansions plans into Europe focused on both Retails and Hospitality Unit.  This comprehensive range of courses shall be made available both on-line and also when required in CD-Rom format.  With over 100 on-line courses each supported by both a Learner Guide and Training Delivery Guide to deliver the first complete solution for Retail and Hospitality education and training in Europe. These comprehensive resources and systems for training providers, teachers and students deliver superior learning outcomes and improved operational and marketing effectiveness.

For Education and Training providers:
• The full package – from curriculum to delivery and assessment
• Tailored ordering and packaging for each student
• Low flat rate / unit
• Customised branding of the materials
• Distribution options – CD-ROM, PDF, USB, on-line
• Easy online ordering 24/7
• Just in Time delivery – all orders despatched within 48 hours

For Teachers and Trainers:

• Comprehensive tools support teacher compliance and learner
management :
(Training and Assessment plans, Learner contact logs, Competency
Assessment Matrix, Employability Self Assessment, Skills Demonstration
Training record)
• Use of multiple “adult learning” principles
• Greater focus on delivery and student centric

For Students:

• Tailored customised packaging of learner units
• Engaging interactive multimedia (text, graphics, animation, sound,
video and self assessments)
• Underpinning knowledge is gained
• Extensive glossaries and recipe files within the units
• Self evaluation worksheets
• Supports all student learning categories – ESL or learning difficulties

New Skills for New Jobs: Anticipating and matching labour market and skills needs in Europe

Friday, January 16th, 2009

What is ‘New Skills for New Jobs’?

As requested by the European Council, the Communication on New Skills for New Jobs presents a first assessment of the EU’s future skills and jobs requirements up to 2020. The unexpected nature of the current crisis clearly shows the limits of any economic forecasting exercise but forecasts can serve to indicate general trends.

The two objectives of this initiative are to help ensure a better match between skills and labour market needs and to improve the Member States’ capacity to assess and anticipate the skills needs of its citizens and companies.

What does it mean in practice?

The New Skills for New Jobs strategy is composed of four strands.

  • It will improve the monitoring of short-term trends on the European labour market and develop several tools and services to promote job guidance and mobility and to address skills mismatches.
  • It will also help to develop better information on skills needs in the EU in the medium and long-term, with regularly updated projections of future labour market trends and analysis of skills needs by sector, taking into account business needs and the employment impact of the transition towards a low-carbon economy.
  • It will improve our understanding of global challenges related to skills and jobs through cooperation with third countries (notably US, China, Canada, India) and international organisations (OECD and ILO).
  • It will help Member States, regions and others involved in skill upgrading and matching by mobilising existing Community policies (such as the strategic framework for cooperation in education and training) and European funds in line with these objectives.

Why is action needed at EU level?

Member States are mainly responsible for education and employment policies. However a Europe-wide perspective can provide a more complete assessment of the situation, and results which can be compared to better understand common trends. The EU can also raise awareness of the importance of skills and matching as long-term strategic objectives. Finally, well-established EU funds such as the European Social Fund are important instruments to support the objectives of the initiative at national and in particular regional level.

Why should skills upgrading and matching be a priority? Why launch this in an economic downturn?

Across Europe, technological change, globalisation, ageing populations, urbanisation and the evolution of social structures are accelerating changes in labour markets and in skills requirements. Upgrading skills is critically important for Europe’s future growth and productivity, its capacity to adapt to change, and for equity and social cohesion – the low skilled are more vulnerable in the labour market and can be hit first by the crisis. It is the also best way to exploit new opportunities for sustainable job creation, such as the shift to a low-carbon economy and the development of new technologies. But upgrading education and skills levels alone is not enough, as skills gaps and mismatches are a common concern in Member States: ensuring a better match between the supply of skills and labour market demand is as important.

As underlined in the European Economic Recovery Plan, improving the monitoring and matching of skills is necessary both in the short and the long-term:

  • To address the employment impact of the crisis, facilitate matching with existing vacancies and help people return to the labour market;
  • To make sure that European labour markets anticipate future needs, to improve the long-term job prospects of the EU workforce and to exploit opportunities for growth and jobs.

How many jobs will be created in the future and in which sectors?

19.6 million additional jobs are expected to be created between 2006 and 2020 in the EU-25 (according to projections from CEDEFOP), while 80 million jobs would become available as workers retire or leave the labour market.

The gradual shift in Europe away from the primary sector and traditional manufacturing industries towards services and the knowledge-intensive economy is likely to continue. According to recent studies, by the year 2020, almost three quarters of jobs in the EU-25 are likely to be in services.

A focus on net job creation by occupation shows that there will be many jobs created in high-skilled occupations, but also significant job creation in low-skilled jobs in the service sector. In the service sector, strong positive trends are expected in business services (such as IT, insurance or consultancy); health care and social work, distribution, personal services, hotels and catering, and to a lesser extent education.
Past and future trends in employment levels in the service sector, in millions[ Figures and graphics available in PDF and WORD PROCESSED ]

In addition, efforts to tackle climate change and environmental degradation are expected to create a new ‘green economy’, with millions of new jobs across the world. The market for environmental products and services is projected to double by 2020. The shift to a low-carbon economy could benefit Europe, which already has a leading position in some of the technologies required for renewable energy. Environmental concerns also mean people will need to develop new competences in more traditional sectors (agriculture, transport, construction).

What sort of qualifications and skills will be needed?

In general, higher education levels will be required from the working population, as more and more jobs will require high and medium education levels.

First, there will be a need for higher and broader sets of skills across different levels of occupation. Across sectors, generic skills such as problem-solving and analytical skills, self-management and communication skills, ability to work in a team, linguistic skills and digital competences are more and more valued on the labour market. Second, a general rise in educational attainment levels implies that employers will adapt recruitment criteria and that a growing share of low-skilled jobs will be filled by workers with a medium level of qualification.

Why does the initiative focus so much on “skills”?

Skills refer to the ability to apply knowledge and use know-how to complete tasks and solve problems. They can be accumulated throughout working life, not only through formal education and training but also through informal training and work-related experience. Unlike traditional qualifications, the concept of skills focuses on learning outcomes (rather than years of studies, for example).

Evaluating employers’ needs in terms of overall levels of educational attainment of the workforce is not sufficient, as we can see from the problem of highly educated workers employed in low-skilled jobs coupled with wider shortages of skilled workers in the labour market. Every job requires a mix of knowledge, skills and abilities, including “generic” skills such as communication and problem-solving skills.

What about the role of social partners and business?

European social dialogue is a key instrument for mobilising social partners to invest in the right skills through education and lifelong learning. The Commission will invite social partners to develop joint initiatives to promote skills forecasting and upgrading, and to accompany short-term restructuring. The Commission will also consult with social partners at the sectoral level.

The Commission will discuss with stakeholders, notably the existing sectoral social dialogue committees, the possibility of establishing “sector councils on employment and skills” at EU level, which will enable representatives on both sides to organise collective discussions, where consensual positions can be reached.

It will also be vital for businesses to invest in human capital and improve their human resource management. Businesses are also best placed to assess their own skills needs, especially in a short-term perspective. Awareness and involvement of businesses in forecasting skills needs will be reinforced under the initiative, through a survey of employers and qualitative studies on the skills needs of businesses, notably SMEs. There will be a dialogue between business and universities to take into account employers’ expectations of university students and graduates.

What are the next steps of New Skills for New Jobs?

In 2009, the Commission will continue to work on common approaches, standards and methodologies and promote cooperation between Member States and other actors involved, in particular by setting up an expert group to support the initiative and activities with international organisations and third countries.

More detailed results will be also published next year. In particular, in 2009, CEDEFOP – the EU’s vocational education and training agency – will publish a complementary study providing projections of skill supply which help to identity skill mismatches and shortages. In May 2009, a comprehensive series of skills needs in 16 sectors will be presented at a series of conferences in Member States.

Better matching and anticipating labour market needs in Europe

Friday, January 16th, 2009

Proposals for better job matching and more effective ways to analyse and predict which skills will be needed in tomorrow’s labour market were presented by the European Commission on 16 December 2008.

New Skills for New Jobs proposes a series of actions to match skills with vacancies, to organise skills assessments on a permanent basis, to pool the efforts of Member States and other international organisations, and to develop better information on future needs.

The measures proposed in New Skills for New Jobs will help Europe address the short-term employment impact of the economic crisis and improve the long-term job prospects of the EU workforce. They are part of a package of measures for Growth and Jobs and complement the European Economic Recovery Plan, which was presented by the Commission on 26 November 2008.

The right skills for tomorrow’s jobs

Across Europe, technological change, globalisation, the shift to a low-carbon economy, ageing populations and the evolution of social structures all mean that both labour markets – and the skills people need – change ever faster. Therefore we must make sure to anticipate future needs and respond by enable people to develop the right skills.

The European Commission is proposing to improve the monitoring of short-term trends and to develop tools for better matching of skills and job vacancies on the European labour market. The Commission will also develop better information on needs in the EU in the medium and long-term, with regularly updated projections of future labour market trends and analysis of skills needs by sector. It will improve the EU’s understanding of global challenges related to skills and jobs through cooperation with third countries and international organisations. Moreover, the Commission will help Member States and regions and all actors involved in the upgrading and matching of skills by mobilising existing Community policies and funds, especially the European Social Fund.

Assessing labour markets up to 2020

With today’s proposals the Commission responds to a request by the European Council to provide an assessment of skills needs up to 2020. One of the preliminary findings is that Europe will see the creation of new jobs in the service sector: by the year 2020, almost three quarters of jobs in the EU-25 will be in services. Further, there will be many jobs created in high-skilled occupations, but also some job creation in “elementary jobs”. More and more jobs will require high and medium education levels from the working population. Across sectors, transversal and generic skills will be increasingly valued on the labour market: problem-solving and analytical skills, self-management and communication skills, the ability to work in a team, linguistic skills and digital competences.

Service Skills Australia Welcomes New Government- Industry Training Partnerships in Retail

Friday, November 28th, 2008

Service Skills Australia welcomes the Minister for Education, Employment and Workplace Relations, The Hon. Julia Gillard’s announcement that the Government will fund half the cost of training for existing workers of two of Australia’s largest retail organisations under the Productivity Places Program.
Service Skills Australia, the Industry Skills Council for the service industries, will work with Woolworths and Westfield to deliver training to existing workers under the program.  The announcement is particularly welcome for the retail trade, an industry in which nearly two  thirds of workers do not hold post-school qualifications and at a time of economic uncertainty.
“The retail industry is currently experiencing a skills shortage of suitably qualified staff who wish to
pursue a life-long career within the retail industry” CEO Jeanette Allen said.
“The Productivity Places Program will greatly assist both Westfield and Woolworths to retain their existing staff and allow them to move into future management roles”.
“This in turn creates new employment prospects for entry level positions, and will increase the
businesses productivity levels, and increase workforce participation”.
Westfield will have seventy-five employees trained in a Diploma of Retail Management and Woolworths will train a total of 103 employees at Certificate III in Retail and forty-two employees in a Certificate IV in Retail. The retail industry is the largest employing industry in Australia, with more than 1.5 million workers, 15% of the Australian workforce.
Earlier this year, Service Skills Australia (SSA) was offered an opportunity to submit an expression of interest to Department of Education, Employment and Workplace Relations from interested employers that would be prepared to participate in a pilot program to train existing workers in skill shortages areas under the Productivity Places Program.
SSA in collaboration with their industry partners, made a number of submissions at this time and in late October, SSA received correspondence that confirmed the Commonwealth was prepared to match the employer contribution up to 50% of the cost of training. Formal applications were submitted last month from a range of service sector employers that were interested in training their existing workforce to improve workplace productivity and participation.

Hospitality and tourism training update from the UK

Thursday, October 30th, 2008

24th October, 2008 – UK – A short-life task group has been set up by Ministers to review qualifications within the hospitality and tourism sector and ensure these are relevant and responsive to the changing needs of the industry in these tough economic times.

The group will also examine a recommendation from the Parliament’s Economy, Enterprise and Tourism Committee that education, skills and training in these sectors should be rationalised, with resources prioritised to support an industry-backed system.

The group, which will include representatives from the industry, national education and skills bodies, and college and university sectors, will help inform Ministers on what action may be required. Its remit will be to:

* Identify what hospitality and tourism qualifications are available and advise Scottish Ministers on what is required to make them more relevant and responsive to employer needs during these uncertain times
* Establish how many and what type of hotel school developments are currently under consideration in Scotland and advise on how these can support the industry’s needs
* Summarise, for the industry, the roles of the respective public bodies in relation to qualifications development, validation and funding

Minister for Schools and Skills, Maureen Watt, said:

“Tourism is a key sector in Scotland and the Scottish Government is committed to ensuring the right conditions exist to enable it to flourish, particularly in these tough economic times.

“Ensuring that those within the industry and those seeking to join it in the future, have access to the right skills and training is an essential part of that – both for employees and employers.

“The task group will help us ensure that resources are targeted towards skills and training that best meets the industry’s requirements and that training is also sufficiently flexible to adapt to those changes needs.”

Minister for Enterprise, Energy and Tourism, Jim Mather, said:

“Scotland has a fantastic tourism product. From our wonderful scenery, to our compelling history, diverse culture, and friendly people, we have so much to offer the world.

“But if we are to continue to compete in one of the world’s most competitive markets, we need to ensure that we have a new generation of well trained young talent who can take Scotland’s reputation to the next level in years to come.

“It is their Scottish hospitality, their standards of service and their skills which will set our great country apart. This new group will ensure that those standards continue to rise, leading to a highly responsive Scottish tourism industry which will be the envy of countries across the world.”

The creation of the task group will help the industry ensure that people have access to the right skills and training to ensure it gets through these difficult economic times. It will also enable Ministers to respond to a recommendation from the Economy, Enterprise and Tourism Committee’s report – Growing Pains – can we achieve a 50 per cent growth in tourist revenue by 2015?

While the Scottish Government agreed with the majority of the recommendations, Ministers wanted to further investigate issues raised in recommendation 246, which said the Tourism Minister should work with his colleagues and key agencies to declutter and rationalise the provision of education, skills and training in the sector and reprioritise the resources towards a system that is demand-led and enjoys the support of the industry and which offers a smaller number of industry and government approved courses delivered by a limited number of centres with geographical spread.

Full membership of the group, which will meet twice and is expected to report by mid-December, includes:

* Iain Herbert, Chief Executive, Scottish Tourism Forum. Iain has also worked with several premier Scottish tourism agencies, including the Scottish Whisky Heritage Centre as general manager and as manager for the Royal Yacht Britannia. He is also a former head of visitor operations for the National Museums of Scotland.
* Peter Lederer CBE, Chairman of VisitScotland and Chairman of Gleneagles Hotel Limited. He is also a Trustee of the Hospitality Industry Trust Scotland and the Tourism & Hospitality Education Trust.
* David Allen, People 1st. Prior to joining People 1st in September 2007, David spent more than 16 years in the hospitality and tourism industry, in the UK and in Europe. This included working for the Marriot Group and setting up and running a multi million pound conference centre in Fife. He is a member of the Institute of Hospitality and plays an active role in supporting industry led skills and education forums including the Edinburgh Tourism Action Group (ETAG) Skills forum.
* Mandy Exley, Principal, Perth College. Mandy moved to Scotland in 2000 and bought at small hotel on the shores of Loch Tay. In addition to her post in the college, she is a director of the Perthshire Chamber of Commerce, and the Scottish Tourism Forum.
* Mary Nasmyth, Scottish Training Federation
* Professor David Kirk, Vice Principal, Queen Margaret University
* John Kemp, Deputy Director of Strategic Development, Scottish Funding Council
* Chris Taylor, Highlands & Islands Enterprise
* Eddie Brogan, Tourism Director, Scottish Enterprise
* Joe Wilson, Head of New Ventures, Scottish Qualifications Authority
* Darah Zahran, Skills Development Scotland
* Eric Milligan, Skills Development Scotland

Source: Scottish Government News

What is the Importance of Change Management in Your Organisation?

Sunday, October 19th, 2008

By Steve Grant

Change management is one of the most important disciplines of Information Technology Infrastructure management. The Wikipedia defines change management as “The objective of Change Management in this context is to ensure that standardized methods and procedures are used for efficient and prompt handling of all changes to controlled IT infrastructure, in order to minimise the number and impact of any related incidents upon service.”

Change management was always an integral part of business management, but with emergence of Information technology it gathered seriousness. Information Technology Infrastructure management is one broad term which encompasses all the elements necessary to ensure smooth functioning of business processes which may be threatened due to technological problems or other incidents. It’s the “change is rule” attitude (as coined by some experts) that forced these businessmen to change their attitude towards change management. Good change management techniques always help the businessmen to adapt and adopt new ways of doing business. Change management is not merely implementation of new techniques to cope up with a change within the organisation; rather it is a discipline of Information technology infrastructure managementwhere changes are managed with a more systematic, reliable, rigorous and disciplined approach. Changes are brought into system when the integrity of business organisation is challenged due to some incidents or customer requests or technological updates.

Process of change management unfolds through following steps

1. Identifying the need for change in organisation.
2. Designing need specific changes to curb with the requirement of the organisation.
3. Making others understand why change is necessary for the proper functioning of the organisation.
4. Altering the organisational process like processes, technology and performance meters to incorporate the changes.
5. Managing the production and changes to ensure that customer and the stakeholder continues to be bonded with each other over the long run.

According to Wikipedia Change management involves management of process related to Hardware, communications equipment and software, system software, and all documentation and procedures associated with the running, support and maintenance of live systems.

Project management is another aspect of change management, which needs to incorporate its values for proper functioning. There are some touch points between project management and change management. Project management is all about handling change with elance. It is defined as the discipline of planning, organising and managing resources in order to ensure the successful completion of projects. Aim of any project management endeavour is to attain the successful results despite of constraints like space, time, changes, quality, time and budget. Every project is developed around some permutation and combination methodology. Changes are made to the existing methodology in order to avoid potential failures. Identifying, managing and controlling changes become important for the smooth functioning of the Project. According to some experts “project is change and change is project”. So it becomes difficult to differentiate or draw a line between the inter reliability of project management and change management.

So change management holds utmost importance in the world of business where things are assessed on the basis of their perfection and capability to address the needs of customers and clients.

Article Source: http://EzineArticles.com/?expert=Steve_Grant

To learn more about change management check out our Change Management Course and if you are interested in learning more about project management, check out our Effective Project Management Course.
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Importance of change management in an organisation

Sunday, October 19th, 2008

Change management plays an important role in any organisation since the task of managing change is not an easy one. When we say managing change we mean to say that making changes in a planned and systemic fashion. With reference to the IT projects we can say the change in the versions of a project and managing these versions properly. Changes in the organisation or a project can be initiated from within the organisation or externally. For example a product that is popular among the customers may undergo a change in design based on the triggering factor like a competitive product from some other manufacturer. This is an example of external factor that triggers a change within the organisation. How the organisation responds to these changes is what that is more concerned. Managing these changes come under change management. Reactive and proactive responses to these changes are possible from an organisation.

Change management is done by many independent consultants who claim to be experts in these areas. These consultants manage the changes for their clients. They manage changes or help the client make the changes or take up the task themselves to make the changes that must be made. An area of change that needs attention is selected and certain models, methods, techniques and tools are used for making these changes that are necessary for the organisation.

When there is a process in an organisation it is not an easy task to make changes to this process immediately. Sometimes a single organisation may have varied business entities and changes in an entity may be reflected in another entity. In such organisations changes are not so easy. There are different types of organisations which have many branches across the world with varied cultures. Implementing a change in such organisations is a task by itself.

The change process can be thought of a process which stops the current process, makes the necessary changes to the current process and the run the new process. It is easy said than implemented. Stopping a current process in some industry is fatal for that organisation. Hence it has to be done in steps which have the minimal effect in the process. These changes can not take place for a longer time in the organisation since that may also be a disaster for the organisation. The involvement of the staff concerned is also very important for the change process to be smooth.

The change process could also be considered as a problem solving situation. The change that is taking place could be the result of a problem that has occurred. You should know that a problem is a situation that requires some action to be taken positively to handle that situation. This positive action is known as problem solving. The change process could be problem solving for a particular situation. In this process there is a move from one to state to another so that the problem gets solved. The change process is leaving the current state and moving to the final state through some structured organised process.

Managing the changes in an organisation requires a broad set of skills like political skills, analytical skills, people skills, system skills, and business skills. Having good analytical skills will make you a good change agent. You should evaluate the financial and political impacts of the changes that can take place. You should know that following a particular process at that instant would fetch you immediate financial effects and start that process so that the change process is noted by the management. The workflow has to be changed in such a manner to reflect the financial changes that are taking place. Operations and systems in the organization should be reconfigured in such a manner that you get the desired financial impact.

Hence change management plays an important role in an organisation. This allows the organisation to give a reactive or a proactive response to the changes that happen internally or externally. Knowing the change management and its process would help an organization and it s processes to be stable.

To learn more about this process, check out our Change Management Course, which provides in depth change management training.  It further offers a detailed examination of the change process and how a leader overcomes resistance to change.

Ref: Managment-Hub.com

Everyday Body Language By Sherri Schaefer

Saturday, October 18th, 2008

We start forming impressions of people we meet from the moment we set eyes on them. A large part of the initial impression that you create comes from your body language. Your posture, facial expression, eye contact, and gestures speak louder than the words you say. We all interpret body language all the time on a subconscious level.

1. Face

The face is the most expressive part of the body. If you are feeling anxious then your facial expression may lead you to appear aloof, disapproving, or disinterested. You can break this misrepresentation by making a conscious effort to smile. Your smile is one of the strongest tools you have in meeting new people. It will help you appear warm, open, friendly, and confident.

2. Eyes

Our eyes give clues to our emotions. A direct stare implies intensity. It may also mean romantic interest, aggression, or fear. Making very little eye contact can either convey shyness or submissiveness. The middle ground of a gaze says that you are interested, secure, and at ease.

3. Hands

Your hands are also very expressive. Open gestures tend to make you appear open and honest. By pointing your finger, or moving your hands closer together, you can draw emphasis to what you are saying. Used in moderation, hand gestures can make you seem enthusiastic and committed to your topic. Making too many gestures can make you appear nervous and uncontrolled. Wringing your hands or touching your sleeves, face, etc. can make you appear tense, nervous, and sometimes dishonest.

4. Posture

The way you hold yourself, your posture, makes a big contribution to your body language and conveys your level of self-confidence. By orienting your body towards someone, you show attentiveness. By falling away from them or leaning back, you show a lack of interest and some level of reserve. When we are feeling low in confidence and want to hide away, we hunch our shoulders and keep our heads down. When we are feeling aggressive or are trying to defend our space, we puff ourselves up. A relaxed body posture will help you to appear and feel more relaxed and confident.

Your posture gives signals about your interest in something, your openness, and attentiveness. It also gives clues as to your status within a group.

In summary, our face, eyes, hands (gestures), and posture express what is going on inside of us. They give clues to others and to us as to whether the words we say are consistent with what we are really feeling. Being aware of our body language can allow us to send a consistent message. Smiling, making eye contact, using open gestures, and using good posture can bring up our level of self confidence.