HR Foundation and Interviewing Skills

Leap To Success is offering a variety of learning options to meet current realities and can be adapted to suit your business needs. These options include variants of online, blended and on-site course formats.

Face To Face Learning

Enabling you to have a face to face interactive and engaging learning experiences led by renowned industry experts and thought leaders with extensive practical experience who will employ a variety of interactive learning techniques, including short high-impact videos, case studies, assessments, role plays ,in addition to on-going support.

Virtual Learning Labs

Interactive online learning held in real-time using Zoom and are led by international subject matter experts who incorporate case studies, breakout rooms, guided practice, simulations and discussions to maximise your learning experience.

General Methodology

Similar to any L2S training program, this program offers an interactive learning experience in which will allow the delegates to reflect on their learning through an informative, indulging, and fun classroom experience. The design of the training session focuses on the following attributes.

Concrete Experience: The delegates will learn by doing
Reflective Observation: Reflecting on the newly experienced skill-set
Abstract Conceptualization: Developing deeper understanding to the learned concepts
Active Experimentation: Providing the delegates with realistic tools that can be tested in the real life

Specific Methodology

To effectively execute this program and to ensure that the end result is being achieved L2S specific training methodology in this HR foundation program explained in the below stages:

Stage 1: Designing the Training Event

During this stage L2S will be assessing the learning needs from the determined objectives. Simultaneously consider practicality. In addition L2S will consider the group’s learning style in order to identify which style of learning is most suitable. During this stage L2S as well will capture a real problematic incidents reflecting on the real work environment.

Stage 2: During the training

The course design is based on interactive facilitation, training games, training videos, role-plays, group discussions, group brainstorming sessions. The Delegates will start the training program by delivering their pre assignment.

Stage 3: Post the Training

Post the training program delegates will be given an action plan along with a worksheet that includes the key learning points. Also L2S will design a Leader’s Tool Kit (LTK) for this particular module. The LTK helps the direct managers to evaluate the key learning points discussed during the training and allows the leader to monitor the progress of his/her employees post the training course.

Activities Brief

Games & Activities conducted during the Training

The Action Cantered Leader: Experiential game allows the delegates to understand the different skills attribute that the leader should focus on by balancing demands between Team, Tasks, and Individuals.

Action Maze Exercise: An interactive, experiential learning group exercise that emphasizes effective Leadership skills and giving proper direction

Mind The GAP: Mind the Gap! Is an innovative, engaging and non-threatening way to identify those little gaps between average performance and top-notch excellence.

Mind the Gap! Is a great way of reminding staff – in an engaging format – of what is expected of them. Key areas in performance are bench-marked, gaps are revealed and there’s the opportunity for participants to air views and agree how to address shortfalls.
The activity is inspired by Olympic cycling coach, Sir David Brailsford, and his proven methods of improvement through marginal gains.

It enables you to target your training to where it’s needed most. It very quickly identifies the gaps in staff performance that need most attention.

The format, using a ‘traffic light system’ of counters and ‘secret’ boxes’ – all of which participants thoroughly enjoy – elicits their anonymous views on four key areas.

Star Performer Indicator:

Case study which is worked within smaller groups. By the end of the case study participant will be able as well to conduct self-assessment based on Reldan S. Nedler Research on Leading with Emotional Intelligence. This interactive simulation focuses on hand-on strategies for building confident and collaborative star performers.

The Coaching Wheel:

Coaching is about involving and engaging and changing the picture of how things can be. One needs to develop a sense of ownership and deal with issues of perceived roadblocks to generate alternative choices.

This Square Wheels Coaching for Improved Performance Toolkit anchors to the ability of the Square Wheels® cartoons to function as a projective instrument, much like an inkblot or Rorschach Test.

This focus on a desired future outcome produces positive thinking and centers on dealing with the discomfort of making changes. This Toolkit has a variety of tools for assisting individuals and groups in any improvement process. It will help you better plan a discussion and give you a solid framework for coaching and gaining the other person’s active participation and involvement.

Communication Counts Video & Case Study:

An interactive Learning experience that focuses on the major communication challenges that the leader face in the work environment and how these challenges creates information gap and conflict within the team. It’s easy to see why so many failed projects, missed deadlines, and workplace conflicts are attributed to a communication blunder in one or more of these areas.