Training and development remain high on the employment agenda. Organizations need to ensure managers can provide exceptional leadership. They need to be confident that their employees provide exceptional quality of product or service, are able to adapt to change, and can innovate. Most employers also see the business case for developing and deploying the potential of their employees through positive approaches to career development, which can include formal succession planning linked to ensuring key career experiences for high potential people, including graduate recruitment and development schemes. In addition to such corporate approaches, all employees should be encouraged to develop their own careers.

Investment in education, training and development is therefore an essential part of business strategy for most organizations.

Learning Works is not a training provider, so we have no vested interests in any specific solution. What we can do is help you get your development right, by ensuring that your development strategy aligns with current and future business needs, by identifying learning needs, by giving you the skills to conduct succession plans or by evaluating the impact of existing training and development. We work within three broad areas:

• Making better people managers and leaders
• Making development more strategic
• Embedding development in business strategy and evaluating impact
  

• Align development strategy with organisational strategy, and business planning and to reflect changing business needs and structures.
• Keep pace with changing demands on managers in response to changing business pressures such as new ICT, globalization, or increased emphasis on customer service and care.
• Maximise the utilization of new technologies in learning and development in a way that enhances learning, rather than focusing merely on the technology.
• Make the most of the many informal forms of learning that abound in organisations, but which are so rarely structured, monitored or evaluated.
• Align career development with the attraction, retention and motivation of the best employees.
• Embed succession disciplines and help executives develop a consistent approach.
  

1. Damac Holding LLC
   
2. Kempinski Hotels
3. Express by Holiday Inn
4. Intercontinental
5. Accor Hotels
6. Emirates Palace AUH
7. Sharjah Grand Hotel
8. TCS Worldwide
9. Al Ghalia WLL (Bahrain)
10. Al Rais Cargo
11. ALBA (Bahrain)
12. KPMG (Bahrain)
13. Gulf Training Solutions (Bahrain)
14. Adhari Park (Bahrain)
15. Zayani Group (Bahrain)
16. Terrabiz (Pakistan).....
    

• Leadership skills
• Goal setting
• Managing Non-Performance
• Discipline and Dismissal Procedures
• Coaching for Performance
• Health and Safety
  

• Professional Selling Skills
• Sales Management
  

• Managing Difficult Customers
• Telephone Customer Service
• Customer Service Standards
  

• Telecommunications
• Interpersonal Skills
• Presentation Skills
  

• Identifying team type styles
• Team development